...issues that we need to address. Succession planning is a major human capital issue that we must address. Nearly 34 percent of our evaluator and related staff...senior executives and 48 percent of our management c valuators will become eligible to retire by that time. Other critical positions, such as attorneys,...

...Succession planning is another major human capital issue that GAO needs to address. Nearly 34 percent of GAO evaluator and related staff will be eligible to retire by the end of fiscal year 2004. More specifically, about 48 percent of GAO's management evaluators and 55 percent of its senior executives...

...issues that we need to address. Succession planning is a major human capital issue that we must address. Nearly 34 percent of our evaluator and related staff...investigators, and mission support, are also vulnerable. Another human capital issue is more structural in terms of staffing. As illustrated in the following...

...retire by the end of fiscal year 2006.64 Forty-eight percent of the Congressional Research Service staff will be eligible to retire by the end of fiscal year 2006, including 64% of the research and analytical staff, and 83% of the senior management.65 These...

...As of September 30,2004, 19 percent of all staff, including 35 percent of Senior Executive Service staff, will be eligible to retire by the end of fiscal year 2006. Wortonens' Compensation. Provides funds to reimburse DOL for payments to employees injured in...

...capital profile has succession planning, structural, and skills imbalance problems that we need to address if we are to maintain and build our capacity...investigators, and mission support, are also vulnerable. Percent of Current Staff 50 40 30 10 Band ID Staff Level Band IF SES Note: Current staff onboard at...