GAO’s statistics show that bid protests have been climbing for the last several years. Given the protest statistics, what can agencies learn from GAO decisions and how can they protest-proof their awards?
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Speakers and panelists from Federal agencies included experts in workforce planning and organizational development from the Department of Health and Human Services (HHS), FBI, Government Accountability Office (GAO), and Bureau of Labor Statistics (BLS). They joined for a panel on closing critical skills gaps in Federal organizations, including a fire side chat on community-building and leadership development in the Senior Executive Service (SES).
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HR staff and leadership at all levels can benefit from viewing this freeze as an opportunity to take an internal assessment of the programs that present the greatest human capital need. This will further prepare organizations to manage through the workforce reduction plan requested by the January 23 Presidential Memorandum (which, according to the PM, is due from OMB within 90 days of January 23).
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Here’s a two-part rundown of big changes in 2016 that will continue to affect our field in 2017—we’ve included quick tips and reminders for adapting to these changes, and resources for how to stay up to date in our ever-changing field.
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On December 8, 2016, the House Subcommittee on Government Operations held a hearing entitled “DATA Act Implementation Check-in.” The Subcommittee heard from representatives from the Government Accountability Office (GAO), the Office of Management and Budget (OMB), and three Federal agencies. On the same day as the hearing, the GAO released a new report, “DATA Act: OMB and Treasury Have Issued Additional Guidance and Have Improved Pilot Design But Implementation Challenges Remain,” which examined the government’s progress to meeting the law’s requirements.
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