**GAO-09-235**                      Published: Feb 10, 2009. Publicly Released: Feb 10, 2009.                  

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## Highlights

Having the right number of civilian personnel with the right skills is critical to achieving the Department of Defense's (DOD) mission. With more than 50 percent of its civilian workforce (about 700,000 civilians) eligible to retire in the next few years, DOD may be faced with deciding how to fill numerous mission-critical positions--some involving senior leadership. The National Defense Authorization Act (NDAA) for Fiscal Year (FY) 2006 requires DOD to develop a strategic human capital plan, update it annually through 2010, and address eight requirements. GAO previously found that DOD's 2007 plan did not meet most requirements. The 2007 NDAA added nine requirements to the annual update to shape DOD's senior leader workforce. GAO was asked to assess the extent to which DOD's 2008 update addressed (1) the 2006 human capital planning requirements, (2) the 2007 senior leader requirements, and (3) key factors that may affect civilian workforce planning. GAO analyzed the update, compared it with the requirements, and reviewed factors identified in the update and prior GAO work.

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## Topics

National Defense

Agency missionsCareer planningCivilian employeesDefense capabilitiesEmployee retentionEmployee trainingEmployeesHuman capitalHuman capital managementHuman capital planningLegislationNeeds assessmentPerformance managementPerformance measuresPersonnel managementPersonnel recruitingProgram evaluationProgram managementReporting requirementsRetirementSkilled laborStaff utilizationStrategic planningFederal agency leadershipProgram goals or objectives