Brenda S. Farrell's Books

Human Capital

Opportunities Exist to Build on Recent Progress to Strengthen DoD's Civilian Human Capital Strategic Plan

By: Brenda S. Farrell

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Human Capital

Opportunities Exist to Build on Recent Progress to Strengthen DoD's Civilian Human Capital Strategic Plan

By: Brenda S. Farrell

With more than 50% of its civilian workforce (about 700,000 civilians) eligible to retire in the next few years, DoD may be faced with deciding how to fill numerous mission-critical positions -- some involving senior leadership. The National Defense Authorization Act (NDAA) for FY 2006 requires DoD to develop a strategic human capital plan, update it annually through 2010, and address 8 requirements. The 2007 NDAA added nine requirements to the annual update to shape DOD's senior leader workforce. This report assesses the extent to which DoD's 2008 update addressed: (1) the 2006 human capital planning requirements; (2) the 2007 senior leader requirements; and (3) key factors that may affect civilian workforce planning. Illus.

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DIANE Publishing

Published Date

ISBN 10

1437913903

ISBN 13

9781437913903

Military Personnel

DoD Needs Data to Determine If Active Duty Service Has an Impact on the Ability of Guard and Reservists to Maintain Their Civilian Prof'L. Licenses Or Cert

By: Brenda S. Farrell

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Military Personnel

DoD Needs Data to Determine If Active Duty Service Has an Impact on the Ability of Guard and Reservists to Maintain Their Civilian Prof'L. Licenses Or Cert

By: Brenda S. Farrell

From 2001-2007, DoD deployed more than 434,000 reservists in Afghanistan and Iraq. While on active duty, reservists may be unable to take the required professional dev¿t. courses or periodic tests needed to retain their professional currency in fields such as accounting or software engin. This report examines the no. and type of professional or other licensure or certification require. that may be adversely affected by extended periods of active duty, and identifies options that would provide relief. The objectives were to examine: (1) DoD¿s efforts to identify the extent to which active duty service has had an impact on the ability of reservists to maintain professional licenses or certifications in their civilian careers; and (2) relief options for addressing these issues. Illus.

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DIANE Publishing

Published Date

ISBN 10

1437906109

ISBN 13

9781437906103

Questions for the Record Related to the Implementation of the Department of Defense's National Security Personnel System (NSPS)

By: Brenda S. Farrell

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Questions for the Record Related to the Implementation of the Department of Defense's National Security Personnel System (NSPS)

By: Brenda S. Farrell

Provides answers to these questions from Solomon Ortiz, U.S. House of Rep.: (1) What steps could have been taken to roll out NSPS in a more orderly and fair fashion and if NSPS continues, what steps should now be taken to move forward? (2) As DoD and OPM leadership hold discussions to determine the overall framework, scope, and timeline of the review, what guidance or suggestions would you give to DoD and OPM to include in the methodology of this study? (3) Under the GS system, an employee steadily moves up through the various grades and can monitor career progression. There appears to be no such similar movement in NSPS; an employee, while receiving pay increases and bonuses, may remain in the same pay band for his/her entire career. If this is a valid concern, how can it be addressed?

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DIANE Publishing

Published Date

ISBN 10

1437916511

ISBN 13

9781437916515

DoD Civilian Personnel

Intelligence Personnel System Incorporates Safeguards, But Opportunities Exist for Improvement

By: Brenda S. Farrell

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DoD Civilian Personnel

Intelligence Personnel System Incorporates Safeguards, But Opportunities Exist for Improvement

By: Brenda S. Farrell

This is a print-on-demand publication; it is not an original. In 2007, the Under Secretary of Defense for Intelligence began developing a human capital system -- called the Defense Civilian Intelligence Personnel System (DCIPS) -- to manage Dept. of Defense (DoD) civilian intelligence personnel. This report examined the extent to which DoD has: (1) incorporated internal safeguards into DCIPS and monitored the implementation of these safeguards; and (2) developed mechanisms to identify employee perceptions about DCIPS. The report analyzed guidance, interviewed appropriate officials, and conducted discussion groups with employees at select DoD components. Includes recommendations. Charts and tables.

