Download Full eBooks in PDF
Human Capital Senior Executive Performance Management Can Be Significantly Strengthened To Achieve Results Report To Congressional Requesters Book in PDF, ePub and Kindle version is available to download in english. Read online anytime anywhere directly from your device. Click on the download button below to get a free pdf file of Human Capital Senior Executive Performance Management Can Be Significantly Strengthened To Achieve Results Report To Congressional Requesters book. This book definitely worth reading, it is an incredibly well-written.
Author : Anonim
Publisher : DIANE Publishing
Page : 97 pages
File Size : 40,9 Mb
Release : 2004
Category : Electronic
ISBN : 9781428936591
Author : United States. General Accounting Office
Publisher : Unknown
Page : 44 pages
File Size : 52,9 Mb
Release : 2000
Category : Administrative agencies
ISBN : STANFORD:36105127382708
Author : United States Government Accountability Office
Publisher : Createspace Independent Publishing Platform
Page : 98 pages
File Size : 49,7 Mb
Release : 2018-04-26
Category : Electronic
ISBN : 1984929976
GAO-04-614 Human Capital: Senior Executive Performance Management Can Be Significantly Strengthened to Achieve Results
Author : Commission on California State Government Organization and Economy
Publisher : Unknown
Page : 102 pages
File Size : 40,7 Mb
Release : 2005
Category : California
ISBN : UCSD:31822030341416
Author : United States. General Accounting Office
Publisher : Unknown
Page : 136 pages
File Size : 51,7 Mb
Release : 2003
Category : Electronic
ISBN : STANFORD:36105127336126
Author : United States. General Accounting Office
Publisher : Unknown
Page : 102 pages
File Size : 49,8 Mb
Release : 2004
Category : Administrative agencies
ISBN : STANFORD:36105127393994
Author : Anonim
Publisher : DIANE Publishing
Page : 204 pages
File Size : 54,7 Mb
Release : 2024-06-28
Category : Electronic
ISBN : 9781422332221
Author : Anonim
Publisher : DIANE Publishing
Page : 36 pages
File Size : 54,6 Mb
Release : 2024-06-28
Category : Electronic
ISBN : 9781428931442
Author : J. Christopher Mihm
Publisher : DIANE Publishing
Page : 32 pages
File Size : 40,7 Mb
Release : 2009-02
Category : Business & Economics
ISBN : 9781437908435
In 2003, Congress and the admin. established a performance-based pay system for Senior Exec. Service (SES) members that requires a link between individual and organizational performance and pay. Specifically, agencies are allowed to raise SES pay caps if their systems are certified as meeting specified criteria. This Congressional Testimony is on preliminary results of ongoing work analyzing selected exec. branch agencies¿ policies and procedures for their SES performance-based pay systems in the following areas: factoring organizational performance into senior exec. performance appraisal decisions; making meaningful distinctions in senior exec. performance; and building safeguards into senior exec. performance appraisal and pay systems. Illus.
Author : United States. General Accounting Office
Publisher : Unknown
Page : 68 pages
File Size : 53,7 Mb
Release : 2004
Category : Electronic
ISBN : STANFORD:36105126833669
Author : United States Government Accountability Office
Publisher : Createspace Independent Publishing Platform
Page : 54 pages
File Size : 40,9 Mb
Release : 2017-09-16
Category : Electronic
ISBN : 197639287X
Why GAO Did This Study Highlights Accountability IntegrityReliability January 2007 OFFICE OF PERSONNEL MANAGEMENT Key Lessons Learned to Date for Strengthening Capacity to Lead and Implement Human Capital Reforms Highlights of GAO-07-90, a report to congressional requesters www.gao.gov/cgi-bin/getrpt?GAO-07-90. To view the full product, including the scope and methodology, click on the link above. For more information, contact Brenda S. Farrell at (202) 512-6806 or [email protected]. As the agency responsible for the federal government's human capital initiatives, the Office of Personnel Management (OPM) must have the capacity to successfully guide human capital transformations necessary to meet the governance challenges of the 21st century. Given this key role, GAO was asked to assess OPM's capacity to lead further reforms. In June 2006, GAO testified on several management challenges that OPM faces. This report-the second in a series-supplements that testimony and, using the new senior executive performance-based pay system as a model for understanding OPM's capacity to lead and implement reform, identifies lessons learned that can inform future reforms. GAO analyzed relevant laws and documents, and obtained views from the Chief Human Capital Officers (CHCO) Council and human resource directors, the Office of Management and Budget (OMB) staff, and OPM officials.
Author : United States. General Accounting Office
Publisher : Unknown
Page : 44 pages
File Size : 42,9 Mb
Release : 2003
Category : Performance
ISBN : CORNELL:31924092401037
Author : United States. General Accounting Office
Publisher : Unknown
Page : 34 pages
File Size : 41,7 Mb
Release : 2001
Category : Administrative agencies
ISBN : STANFORD:36105126824494
Author : Anonim
Publisher : DIANE Publishing
Page : 44 pages
File Size : 50,5 Mb
Release : 2024-06-28
Category : Electronic
ISBN : 9781428971769
Author : United States. Government Accountability Office
Publisher : Unknown
Page : 68 pages
File Size : 41,8 Mb
Release : 2010
Category : Manpower planning
ISBN : OCLC:1037436561
The Department of Defense (DOD) relies heavily on its civilian workforce to perform duties usually performed by military personnel, including combat support functions such as logistics. Civilian senior leaders, some of whom occupy positions that might be cut during DOD's latest attempts to reduce overhead costs, are among those who manage DOD's civilians. In 2007, Congress mandated that DOD assess requirements for its civilian senior leader workforce in light of recent trends. DOD reported its recent reply to this requirement in its 2009 update to the Civilian Human Capital Strategic Plan, which used information from a 2008 baseline review to validate its senior leader requirements. GAO was asked to review DOD's approach for (1) assessing its civilian senior leader workforce requirements, (2) identifying and communicating the need for additional senior leaders, and (3) developing and managing this workforce. GAO reviewed submissions for DOD's baseline review and requests for additional senior leaders, including DOD's intelligence agencies. GAO also interviewed DOD and Office of Personnel Management officials. GAO recommends that DOD (1) document analyses and clarify assessment criteria for determining certain senior leader requirements and (2) create clearly defined metrics for its executive education program. DOD generally concurred with GAO's recommendations.
