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Supportive Systems for Building Capacity of the Elementary Instructional Coach
The purpose of this qualitative case study was to examine the systems in place to build the capacity of elementary instructional coaches in a fast-growth district. Through syntheses of research from educational scholars, the conceptual framework was developed with a focus on building capacity of instructional coaches in an ever-changing environment of fast-growth through the lens of professional learning communities, human and social capital, and support from district and campus administration. This study assessed the perceptions of six instructional coaches, six principals, and six district leaders from Rose ISD regarding the school district's support for building the capacity of instructional coaches within the elementary instructional coaching program. The three-part data collection process included document analysis, in-depth interviews, and focus group interviews to support triangulation of data. Through the a priori coding process, the following four themes emerged that highlight key components needed to support district leaders in establishing systems to build the capacity of instructional coaches in an ever-changing environment caused by fast growth: structured time for professional learning, program clarity, collaborative support systems, and implementation of a professional learning community framework. This study revealed a specific need to further understand systems for monitoring and evaluating the effectiveness of the instructional coaching program in an ever-changing environment of a fast-growth district.
Posthearing Questions Related to Proposed DOD Human Capital Reform
Correspondence issued by the General Accounting Office with an abstract that begins "On June 4, 2003, GAO testified before the Senate Committee on Governmental Affairs at a hearing entitled "Transforming the Department of Defense Personnel System: Finding the Right Approach." This letter responds to a request that we provide answers to posthearing questions from Senator George V. Voinovich and Senator Thomas R. Carper concerning the proposed Department of Defense (DOD) Human Capital Reform."
Army Health Care: Progress Made in Staffing and Monitoring Units that Provide Outpatient Case Management, but Additional Steps Needed
A letter report issued by the Government Accountability Office with an abstract that begins "In February 2007, a series of Washington Post articles disclosed problems at Walter Reed Army Medical Center, particularly with the management of servicemembers receiving outpatient care. In response, the Army established Warrior Transition Units (WTU) for servicemembers requiring complex case management. Each servicemember in a WTU is assigned to a Triad of Care--a primary care manager, a nurse case manager, and a squad leader--who provide case management services to ensure continuity of care. The Army established staff-to-servicemember ratios for each Triad of Care position. This report examines (1) the Army's ongoing efforts to staff WTU Triad of Care positions and (2) how the Army monitors the recovery process of WTU servicemembers. GAO reviewed WTU policies, analyzed Army staffing and monitoring data, interviewed Army officials, and visited five selected WTUs."
Social Security Administration: Compliance With Presidential Directive to Reduce Management-to-Staff Ratio
Correspondence issued by the General Accounting Office with an abstract that begins "Pursuant to a congressional request, GAO reviewed the Social Security Administration's (SSA) efforts to implement a National Performance Review (NPR) recommendation to reduce its management-to-staff ratio, focusing on the: (1) progress SSA has made to date in achieving the directive to reduce its management-to-staff ratio, particularly for staff graded GS-12 and above; and (2) steps SSA has taken to reduce the number of supervisory positions."
Civilian Agencies' Development and Implementation of Insourcing Guidelines
Correspondence issued by the Government Accountability Office with an abstract that begins "Federal agencies rely on a multisector workforce composed of federal employees and contractor personnel to perform services as they carry out their missions. Determining whether to obtain services through insourcing with current or new federal employees, outsourcing with private sector contractors, or cosourcing with a combination of the two is an important economic and strategic decision critical to the federal government's effective and efficient use of taxpayer dollars. The executive branch has encouraged federal agencies since the mid-1950s to obtain commercially available services from the private sector when outsourcing is cost-effective. In the last 5 fiscal years, civilian agencies have on average annually obligated about $100 billion to obtain a range of services from contractors. However, in March 2009, the President issued a memorandum on government contracting that, among other matters, expressed concern about the federal workforce as to whether agencies have become overreliant on contractors and have appropriately outsourced services. In particular, the President noted that the line between inherently governmental functions--those that must be performed by federal employees--and commercial activities that may be contracted for has been blurred. In the memorandum, the President directed the Office of Management and Budget (OMB) to lead a series of contracting-related efforts, including clarifying when outsourcing for services is and is not appropriate. Congress, also concerned with the federal workforce, in March 2009 enacted section 736 of the Omnibus Appropriations Act, 2009, which requires federal agencies, with the exception of the Department of Defense (DOD), to devise and implement guidelines for insourcing new and contracted-out functions by mid-July 2009. The statute further requires that we report on the implementation of section 736. In response, we identified (1) the actions taken by OMB to assist affected agencies as they develop insourcing …
Older Workers: Enhanced Communication among Federal Agencies Could Improve Strategies for Hiring and Retaining Experienced Workers
A letter report issued by the Government Accountability Office with an abstract that begins "The federal workforce, like the nation's workforce as a whole, is aging, and increasingly large percentages are becoming eligible to retire. Eventually baby boomers will leave the workforce and when they do, they will leave behind gaps in leadership, skills, and knowledge due to the slower-growing pool of younger workers. GAO and others have emphasized the need for federal agencies to hire and retain older workers to help address these shortages. Building upon earlier testimony, GAO was asked to examine (1) age and retirement eligibility trends of the current federal workforce and the extent to which agencies hire and retain older workers; (2) workforce challenges selected agencies face and the strategies they use to hire and retain older workers; and (3) actions taken by the Office of Personnel Management (OPM) to help agencies hire and retain experienced workers. To address these questions, GAO analyzed data from OPM's Central Personal Data File, interviewed officials at three agencies with high proportions of workers eligible to retire, and identified agencies' promising practices to hire and retain older workers. What GAO Recommends"
Human Capital: Senior Executive Performance Management Can Be Significantly Strengthened to Achieve Results
A letter report issued by the General Accounting Office with an abstract that begins "Congress and the administration have established a new performance-based pay system for members of the Senior Executive Service (SES) that is designed to provide a clear and direct linkage between SES performance and pay. Also, GAO previously reported that significant opportunities exist for agencies to hold the SES accountable for improving organizational results. GAO assessed how well selected agencies are creating linkages between SES performance and organizational success by applying nine key practices GAO previously identified for effective performance management. GAO selected the Department of Education, the Department of Health and Human Services (HHS), and the National Aeronautics and Space Administration (NASA)."
