The demonstration projects took a variety of approaches to designing and implementing their pay for performance systems to meet the unique needs of their cultures and organizational structures. GAO strongly supports the need to expand pay for performance in the federal government. How it is done, when it is done, and the basis on which it is done can make all the difference in whether such effort

The proposed human capital system is designed to be aligned with the department's mission requirements and is intended to protect the civil service rights of DHS employees. Many of the basic principles underlying the DHS regulations are consistent with proven approaches to strategic human capital management, including several approaches pioneered by GAO, and deserve serious consideration. However

GAO identified important lessons learned from five federal agencies' experiences in designing training and development programs for their employees that could be useful to other agencies facing similar challenges. These lessons learned are related to the following three areas. Assessing Agency Skill Requirements and Identifying Training Needs: The agencies used a variety of approaches to assess c

Strategic workforce planning addresses two critical needs: (1) aligning an organization's human capital program with its current and emerging mission and programmatic goals and (2) developing long-term strategies for acquiring, developing, and retaining staff to achieve programmatic goals. While agencies' approaches to workforce planning will vary, GAO identified five key principles that strategi

State used critical elements of workforce planning to identify the number of junior officers it needs to hire within the next 5 to 10 years. State implemented key elements of workforce planning, including setting strategic direction and goals, identifying gaps in its workforce, and developing strategies to address these gaps. State's analysis showed that it had a deficit of 386 positions, mainly

More than half of the 6,100 career SES members employed on October 1, 2000, will have left service by October 1, 2007. Using recent SES appointment trends, the only significant changes in diversity would be an increase in the number of white women and an essentially equal decrease in white men. The percentage of GS-15s and GS-14s projected to leave would be lower (47 percent and 34 percent, respe

In summary, GAO employees generally support many of the provisions in the proposed legislation. For example, most employees expressed support for the provision to make GAO's authority to offer voluntary early retirement permanent, provisions to enhance vacation time for upper-level hires and relocation expenses deemed necessary by the Comptroller General to recruit and retain top employees, and t

Last June, GAO highlighted the importance of the FBI's success in transforming itself, noting several basic aspects of a successful transformation. Thus far, GAO is encouraged by the progress that the FBI has made in some areas in the past year, but a number of major challenges remain. The commitment of Director Mueller and senior level leadership to the FBI's reorganization and the FBI's communi

The executive branch agencies GAO reviewed have taken key actions to integrate their human capital approaches with their strategies for accomplishing organizational missions and to shift the focus of their human capital office from primarily compliance activities to consulting activities. Agency leaders included human capital leaders in key agency strategic planning and decision making and, as a

In July 2002, GAO presented a rightsizing framework outlining a systematic approach for assessing overseas workforce size that considers security, mission, and cost. GAO recommended that the Office of Management and Budget (OMB) use the framework as part of the administration's rightsizing initiative, and OMB is now using it to review posts in Europe and Eurasia. After initially applying the fram