Performance measures (71 - 80 of 93 items)
Managing for Results: Using Strategic Human Capital Management to Drive Transformational Change
GAO-02-940T: Published: Jul 15, 2002. Publicly Released: Jul 15, 2002.
Strategic human capital management is critical to maximizing government's performance and ensuring its accountability for the benefit of the American people. The early years of the 21st century are proving to be a period of profound transition being driven by several key trends, including global interdependence; diverse, diffuse, and asymmetrical security threats; rapidly evolving science and tech...
Veterans' Benefits: Despite Recent Improvements, Meeting Claims Processing Goals Will Be Challenging
GAO-02-645T: Published: Apr 26, 2002. Publicly Released: Apr 26, 2002.
The Department of Veterans Affairs (VA) will provide $25 billion in compensation and pension benefits in fiscal year 2002 to more than three million veterans, dependents and survivors. For years, the compensation and pension claims process has been subject to long long waits for decision and large claims backlogs. VA's goal for fiscal year 2003 is to complete accurate decisions on rating-related c...
NASA: Status of Plans for Achieving Key Outcomes and Addressing Major Management Challenges
GAO-02-184: Published: Nov 27, 2001. Publicly Released: Dec 27, 2001.
GAO reviewed the following key outcomes in National Aeronautics and Space Administration's (NASA) fiscal year 2002 performance plan: expanding scientific knowledge of the Earth's system, expanding the commercial development of space, and deploying and operating the International Space Station. GAO found that NASA has improved its fiscal year 2002 performance plan and responded to recommendations b...
Human Capital: Practices That Empowered and Involved Employees
GAO-01-1070: Published: Sep 14, 2001. Publicly Released: Oct 23, 2001.
People are the federal government's most valuable asset. Studies of private and public sector organizations have shown that high-performing organizations value and invest in their employees--human capital--and align their "people policies" to support organizational performance goals. In the federal government, however, strategic human capital management is a pervasive challenge. GAO has included h...
Human Capital: Building the Information Technology Workforce to Achieve Results
GAO-01-1007T: Published: Jul 31, 2001. Publicly Released: Jul 31, 2001.
This testimony discusses the federal government's strategic human capital management challenges, particularly in the information technology (IT) area. No management issue facing federal agencies could be more critical to the nation than their approach to attracting, retaining, and motivating people. Having enough people with the right mix of knowledge and skills will make the difference between su...
National Science Foundation: Status of Achieving Key Outcomes and Addressing Major Management Challenges
GAO-01-758: Published: Jun 15, 2001. Publicly Released: Jul 16, 2001.
This report reviews the National Science Foundation's (NSF) fiscal year 2000 performance report and fiscal year 2002 performance report plan required by the Government Performance and Results Act. Specifically, GAO discusses NSF's progress in addressing several key outcomes that are important to NSF's mission. NSF reported that it made substantial progress in achieving its key outcomes. Although t...
IRS Telephone Assistance: Opportunities to Improve Human Capital Management
GAO-01-144: Published: Jan 30, 2001. Publicly Released: Mar 2, 2001.
Each year, the Internal Revenue Service (IRS) determines the staffing level for its toll-free telephone customer service operations. GAO found that IRS lacks a long-term telephone customer service goal that reflects the needs of taxpayers and the costs and benefits of meeting that goal. Rather, IRS annually determines the level of funding it will seek for its customer service workforce, using its...
Human Capital: Meeting the Governmentwide High-Risk Challenge
GAO-01-357T: Published: Feb 1, 2001. Publicly Released: Feb 1, 2001.
People are the federal government's most valuable asset in managing for results. The importance of human capital is underscored by the many links GAO has identified between agencies' human capital shortfalls and the programmatic challenges. A consensus has yet to emerge on broad-based federal human capital legislative reform. However, even in the absence of fundamental legislative reform, federal...
Customer Service: Human Capital Management at Selected Public and Private Call Centers
GGD-00-161: Published: Aug 22, 2000. Publicly Released: Sep 25, 2000.
Pursuant to a congressional request, GAO reviewed strategies for managing human capital management at selected public and private call centers, focusing on: (1) whether they identify human capital needs as part of developing management strategies and practices to meet missions and goals; (2) implement human capital strategies and practices; and (3) evaluating human capital strategies and practices...
Human Capital: A Self-Assessment Checklist for Agency Leaders
OCG-00-14G: Published: Sep 1, 2000. Publicly Released: Sep 1, 2000.
GAO published a self-assessment checklist to assist agency leaders in designing, implementing, and maintaining an effective human capital strategy. GAO's approach to self assessment: (1) emphasizes investment in enhancing the value of individual employees and of the agency workforce as a whole; and (2) asks whether the agency has established and clearly defined and communicated a shared vision and...