NOAA: Next Steps to Strengthen Its Acquisition Function
A letter report issued by the Government Accountability Office with an abstract that begins "The National Oceanic and Atmospheric Administration (NOAA) accounts for about half of the Department of Commerce's (Commerce) acquisition spending, over $851 million in fiscal year 2005 alone. In recent years however, NOAA has experienced instances of poor contract management. GAO was asked to determine if NOAA is positioned to effectively carry out its acquisition function. Specifically, GAO assessed the extent to which NOAA has structured an acquisition organization that provides appropriate oversight; established policies and processes that promote, among other things, a knowledge-based acquisition process for development and production of complex systems; and planned and managed its contracting workforce to address future retirement challenges."
Chief Acquisition Officers: Appointments Generally Conform to Legislative Requirements, but Agencies Need to Clearly Define Roles and Responsibilities
A letter report issued by the Government Accountability Office with an abstract that begins "Most agencies have appointed Chief Acquisition Officers (CAO) in accordancewith two of the three key requirements in the Services Acquisition Reform Act of2003 (SARA): that the CAOs be political appointees and have agency SeniorProcurement Executives report directly to them. However, few CAOs haveacquisition management as their primary duty; other areas of responsibilityincluded financial, information, and human capital management."
Catalogue of Federal Insurance Activities
Correspondence issued by the Government Accountability Office with an abstract that begins "The federal government assumes insurance risk for a wide range of activities that are funded through numerous federal budget accounts and administered by a variety of federal organizations. For some activities, such as those funded through the National Flood Insurance account, the federal government assumes the entire insurance risk. The federal government also assumes part of the risk for insurance activities that are administered by state and local governments--for example, those funded through the Unemployment Trust Fund or that are partly underwritten by private insurers, such as those funded through the Special Workers' Compensation Expenses account. These insurance risks, whether fully or partially assumed by the federal government, are in lines of insurance that private insurers also recognize: health, life, disability, and property/casualty insurance. The federal government has generally assumed insurance risks for at least two reasons. First, the government may step in when insurance is not widely available because private insurers cannot collectively absorb or affordably price the insurance risk. For example, when private insurers were unable to offer affordable terrorism insurance in the aftermath of September 11, 2001, the federal government created a terrorism insurance program. Second, the federal government has self-insured--that is, elected to pay for losses itself when it has determined that doing so is preferable to purchasing insurance in the private market. For example, the government has self-insured for risks associated with legal settlements and awards to resolve property damage claims, employment litigation, and contract disputes, even though recognized lines of private insurance could cover these risks. Federal insurance activities can be difficult to identify in part because no generally accepted definition of federal insurance exists. They may also be difficult to identify because they may be funded through budget accounts with names …
Posthearing Questions Related to Agencies' Implementation of the Chief Human Capital Officers (CHCO) Act
Correspondence issued by the General Accounting Office with an abstract that begins "This letter responds to the request by the Chairwoman, Subcommittee on Civil Service and Agency Organization, House Committee on Government Reform that GAO provide answers to follow-up questions from recent hearing entitled "First Year on the Job: Chief Human Capital Officers.""
Equal Employment Opportunity: The Policy Framework in the Federal Workplace and the Roles of EEOC and OPM
A letter report issued by the Government Accountability Office with an abstract that begins "The federal government has created a framework to provide for EEO by prohibiting unlawful discrimination based on such factors as race, color, religion, gender, national origin, age, and disability, and offers redress when discrimination and retaliation have occurred. To further EEO and help bring about a diverse workforce, federal agencies are required to carry out affirmative employment and minority recruitment programs. EEOC and OPM have primary responsibility for ensuring that the government's policies for a fair, equitable, and inclusive workplace are carried out. In response to a congressional request that GAO provide information on the federal government's performance in promoting EEO and managing its diverse workforce, this report provides information on (1) the statutory and policy framework relating to EEO, affirmative employment, and workforce diversity and (2) the roles and responsibilities of EEOC and OPM within the framework and how these agencies carry out these roles and responsibilities."
Veterans Benefits Administration: Progress Made in Long-Term Effort to Replace Benefits Payment System, but Challenges Persist
A letter report issued by the Government Accountability Office with an abstract that begins "Since 1996, the Veterans Benefit Administration (VBA) has been working on an initiative to replace its aging system for paying compensation and pension benefits. In 2005, concerned about the slow pace of development, VBA contracted with the Software Engineering Institute (SEI) for an independent evaluation of the project, known as the Veterans Service Network (VETSNET). SEI advised VBA to continue working on the project at a reduced pace while addressing management and organization weaknesses that it determined had hampered the project's progress. GAO was requested to determine to what extent the VETSNET project has followed the course of action recommended by SEI and describe the project's current status. To perform its review, GAO analyzed project documentation, conducted site visits, and interviewed key program officials."
Food and Drug Administration: Improved Monitoring and Development of Performance Measures Needed to Strengthen Oversight of Criminal and Misconduct Investigations
A letter report issued by the Government Accountability Office with an abstract that begins "The Food and Drug Administration (FDA) is responsible for protecting public health by regulating products such as prescription drugs and vaccines and has the authority to investigate alleged criminal activity related to FDA-regulated products, for example on the sale of counterfeit drugs. Within FDA, the Office of Criminal Investigations (OCI) investigates individuals and companies external to FDA. FDA also has the authority to investigate allegations of FDA employee misconduct and these internal investigations are conducted by the Office of Internal Affairs (OIA), a distinct office within OCI. GAO was asked to examine FDA's (1) oversight of OCI investigations, (2) oversight of OIA investigations, and (3) funding, staffing, and workload for OCI. GAO interviewed agency officials, reviewed FDA documents including those describing its investigative policies, and examined FDA data on OCI resources and workload, from fiscal years 1999 to 2008."