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DIANE Publishing

Published Date

ISBN 10

1437927173

ISBN 13

9781437927177

Personnel Security Clearances: Preliminary Observations on Joint Reform Efforts to Improve the Governmentwide Clearance Eligibility Process

Congressional Testimony

By: Brenda S. Farrell

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Personnel Security Clearances: Preliminary Observations on Joint Reform Efforts to Improve the Governmentwide Clearance Eligibility Process

Congressional Testimony

By: Brenda S. Farrell

Since Jan. 2005, the DoD¿s personnel security clearance program has been placed on the list of high-risk government programs and operations. This statement discusses the personnel security joint reform efforts. It addresses: (1) elements of the most recent security clearance reform efforts; and (2) the extent to which the recent reform efforts address key factors that should be considered in efforts to reform the security process. Also identifies best practices that agencies can use to successfully transform their cultures and, accordingly, can guide the implementation of these personnel security clearance reform efforts. Charts and tables.

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Published Date

ISBN 10

1437908888

ISBN 13

9781437908886

Human Capital: Improved Implementation of Safeguards and an Action Plan to Address Employee Concerns Could Increase Acceptance of the Nat. Security Personnel System

By: Brenda S. Farrell

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Human Capital: Improved Implementation of Safeguards and an Action Plan to Address Employee Concerns Could Increase Acceptance of the Nat. Security Personnel System

By: Brenda S. Farrell

The Dept. of Defense (DoD) is in the process of implementing its new human capital system for managing civilian personnel -- the National Security Personnel System (NSPS). Key components of NSPS include compensation, classification, and performance management Implementation of NSPS could have far-reaching implications, not just for DoD, but for civil service reform across the fed. gov¿t. As of Feb. 2009, about 205,000 civilian employees were under NSPS. This report determined: (1) the extent to which DoD has implemented internal safeguards to ensure NSPS was fair, effective, and credible; and (2) how DoD civilians perceive NSPS and what actions DoD has taken to address these perceptions. Illustrations.

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DIANE Publishing

Published Date

ISBN 10

1437916805

ISBN 13

9781437916805

DoD Systems Modernization

Maintaining Effective Communication Is Needed to Help Ensure the Army's Successful Deployment of the Defense Integrated Military Human Resources System

By: Brenda S. Farrell

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DoD Systems Modernization

Maintaining Effective Communication Is Needed to Help Ensure the Army's Successful Deployment of the Defense Integrated Military Human Resources System

By: Brenda S. Farrell

The DoD has had long-standing, serious problems with its numerous military component-unique personnel and pay systems. To address these problems, in 1998, DoD initiated a program to design and implement the Defense Integrated Military Human Resources System, which will provide a joint, integrated, standardized personnel and pay system for all acting and reserve military components. However, some Army Reserve and National Guard troops continued to receive inaccurate pay. Furthermore, problems have been exacerbated by military personnel deployed to Iraq and Afghanistan, whose families depend on receiving accurate and timely pay. This review focuses on DoD¿s plans to deliver the system to the Army for deployment. Charts and tables.

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ISBN 10

143790954X

ISBN 13

9781437909548

Military Justice: Oversight and Better Collaboration Needed for Sexual Assault Investigations and Adjudications

By: Brenda S. Farrell

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Military Justice: Oversight and Better Collaboration Needed for Sexual Assault Investigations and Adjudications

By: Brenda S. Farrell

The crime of sexual assault has serious consequences for both the aggrieved and the accused. The severity of these consequences underscores the importance of impartially administering justice in order to promote accountability and confidence that such allegations are taken seriously. This report addresses the extent to which: (1) the Department of Defense (DoD) conducts oversight of the military services¿ investigative organizations; and (2) the services provide resources for investigations and adjudications of alleged sexual assault incidents. The report also identified an issue relating to the military¿s criminal code during this review. Table and figure. This is a print on demand report.

