Federal Workplace: Sustained Attention to Human Capital Leading Practices Can Help Improve Agency Performance
Abstract
A careful consideration of federal pay is an essential part of fiscal stewardship and is necessary to support the recruitment and retention of a talented, agile, and high-performing federal workforce. High-performing organizations have found that the life-cycle of human capital management activitiesincluding workforce planning, recruitment, onboarding, compensation, engagement, succession planning, and retirement programsneed to be aligned for the cost-effective achievement of an organizations mission. However, despite some improvements, strategic human capital managementand more specifically, skills gaps in mission critical occupationscontinues to be a GAO high-risk area. This testimony is based on a body of GAO work primarily issued between June 2012 and March 2017. It focuses on (1) lessons learned in creating a more market driven, results-oriented approach to federal pay, and (2) opportunities, in addition to pay and benefits, that OPM and agencies could use to be more competitive in the labor market and address skills gaps. Over the years, GAO has made recommendations to agencies and OPM to improve their strategic human capital management efforts. OPM and agencies generally concurred. This testimony discusses actions taken to implement key recommendations to improve federal hiring and classification.
Document Details
- Document Type
- Technical Report
- Publication Date
- May 18, 2017
- Accession Number
- AD1156316
Entities
People
- Robert Goldenkoff
Organizations
- United States Government Accountability Office