Human Capital: Retirements and Anticipated New Reactor Applications Will Challenge NRC's Workforce
A letter report issued by the Government Accountability Office with an abstract that begins "The Nuclear Regulatory Commission (NRC) is responsible for licensing and inspecting the nation's nuclear power plants to ensure their safety and security. By 2010, about one third of NRC's workforce with mission-critical skills will be eligible to retire. At the same time, NRC's workforce needs to expand because NRC expects to receive at least 20 applications for 29 new nuclear power reactors beginning in October 2007. GAO assessed NRC's ability to meet its workforce needs by examining the extent to which NRC (1) has aligned its human capital planning framework with its strategic mission and programmatic goals; (2) is effectively recruiting, developing, and retaining critically skilled personnel; and (3) is addressing future uncertainties that could affect its overall workforce capacity. GAO examined strategic workforce planning and implementation documents, interviewed cognizant managers on NRC's human capital framework and activities, and surveyed these managers about NRC's human capital flexibilities and measures."
Federal Workforce: Recent Trends in Federal Civilian Employment and Compensation
A letter report issued by the Government Accountability Office with an abstract that begins "From 2004 to 2012, the federal non-postal civilian workforce grew by 258,882 employees, from 1.88 million to 2.13 million (14 percent). Permanent career employees accounted for most of the growth, increasing by 256,718 employees, from 1.7 million in 2004 to 1.96 million in 2012 (15 percent). Three agencies--the Departments of Defense (DOD), Homeland Security (DHS), and Veterans Affairs (VA)--accounted for about 94 percent of this increase. At DOD, officials said that converting certain positions from military to civilian, as well as the growth of the agency's acquisition and cybersecurity workforce, contributed to this overall increase. At VA, officials said the increased demand for medical and health-related services for military veterans drove most of the growth in personnel levels. DHS officials said the increase in employment was due in large part to the nation's border security requirements. (In contrast, ten agencies had fewer career permanent employees in 2012 than they did in 2004). Government-wide, most of the increase in employment from 2004 to 2012 occurred within occupational categories that require higher skill and educational levels. These categories include professional occupations (e.g., doctors and scientists), and administrative occupations (e.g., financial and program managers), as opposed to clerical, technical, and blue collar occupations (which remained stable). In terms of turnover, retirement rates remained relatively flat (at around 3.5 percent) from 2004 until the start of the recession in December 2007. Retirement rates fell to a low of around 2.5 percent during the recession in 2009, and then increased to pre-recession rates in 2011 and 2012. With respect to retirement eligibility, of the 1.96 million permanent career employees on board as of September 2012, nearly 270,000 (14 percent) were eligible to retire. By September 2017, nearly 600,000 (around 31 percent) …
Suggested Areas for Oversight for the 110th Congress
Correspondence issued by the Government Accountability Office with an abstract that begins "GAO is pleased to offer three sets of recommendations for consideration of the agenda of the 110th Congress. The first suggests targets for near-term oversight; the second proposes policies and programs that are in need of fundamental reform and re-engineering; and the third lists governance issues that should be addressed to help ensure an economical, efficient, effective, ethical, and equitable federal government capable of responding to the various challenges and capitalizing on related opportunities in the 21st century. Details on each of these recommendations can be found in the enclosure. GAO has three key roles to play in making a difference for the Congress and the American people: oversight, insight, and foresight. The attached lists reflect those missions and represent an effort to synthesize GAO's institutional knowledge and special expertise for the benefit of you and your colleagues in your planning efforts. In this regard, GAO believes that to be effective, congressional oversight needs to be constructive. For example, related hearings and other activities should offer opportunities for leading federal agencies to share best practices and facilitate governmentwide transformation. They should also hold people accountable for delivering positive results in an economical, efficient, effective, ethical, and equitable manner. This balanced approach is likely to help accelerate progress while avoiding a further erosion of the public's trust and confidence in government."
The Federal Workforce: Additional Steps Needed to Take Advantage of Federal Executive Boards' Ability to Contribute to Emergency Operations
A letter report issued by the Government Accountability Office with an abstract that begins "The Office of Personnel Management (OPM), which provides direction to the federal executive boards (FEBs), is now emphasizing that in the post-9/11 environment, the boards have a transformed emergency support role. The report discusses the boards' emergency preparedness roles and responsibilities and their potential role in preparing for and responding to pandemic influenza. GAO selected 14 of the 28 FEBs for review because they coordinate the greatest number of federal employees or had recent emergency management experience."
Legislative Restrictions on Contractor Use of Mandatory Arbitration Agreements Have Had No Reported Impacts on National Security
Correspondence issued by the Government Accountability Office with an abstract that begins "Section 8102 of the Department of Defense (DOD) and Full-Year Continuing Appropriations Act for fiscal year 2011 directed us to evaluate the effect on national security resulting from the section's requirements. These requirements, as well as those previously included in Section 8116 of the DOD Appropriations Act for fiscal year 2010, prohibit DOD's use of funds appropriated by the respective acts for any contract over $1 million unless the contractor agrees not to use or enforce mandatory arbitration agreements to resolve specified employee claims, such as those under Title VII of the Civil Rights Act of 1964. These statutes also provide that the Secretary of Defense can waive the application of these restrictions on mandatory arbitration to avoid harm to U.S. national security interests."