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ISBN 10

1437988059

ISBN 13

9781437988055

Personnel Security Clearances: Progress Has Been Made to Reduce Delays But Further Actions are Needed to Enhance Quality and Sustain Reform Efforts

Congressional Testimony

By: Brenda S. Farrell

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Personnel Security Clearances: Progress Has Been Made to Reduce Delays But Further Actions are Needed to Enhance Quality and Sustain Reform Efforts

Congressional Testimony

By: Brenda S. Farrell

Due to concerns about long standing delays in the security clearance process, Congress mandated reforms in the Intelligence Reform and Terrorism Prevention Act of 2004, which requires, among other things, that the executive branch report annually to Congress. The Office of Personnel Mgmt. conducts much of the government¿s clearance investigations. In 2007, the Dir. of National Intelligence and DoD established a Joint Reform Team to coordinate governmentwide improvement efforts for the process. This statement addresses: (1) progress in reducing delays at DoD; (2) opportunities for improving executive branch reports to Congress; and (3) the extent to which joint reform efforts reflect key factors for reform. Illustrations.

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Published Date

ISBN 10

1437922295

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9781437922295

Personnel Security Clearances

An Outcome-Focused Strategy Is Needed to Guide Implementation of the Reformed Clearance Process

By: Brenda S. Farrell

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Personnel Security Clearances

An Outcome-Focused Strategy Is Needed to Guide Implementation of the Reformed Clearance Process

By: Brenda S. Farrell

Personnel security clearances are used to verify that national security information -- which in some cases could cause exceptionally grave damage to national security if disclosed -- is entrusted only to those who have proven reliability and loyalty to the nation. In response to long-standing problems with timeliness and backlogs, Congress mandated clearance reforms as part of the Intelligence Reform and Terrorism Prevention Act of 2004. This report reviews the extent to which reform efforts: (1) align with key practices for organizational transformations; and (2) address identified factors for reforming the personnel security clearance process. Includes recommendations. Tables.

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Published Date

ISBN 10

1437920683

ISBN 13

9781437920680

DoD Personnel Clearances: Preliminary Observations on DoD's Progress on Addressing Timeliness and Quality Issues

Congressional Testimony

By: Brenda S. Farrell

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DoD Personnel Clearances: Preliminary Observations on DoD's Progress on Addressing Timeliness and Quality Issues

Congressional Testimony

By: Brenda S. Farrell

In light of long-standing problems with delays and backlogs, Congress mandated personnel security clearance reforms through the Intelligence Reform and Terrorism Prevention Act of 2004 (IRTPA), which requires, among other things, that executive agencies meet objectives for the timeliness of the investigative and adjudicative phases of the security clearance process. Since 2005, the DoD clearance program has been on a high-risk list due to timeliness delays. Based on prior and ongoing work, this statement addresses DoD's progress in: (1) reducing the timeliness of initial personnel security clearances at DoD; and (2) building quality into the processes used to investigate and adjudicate security clearances. Illus. A print on demand report.

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ISBN 10

1437945007

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9781437945003

DoD Personnel Clearances

Comprehensive Timeliness Reporting, Complete Clearance Documentation, and Quality Measures are Needed to Further Improve the Clearance

By: Brenda S. Farrell

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DoD Personnel Clearances

Comprehensive Timeliness Reporting, Complete Clearance Documentation, and Quality Measures are Needed to Further Improve the Clearance

By: Brenda S. Farrell

The Dept. of Defense (DoD) personnel security clearance program has been a high-risk entity since 2005, due to delays in the process and incomplete documentation. The Office of Personnel Mgmt. (OPM) conducts most of DoD's clearance investigations, which DoD adjudicators use to make clearance decisions. The Deputy Dir. for Mgmt. at the Office of Mgmt. and Budget chairs a Performance Accountability Council that is responsible for reforming the clearance process. This report addresses the: (1) reporting on timeliness for DoD clearances; (2) documentation completeness for making initial top-secret clearance decisions for DoD personnel; and (3) reporting on the quality of the clearance process. Includes recommend. Illus.

