[PDF] The Department Of Defenses Civilian Human Capital Strategic Plan Does Not Meet Most Statutory Requirements eBook

Author :
Publisher :
Page : 54 pages
File Size : 21,8 MB
Release : 2008
Category :
ISBN :

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To examine the extent to which DOD's civilian human capital strategic plan addresses congressional reporting requirements, we obtained and analyzed the "Department of Defense Civilian Human Capital Strategic Plan 2006-2010" and "The Department of Defense Human Capital Strategic Plan for Civilian Employees of the Department of Defense, Fiscal Year 2006 Implementation Report," along with other documents. We analyzed the content of these documents and compared them to the requirements of the 2006 act. Overall, DOD's civilian human capital strategic plan does not meet most statutory requirements. First, the plan partially addresses some but not all aspects of two of the congressional reporting requirements established in the National Defense Authorization Act for Fiscal Year 2006. Specifically, DOD's plan includes a list of mission-critical occupations needed for the current civilian workforce, but this list does not constitute the required assessment of skills of the existing workforce. Second, and most importantly, the plan does not address the majority six of eight of the congressional reporting requirements. For example, the plan does not include an assessment of current mission-critical competencies, future critical skills and competencies needed, gaps between the current and future needs, or specific recruiting and retention goals, even though these elements are required by the 2006 act. DOD officials acknowledged that the plan they submitted to the committees is incomplete. Without complete information on DOD's civilian human capital plan, to include analyses of gaps between critical skills and competencies needed by the current and future workforce, Congress will not have the information it needs to conduct effective oversight over DOD's efforts to hire, develop, and retain the best possible civilian workforce. Accordingly, we are recommending that DOD submit to Congress a civilian human capital strategic plan that addresses all of the statutory requirements.

Author : United States Government Accountability Office
Publisher : Createspace Independent Publishing Platform
Page : 54 pages
File Size : 44,78 MB
Release : 2018-01-22
Category :
ISBN : 9781984100320

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The Department of Defense's Civilian Human Capital Strategic Plan Does Not Meet Most Statutory Requirements

Author : U S Government Accountability Office (G
Publisher : BiblioGov
Page : 56 pages
File Size : 27,66 MB
Release : 2013-06
Category :
ISBN : 9781289049034

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The U.S. Government Accountability Office (GAO) is an independent agency that works for Congress. The GAO watches over Congress, and investigates how the federal government spends taxpayers dollars. The Comptroller General of the United States is the leader of the GAO, and is appointed to a 15-year term by the U.S. President. The GAO wants to support Congress, while at the same time doing right by the citizens of the United States. They audit, investigate, perform analyses, issue legal decisions and report anything that the government is doing. This is one of their reports.

Author : Brenda S. Farrell
Publisher :
Page : 35 pages
File Size : 49,53 MB
Release : 2010
Category : Human capital
ISBN :

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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.

Author :
Publisher :
Page : 56 pages
File Size : 50,61 MB
Release : 2014
Category : Human capital
ISBN :

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Strategic workforce planning can help DOD determine whether it has the civilian personnel with the necessary skills and competencies to perform a wide variety of duties and responsibilities, including mission-essential combat-support functions, such as logistics and maintenance, that traditionally have been performed by uniformed military personnel. In 2006, Congress enacted a requirement for DOD to produce strategic workforce plans, and GAO first reported on DOD's plans in 2008. The National Defense Authorization Act for Fiscal Year 2010 mandates that GAO report to Congress on these plans. GAO evaluated the extent to which (1) DOD's Fiscal Year 2013-2018 Strategic Workforce Plan addressed statutory requirements; and (2) DOD's plan is consistent with key strategic workforce-planning principles. GAO examined DOD's Fiscal Year 2013-2018 Strategic Workforce Plan and associated documents, relevant legislation, and key strategic workforce-planning principles, and interviewed officials from across the department involved in producing the plan.

Author : Brenda S. Farrell
Publisher : DIANE Publishing
Page : 60 pages
File Size : 24,60 MB
Release : 2009-06
Category : Business & Economics
ISBN : 1437913903

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With more than 50% 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 FY 2006 requires DoD to develop a strategic human capital plan, update it annually through 2010, and address 8 requirements. The 2007 NDAA added nine requirements to the annual update to shape DOD's senior leader workforce. This report assesses 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. Illus.

Author : Department Of Defense
Publisher : Civilian Personnel Management
Page : 454 pages
File Size : 18,63 MB
Release : 2018-09-24
Category : History
ISBN : 9781723965517

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DODI 1400.25 Civilian Personnel Management - This book is Volume 1 of 4. This information was updated 8/22/2018. Buy the paperback from Amazon, get Kindle eBook FREE using Amazon MATCHBOOK. go to www.usgovpub.com to learn how.Volume 1. Chapter 100 to 805 Volume 2. Chapter 810 to 1406 Volume 3. Chapter 1407 to 1800 Volume 4. Chapter 2001 to 3007 (DCIPS) The purpose of the overall Instruction is to establish and implement policy, establish uniform DoD-wide procedures, provide guidelines and model programs, delegate authority, and assign responsibilities regarding civilian personnel management within the Department of Defense. Why buy a book you can download for free? We print this book so you don't have to. First you gotta find a good clean (legible) copy and make sure it's the latest version (not always easy). Some documents found on the web are missing some pages or the image quality is so poor, they are difficult to read. We look over each document carefully and replace poor quality images by going back to the original source document. We proof each document to make sure it's all there - including all changes. If you find a good copy, you could print it using a network printer you share with 100 other people (typically its either out of paper or toner). If it's just a 10-page document, no problem, but if it's 250-pages, you will need to punch 3 holes in all those pages and put it in a 3-ring binder. Takes at least an hour. It's much more cost-effective to just order the latest version from Amazon.com This book includes original commentary which is copyright material. Note that government documents are in the public domain. We print these large documents as a service so you don't have to. The books are compact, tightly-bound, full-size (8 1⁄2 by 11 inches), with large text and glossy covers. 4th Watch Publishing Co. is a SDVOSB. www.usgovpub.com