United States Government Publishing Office publisher pbl distributor dst United States Government Accountability Office author aut Government Organization text government publication eng GAOREPORTS Legislative Agency Publications gao legislative 2010-08-12 U.S. Government Printing Office 2008-07-22 monographic deposited born digital 32 p. GA 1.13:GAO-08-1019T https://www.govinfo.gov/app/details/GAOREPORTS-GAO-08-1019T P0b002ee180390bfc f:d081019t DGPO 2010-08-12 2011-03-28 GAOREPORTS-GAO-08-1019T machine generated eng fdlp REPORT GAOREPORTS-GAO-08-1019T GAO-08-1019T Appraisals Data collection Eligibility determinations Employees Employment Evaluation criteria Executive agencies Executive compensation Federal agencies Government employees Human capital management Human capital planning Human capital policies Internal controls Pay Performance appraisal Performance management Performance measures Policy evaluation Program evaluation Program management Strategic planning Systems analysis Systems evaluation Policies and procedures program goals or objectives Program implementation Senior Executive Service Testimony A83007 In 2003, Congress and the administration established a performance-based pay system for Senior Executive Service (SES) members that requires a link between individual and organizational performance and pay. Specifically, agencies are allowed to raise SES pay caps if their systems are certified by the Office of Personnel Management (OPM) with concurrence by the Office of Management and Budget (OMB) as meeting specified criteria. GAO was asked to testify on preliminary results of ongoing work analyzing selected executive branch agencies' policies and procedures for their SES performance-based pay systems in the following areas: (1) factoring organizational performance into senior executive performance appraisal decisions, (2) making meaningful distinctions in senior executive performance, and (3) building safeguards into senior executive performance appraisal and pay systems. GAO selected the U.S. Departments of Defense (DOD), Energy (DOE), State, and the Treasury; the U.S. Nuclear Regulatory Commission (NRC); and the United States Agency for International Development (USAID) based on variations in agency mission, organizational structure, and size of their career SES workforces. To date, GAO has analyzed agencies' SES performance management policies and guidance and analyzed aggregate SES performance appraisal data as provided by the agencies for fiscal year 2007. https://www.govinfo.gov/content/pkg/GAOREPORTS-GAO-08-1019T/html/GAOREPORTS-GAO-08-1019T.htm https://www.govinfo.gov/content/pkg/GAOREPORTS-GAO-08-1019T/pdf/GAOREPORTS-GAO-08-1019T.pdf GAO-08-1019T https://www.govinfo.gov/app/details/GAOREPORTS-GAO-08-1019T Testimony GAO-08-1019T; Human Capital: Selected Agencies Have Implemented Key Features of Their Senior Executive Performance-Based Pay Systems, but Refinements Are Needed; Appraisals Data collection Eligibility determinations Employees Employment Evaluation criteria Executive agencies Executive compensation Federal agencies Government employees Human capital management Human capital planning Human capital policies Internal controls Pay Performance appraisal Performance management Performance measures Policy evaluation Program evaluation Program management Strategic planning Systems analysis Systems evaluation Policies and procedures program goals or objectives Program implementation Senior Executive Service Public Law 108-136 Title 5 Part 1 5 CFR Part 1