Human Capital: Quality of DOD Status of Forces Surveys Could Be Improved by Performing Nonresponse Analysis of the Results
Correspondence issued by the Government Accountability Office with an abstract that begins "The Defense Manpower Data Center (DMDC) conducts a series of Web-based surveys called Status of Forces surveys, which help enable decision makers within the Department of Defense (DOD) to (1) evaluate existing programs and policies, (2) establish baselines before implementing new programs and policies, and (3) monitor the progress of programs and policies and their effects on the total force. In recent years, we have discussed the results of these surveys in several of our reports. While we have generally found the survey results to be sufficiently reliable for the purposes of our reporting, several of our reports have discussed low response rates and the potential for bias in the survey results. Nonresponse analysis is an established practice in survey research that helps determine whether nonresponse bias (i.e., survey results that do not accurately reflect the population) might occur due to under- or overrepresentation of some respondents' views on survey questions. When nonresponse analysis is performed, survey researchers can use the results to select and adjust the statistical weighting techniques they use that help ensure that survey results accurately reflect the survey population. Because we have noted, in reports referring to the Status of Forces surveys, the potential for bias and because of DMDC's role in supporting DOD decision making, we initiated this review under the Comptroller General's statutory authority to conduct evaluations on his own initiative. Specifically, our objective was to determine the extent to which DMDC performs nonresponse analysis of the results of its Status of Forces surveys to determine whether reported results of respondents' views might be under- or overrepresented. To address our objective, a team that included GAO social science analysts with survey research expertise and GAO's Chief Statistician (1) reviewed relevant documentation provided …
USCIS Transformation: Improvements to Performance, Human Capital, and Information Technology Management Needed as Modernization Proceeds
Correspondence issued by the Government Accountability Office with an abstract that begins "GAO and Inspector General (IG) reports have noted that the U.S. Citizenship and Immigration Service (USCIS) efforts to modernize over the last 4 years have been unfocused, conducted in an ad hoc and decentralized manner, and, in certain instances, duplicative. In 2006, USCIS decided to reexamine its modernization effort within the context of an agencywide organizational and business transformation initiative. The agency embarked on a transformation of its business processes and technology aimed at increasing national security and integrity, improving customer service, and achieving operational efficiency. We agreed with this approach and recommended that USCIS employ key practices for successful organizational transformations to better ensure the success of its efforts. USCIS plans to complete its transformation by 2013 at an estimated cost of up to $536 million, mostly funded by fee revenues. The Department of Homeland Security (DHS) Appropriations Act for fiscal year 2007 mandated that GAO review USCIS' transformation plans before the agency can obligate $47 million in funding for the transformation. Congress also requested that specific information be included in USCIS' plan: all resources associated with transformation efforts (appropriations and fees), including a detailed breakout of costs for fiscal year 2007, and the impact of availability of fee revenue; alignment of the transformation process with DHS' enterprise architecture; and details on expected project performance and deliverables. Pursuant to the Department of Homeland Security Appropriations Act, 2007, USCIS, in May 2007, submitted to the congressional appropriations committees its Transformation Program Strategic Plan and Expenditure Plan. As required by the act, we reviewed these plans. Our objectives were to (1) describe the extent to which USCIS' plans incorporate key practices identified by GAO for organizational transformations, and (2) describe if and how USCIS' plans include congressionally requested information."
Human Capital: Opportunities Exist to Build on Recent Progress to Strengthen DOD's Civilian Human Capital Strategic Plan
A letter report issued by the Government Accountability Office with an abstract that begins "Having the right number of civilian personnel with the right skills is critical to achieving the Department of Defense's (DOD) mission. With more than 50 percent of its civilian workforce (about 700,000 civilians) eligible to retire in the next few years, DOD may be faced with deciding how to fill numerous mission-critical positions--some involving senior leadership. The National Defense Authorization Act (NDAA) for Fiscal Year (FY) 2006 requires DOD to develop a strategic human capital plan, update it annually through 2010, and address eight requirements. GAO previously found that DOD's 2007 plan did not meet most requirements. The 2007 NDAA added nine requirements to the annual update to shape DOD's senior leader workforce. GAO was asked to assess the extent to which DOD's 2008 update addressed (1) the 2006 human capital planning requirements, (2) the 2007 senior leader requirements, and (3) key factors that may affect civilian workforce planning. GAO analyzed the update, compared it with the requirements, and reviewed factors identified in the update and prior GAO work."
Securities And Exchange Commission: Review of Fiscal Year 2003 and 2004 Budget Allocations
A letter report issued by the Government Accountability Office with an abstract that begins "This report responds to a statement in the Conference Report on the Securities and Exchange Commission's (SEC) fiscal year 2004 appropriations directing GAO to study SEC's allocation of its increased funding for fiscal years 2003 and 2004. Historically, SEC has faced high staff turnover rates, long stretches of unfilled staff positions, and growing resource needs. Additionally, the agency has faced significant needs in its information technology area. In response to these trends and several high-profile corporate failures and financial scandals, Congress approved significant increases in SEC's appropriations to help improve oversight and increase public confidence in financial markets. This report builds on several reports GAO has issued on these issues. GAO was asked to review SEC's (1) allocation of its fiscal year 2003 and 2004 funds and (2) use of its information technology funding in fiscal year 2003 and its plan for 2004."
Posthearing Questions Related to Strategic Human Capital Management
Correspondence issued by the General Accounting Office with an abstract that begins "On April 8, GAO testified before the Subcommittee on Civil Service and Agency Reform, House Committee on Government Reform and the Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, Senate Committee on Governmental Affairs at a hearing on "The Human Capital Challenge: Offering Solutions and Delivering Results". This letter responds to requests from Chairman Voinovich, Chairwoman Davis, and Senator Carper that we provide answers to follow-up questions from the hearing."
Posthearing Questions Related to Strategic Human Capital Management and Endangered Species
Correspondence issued by the General Accounting Office with an abstract that begins "This letter contains GAO's response to questions for the record from the House Committee on Armed Services' May 1, 2003, hearing on "The Defense Transformation for the 21st Century Act." Congressmen Neil Abercrombie and Sylvestre Reyes submitted the questions."
