Hiring policies (11 - 20 of 42 items)
Human Capital: Retirements and Anticipated New Reactor Applications Will Challenge NRC's Workforce
GAO-07-105: Published: Jan 17, 2007. Publicly Released: Jan 17, 2007.
The Nuclear Regulatory Commission (NRC) is responsible for licensing and inspecting the nation's nuclear power plants to ensure their safety and security. By 2010, about one third of NRC's workforce with mission-critical skills will be eligible to retire. At the same time, NRC's workforce needs to expand because NRC expects to receive at least 20 applications for 29 new nuclear power reactors begi...
Older Workers: Labor Can Help Employers and Employees Plan Better for the Future
GAO-06-80: Published: Dec 5, 2005. Publicly Released: Dec 5, 2005.
Demographic changes pose serious challenges for employers, the economy, and older Americans. As the baby boomers near traditional retirement ages, the loss of experienced workers could have adverse effects on productivity and economic growth. Also, many older Americans face less-secure retirements due to rising health care costs, pension coverage changes, and fiscal pressures on the nation's retir...
Equal Employment Opportunity: The Policy Framework in the Federal Workplace and the Roles of EEOC and OPM
GAO-05-195: Published: Apr 29, 2005. Publicly Released: May 10, 2005.
The federal government has created a framework to provide for EEO by prohibiting unlawful discrimination based on such factors as race, color, religion, gender, national origin, age, and disability, and offers redress when discrimination and retaliation have occurred. To further EEO and help bring about a diverse workforce, federal agencies are required to carry out affirmative employment and mino...
Human Capital: Preliminary Observations on Proposed DOD National Security Personnel System Regulations
GAO-05-432T: Published: Mar 15, 2005. Publicly Released: Mar 15, 2005.
The Department of Defense's (DOD) new human resources management system--the National Security Personnel System (NSPS)--will have far-reaching implications for the management of the department and for civil service reform across the federal government. The National Defense Authorization Act for Fiscal Year 2004 gave DOD significant authorities to redesign the rules, regulations, and processes that...
Posthearing Questions Related to Assessing Progress in Human Capital Management
GAO-04-1072R: Published: Sep 3, 2004. Publicly Released: Sep 3, 2004.
On July 20, 2004, GAO testified before the Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, Senate Committee on Governmental Affairs on "Building the 21st Century Federal Workforce: Assessing Progress in Human Capital Management." This letter responds to committee members' request that GAO provide answers to follow-up questions.A key reason G...
Human Capital: Building on the Current Momentum to Transform the Federal Government
GAO-04-976T: Published: Jul 20, 2004. Publicly Released: Jul 20, 2004.
The federal government is in a period of profound transition, forcing agencies to transform their cultures to enhance performance, ensure accountability, and position the nation for the future. Strategic human capital management is at the center of this government transformation. Federal agencies will need the most effective human capital systems to succeed in their transformation efforts. At the...
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...
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...
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,...