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GAO-10-814R 1 (2010-09-27)

handle is hein.gao/gaobaanur0001 and id is 1 raw text is: &GA 0 Accountability Integity Reliability United States Government Accountability Office Washington, DC 20548 September 27, 2010 Congressional Committees Subject: Human Capital: Further Actions Needed to Enhance DOD's Civilian Strategic Workforce Plan Effective human capital planning can enable the Department of Defense (DOD) to have the right people, with the right skills, doing the right jobs, in the right places, at the right time by making flexible use of its internal workforce and appropriately using contractors. According to the department, as of March 2010, DOD's total civilian workforce included about 718,000 full-time civilians,' including more than 2,900 civilians in the senior management, functional, and technical personnel workforce (hereafter referred to as senior leader workforce).2 Further, DOD reported that, as of the end of September 2009, there were more than 118,000 civilians in DOD's acquisition workforce. DOD has acknowledged, however, that with approximately 30 percent of its workforce eligible to retire by March 31, 2015, and the need to reduce its reliance on contractors to augment the current workforce, it faces a number of significant challenges. For example, in its 2010 Quadrennial Defense Review (QDR),4 DOD stressed the need for leadership in human capital management, to improve its capabilities for contributing to civilian-led activities and operations supporting unity of effort in homeland 1 Department of Defense, Civilian Personnel Management Services March 31, 2010 Demographics (Washington, D.C., March 2010). 'For example, section 1102 of the National Defense Authorization Act for Fiscal Year 2007 mandated that DOD's update to its human capital strategic plan cover senior management, functional, and technical personnel (including scientists and engineers) which includes the following categories of DOD civilian personnel: (1) appointees in the Senior Executive Service under section 3131 of title 5, United States Code; (2) persons serving in positions described in section 5376(a) of title 5, United States Code; (3) highly qualified experts appointed pursuant to section 9903 of title 5, United States Code; (4) scientists and engineers appointed pursuant to section 342(b) of the National Defense Authorization Act for Fiscal Year 1995 (Pub. L. No. 103-337 (1994)), as amended by section 1114 of the Floyd D. Spence National Defense Authorization Act for Fiscal Year 2001 (as enacted into law by Pub. L. No. 106-398 (2000)); (5) scientists and engineers appointed pursuant to section 1101 of the Strom Thurmond National Defense Authorization Act for Fiscal Year 1999 (5 U.S.C. § 3104 note); (6) persons serving in the Defense Intelligence Senior Executive Service under section 1606 of title 10, United States Code; (7) persons serving in Intelligence Senior Level positions under section 1607 of title 10, United States Code. For the purposes of this report, senior management, functional, and technical personnel will be referred to as the senior leader workforce. 'DOD defines its defense acquisition workforce as those personnel who work within 13 designated acquisition career fields, based on the Defense Acquisition Workforce Improvement Act (DAWIA). Pub. L. No. 101-510 § 1202(a) (1990) (codified, as amended, at 10 U.S.C. § 1721(a), (b)). These 13 career fields are (1) contracting; (2) systems, planning, research, development, and engineering-program and systems engineering career paths; (3) systems, planning, research, development, and engineering (science and technology career path); (4) program management; (5) life cycle logistics; (6) business (cost estimating and financial management career paths); (7) production, quality and manufacturing; (8) audit; (9) information technology; (10) facilities engineering; (11) test and evaluation; (12) industrial property management, contract property management, or both; and (13) purchasing. 4 Department of Defense, Quadrennial Defense Review Report (February 2010). GAO-10-814R DOD's Civilian Strategic Workforce Plan

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