Diversity Management: Expert-Identified Leading Practices and Agency Examples
A letter report issued by the Government Accountability Office with an abstract that begins "A high-performance organization relies on a dynamic workforce with the requisite talents, multidisciplinary knowledge, and up-to-date skills to ensure that it is equipped to accomplish its mission and achieve its goals. Such organizations typically (1) foster a work environment in which people are enabled and motivated to contribute to mission accomplishment and (2) provide both accountability and fairness for all employees. To accomplish these objectives, high-performance organizations are inclusive, drawing on the strengths of employees at all levels and of all backgrounds--an approach consistent with diversity management. For purposes of our review, diversity management is defined as a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued, so that all can reach their potential and maximize their contributions to an organization's strategic goals and objectives. As part of a request that GAO report on the federal government's performance in managing its diverse workforce, GAO was asked to identify (1) leading diversity management practices and (2) examples of the identified practices in the federal government. This report contains no recommendations."
2010 Census: Census Bureau Should Refine Recruiting and Hiring Efforts and Enhance Training of Temporary Field Staff
A letter report issued by the Government Accountability Office with an abstract that begins "The success of the 2010 Census depends, in part, upon the U.S. Census Bureau's (Bureau) ability to recruit, hire, and train over half a million temporary workers at peak. Under the Comptroller General's authority, GAO reviewed the extent that the Bureau's (1) recruiting and hiring processes for these staff are consistent with selected human capital principles and (2) training delivery and content take into account known challenges. To answer these questions, GAO analyzed relevant reports and past recommendations to select principles for evaluating these activities, reviewed related Bureau documents, observed the 2006 Census Test in South Dakota and Texas, and interviewed Bureau officials."
DOD Personnel: DOD Comments on GAO's Report on DOD's Civilian Human Capital Strategic Planning
Correspondence issued by the General Accounting Office with an abstract that begins "In response to a Congressional request, we issued a report in March 2003 on the Department of Defense's (DOD) strategic planning efforts for civilian personnel at DOD and selected defense components, including the four military services and two defense agencies. In that report we made recommendations to the Secretary of Defense to strengthen civilian human capital planning, including integration with military personnel and sourcing initiatives. DOD's response to our March 2003 report and recommendations were received too late to be included in that report. To provide our perspective on DOD's comments, we briefly summarize our March 2003 report's objectives, results, and recommendations and DOD's comments, along with our evaluation of the comments. DOD's civilian employees play key roles in such areas as defense policy, intelligence, finance, acquisitions, and weapon systems maintenance. Although downsized 38 percent between fiscal years 1989 and 2002, this workforce has taken on greater roles as a result of DOD's restructuring and transformation. Responding to congressional concerns about the quality and quantity of, and the strategic planning for, the civilian workforce, we determined the following for DOD, the military services, and selected defense agencies (the Defense Contract Management Agency and the Defense Finance and Accounting Service): (1) the extent of top-level leadership involvement in civilian strategic planning; (2) whether elements in civilian strategic plans are aligned to the overall mission, focused on results, and based on current and future civilian workforce data; and (3) whether civilian and military personnel strategic plans or sourcing initiatives were integrated."
Border Security: Additional Steps Needed to Ensure That Officers Are Fully Trained
A letter report issued by the Government Accountability Office with an abstract that begins "CBP revised its training program for newly hired CBP officers in accordance with its own training development standards. Consistent with these standards, CBP convened a team of subject-matter experts to identify and rank the tasks that new CBP officers are expected to perform. As a result, the new curriculum was designed to produce a professional law enforcement officer capable of protecting the homeland from terrorist, criminal, biological and agricultural threats. In addition, the curriculum stated that the CBP officer is to draw conclusions and take appropriate action to identify behavioral indicators displayed by criminals, effectively interview travelers to identify potential threats, identify fraudulent documents, and use technology in support of the inspection process."
Human Capital: A Guide for Assessing Strategic Training and Development Efforts in the Federal Government (Exposure Draft) (Superseded by GAO-04-546G)
Guidance issued by the General Accounting Office with an abstract that begins "This publication has been superseded by GAO-04-546G, Human Capital: A Guide for Assessing Strategic Training and Development Efforts in the Federal Government, March 2004. This guide introduces a framework, consisting of a set of principles and key questions that federal agencies can use to ensure that their training and development investments are targeted strategically and are not wasted on efforts that are irrelevant, duplicative, or ineffective. Effective training and development programs are an integral part of a learning environment that can enhance the federal government's ability to attract and retain employees with the skills and competencies needed to achieve results for the benefit of the American people. Training and developing new and current staff to fill new roles and work in different waqys will be a crucial part of a federal government's endeavors to meet its transformation challenges. Ways that employees learn and achieve results will also continue to transform how agencies do business and engage employees in further innovation and improvements."
NNSA Management: Progress in the Implementation of Title 32
Correspondence issued by the General Accounting Office with an abstract that begins "GAO reviewed the National Nuclear Security Administration's (NNSA) progress in implementing key components of Title 32 of the National Defense Authorization Act for Fiscal Year 2000 including NNSA's reorganization efforts; integrated planning, programming, and budgeting improvements; use of its excepted service personnel authority; and efforts to improve its procurement practices. GAO found that although NNSA announced a new headquarters organization in May 2001, the reorganization did not clearly define the roles and responsibilities of the headquarters organizational units and did not address NNSA's field organization at all. More importantly, NNSA still lacks an overall organizational structure that clearly addresses long-standing issues such as the division of roles and responsibilities among headquarters offices and between headquarters and field staff. NNSA lost some momentum during the summer of 2001 as it reevaluated its efforts to develop a new planning, programming, budgeting, and evaluation process. NNSA now has established a conceptual process and begun to develop the necessary implementation plans and procedures. However, because of the broad scope of the work needed to develop these plans and procedures, it will be difficult to fully implement NNSA's process in time for the fiscal year 2001 budget cycle. Although it has developed an interim excepted service personnel policy, NNSA has firm plans to use only one-third of the 300 excepted service positions authorized by Title 32. Finally, NNSA believes that there is no need for an NNSA-specific procurement regulation, and it has begun to improve contractor oversight and performance evaluation."
