Human Capital: Further Actions Needed to Enhance DOD's Civilian Strategic Workforce Plan

摘要

DOD's 2009 overall civilian workforce plan addresses 5 and partially addresses 9 of the 14 legislative requirements. For example, DOD's plan addresses the requirement to assess critical skills. Specifically, DOD's plan discusses 22 mission-critical occupations (MCO), which according to DOD represent the results of the department's assessment of critical skills in its 2009 plan. Accordingly, we treated MCOs as the department's critical skills and evaluated critical competencies separately. Furthermore, DOD's plan partially addresses requirements such as (1) assessing competency gaps; (2) identifying specific strategies for developing and training its civilian employee workforce, along with needed funding; and (3) assessing the department's progress in implementing the workforce plan with results oriented performance measures. For example, because the plan discusses competency gap analyses for only 3 of the 22 MCOs-language, logistics management, and information technology management- and does not discuss competency gaps for the other 19 MCOs this requirement is partially addressed. Additionally, the plan discusses the requirement for identifying strategies for developing and training its workforce, but only partially addresses this requirement because the plan does not identify the needed funding-a new requirement in the FY 2010 NDAA. Finally, regarding partially addressing the results-oriented performance measures requirement-also a new requirement in the FY 2010 NDAA-we found that the plan does not report progress on specific goals using results-oriented performance metrics; however, other DOD documents provide some information on performance measures related to the workforce plan. For example, DOD's Civilian Human Capital Management Report for Fiscal Year 2009 provides a metric for measuring progress toward DOD's goal of having a mission-ready workforce.