Personnel recruiting (11 - 20 of 46 items)
Human Capital: Opportunities Exist to Build on Recent Progress to Strengthen DOD's Civilian Human Capital Strategic Plan
GAO-09-235: Published: Feb 10, 2009. Publicly Released: Feb 10, 2009.
Having the right number of civilian personnel with the right skills is critical to achieving the Department of Defense's (DOD) mission. With more than 50 percent of its civilian workforce (about 700,000 civilians) eligible to retire in the next few years, DOD may be faced with deciding how to fill numerous mission-critical positions--some involving senior leadership. The National Defense Authoriza...
Department of Homeland Security: A Strategic Approach Is Needed to Better Ensure the Acquisition Workforce Can Meet Mission Needs
GAO-09-30: Published: Nov 19, 2008. Publicly Released: Nov 19, 2008.
The Department of Homeland Security (DHS) is one of the largest procurement spending agencies in the federal government. In fiscal year 2007, DHS obligated about $12 billion for a wide range of goods and services to meet complex mission needs. Like other federal agencies, DHS has faced challenges in building and sustaining a capable workforce to support its acquisitions. GAO was asked to identify...
Centers for Disease Control and Prevention: Human Capital Planning Has Improved, but Strategic View of Contractor Workforce Is Needed
GAO-08-582: Published: May 28, 2008. Publicly Released: Jun 27, 2008.
The Centers for Disease Control and Prevention (CDC)--an agency in the Department of Health and Human Services (HHS)--has experienced an expanding workload due to emerging health threats, such as bioterrorism. Strategic planning helps agencies like CDC sustain a workforce with the necessary education, skills, and competencies--human capital--to fulfill their missions. In September 2007, CDC releas...
Human Capital: Workforce Diversity Governmentwide and at the Department of Homeland Security
GAO-08-815T: Published: May 21, 2008. Publicly Released: May 21, 2008.
The Department of Homeland Security (DHS) was created from a disparate group of agencies with multiple missions, values, and cultures into a cabinet department whose goals are to, among other things, protect U.S. borders and infrastructure, improve intelligence and information sharing, and prevent and respond to potential terrorist attacks. GAO designated the implementation and transformation of D...
Human Capital: Corps of Engineers Needs to Update Its Workforce Planning Process to More Effectively Address Its Current and Future Workforce Needs
GAO-08-596: Published: May 7, 2008. Publicly Released: May 7, 2008.
With a workforce of about 35,000, the U.S. Army Corps of Engineers (the Corps) provides engineering services for civil works and military programs in the United States and overseas. Recently, the Corps' focus has shifted to also support contingency operations, such as responding to natural disasters. To meet its mission and emerging priorities, the Corps must have effective human capital planning...
Older Workers: Federal Agencies Face Challenges, but Have Opportunities to Hire and Retain Experienced Employees
GAO-08-630T: Published: Apr 30, 2008. Publicly Released: Apr 30, 2008.
The federal workforce, like the nation's workforce as a whole, is aging. As experienced employees retire, they leave behind critical gaps in leadership and institutional knowledge, increasing the challenges government agencies face in maintaining a skilled workforce. We and others have emphasized the need to hire and retain older workers as one part of a comprehensive strategy to address expected...
NASA: Progress Made on Strategic Human Capital Management, but Future Program Challenges Remain
GAO-07-1004: Published: Aug 8, 2007. Publicly Released: Aug 8, 2007.
The National Aeronautics and Space Administration (NASA) is engaged in efforts to replace the Space Shuttle with the next generation of human space flight systems and implement the President's space exploration policy. To do this, NASA must recruit, develop, and retain certain critical skills in its workforce, guided by its strategic human capital management plan. GAO was asked to examine the exte...
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...
Intellectual Property: USPTO Has Made Progress in Hiring Examiners, but Challenges to Retention Remain
GAO-05-720: Published: Jun 17, 2005. Publicly Released: Jun 17, 2005.
The U.S. Patent and Trademark Office (USPTO) is responsible for issuing U.S. patents that protect new ideas and investments in innovation and creativity. Recent increases in both the complexity and volume of patent applications have increased the time it takes to process patents and have raised concerns about the validity of the patents USPTO issues. Adding to these challenges is the difficulty th...
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...