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Office of Budget

Fiscal Year 2005 Performance and Accountability Report
Published November 15, 2005

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Enabling Goal: Applying Sound Business Principles

Enabling Objective E-1: Development and Retention of a Competent Workforce

Recruit, develop, and retain a competent, committed, and diverse workforce that provides high-quality service to veterans and their families.

Performance Trends and Impact of FY 2005 Result

Performance Trend FY 2005 Impact
Supporting Measure: Percent of contractor cases using alternate dispute resolution (ADR) techniques
* Corrected
2001 21%*
2002 43%*
2003 20%*
2004 9%*
2005 Result 9%
2005 Plan 72%
2006 Plan 73%
Strategic Target 75%
VA's efforts to increase use of ADR in contract matters is designed to benefit veterans because ADR saves time and money when compared to the formal contract appeals process. Money saved can then be devoted to the care of the veteran. The 2005 result implies that desired cost savings are not being realized and that more needs to be done to promote the use of ADR. To this end, VA is developing strategies to promote increased use of ADR.

Related Information

Major Management Challenges

The following major management challenges have been identified for this strategic objective:

GAO
  • Strategic Human Capital Management: A High-Risk Area (more details)

Program Evaluations

No independent program evaluations have been conducted that specifically address this objective.

Program Assessment Rating Tool (PART) Evaluation

No PART evaluations have been completed that specifically address this objective.

New Policies and Procedures

The Equal Employment Opportunity Commission (EEOC) issued Management Directive 715 (MD-715), requiring each federal agency to submit an EEO Program Status Report by January 31 of each year. This report replaces both the Affirmative Employment Program Report and the Persons with Disabilities Program Report. The new report tracks agencies' progress in establishing and managing equal employment opportunity programs.

VA took an early lead in the implementation of MD-715 by helping EEOC define program requirements and develop instructions. VA also worked closely with EEOC to refine reporting requirements. VA automated the process by developing reports-generating software, which was demonstrated to and shared with other federal agencies.