Federal employees (21 - 30 of 94 items)
Human Capital: Increasing Agencies' Use of New Hiring Flexibilities
GAO-04-959T: Published: Jul 13, 2004. Publicly Released: Jul 13, 2004.
Improving the federal hiring process is critical given that the executive branch hired nearly 95,000 new employees during fiscal year 2003 and significant hiring may continue over the next few years. In May 2003, GAO issued a report highlighting several key problems in the federal hiring process. That report concluded that the process needed improvement and included recommendations to address the...
Human Capital: Additional Collaboration Between OPM and Agencies Is Key to Improved Federal Hiring
GAO-04-797: Published: Jun 7, 2004. Publicly Released: Jun 7, 2004.
Improving the federal hiring process is critical given the increasing number of new hires expected in the next few years. Congress asked GAO to report on the (1) status of recent efforts to help improve the federal hiring process and (2) extent to which federal agencies are using two new hiring flexibilities--category rating and direct-hire authority. Category rating permits an agency to select an...
Human Capital: Selected Agencies' Experiences and Lessons Learned in Designing Training and Development Programs
GAO-04-291: Published: Jan 30, 2004. Publicly Released: Jan 30, 2004.
Effective training and development programs are an integral part of a learning environment, helping improve federal workforce performance in achieving agency results. Therefore, in this report GAO was asked to identify examples of selected federal agencies' experiences and some of the key lessons they have learned in designing their training and development programs. This work focused on ways that...
Human Capital: Key Principles for Effective Strategic Workforce Planning
GAO-04-39: Published: Dec 11, 2003. Publicly Released: Dec 11, 2003.
The federal government is in a period of profound transition and faces an array of challenges and opportunities to enhance performance, ensure accountability, and position the nation for the future. Effective results-oriented management of the government's most valued resource--its people--is at the heart of this transition. This report is part of a large body of GAO work examining issues in strat...
Posthearing Questions Related to Succession Planning and Management
GAO-04-270R: Published: Nov 14, 2003. Publicly Released: Nov 14, 2003.
The Chairwoman of the Subcommittee on Civil Service and Agency Organization, House Committee on Government Reform, requested that GAO respond to follow-up questions subsequent to a hearing on "Human Capital Succession Planning."GAO reported that government agencies around the world are using succession planning and management to achieve a more diverse workforce, maintain their leadership capacity...
Senior Executive Service: Enhanced Agency Efforts Needed to Improve Diversity as the Senior Corps Turns Over
GAO-04-123T: Published: Oct 15, 2003. Publicly Released: Oct 15, 2003.
The federal government faces large losses in its Senior Executive Service (SES), primarily through retirement but also because of other normal attrition. This presents the government with substantial challenges to ensuring an able management cadre and also provides opportunities to affect the composition of the SES. In a January 2003 report, GAO-03-34, GAO estimated the number of SES members who w...
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...
Human Capital: Effective Use of Flexibilities Can Assist Agencies in Managing Their Workforces
GAO-03-2: Published: Dec 6, 2002. Publicly Released: Dec 6, 2002.
An essential element to acquiring, developing, and retaining high-quality federal employees is agencies' effective use of human capital flexibilities. These flexibilities represent the policies and practices that an agency has the authority to implement in managing its workforce. Congressional requesters asked GAO to provide information on agency and union officials' views about the most effective...
Commercial Activities Panel: Improving the Sourcing Decisions of the Federal Government
GAO-02-847T: Published: Sep 27, 2002. Publicly Released: Sep 27, 2002.
The Commercial Activities Panel is a congressionally mandated panel to study and make recommendations for improving the policies and procedures governing the transfer of commercial activities from government to contractor personnel. The growing controversy surrounding competitions, under the Office of Management and Budget's Circular A-76 to determine whether the government should obtain commercia...