Human Capital: Opportunities Exist to Build on Recent Progress to Strengthen DOD's Civilian Human Capital Strategic Plan

摘要

Having the right number of civilian personnel with the right skills is critical to achieving the Department of Defenses (DOD) mission. With more than 50 percent 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 Fiscal Year (FY) 2006 requires DOD to develop a strategic human capital plan, update it annually through 2010, and address eight requirements. GAO previously found that DODs 2007 plan did not meet most requirements. The 2007 NDAA added nine requirements to the annual update to shape DODs senior leader workforce. GAO was asked to assess the extent to which DODs 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. GAO analyzed the update, compared it with the requirements, and reviewed factors identified in the update and prior GAO work. GAO recommends that DOD (1) develop performance plans for the new management offices that monitor its human capital updates and senior leader workforce and (2) include, in its next update, strategies to address factors that may affect its workforce plan. DOD partially concurred with GAOs recommendations.