From 2006 through 2014, government-wide engagement levels--as measured by the Office of Personnel Management's (OPM) Employee Engagement Index (EEI)--increased to an estimated high of 67 percent in 2011 and then declined to an estimated 63 percent in 2014. This decline is attributable to several large agencies--including the Department of Defense--bringing down the government-wide average. The go

Retention incentives encompass the majority of 3R incentives awarded to FDA employees in recent years. FDA's employees in mission-critical occupations received the greatest number of 3R incentives from 2007 to 2009. However, without an updated strategic workforce plan or established agencywide indicators for tracking its use of 3R incentives, FDA cannot assess the impact that these incentives hav

GAO analyzed and grouped into eight, the factors that EEO practitioners identified as those they believed impeded the fair, prompt, and impartial processing of federal EEO complaints: (1) lack of accountability by some agency officials and EEOC practitioners in carrying out their responsibilities; (2) lack of sufficient resources by some EEO programs and EEOC to fulfill their responsibilities; (3

Executive branch agencies are not required to and do not collect and maintain information on the post-government employment activities of former senior federal employees who represent foreign principals. Post-government employment restrictions prohibit former senior federal employees from engaging in certain activities, such as lobbying or other advocacy communications, for a specified period of

In fiscal year 2000, U. S. Postal Service employees accounted for about one-third of both the federal civilian workforce and the $2.1 billion cost of the Federal Workers' Compensation Program (WCP). During that same year, Postal Service employees submitted 85,000 claims, or one-half of all claims for new work-related injuries, to the Department of Labor's (DOL) Office of Workers' Compensation Pro

GAO noted that: (1) the rise in the number of complaints caused growing backlogs of unprocessed cases; (2) the net effect has been that complaints, and the conflicts underlying them, have been left unresolved for increasingly longer periods of time; (3) in fiscal year (FY) 1999, federal workers filed close to 27,000 complaints with their agencies, 50 percent more than they did in FY 1991, when th

GAO noted that: (1) section 3.8 of Title 6 states that when employees' arrival and departure times for a pay period are established, these schedules become the basis for recording T&A data unless material variance or deviations occur; (2) material deviations must be approved by the supervisor and are required to be recorded; (3) Title 6 provides for flexibility in establishing what are materi

GAO noted that: (1) relevant and reliable data about the bases for federal employee discrimination complaints and the specific issues giving rise to these complaints would help decisionmakers and program managers understand the nature and extent of conflict in the federal workplace; (2) these data could also be used to help plan corrective actions and measure the results of interventions; (3) how

GAO presented summary tables of GAO personnel assigned to congressional committees for fiscal year 1997, including their salary and other costs related to their work.

Pursuant to a congressional request, GAO discussed the charging of official time for federal workers' union activities. GAO noted that: (1) 59 percent of federal employees are represented by unions at four agencies; (2) the use of official time for union activities is a widely-established practice in the federal government, but it is limited to noninternal union business; (3) union stewards and e