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<classification authority="sudocs">GA 1.13:GAO-08-624</classification>
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 <subject>Comparative analysis</subject>
 <subject>Data collection</subject>
 <subject>Data integrity</subject>
 <subject>Employee benefit plans</subject>
 <subject>Employee incentives</subject>
 <subject>Employee retention</subject>
 <subject>Employees</subject>
 <subject>Federal agencies</subject>
 <subject>Federal employees</subject>
 <subject>Financial analysis</subject>
 <subject>Hiring policies</subject>
 <subject>Human capital management</subject>
 <subject>Human capital planning</subject>
 <subject>Human capital policies</subject>
 <subject>Pensions</subject>
 <subject>Private sector</subject>
 <subject>Retirement</subject>
 <subject>Skilled labor</subject>
 <subject>Staff utilization</subject>
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<titleInfo>
 <title>Pension Benefit Guaranty Corporation: A More Strategic Approach Could Improve Human Capital Management</title>
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<abstract>The Pension Benefit Guaranty Corporation (PBGC) employs over 800
federal employees and uses some 1,500 private sector employees to
insure the pensions of millions of private sector workers and	 
retirees in certain employer-sponsored pension plans. In recent  
years, PBGC&apos;s projected financial liabilities and workloads have 
increased greatly due to a large number of pension plan 	 
terminations. Given this, it is important that PBGC remain well  
positioned to fulfill its promise to those retirees who depend on
it. GAO was asked to report on (1) PBGC&apos;s recent experience in	 
hiring and retaining key staff and how it compares to other	 
federal agencies and (2) the actions PBGC has taken to		 
strategically hire and retain key staff and what additional	 
steps, if any, can be taken. To do this, we analyzed PBGC&apos;s	 
workforce by using the Office of Personnel Management&apos;s (OPM)	 
Central Personnel Data File to identify data and compared those  
data to data from other federal agencies. We also interviewed	 
officials from selected agencies, including PBGC, OPM, and the	 
Department of Labor.</abstract>
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 <topic>Comparative analysis</topic>
 <topic>Data collection</topic>
 <topic>Data integrity</topic>
 <topic>Employee benefit plans</topic>
 <topic>Employee incentives</topic>
 <topic>Employee retention</topic>
 <topic>Employees</topic>
 <topic>Federal agencies</topic>
 <topic>Federal employees</topic>
 <topic>Financial analysis</topic>
 <topic>Hiring policies</topic>
 <topic>Human capital management</topic>
 <topic>Human capital planning</topic>
 <topic>Human capital policies</topic>
 <topic>Pensions</topic>
 <topic>Private sector</topic>
 <topic>Retirement</topic>
 <topic>Skilled labor</topic>
 <topic>Staff utilization</topic>
 <topic>Strategic planning</topic>
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  <title>United States Statutes at Large</title>
  <partNumber>Volume 115 Page 2390</partNumber>
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 <identifier type="Statute citation">115 Stat. 2390</identifier>
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  <title>United States Statutes at Large</title>
  <partNumber>Volume 116 Page 516</partNumber>
</titleInfo>
 <identifier type="Statute citation">116 Stat. 516</identifier>
</relatedItem>
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 <titleInfo>
  <title>United States Public Law 73 (101st Congress)</title>
</titleInfo>
 <identifier type="public law citation">Public Law 101-73</identifier>
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 <titleInfo>
  <title>United States Public Law 550 (102nd Congress)</title>
</titleInfo>
 <identifier type="public law citation">Public Law 102-550</identifier>
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  <title>United States Public Law 123 (107th Congress)</title>
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  <title>United States Public Law 171 (107th Congress)</title>
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