Federal agencies (41 - 50 of 108 items)
Human Capital: Further Guidance, Assistance, and Coordination Can Improve Federal Telework Efforts
GAO-03-679: Published: Jul 18, 2003. Publicly Released: Aug 18, 2003.
Telework--work done at a location other than a traditional office--has gained widespread attention over the past decade as a human capital flexibility offering various potential benefits to employers, employees, and society. Using such flexibilities as management tools can help the federal government address its human capital challenges. GAO did this study in response to a congressional request to...
Federal Law Enforcement: Selected Issues in Human Capital Management
GAO-03-1034T: Published: Jul 23, 2003. Publicly Released: Jul 23, 2003.
Many federal agencies in the Washington, D.C., metropolitan area have their own police forces to ensure the security and safety of the persons and property within and surrounding federal buildings. In the executive branch, for example, the Secret Service has over 1,000 uniformed officers protecting the White House, the Treasury Building, and other facilities used by the Executive Office of the Pre...
Human Capital: Selected Agency Actions to Integrate Human Capital Approaches to Attain Mission Results
GAO-03-446: Published: Apr 11, 2003. Publicly Released: Apr 11, 2003.
Successful strategic human capital management requires the integration of human capital approaches with strategies for accomplishing organizational missions and program goals. Such integration allows the agency to ensure that its core processes efficiently and effectively support mission-related outcomes. Based on the recommendations of various human capital experts, GAO identified six executive b...
Results-Oriented Cultures: Creating a Clear Linkage between Individual Performance and Organizational Success
GAO-03-488: Published: Mar 14, 2003. Publicly Released: Apr 4, 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. High-performing organizations have found that to successfully transform themselves, they must often fundamentally change their cultures so that they are more results-oriented, customer-focused, and col...
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...
Federal Employees: OPM Data Do Not Identify if Temporary Employees Work for Extended Periods
GAO-02-296: Published: Mar 1, 2002. Publicly Released: Apr 2, 2002.
In the early 1990s, concerns arose that federal agencies were retaining employees in an ongoing series of temporary appointments without benefits or tenure. For fiscal years 1991 through 2000, 10 agencies accounted for 90 percent of all temporary limited employees hired governmentwide. During this period, the number of temporary limited employees hired governmentwide declined by 47 percent--from 2...
Personnel Practices: Career Appointments Granted Political Appointees From October 1998 Through June 2000
GGD-00-205: Published: Sep 18, 2000. Publicly Released: Sep 18, 2000.
Pursuant to a congressional request, GAO reviewed the appointment of political appointees to career positions in the executive branch, focusing on: (1) the number of political appointees who converted to career service positions between October 1, 1998, and June 30, 2000; and (2) certain information about the political positions they held and the career positions to which they converted.GAO noted...
National Gambling Impact Study Commission: Selected Operational Practices
GGD-99-46: Published: Apr 16, 1999. Publicly Released: Apr 19, 1999.
Pursuant to a congressional request, GAO reviewed selected operational practices of the National Gambling Impact Study Commission (NGISC), focusing on: (1) whether NGISC is subject to the Federal Advisory Committee Act (FACA) and, if so, whether NGISC followed FACA with respect to three specific meetings; (2) what contracting procedures were used in NGISC's award of three major contracts; (3) why...
Intelligence Agencies: Selected Personnel Practices at CIA, NSA, and DIA Compared to Other Agencies
NSIAD-96-6: Published: Mar 11, 1996. Publicly Released: Mar 25, 1996.
Pursuant to a congressional request, GAO reviewed personnel practices at the Central Intelligence Agency (CIA), National Security Agency (NSA), and the Defense Intelligence Agency (DIA), focusing on: (1) how equal employment opportunity (EEO) and adverse action practices at these agencies compare with other federal agencies; and (2) whether employee protections at these agencies could be standardi...
Federal Hiring: Reconciling Managerial Flexibility with Veterans' Preference
GGD-95-102: Published: Jun 16, 1995. Publicly Released: Jun 16, 1995.
Pursuant to a congressional request, GAO reviewed federal hiring procedures, focusing on whether: (1) those procedures are working; and (2) hiring reform efforts address the needs of agencies and applicants.GAO found that: (1) the Department of Agriculture initiated a demonstration project to test the feasibility of providing managers more selection flexibility, the Office of Personnel Management...