Labor force (111 - 120 of 276 items)
Foreign Assistance: Strategic Workforce Planning Can Help USAID Address Current and Future Challenges
GAO-03-946: Published: Aug 22, 2003. Publicly Released: Sep 23, 2003.
The U.S. Agency for International Development (USAID) oversees humanitarian and economic assistance--an integral part of the U.S. global security strategy--to more than 160 countries. GAO recommended in 1993 that USAID develop a comprehensive workforce plan; however, human capital management continues to be a high-risk area for the agency. GAO was asked to examine how changes in USAID's workforce...
Foreign Assistance: USAID Needs to Improve Its Workforce Planning and Operating Expense Accounting
GAO-03-1171T: Published: Sep 23, 2003. Publicly Released: Sep 23, 2003.
USAID oversees humanitarian and economic assistance--an integral part of the U.S. global security strategy--to more than 160 countries. GAO recommended in 1993 that USAID develop a comprehensive workforce plan; however, human capital management continues to be a high-risk area for the agency. GAO was asked to testify on how changes in USAID's workforce over the past 10 years have affected its abil...
DOD Personnel: Documentation of the Army's Civilian Workforce-Planning Model Needed to Enhance Credibility
GAO-03-1046: Published: Aug 22, 2003. Publicly Released: Aug 22, 2003.
Between fiscal years 1989 and 2002, the Department of Defense (DOD) reduced its civilian workforce by about 38 percent, with little attention to shaping or specifically sizing this workforce for the future. As a result, the civilian workforce is imbalanced in terms of the shape, skills, and experience needed by the department. DOD is taking steps to transform its civilian workforce. To assist with...
Human Capital: Opportunities to Improve Executive Agencies' Hiring Processes
GAO-03-450: Published: May 30, 2003. Publicly Released: Jun 30, 2003.
Improving the federal hiring process is critical, as the number of new hires is expected to increase substantially. Federal agencies are responsible for their hiring processes, but must generally comply with applicable Office of Personnel Management (OPM) rules and regulations. Congressional requesters asked GAO to identify federal hiring obstacles, provide examples of innovative hiring practices,...
Assessment of Public Law 106-303: The Role of Personnel Flexibilities in Strengthening GAO's Human Capital
GAO-03-954SP: Published: Jun 27, 2003. Publicly Released: Jun 27, 2003.
Leading public organizations here and abroud have found that strategic human capital management must be the centerpiece of any serious change management initiative and effort to transform the culture of government agancies. GAO is not immune to these challenges facing the federal government. Over the past 3 years, however, we have made considerable progress toward addressing a number of our major...
Tax Administration: Workforce Planning Needs Further Development for IRS's Taxpayer Education and Communication Unit
GAO-03-711: Published: May 30, 2003. Publicly Released: Jun 18, 2003.
Strategic workforce planning helps ensure that agencies have the right people with the right skills in the right positions to carry out the agency mission both in the present and future. The Internal Revenue Service's (IRS) Taxpayer Education and Communication (TEC) unit within its Small Business and Self- Employed Division assists some 45 million small business and self-employed taxpayers. Given...
Human Capital: OPM Can Better Assist Agencies in Using Personnel Flexibilities
GAO-03-428: Published: May 9, 2003. Publicly Released: Jun 9, 2003.
Congressional requesters asked GAO to provide information on actions that the Office of Personnel Management (OPM) has taken to facilitate the effective use of human capital flexibilities throughout the federal government and what additional actions OPM might take in this regard. These flexibilities represent the policies and practices that an agency has the authority to implement in managing its...
Posthearing Questions Related to Strategic Human Capital Management
GAO-03-779R: Published: May 22, 2003. Publicly Released: May 22, 2003.
On April 8, GAO testified before the Subcommittee on Civil Service and Agency Reform, House Committee on Government Reform and the Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, Senate Committee on Governmental Affairs at a hearing on "The Human Capital Challenge: Offering Solutions and Delivering Results". This letter responds to requests...
Federal Procurement: Spending and Workforce Trends
GAO-03-443: Published: Apr 30, 2003. Publicly Released: Apr 30, 2003.
The federal government, comprised of more than 60 agencies and nearly 1.7 million civilian workers, acquires most of its goods and services through contracts. Recent changes in what the government buys, its contracting approaches and methods, and its acquisition workforce have combined to create a dynamic acquisition environment. Many of these recent changes enhance contracting efficiency and offe...
Defense Transformation: Preliminary Observations on DOD's Proposed Civilian Personnel Reforms
GAO-03-717T: Published: Apr 29, 2003. Publicly Released: Apr 29, 2003.
DOD is in the midst of a major transformation effort including a number of initiatives to transform its forces and improve its business operations. DOD's legislative initiative would provide for major changes in the civiliean and military human capital management, make major adjustments in the DOD acquisition process, affect DOD's organization structure, and change DOD's reporting requirements to...