Performance management (1 - 10 of 55 items)
Veterans Health Administration: Management Attention Is Needed to Address Systemic, Long-standing Human Capital Challenges
GAO-17-30: Published: Dec 23, 2016. Publicly Released: Jan 23, 2017.
The Veterans Health Administration's (VHA) limited human resources (HR) capacity combined with weak internal control practices has undermined VHA's HR operations and its ability to improve delivery of health care services to veterans.Attrition of medical center HR staff increased between fiscal years 2013 and 2015, due to HR staff transferring to other federal agencies. VHA officials note a lack o...
Securities and Exchange Commission: Actions Needed to Address Limited Progress in Resolving Long-Standing Personnel Management Challenges
GAO-17-65: Published: Dec 29, 2016. Publicly Released: Dec 29, 2016.
Employee views on the Securities and Exchange Commission's (SEC) organizational culture have generally improved since 2013. Employees GAO surveyed cited improved levels of morale and trust within the agency compared to 2013 and noted that SEC was less hierarchical and risk-averse. However, GAO's survey indicated that SEC still operates in a compartmentalized way and that there is little communicat...
Securities and Exchange Commission: SEC Personnel Survey Results (GAO-17-95SP, December 2016), an E-supplement to GAO-17-65
GAO-17-95SP: Published: Dec 29, 2016. Publicly Released: Dec 29, 2016.
This is an e-supplement companion to GAO-17-65. This e-supplement presents the results from three GAO web-based surveys of Securities and Exchange Commission (SEC) employees. The purpose of these surveys was to obtain employees' views about SEC's organizational culture and about various aspects of working at SEC, including questions on (1) personnel management issues related to recruitment, traini...
Consumer Financial Protection Bureau: Additional Actions Needed to Support a Fair and Inclusive Workplace
GAO-16-62: Published: May 19, 2016. Publicly Released: Jun 20, 2016.
Nonexecutive employees at the Consumer Financial Protection Bureau (CFPB) who responded to GAO's survey identified strengths and areas for improvement in CFPB's personnel practices and culture. Most respondents agreed that enthusiasm for CFPB's mission is high and that immediate supervisors respect and value differences among individuals. However, GAO's survey found heightened concerns related to...
Human Capital: Update on Strategic Management Challenges for the 21st Century
GAO-15-619T: Published: May 20, 2015. Publicly Released: May 20, 2015.
Serious human capital shortfalls can erode the capacity of federal agencies and threaten their ability to cost-effectively carry out their missions. GAO's prior work has shown that continued attention is needed to ensure agencies have the human resources to drive performance and achieve the results the nation demands. Key areas where the federal government has taken some actions but additional att...
Federal Workforce: Improved Supervision and Better Use of Probationary Periods Are Needed to Address Substandard Employee Performance
GAO-15-191: Published: Feb 6, 2015. Publicly Released: Mar 9, 2015.
Federal agencies have three avenues to address employees' poor performance:Day-to-day performance management activities (such as providing regular performance feedback to employees) can produce more desirable outcomes for agencies and employees than dismissal options. However, supervisors do not always have effective skills, such as the ability to identify, communicate, and help address employee p...
Federal Workforce: Human Capital Management Challenges and the Path to Reform
GAO-14-723T: Published: Jul 15, 2014. Publicly Released: Jul 15, 2014.
Serious human capital shortfalls can erode the capacity of federal agencies and threaten their ability to cost-effectively carry out their missions. While progress has been made, continued attention is needed to ensure agencies have the human resources to drive performance and achieve the results the nation demands. Specifically, additional areas needing to be addressed include:Classification GAO'...
Federal Employees: Opportunities Exist to Strengthen Performance Management Pilot
GAO-13-755: Published: Sep 12, 2013. Publicly Released: Nov 14, 2013.
GAO found that the GEAR framework generally addresses previously identified key practices for effective performance management, such as aligning individual performance expectations with organizational goals, but refinements could improve future government-wide implementation. Five federal agencies are piloting GEAR--the Departments of Energy (DOE), Homeland Security/Coast Guard (DHS/Coast Guard),...
DOD Civilian Personnel: Competency Gap Analyses and Other Actions Needed to Enhance DOD's Strategic Workforce Plans
GAO-11-827T: Published: Jul 14, 2011. Publicly Released: Jul 14, 2011.
Since 2001, strategic human capital management for federal agencies has been on GAO's high-risk list. Although some progress has been made, GAO reported in February 2011 that the area remains on the high-risk list because of the need for agencies, including DOD, to address current and emerging skill gaps that are undermining their ability to fulfill their missions. The Department of Defense (DOD)...
Performance Management: DOD Is Terminating the National Security Personnel System, but Needs a Strategic Plan to Guide Its Design of a New System
GAO-11-524R: Published: Apr 28, 2011. Publicly Released: Apr 28, 2011.
The Department of Defense (DOD) is one of the largest and most complex organizations in the world and faces challenges in managing its human capital--particularly its diverse civilian workforce. Our prior work has noted that over time federal positions, including those within DOD, have become increasingly specialized and more highly skilled, resulting in a need for managers to have greater flexibi...