DHS Recruiting and Hiring: DHS Is Generally Filling Mission-Critical Positions, but Could Better Track Costs of Coordinated Recruiting Efforts
A letter report issued by the Government Accountability Office with an abstract that begins "The Department of Homeland Security (DHS) and selected components are implementing strategies to fill mission-critical occupations (MCO), which are those occupations most critical to an agency's mission. In 2011, the Office of Diversity and Inclusion (D&I)--which coordinates component recruiting efforts--developed the Coordinated Recruiting and Outreach Strategy (CROS). Through the CROS, D&I intends to better coordinate and link component recruiting and outreach efforts to hiring for DHS mission and workforce needs (for all positions, including MCOs), and to leverage resources as well as reduce recruiting costs, among other things. D&I has begun to implement the CROS through various means, including requiring components to develop their own outreach and recruiting plans that align with the CROS. However, D&I has been limited in its ability to implement some elements of the CROS--such as recruiter training--because of budget constraints, according to D&I officials. The components selected for GAO's review--the National Protection and Programs Directorate, Transportation Security Administration (TSA), U.S. Citizenship and Immigration Services, and U.S. Secret Service (USSS)--have also implemented various strategies to recruit and hire MCOs. In addition, these four components have generally been able to address hiring needs for MCOs. For example, USSS data show that vacancy rates were generally below 3 percent for MCO positions during fiscal years 2010 through 2012. Still, some officials have reported experiencing challenges attracting qualified candidates because of factors such as financial constraints and regional competition, among other things. For example, TSA has been challenged in filling certain positions in some areas where competition for other jobs makes it difficult to attract qualified candidates."
Oil and Gas: Interior Has Begun to Address Hiring and Retention Challenges but Needs to Do More
A letter report issued by the Government Accountability Office with an abstract that begins "The Department of the Interior (Interior) continues to face challenges hiring and retaining staff with key skills needed to manage and oversee oil and gas operations on federal leases. Interior officials noted two major factors that contribute to challenges in hiring and retaining staff: lower salaries and a slow hiring process compared with similar positions in industry. In response to GAO's survey, officials from a majority of the offices in the three Interior bureaus that manage oil and gas activities--the Bureau of Land Management (BLM), the Bureau of Ocean Energy Management (BOEM), and the Bureau of Safety and Environmental Enforcement (BSEE)--reported ongoing difficulties filling vacancies, particularly for petroleum engineers and geologists. Many of these officials also reported that retention is an ongoing concern as staff leave for positions in industry. Bureau of Labor Statistics data confirm a wide gap between industry and federal salaries for petroleum engineers and geologists. According to Office of Personnel Management (OPM) data, the fiscal year 2012 attrition rate for petroleum engineers at BLM was over 20 percent, or more than double the average federal attrition rate of 9.1 percent. However, the attrition rate for other key oil and gas staff during fiscal year 2012 was lower than the federal average. Nonetheless, field office officials stated that attrition is of concern because some field offices have only a few employees in any given position, and a single separation can significantly affect operations. Additionally, Interior records show that the average time required to hire petroleum engineers and inspectors in recent months generally exceeded 120 calendar days--much longer than OPM's target of 80 calendar days."
Acquisition Workforce: Federal Agencies Obtain Training to Meet Requirements, but Have Limited Insight into Costs and Benefits of Training Investment
A letter report issued by the Government Accountability Office with an abstract that begins "The Office of Federal Procurement Policy (OFPP) sets standards and policies for the federal acquisition workforce, and has established certification requirements, including minimal training, for the three main acquisition roles--contracting staff, Contracting Officer's Representatives, and Program/Project Managers--to promote the development of government-wide core acquisition competencies and facilitate mobility across agencies. DOD follows separate certification standards. The Federal Acquisition Institute (FAI), which is responsible for fostering and promoting the training and development of the acquisition workforce, works closely with OFPP and has initiatives underway to improve the collection and management of training information, including cost data and course evaluations; streamline communication of acquisition training guidance; and coordinate efforts to leverage acquisition workforce training resources throughout the government."
Social Security: Coverage for Medical Residents
Correspondence issued by the General Accounting Office with an abstract that begins "Pursuant to a congressional request, GAO reviewed a court ruling that exempted certain medical residents from paying Federal Insurance Contributions Act taxes and Social Security coverage, focusing on: (1) how the Internal Revenue Service (IRS) and the Social Security Administration are proceeding since the court decision; and (2) what decisions IRS has made about refunding taxes for social security paid by medical residents and their employers and the effect of those decisions on the Social Security Trust Funds."
Commercial Activities Panel: Use of Numerical Goals
Correspondence issued by the General Accounting Office with an abstract that begins "GAO reviewed two competitive sourcing initiatives to determine whether they are consistent with the sourcing principles recommended by the Commercial Activities Panel. GAO found that, based on their current design, the administration's "performance target" and the fiscal year 2003 Treasury and General Government Appropriations bill, are not fully consistent with the sourcing principles adopted by the Panel. The most relevant recommended principle concerning these initiatives is that sourcing policy should "avoid arbitrary full-time equivalent (FTE) or other arbitrary numerical goals." The Office of Management and Budget (OMB) issued a memorandum in March 2001, setting goals for a percentage of agencies' FTE positions that are to be subjected to public-private competition or directly converted to contractor performance. This OMB initiative is not consistent with the Panel's recommended principles. There is no evidence to indicate that its numerical FTE goals were based on considered research and sound analysis. Any related goals should be based on a review of historical data on sourcing activity in the public and private sectors combined with an analysis of current and emerging market trends."
