A letter report issued by the Government Accountability Office with an abstract that begins "The four Department of Defense (DOD) components GAO examined have active processes for referring identified cases of contractor misconduct for appropriate action, including suspension or debarment. The components identify numerous cases of actual or alleged contractor misconduct each year from various internal and external sources. The figure below shows the process for identifying and referring cases to the suspension and debarment official for consideration."

Correspondence issued by the Government Accountability Office with an abstract that begins "In response to a Congressional request for information on waivers related to TANF, we addressed the following questions:"

Correspondence issued by the Government Accountability Office with an abstract that begins "DOD's approach for determining its civilian senior leader workforce projections to meet future requirements incorporated the results of two separate assessments. In its 2010-2018 strategic workforce plan, DOD presented data that projected reductions of 178 civilian senior leader positions within its five career civilian senior leader workforces during fiscal years 2011 and 2012. To conduct its assessment for the strategic workforce plan, DOD used a computer modeling system that is managed by the Office of Personnel Management (OPM) and used by several agencies across the federal government. The system models significant career events, such as promotions, reassignments, and retirements, to produce projections. During this same time period, DOD also completed an efficiency initiative at the direction of the Secretary of Defense to, among other things, ensure that DOD's senior leader workforce is properly sized and aligned with DOD's mission and priorities. For its efficiency initiative, the department devised an internal DOD methodology in which it rank ordered positions in terms of higher and lower priority in order to identify reductions. This assessment identified a reduction of 178 civilian senior leader positions within DOD's civilian senior leader workforce for …

A letter report issued by the Government Accountability Office with an abstract that begins "While the Department of the Navy (DON) has revised its acquisition approach for its new network system, the Next Generation Enterprise Network (NGEN), it still has not shown that it has selected the most cost-effective approach for acquiring NGEN capabilities. Cost effectiveness is shown by comparing life-cycle costs and quantifiable and nonquantifiable benefits among alternatives, which can be accomplished by conducting a thorough analysis of alternatives. GAO previously identified weaknesses with the NGEN analysis of alternatives related to cost estimates and analysis of operational effectiveness and made associated recommendations. However, DON did not revisit the analysis of alternatives to address the weaknesses previously identified, nor did it conduct any other analysis that would show whether its revised approach is the most cost effective. For example, while DON developed a draft economic analysis in February 2012, the analysis assessed only the status quo and revised approach, and not other alternatives. As a result, GAO remains concerned with the analysis measuring NGEN cost effectiveness and DON does not know whether its revised approach for acquiring NGEN is the most cost effective."

Testimony issued by the Government Accountability Office with an abstract that begins "Since 2001, Congress, the Office of Personnel Management (OPM), and executive branch agencies have taken action to address the government's human capital challenges. For example, in 2002, Congress passed legislation creating the CHCO Council, composed of the Chief Human Capital Officers (CHCO) of 24 executive agencies and chaired by the Director of OPM. In 2004, through the Federal Workforce Flexibility Act, Congress provided agencies greater hiring flexibilities. OPM issued guidance on hiring reforms, developed the Hiring Toolkit, and launched an 80-day model to speed the hiring process."