Strengthening Internal Capacity to Assist Agencies

In recent years, agencies, with OPM’s guidance, have made important strides toward improving aspects of their human capital processes, such as recruiting and hiring.
OPM will need to build on this progress, helping agencies bolster their efforts in strategic workforce planning; managing diversity; acquiring, developing, and retaining talent; using available employment flexibilities; and managing employees’ performance to foster a more results-oriented culture.
It will also be important for OPM to address its own internal human capital challenges. For example, as of the end of 2007, around 45 percent of OPM’s employees will become eligible to retire by 2012.
The potential for large numbers of retirements over the next few years highlights the importance of effective succession planning to help ensure there are no leadership or skill gaps and that OPM is able to carry out its current and emerging mission responsibilities.
At the same time, OPM lacks a well-documented evaluation process of some of its workforce planning efforts, which could affect its ability to meet its talent management goals.

^ Back to topWhat Needs to Be Done

The Director of OPM should institute a documented process for OPM's top leadership to monitor workforce and succession efforts carried out at the division level, to help ensure an agencywide perspective on workforce and succession funding, implementation, and evaluation.

Highlights of GAO-08-11 (PDF)