Personnel Practices: Career and Other Appointments of Former Political Appointees, October 1998-April 2001
A letter report issued by the General Accounting Office with an abstract that begins "Political appointees in the federal government sometimes seek appointments to career positions, which do not end with an administration. Although merit system principles require that selections be determined solely on the basis of merit after fair and open competition, questions have been raised about whether some individuals have received political favoritism or an unfair advantage, even the appearance of which could adversely compromise the integrity of the system. The 45 agencies GAO surveyed reported that 100 employees converted from political appointments and 11 converted from congressional staff positions from October 1998 through April 2001. All the conversions took place at 21 agencies. Ninety-five of the 111 conversions were to positions at the GS-12 level and above. GAO found that the 21 agencies used appropriate appointment authorities, such as civil service certificates from the competitive selection process, and generally followed merit system procedures. In 17 instances, however, the appointments could give the appearance that individuals had received political favoritism or preferences."
Private Pensions: Participants Need Information on the Risks of Investing in Employer Securities and the Benefits of Diversification
A letter report issued by the General Accounting Office with an abstract that begins "The financial collapse of large firms and the effects on workers and retirees has raised questions about retirement funds being invested in employer securities and the laws governing such investments. Pensions are important source of income of many retirees, and the federal government has encouraged employers to sponsor and maintain pension and savings plans for their employees. The continued growth in these plans and their vulnerabilities has caused Congress to focus on issues related to participants investing in employer securities through employer-sponsored retirement plans. GAO's analysis of the 1998 plan data for the Fortune 1,000 firms showed that 550 of those companies held employer securities in their defined benefit plans or defined contribution plans, covering 13 million participants. Investment in employer securities through employer-sponsored retirement plans can present significant risks for employees. If the employees' retirement savings is largely in employer securities in these plans, employees risk losing not only their jobs should the company go out of business, but also a significant portion of their savings. Even if employers do not declare bankruptcy, employees are still subject to the dual risk of loss of job and loss of retirement savings because corporate losses and stock price declines can result in companies significantly reducing their operations. Under the Employee Retirement Income Security Act and the Securities Acts, the Department of Labor and Securities and Exchange Commission (SEC) are responsible for ensuring that certain disclosures are made to plan participants regarding their investments. Although employees in plans where they control their investments receive disclosures under the act regarding their investments, such regulations do not require companies to disclose the importance of diversification or warn employees about the potential risks of owning employer securities. SEC requires companies with …
Anti-Deficiency Act Violation Involving the District of Columbia Health and Hospitals Public Benefit Corporation
Other written product issued by the General Accounting Office with an abstract that begins "GAO provided information on possible violations of the Antideficiency Act by the District of Columbia Health and Hospitals Public Benefit Corporation (PBC) or the District of Columbia government, focusing on if the PBC: (1) violated the Anitdeficiency Act in fiscal years 1997 through 2000 by obligating more than Congress appropriated for those fiscal years; and (2) along with the District of Columbia, violated the Antideficiency Act in fiscal years 1997 through 2000 by using the District of Columbia General Fund to pay PBC liabilities during those fiscal years in excess of the resources PBC ultimately realized. GAO noted that for the fiscal years 1997 through 2000 the: (1) PBC violated the Antideficiency Act by obligating more than Congress appropriated; and (2) PBC and the District of Columbia are not authorized to incur obligations in excess of the amounts appropriated for the PBC, and a reportable violation of the Antideficiency Act therefore has occurred."
Managing for Results: Human Capital Management Discussions in Fiscal Year 2001 Performance Plans
A letter report issued by the General Accounting Office with an abstract that begins "The Government Performance and Results Act calls for agencies to address human capital in the context of performance-based management. The act requires that annual performance plans describe how agencies will use their human capital to accomplish their goals and objectives. Designing, implementing, and maintaining a strategic human capital management focus are critical to maximizing performance and ensuring that government is accountable to the American people. GAO found that the human capital challenges described in fiscal year 2001 performance plans reflected the different levels of attention agencies are to pay this critical issue. GAO contends that the breadth, depth, and specificity of many related human capital goals and strategies needs to be increased. The plans' discussions of human capital increasingly need to focus on describing human capital challenges. The plans need to specify the what, why, how, and when of the strategies to address those challenges. The discussions should also better link human capital management and the agencies' strategic and program planning to maximize performance and ensure optimal resource allocation. Overall, the fiscal year 2001 plans showed that substantial opportunities exist for goals and strategies as they focus on a more systematic, in-depth, and continuous effort to evaluate and improve their human capital management. Agencies will need to follow up to determine whether their plans actually improve human capital management and program outcomes."
Federal Compensation Programs: Perspectives on Four Programs for Individuals Injured by Exposure to Harmful Substances
Testimony issued by the Government Accountability Office with an abstract that begins "The U.S. federal government has played an ever-increasing role in providing benefits to individuals injured as a result of exposure to harmful substances. Over the years, it has established several key compensation programs, including the Black Lung Program, the Vaccine Injury Compensation Program (VICP), the Radiation Exposure Compensation Program (RECP), and the Energy Employees Occupational Illness Compensation Program (EEOICP), which GAO has reviewed in prior work. Most recently, the Congress introduced legislation to expand the benefits provided by the September 11th Victim Compensation Fund of 2001. As these changes are considered, observations about other federal compensation programs may be useful. In that context, GAO's testimony today will focus on four federal compensation programs, including (1) the structure of the programs; (2) the cost of the programs through fiscal year 2004, including initial cost estimates and the actual costs of benefits paid, and administrative costs; and (3) the number of claims filed and factors that affect the length of time it takes to finalize claims and compensate eligible claimants. To address these issues, GAO relied on its 2005 report on four federal compensation programs. As part of that work, GAO did not review the September 11th Victim Compensation Fund of 2001."
