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Human Capital: Corps of Engineers Needs to Update Its Workforce Planning Process to More Effectively Address Its Current and Future Workforce Needs
With a workforce of about 35,000, the U.S. Army Corps of Engineers (the Corps) provides engineering services for civil works and military programs in the United States and overseas. Recently, the Corps' focus has shifted to also support contingency operations, such as responding to natural disasters. To meet its mission and emerging priorities, the Corps must have effective human capital planning processes to ensure that it can maintain its workforce. In this context, GAO was asked to examine the (1) extent to which the Corps has aligned its human capital plan with its strategic plan, (2) extent to which the Corps has the information necessary to identify and meet current and future workforce needs, and (3) challenges the Corps faces in meeting its workforce needs. To address these issues, GAO reviewed agency human capital and strategic planning documents, conducted structured interviews with eight Corps divisions and a purposeful sample of 14 of its districts, and interviewed other Corps officials. The Corps' strategic human capital plan is outdated; is not aligned with the agency's most recent strategic plan, which was developed in 2005; and is inconsistently used across the agency. Specifically, the human capital plan has not been revised since it was developed in 2002, and it is therefore not aligned with the Corps' current strategic plan.
Human Capital: Corps of Engineers Needs to Update Its Workforce Planning Process to More Effectively Address Its Current and Future Workforce Needs
With a workforce of about 35,000, the U.S. Army Corps of Engineers (the Corps) provides engineering services for civil works and military programs in the United States and overseas. Recently, the Corps' focus has shifted to also support contingency operations, such as responding to natural disasters. To meet its mission and emerging priorities, the Corps must have effective human capital planning processes to ensure that it can maintain its workforce. In this context, GAO was asked to examine the (1) extent to which the Corps has aligned its human capital plan with its strategic plan, (2) extent to which the Corps has the information necessary to identify and meet current and future workforce needs, and (3) challenges the Corps faces in meeting its workforce needs. To address these issues, GAO reviewed agency human capital and strategic planning documents, conducted structured interviews with eight Corps divisions and a purposeful sample of 14 of its districts, and interviewed other Corps officials. The Corps' strategic human capital plan is outdated; is not aligned with the agency's most recent strategic plan, which was developed in 2005; and is inconsistently used across the agency. Specifically, the human capital plan has not been revised since it was developed in 2002, and it is therefore not aligned with the Corps' current strategic plan.
Human Capital: Corps of Engineers Needs to Update Its Workforce Planning Process to More Effectively Address Its Current and Future Workforce Needs
2008
37 pages
Report
No indication
English
Military Sciences , Management Practice , Personnel Management, Labor Relations & Manpower , Workforce planning , Human capital , Strategic planning , Program management , Program evaluation , Personnel recruiting , Congressional reports , Employee incentives , Data collection , Cost analysis , Agency missions , Performance measures , Employee retention , Military personnel , Human capital planning , Human capital policies , Information management , Information resources management , Performance management , U.S. Army Corps of Engineers
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