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GAO-04-1072R 1 (2004-09-03)

handle is hein.gao/gaocrptapsf0001 and id is 1 raw text is: SGAO Accountability * Integrity Reliability United States Government Accountability Office Washington, DC 20548 September 3, 2004 The Honorable George V. Voinovich Chairman Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia Committee on Governmental Affairs United States Senate Subj ect: Posthearing Questions Related to Assessing Progress in Human Capital Management Dear Chairman Voinovich: On July 20, 2004, I testified before your Subcommittee on Building the 21st Century Federal Workforce: Assessing Progress in Human Capital Management.1 This letter responds to your request that I provide answers to follow-up questions from you, Senator Akaka, and Senator Lautenberg. The questions and responses follow. Questions from Senator Voinovich 1. Congress and the President just authorized additional human capital flexibilities to assist GAO to attract and retain a high-performing work force. What lessons can other agencies learn from GAO's approach to building the case for these flexibilities? A key reason GAO has sought additional human capital flexibilities is that while our people account for about 80 percent of our costs, they constitute 100 percent of our real assets. Without excellent human capital management, we run the risk of being unable to deliver what Congress and the nation expects of us. GAO's approach to building the case for flexibilities is appropriate for the rest of government. We have emphasized that in addressing their human capital challenges, agencies should first identify and make use of the flexibilities already available under existing laws and regulations and seek additional flexibilities only when necessary and based on sound business cases.2 We also have committed to an implementation approach that is based on employee involvement, transparency, clearly defined criteria, and monitoring and evaluation. 'GAO, Human Capital: Building on the Current Momentum to Transform the Federal Government, GAO-04-976T (Washington, D.C.: July 20, 2004). 2 GAO, Managing for Results: Using Strategic Human Capital Management to Drive Transformational Change, GAO-02-940T (Washington, D.C.: July 15, 2002). GAO-04-1072R Assessing Progress in Human Capital Management

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