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Diane Publishing Books
Human Capital: Complete Information and More Analyses Needed to Enhance DOD劌製 Civilian Senior Leader Strategic Workforce Plan
Brenda S. Farrell (au)
The ability of the Dept. of Defense (DOD) to achieve its mission and carry out its responsibilities depends in large part on whether it can sustain a civilian senior leader workforce that possesses necessary skills and competencies. Managing civilian senior leaders effectively is imperative, especially in light of DOD劌製 plans to reduce at least 150 civilian senior leader positions, the dept.劌製 current cap on civilian personnel numbers, and the existing pay freeze. Further, as DOD faces fiscal constraints, implements its efficiency initiatives, and prepares for an anticipated drawdown in Afghanistan, it is faced with the complex task of re-shaping its workforce to meet future needs. This includes assessing the requirements for approx. 2,900 civilian senior leaders who help manage DOD劌製 overall civilian workforce of more than 780,000 personnel. DOD must ensure that they are sufficient in number and properly prepared to achieve DOD劌製 mission. One particular challenge is that more than 60% of DOD劌製 civilian senior leader workforce will be eligible to retire by 2015. On March 27, 2012, DOD issued its 2010-2018 Strategic Workforce Plan. This report (1) reviewed DOD劌製 approach for determining its civilian senior leader projections to meet future requirements; and (2) evaluated the extent to which DOD劌製 assessment of the critical skills, competencies, and gaps in the existing and future civilian senior leader workforces identified areas that will require increased focus to help the department meet its vital missions. Tables. This is a print on demand report.
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