Personnel management (71 - 80 of 110 items)
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...
Results-Oriented Cultures: Modern Performance Management Systems Are Needed to Effectively Support Pay for Performance
GAO-03-612T: Published: Apr 1, 2003. Publicly Released: Apr 1, 2003.
There is widespread agreement that the basic approach to federal pay is broken and that it needs to be more market- and performance-based. Doing so will be essential if the federal government is to maximize its performance and assure accountability for the benefit of the American people. While there will be debate and disagreement about the merits of individual reform proposals, all should be able...
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...
Human Capital Legislative Proposals to NASA's Fiscal Year 2003 Authorization Bill
GAO-03-264R: Published: Nov 15, 2002. Publicly Released: Nov 15, 2002.
GAO reviewed several issues relating to the National Aeronautics and Space Administration's (NASA) workforce and management challenges. These issues are associated with NASA's proposed legislative provisions for additional flexibilities and authorities to help it address its human capital challenge. GAO found that agencies must ensure that their strategic human capital plans are results-oriented a...
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...
Acquisition Workforce: Department of Defense's Plans to Address Workforce Size and Structure Challenges
GAO-02-630: Published: Apr 26, 2002. Publicly Released: Apr 30, 2002.
The Department of Defense (DOD) downsized its acquisition workforce by half in the past decade. It now faces serious imbalances in the skills and experience of its remaining workforce and the potential loss of highly specialized knowledge if many of its acquisition specialists retire. DOD created the Acquisition 2005 Task Force to study its civilian acquisition workforce and develop a strategy to...
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...