Small Business Administration: Review of Selected Personnel Practices
A letter report issued by the General Accounting Office with an abstract that begins "Pursuant to a congressional request, GAO reviewed events related to personnel reassignments, appointments, and activities at the Small Business Administration (SBA)."
Defense Management: More Transparency Needed over the Financial and Human Capital Operations of the Joint Improvised Explosive Device Defeat Organization
A letter report issued by the Government Accountability Office with an abstract that begins "Improvised explosive devices (IED) have been and continue to be a significant threat to U.S. forces. The Department of Defense (DOD) expanded efforts to defeat IEDs with the establishment of the Joint Improvised Explosive Device Defeat Organization (JIEDDO) in January 2006. GAO was asked to review JIEDDO's management and operations. For this second report in its series, GAO determined (1) the extent to which JIEDDO's management processes provide adequate assurances that its financial information is accurate and provides transparency over its operations and (2) the extent to which JIEDDO identifies, records, tracks, and reports numbers of all personnel, including contractors. GAO analyzed data for the first half of fiscal year 2007, which included 47 funding transactions totaling $1.34 billion for 24 initiatives to address these objectives."
DOD Civilian Personnel: Comprehensive Strategic Workforce Plans Needed
A letter report issued by the General Accounting Office with an abstract that begins "During its downsizing in the early 1990s, the Department of Defense (DOD) did not focus on strategically reshaping its civilian workforce. GAO was asked to address DOD's efforts to strategically plan for its future civilian workforce at the Office of the Secretary of Defense (OSD), the military services' headquarters, and the Defense Logistics Agency (DLA). Specifically, GAO determined: (1) the extent to which civilian strategic workforce plans have been developed and implemented to address future civilian workforce requirements, and (2) the major challenges affecting the development and implementation of these plans."
Questions for the Record Related to the Department of Defense's National Security Personnel System
Correspondence issued by the Government Accountability Office with an abstract that begins "On April 12, 2005, the Comptroller General testified before Congress at a hearing on "NSPS: The New Department of Defense Civilian Personnel System--Reaching Readiness." This letter responds to a request that GAO provide answers to questions for the record. The questions covered major areas of concern for the Department of Defense's National Security Personnel System (NSPS)."
Military and Veterans Disability System: Pilot Has Achieved Some Goals, but Further Planning and Monitoring Needed
A letter report issued by the Government Accountability Office with an abstract that begins "Since 2007, the Departments of Defense (DOD) and Veterans Affairs (VA) have been testing a new disability evaluation system designed to integrate their separate processes and thereby expedite veterans' benefits for wounded, ill, and injured servicemembers. Having piloted the integrated disability evaluation system (IDES) at 27 military facilities, they are now planning for its expansion military-wide. Part of the National Defense Authorization Act for Fiscal Year 2008 required GAO to report on DOD and VA's implementation of policies on disability evaluations. This report examines: (1) the results of the agencies' evaluation of the IDES pilot, (2) challenges in implementing the IDES pilot to date, and (3) whether DOD and VA's plans to expand the IDES adequately address potential future challenges. GAO analyzed data from DOD and VA, conducted site visits at 10 military facilities, and interviewed DOD and VA officials."
District of Columbia: Compensation Simplification Contracting Requirements
Correspondence issued by the General Accounting Office with an abstract that begins "The District of Columbia Appropriations Act of 2001 provided $250,000 for a contract to study and develop a plan to simplify the compensation systems, schedules, and work rules for DC government employees. The act placed several conditions on the appropriation, one of which was that GAO review the proposed solicitation for the contract to ensure that it adequately addressed all of the elements stipulated in the act. Government officials initially told GAO that they planned to apply the $250,000 payment to existing contracts that were being used in the District's independent effort to reform its classification and compensation systems--and therefore would not carry out the conditions that Congress had set for receipt of the funds. More recently, however, the officials said that they no longer plan to use the funds because doing so would delay the District's reform effort."
Additional Posthearing Questions Related to Proposed Department of Homeland Security (DHS) Human Capital Regulations
Correspondence issued by the General Accounting Office with an abstract that begins "On February 25, 2004, Congress heard testimony at a hearing entitled "The Key to Homeland Security: The New Human Resources System." This report responds to additional questions posed by Senator Akaka and Senator Lautenberg."
Personnel Practices: Conversions of Employees from Political to Career Positions May 2005-May 2009
A letter report issued by the Government Accountability Office with an abstract that begins "Political appointees in the federal government sometimes seek appointments to career competitive and other positions which, unlike political appointments, do not terminate at the end of an administration. Federal agencies must use appropriate authorities and follow proper procedures in making these conversions. GAO was asked to determine for departments and selected agencies (1) the number and characteristics of all political to career conversions occurring during the period from May 1, 2005, through May 30, 2009, and (2) whether appropriate authorities were used and proper procedures were followed in making these conversions at the GS-12 level and above."
Contingency Contract Management: DOD Needs to Develop and Finalize Background Screening and Other Standards for Private Security Contractors
A letter report issued by the Government Accountability Office with an abstract that begins "Currently in Iraq, there are thousands of private security contractor (PSC) personnel supporting DOD and State, many of whom are foreign nationals. Congressional concerns about the selection, training, equipping, and conduct of personnel performing private security functions in Iraq are reflected in a provision in the fiscal year 2008 National Defense Authorization Act (NDAA) that directs DOD to develop guidance on PSCs. This report examines the extent (1) that DOD and State have developed and implemented policies and procedures to ensure that the backgrounds of PSC employees have been screened and (2) that DOD has developed guidance to implement the provisions of the NDAA and (3) that DOD and State have addressed measures on other issues related to PSC employees in Iraq. To address these objectives, GAO reviewed DOD and State guidance, policies, and contract oversight documentation and interviewed agency and private security industry officials."
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