Personnel management (51 - 60 of 185 items)
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: Building on DOD's Reform Effort to Foster Governmentwide Improvements
GAO-03-851T: Published: Jun 4, 2003. Publicly Released: Jun 4, 2003.
People are at the heart of an organization's ability to perform its mission. Yet a key challenge for the Department of Defense (DOD), as for many federal agencies, is to strategically manage its human capital. DOD's proposed National Security Personnel System would provide for wide-ranging changes in DOD's civilian personnel pay and performance management and other human capital areas. Given the m...
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...
Human Capital: DOD's Civilian Personnel Strategic Management and the Proposed National Security Personnel System
GAO-03-493T: Published: May 12, 2003. Publicly Released: May 12, 2003.
People are at the heart of an organization's ability to perform its mission. Yet, a key challenge for the Department of Defense (DOD), as for many federal agencies, is to strategically manage its human capital. With about 700,000 civilian employees on its payroll, DOD is the second largest federal employer of civilians in the nation. Although downsized 38 percent between fiscal years 1989 and 2002...
DOD Personnel: DOD Comments on GAO's Report on DOD's Civilian Human Capital Strategic Planning
GAO-03-690R: Published: Apr 18, 2003. Publicly Released: Apr 18, 2003.
In response to a Congressional request, we issued a report in March 2003 on the Department of Defense's (DOD) strategic planning efforts for civilian personnel at DOD and selected defense components, including the four military services and two defense agencies. In that report we made recommendations to the Secretary of Defense to strengthen civilian human capital planning, including integration w...
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...
Human Capital: Building on the Current Momentum to Address High-Risk Issues
GAO-03-637T: Published: Apr 8, 2003. Publicly Released: Apr 8, 2003.
Federal employees represent the government's knowledge base, drive its capacity to perform, and define its character, and as such, are its greatest asset. The early years of the 21st century are proving to be a period of profound transition for our world, our country, and our government. In response, the federal government needs to engage in a comprehensive review, reassessment, reprioritization,...
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...
DOD Personnel: DOD Actions Needed to Strengthen Civilian Human Capital Strategic Planning and Integration with Military Personnel and Sourcing Decisions
GAO-03-475: Published: Mar 28, 2003. Publicly Released: Mar 28, 2003.
The Department of Defense's (DOD) civilian employees play key roles in such areas as defense policy, intelligence, finance, acquisitions, and weapon systems maintenance. Although downsized 38 percent between fiscal years 1989 and 2002, this workforce has taken on greater roles as a result of DOD's restructuring and transformation. Responding to congressional concerns about the quality and quantity...
Human Capital Management: FAA's Reform Effort Requires a More Strategic Approach
GAO-03-156: Published: Feb 3, 2003. Publicly Released: Feb 3, 2003.
In 1996, the Federal Aviation Administration (FAA) undertook a human capital reform effort under one of the most flexible human capital management environments in the federal government, including broad exemptions from title 5 laws governing federal civilian personnel management. GAO was asked (1) to examine the changes FAA initiated in its reform effort, including whether they required an exempti...