Fiscal Year 2005 Performance and Accountability Report Published November 15, 2005
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Strategic human capital management continues as a governmentwide high-risk area. Agencies-working with the Congress and OPM-must assess future workforce needs, especially in light of long-term fiscal challenges; determine ways to make maximum use of available authorities to recruit, hire, develop, and retain key talent to meet their needs; build a business case to request additional authorities as appropriate; and reform performance management systems to better link organizational and individual results. There is also a need to continue to develop a governmentwide framework for human capital reform that the Congress and the administration can implement to enhance performance, ensure accountability, and position the nation for the future. (Note: GAO feedback here is not VA-specific.)
VA's Program Response to GAO8:
VA has implemented a Web-based workforce and succession planning process at all levels of the Department. Each organizational plan identifies strategies, challenges, mission-critical occupations, and action plans to address gaps. Statistical data are obtained using a state-of-the-art database analysis tool. VA's updated Departmental Workforce and Succession Plan for FY 2005-2008 is in the final review stage. Additionally, VA has developed and implemented voluntary online entrance and exit surveys that have 18,000 entrance survey and 7,000 exit survey responses. VA also continues to see significant activity from prospective applicants from its Job Opportunities Web site.
VA has implemented a human resource (HR) accountability program with all VA facilities using a Web-based automated process. Several field audits have been completed, and the first annual HR Accountability Report is in the final review process. Consistent with its focus on veterans, VA launched the National Veterans Employment Program in March 2005. The Web site communicates the priorities of the program, which promotes and advocates VA's hiring of veterans and educates selecting officials on veterans' preference and federal hiring authorities developed to assist veterans in gaining federal employment.
VA has developed a draft policy implementing additional flexibilities in using recruitment, retention, and relocation bonuses for hard-to-recruit occupations. The Department has developed revised qualification standards for 21 occupations covering more than 18,000 employees and is collaborating with our labor organizations, as required by law, on implementation. Finally, VA has negotiated a mid-term contract change with the American Federation of Government Employees. This change would implement a five-tier performance appraisal system in place of the current pass/fail system, strengthen managers' ability to reward through pay for performance, and ensure individual employee performance standards are more closely aligned with organizational goals.
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