Senior Executive Service:
Answers to Selected Salary-Related Questions
GGD-87-36FS: Published: Jan 9, 1987. Publicly Released: Jan 9, 1987.
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In response to a congressional request, GAO provided information on Senior Executive Service (SES) salaries, specifically: (1) the importance of salary to SES members; (2) the importance of salary in decisions to leave SES; (3) the new employment areas of individuals who left SES; and (4) the amount of salary increase or decrease that former SES members received.
GAO found that: (1) as of December 31, 1985, of 380 SES members it questioned, 61 percent were dissatisfied with their present salary levels, 21 percent were satisfied, and 18 percent were neither satisfied nor dissatisfied; and (2) of 458 former SES members who indicated that salary was important in their decision to leave SES, 48 percent indicated that inadequate salary was of little or no importance, 14 percent said it was of moderate importance, 22 percent said it was of great importance, and 16 percent said it was not applicable in their decision to leave SES. GAO also found that, of the 316 former SES members who took new positions: (1) 49 percent indicated increased salaries, 27 percent reported that their salaries remained about the same, and 25 percent reported decreased salaries; (2) the salary increases varied between $1,000 and $3,000 to $50,000 or more; (3) the salary decreases varied from $1,000 to $50,000 or more; (4) self-employed individuals took greater salary decreases than did other former SES members; and (5) 33 percent took positions in business or industry, 26 percent in consulting, 17 percent in the federal government, 7 percent in nonprofit organizations, 6 percent in academia, 2 percent in state or local government, 1 percent in lobby organization, and 9 percent in other organizations.
Sep 10, 2018
Washington Metropolitan Area Transit Authority:
Assessing Fiscal Risks and Improving Workforce Management Would Help Achieve Strategic GoalsGAO-18-643: Published: Sep 10, 2018. Publicly Released: Sep 10, 2018.
May 30, 2018
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DOD Personnel:
Further Actions Needed to Strengthen Oversight and Coordination of Defense Laboratories' Hiring EffortsGAO-18-417: Published: May 30, 2018. Publicly Released: May 30, 2018.
Dec 14, 2017
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Federal Pay:
Opportunities Exist to Enhance Strategic Use of Special PaymentsGAO-18-91: Published: Dec 7, 2017. Publicly Released: Dec 14, 2017.
May 24, 2017
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National Weather Service:
Actions Have Been Taken to Fill Increasing Vacancies, but Opportunities Exist to Improve and Evaluate HiringGAO-17-364: Published: May 24, 2017. Publicly Released: May 24, 2017.
May 18, 2017
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Federal Workforce:
Sustained Attention to Human Capital Leading Practices Can Help Improve Agency PerformanceGAO-17-627T: Published: May 18, 2017. Publicly Released: May 18, 2017.
Apr 27, 2017
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Strategic Human Capital Management:
NRC Could Better Manage the Size and Composition of Its Workforce by Further Incorporating Leading PracticesGAO-17-233: Published: Apr 27, 2017. Publicly Released: Apr 27, 2017.
Dec 29, 2016
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Securities and Exchange Commission:
Actions Needed to Address Limited Progress in Resolving Long-Standing Personnel Management ChallengesGAO-17-65: Published: Dec 29, 2016. Publicly Released: Dec 29, 2016. -
Securities and Exchange Commission:
SEC Personnel Survey Results (GAO-17-95SP, December 2016), an E-supplement to GAO-17-65GAO-17-95SP: Published: Dec 29, 2016. Publicly Released: Dec 29, 2016.
Sep 1, 2016
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Federal Hiring:
OPM Needs to Improve Management and Oversight of Hiring AuthoritiesGAO-16-521: Published: Aug 2, 2016. Publicly Released: Sep 1, 2016.
Aug 19, 2016
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Department of Housing and Urban Development:
Actions Needed to Incorporate Key Practices into Management Functions and Program OversightGAO-16-497: Published: Jul 20, 2016. Publicly Released: Aug 19, 2016.
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