Performance-Based Transformation: GAO's Own Experience

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Table of contents

• Performance-Based Transformation: GAO's Own Experience
• The Case for Change
• GAO's High Risk List 2005
• 21st Century Challenges Report
• Twelve Reexamination Areas
• Generic Reexamination Criteria and Sample Questions
• Illustrative 21st Century Questions
• Definition: Transformation
• The Objective of Transformation
• Transformation Has Different Dimensions
• Transformation: A New Model for Government Organizations
• Keys to Making Change Happen
• Keys to Making Change Happen
• Selected GAO-Related Activities
• GAO: Leading by Example
• GAO's Strategic Plan
• Selected Success Measures
• Annual Performance Measures (1998 and 2004)
• Client Feedback Fiscal Years 2002-05
• GAO Benchmarking Results for 2004
• Key GAO Partnerships
• Key Transformation Elements
• Federal Human Capital Reform
• Federal Human Capital Reform
• How GAO Has Addressed Its Human Capital Challenges
• Legislation Addressing GAO's Human Capital Challenges
• GAO Elements of Reform
• Competency-Based Performance Appraisal
• Succession Planning
• Analyst/Specialist Appraisal Scores (1984-2004)
• People Measures: Staff Development (Percent of staff responding favorably)
• People Measures: Staff Utilization (Percent of staff responding favorably)
• People Measures: Organizational Climate (Percent of staff responding favorably)
• People Measures: Leadership (Percent of staff responding favorably)
• Classification and Compensation System: Key Guiding Principles
• Pay Philosophy: Performance-Oriented and Market-Based
• Classification and Compensation Review (CCR) Approach—Best Practices
• CCR Approach (Continue)
• Proposed Compensation Ranges: Analysts
• Other Agencies' Elements of Reform
• Going Forward
• Going Forward
• Three Key Ingredients Needed for These Challenging and Changing Times
• Close