Human capital : further actions needed to enhance DOD's civilian strategic workforce plan / [Brenda S. Farrell and John K. Needham].

Format:

Book

Government document

Author/Creator:

Farrell, Brenda S.

Contributor:

Needham, John K.

United States. Government Accountability Office

Language:

English

Subjects (All):

United States. Department of Defense--Personnel management.

United States.

United States. Department of Defense.

United States--Armed Forces--Civilian employees.

Human capital--United States--Planning.

Human capital.

Armed Forces--Civilian employees.

Human capital--Planning.

Personnel management.

Physical Description:

1 online resource (35 pages)

Other Title:

Further actions needed to enhance DOD's civilian strategic workforce plan

DOD's civilian strategic workforce plan

Place of Publication:

Washington, DC : U.S. Govt. Accountability Office, [2010]

Summary:

DOD's 2009 overall civilian workforce plan addresses 5 and partially addresses 9 of the 14 legislative requirements. For example, DOD's plan addresses the requirement to assess critical skills. Accordingly, we treated MCOs as the department's critical skills and evaluated critical competencies separately. Furthermore, DOD's plan partially addresses requirements such as (1) assessing competency gaps; (2) identifying specific strategies for developing and training its civilian employee workforce, along with needed funding; and (3) assessing the department's progress in implementing the workforce plan with results-oriented performance measures. Additionally, the plan discusses the requirement for identifying strategies for developing and training its workforce, but only partially addresses this requirement because the plan does not identify the needed funding--a new requirement in the FY 2010 NDAA. Finally, regarding partially addressing the results-oriented performance measures requirement we found that the plan does not report progress on specific goals using results-oriented performance metrics; however, other DOD documents provide some information on performance measures related to the workforce plan. DOD's 2009 senior leader workforce plan addresses 7, partially addresses 6, and does not address 2 of the 15 legislative requirements. For example, the plan addresses the requirement to identify any incentives needed to attract and retain qualified senior leaders-- including offering benefits to senior leaders that are comparable to the benefits provided to general officers. Additionally, DOD's workforce plan addresses the requirement to identify steps that the department has taken or plans to take to ensure that DOD manages its civilian personnel as required by 10 U.S.C. 129--essentially that the department manages the workforce based on workload requirements and available funding. Furthermore, DOD's plan partially addresses the legislative requirements that include (1) an assessment of gaps in the existing or future workforce and (2) identifying specific strategies for, among other things, developing and training its senior leader workforce and identifying needed funding. DOD's acquisition workforce plan addresses 5, partially addresses 10, and does not address 1 of the 16 legislative requirements. The plan addresses the legislative requirement to identify changes in the number of authorized personnel to address gaps and meet the needs of the department. Among the elements partially addressed were (1) the current mix of civilian, military, and contractor personnel; (2) a complete assessment of the critical skills of DOD's acquisition workforce; (3) a complete assessment of the critical competencies of DOD's acquisition workforce; and (4) the funds needed to support improvements to the acquisition workforce. For example, the plan did not identify what the appropriate mix of its total acquisition workforce should be, though it stated that guidance is in place for determining the appropriate workforce mix, DOD is inventorying its use of contractors, and in-sourcing is being incorporated as a key component of DOD's growth strategy. Similarly, DOD's plan partially addresses the legislative requirements to assess the critical skills and competencies of its acquisition workforce. A DOD official responsible for the acquisition workforce plan indicated that they did not differentiate skills and competencies, but rather consider skills to be an integral part of the competencies. As such, conducting competency assessments would embody an assessment of the requisite skills. In that regard, however, DOD has completed the competency assessment of its contracting career field, but not the assessments of the remaining 12 career fields, which are in various stages of progress.

Notes:

Title from p.1 screen (GAO, viewed Sept. 28, 2010).

"September 27, 2010."

Includes bibliographical references.

"GAO-10-814R."

OCLC:

666378221