Federal employees (21 - 30 of 75 items)
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...
Human Capital: Workforce Diversity Governmentwide and at the Small Business Administration
GAO-08-725T: Published: Apr 23, 2008. Publicly Released: Apr 23, 2008.
Hispanics are the fastest-growing segment of the civilian labor force, which is defined as those 16 and older (including federal workers) who are employed or looking for work and are not in the military or institutionalized. In August 2006, GAO reported on factors affecting Hispanic representation in the federal workforce and efforts being taken by the Equal Employment Opportunity Commission (EEOC...
Office of Personnel Management: Opportunities Exist to Build on Recent Progress in Internal Human Capital Capacity
GAO-08-11: Published: Oct 31, 2007. Publicly Released: Oct 31, 2007.
Given the importance of the Office of Personnel Management's (OPM) role in managing the nation's federal workforce, GAO assessed OPM's internal capacity for human capital management. This report--the third in the series--extends prior work and (1) looks at the extent to which OPM has addressed key internal human capital management issues identified by examining employee responses to the 2004 and 2...
Department of State: Human Capital Strategy Does Not Recognize Foreign Assistance Responsibilities
GAO-07-1153: Published: Sep 28, 2007. Publicly Released: Sep 28, 2007.
The Secretary of State has made foreign assistance a pillar of the department's Transformational Diplomacy Initiative and has sought better policy coordination, planning, and oversight by establishing a Director of Foreign Assistance (F Bureau). Even though the U.S. Agency for International Development has been the principal agency for development and humanitarian aid, the Department of State (Sta...
Human Capital: Diversity in the Federal SES and the Senior Levels of the U.S. Postal Service
GAO-07-838T: Published: May 10, 2007. Publicly Released: May 10, 2007.
The Senior Executive Service (SES) generally represents the most experienced and senior segment of the federal workforce. Having a diverse SES corps can be an organizational strength that contributes to the achievement of results by bringing a wider variety of perspectives and approaches to bear on policy development and implementation, strategic planning, problem solving, and decision making. In...
2010 Census: Census Bureau Should Refine Recruiting and Hiring Efforts and Enhance Training of Temporary Field Staff
GAO-07-361: Published: Apr 27, 2007. Publicly Released: Apr 27, 2007.
The success of the 2010 Census depends, in part, upon the U.S. Census Bureau's (Bureau) ability to recruit, hire, and train over half a million temporary workers at peak. Under the Comptroller General's authority, GAO reviewed the extent that the Bureau's (1) recruiting and hiring processes for these staff are consistent with selected human capital principles and (2) training delivery and content...
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...
2006 Report on GAO's Use of Provisions in the GAO Personnel Flexibilities Act of 2000 and the GAO Human Capital Reform Act of 2004
GAO-07-289SP: Published: Dec 1, 2006. Publicly Released: Dec 1, 2006.
This is Appendix 2 of GAO's 2006 Performance and Accountability Report. Section 6 of the GAO Personnel Flexibilities Act of 2000, Pub. L. No. 106-303 (2000), and section 11 of the GAO Human Capital Reform Act of 2004, Pub. L. No. 108-271 (2004), require GAO to report to the Congress regarding its use of certain of the provisions of these acts...
Human Capital: Agencies Are Using Buyouts and Early Outs with Increasing Frequency to Help Reshape Their Workforces
GAO-06-324: Published: Mar 31, 2006. Publicly Released: Mar 31, 2006.
Under the Chief Human Capital Officers (CHCO) Act of 2002, an agency may request authority from the Office of Personnel Management (OPM) to offer employees voluntary separation incentive payments (buyouts) and voluntary early retirement (early outs) to help reshape its workforce. GAO was asked to identify (1) how many agencies have been granted authority to offer buyouts and early outs and how oft...
International Trade: USTR Would Benefit from Greater Use of Strategic Human Capital Management Principles
GAO-06-167: Published: Dec 6, 2005. Publicly Released: Jan 5, 2006.
The Office of the U.S. Trade Representative (USTR) has a unique role in coordinating trade policy, resolving disagreements, and framing issues for presidential decision through an interagency trade policy process. In recent years, USTR's increased workload from numerous new regional and bilateral free trade agreement negotiations and a new round of multilateral negotiations at the World Trade Orga...