Methods of Setting Pay for Nonappropriated Fund Employees Should Be Improved
FPCD-77-51: Published: Dec 14, 1977. Publicly Released: Dec 14, 1977.
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About 200,000 employees of the Veterans Administration and Departments of Defense and Transportation are paid from nonappropriated funds. They conduct programs to improve the morale, welfare, and recreation opportunities of present and former military personnel. Nonappropriated fund employees are not paid by funds which have gone through the congressional appropriation process but are paid directly from the receipts of activities such as military post exchanges and recreation clubs.
Legally, these employees are treated inconsistently. While some are Federal employees in all respects, most are not covered by civil service laws. Some have civil service tenure, protection, and fringe benefits while others do not. Each agency has promulgated policies and procedures for its nonappropriated fund employees resulting in different pay and benefits among its activities and between such employees and other Federal workers. It has been argued that nonappropriated fund employees should be accorded the same pay and benefits as their civil service counterparts. The Coast Guard and Defense oppose civil service methods because they believe higher costs would threaten the financial stability of nonappropriated fund activities which support themselves through revenues they produce. Pay differences between nonappropriated fund employees and other employees are due to certain constraints upon the several pay systems involved which preclude comparability with counterpart private industry pay.
Jan 12, 2021
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DHS Employee Morale:
Some Improvements Made, but Additional Actions Needed to Strengthen Employee EngagementGAO-21-204: Published: Jan 12, 2021. Publicly Released: Jan 12, 2021.
Sep 16, 2020
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Senior Executive Service:
Opportunities for Selected Agencies to Improve Their Career Reassignment ProcessesGAO-20-559: Published: Sep 16, 2020. Publicly Released: Sep 16, 2020.
Feb 25, 2020
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State Department:
Additional Steps Are Needed to Identify Potential Barriers to DiversityGAO-20-237: Published: Jan 27, 2020. Publicly Released: Feb 25, 2020.
Dec 30, 2019
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Office of Congressional Workplace Rights:
Using Key Management Practices Would Help to Fully Implement Statutory RequirementsGAO-20-222: Published: Dec 30, 2019. Publicly Released: Dec 30, 2019.
Oct 10, 2019
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Department of Veterans Affairs:
Improved Succession Planning Would Help Address Long-Standing Workforce ProblemsGAO-20-15: Published: Oct 10, 2019. Publicly Released: Oct 10, 2019.
Oct 2, 2019
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Defense Workforce:
Steps Needed to Identify Acquisition Training Needs for Non-Acquisition Personnel [Reissued with revisions on Oct. 2, 2019.]GAO-19-556: Published: Sep 5, 2019. Publicly Released: Sep 5, 2019.
Sep 25, 2019
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Federal Workforce:
Talent Management Strategies to Help Agencies Better Compete in a Tight Labor MarketGAO-19-723T: Published: Sep 25, 2019. Publicly Released: Sep 25, 2019.
Sep 11, 2019
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USAID Reform:
Efforts Address Most Key Practices but Could Improve in Performance Assessment and Strategic Workforce PlanningGAO-19-609: Published: Sep 11, 2019. Publicly Released: Sep 11, 2019.
Aug 15, 2019
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Defense Acquisition Workforce:
DOD Increased Use of Human Capital Flexibilities but Could Improve MonitoringGAO-19-509: Published: Aug 15, 2019. Publicly Released: Aug 15, 2019.
Jul 30, 2019
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Human Capital:
Improving Federal Recruiting and Hiring EffortsGAO-19-696T: Published: Jul 30, 2019. Publicly Released: Jul 30, 2019.
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