Comptabilité

2000 · Best.-Nr. 91333 — Washington DC: United States General Accounting Office 2000. Presumed First Edition First Printing. Wraps. Very good. 20 4 pages. Footnote. Figure. Table. This is a "Report to the Chairman Committee on Commerce Science and Transportation U.S. Senate". The National Aeronautics and Space Administration's NASA space shuttle program is at a critical juncture as three key factors converge: its workforce has declined significantly since 1995 its flight rate will have to double over that of recent years to support assembly of the International Space Station and costly safety upgrades are being planned to enhance the space shuttle's safe operation until at least 2012. Several internal NASA studies have shown that the shuttle program's workforce has been affected negatively by the downsizing much of which occurred after 1995. Since 1995 the shuttle workforce has decreased by more than one-third to about 1800 full-time equivalent employees. The shuttle program has identified many key areas that are not sufficiently staffed by qualified workers and the remaining workforce shows signs of overwork and fatigue. For example indicators on forfeited leave absences from training courses and stress-related employee assistance visits are all on the rise. Moreover the program's demographic shape has changed. For example throughout the Office of Space Flight which includes the shuttle program there are more than twice as many workers over 60 years old than under 30 years old. This jeopardizes the program's ability to hand off leadership roles to the next generation and achieve a higher flight rate to support assembly of the International Space Station. In addition according to NASA it poses significant shuttle program flight safety risks. NASA has recognized the need to revitalize its workforce. For example in December 1999 it terminated shuttle program downsizing plans and initiated efforts to begin hiring new staff. In addition NASA and the Office of Management and Budget have begun an overall workforce review to examine personnel needs barriers to achieving proper staffing levels and skill mixes and potential reforms to help address the agency's long-term requirements. NASA human resource officials told us that they are now using a draft checklist we recently published as a guide in ongoing workforce planning and in discussions with the Office of Management and Budget. The checklist includes a five-part framework: strategic planning organizational alignment leadership talent and performance culture. The guide should help NASA to more clearly establish a linkage between human capital programs and the agency's mission goals and strategies. In addition the Government Performance and Results Act requires a performance plan that describes how an agency's goals and objectives are to be achieved. These plans are to include a description of the 1 operational processes skills and technology and 2 human capital information and other resources required to meet goals and objectives. In reviewing NASA's fiscal year 2000 annual performance plan we found that the plan does not adequately describe how the agency's strategies and human capital resources will help it achieve performance goals. NASA's fiscal year 2001 plan however addresses at least some human capital issues in that it includes an objective to improve workforce health monitoring. In addition in June 2000 the President directed the heads of all executive branch federal agencies to integrate human resource management into planning budgeting and mission evaluation processes. The directive requires each agency to include specific human resource management goals and objectives in its strategic and annual performance plans beginning October 1 2000. The President's June 2000 directive provides further emphasis on the need to integrate human capital requirements with the strategic planning process continued management emphasis will be critical to the success of NASA's human capital planning. In addition NASA will need to take steps to ensure it has the right people to manage the shuttle program Because the President has now directed NASA and all other executive branch agencies to include human capital goals and objectives in their strategic and annual performance plans GAO is not making recommendations in this report. We will monitor NASA's progress in establishing and achieving its human capital goals as part of our annual performance plan assessments. United States General Accounting Office paperback