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Published Date

ISBN 10

1437916619

ISBN 13

9781437916614

Military Cash Incentives: DOD Should Coordinate and Monitor Its Efforts to Achieve Cost-Effective Bonuses and Special Pays

By: Brenda S. Farrell

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Military Cash Incentives: DOD Should Coordinate and Monitor Its Efforts to Achieve Cost-Effective Bonuses and Special Pays

By: Brenda S. Farrell

Assesses DoD¿s use of cash incentives to recruit and retain highly qualified individuals for service in the armed forces. It: (1) identifies recent trends in DoD's use of enlistment and reenlistment bonuses; (2) assesses the extent to which the services have processes to determine which occupational specialties require bonuses and whether bonus amounts are optimally set; and (3) determines how much flexibility DoD has in managing selected special and incentive pays for officer and enlisted personnel. The report analyzed service data on bonuses and special and incentive pays, and reviewed relevant guidance and other documentation from DoD and the services. Charts and tables. This is a print on demand report.

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DIANE Publishing

Published Date

ISBN 10

1437988016

ISBN 13

9781437988017

Military Personnel: Reserve Component Servicemembers on Average Earn More Income While Activated

By: Brenda S. Farrell

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Military Personnel: Reserve Component Servicemembers on Average Earn More Income While Activated

By: Brenda S. Farrell

This is a print on demand edition of a hard to find publication. As of Feb. 2009, approx. 691,000 reserve servicemembers have been activated in support of operations in Iraq and Afghanistan, with many being called for multiple deployments or extended for more than one year. This increased use of the reserve component servicemembers has led to questions about whether reserve component servicemembers might be experiencing a decline in earnings as a result of extended and frequent activations. Studies determined that for calendar years 2004 and 2005, on avg., reserve component servicemembers earned more income while serving on active duty than they had earned as civilians before activation. Reserve component servicemembers had a net gain of $1,500/month in 2004 and 2005 after activation.

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Published Date

ISBN 10

1437919049

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9781437919042

Human Capital

Opportunities Exist for DoD to Enhance Its Approach for Determining Civilian Senior Leader Workforce Needs

By: Brenda Farrell

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Human Capital

Opportunities Exist for DoD to Enhance Its Approach for Determining Civilian Senior Leader Workforce Needs

By: Brenda Farrell

The DoD relies heavily on its civilian workforce to perform duties usually performed by military personnel -- incl. combat support functions such as logistics. Civilian senior leaders are among those who manage DoD's civilians. In 2007, DoD was mandated to assess requirements for its civilian senior leader workforce in light of recent trends. DoD reported its recent reply to this requirement in 2009, which used information from a 2008 baseline review to validate its senior leader requirements. This report reviewed DoD's approach for: (1) assessing its civilian senior leader workforce requirements; (2) identifying and communicating the need for additional senior leaders; and (3) developing and managing this workforce. A print on demand pub.

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ISBN 10

1437942431

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9781437942439

Military Personnel

Active Duty Benefits Reflect Changing Demographics, But Opportunities Exist to Improve

By: Derek B. Stewart,Brenda S. Farrell

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Military Personnel

Active Duty Benefits Reflect Changing Demographics, But Opportunities Exist to Improve

By: Derek B. Stewart,Brenda S. Farrell

The DoD uses employee benefits (EB) -- that is, indirect comp'n. above and beyond service member's basic pay -- as one tool to recruit and retain personnel. EB are part of DoD's mil. comp'n. system that includes basic mil. pay, special pays, and allowances. This report determines whether the current EB package avail. to active duty service members has kept pace with changes in the demographic composition of the force and whether the EB positions DoD to compete with private-sector co's. for personnel. This report determines: how DoD has changed EB in response to demographic changes in the active duty mil. since the all-volunteer force in Ô73; and how the military's overall EB package compares with the benefits offered by private-sector firms. Illus. Also includes a 6-page GAO report, "Military Personnel Strengths in the Army National Guard.

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Published Date

ISBN 10

0756735394

ISBN 13

9780756735395

Personnel Clearances: Key Factors for Reforming the Security Clearance Process

Congressional Testimony

By: Brenda S. Farrell

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Personnel Clearances: Key Factors for Reforming the Security Clearance Process

Congressional Testimony

By: Brenda S. Farrell

Efforts to reform personnel security clearance processes should consider, among other things, the following four key factors: (1) a strong requirements-determination process, (2) quality in all clearance processes, (3) metrics to provide a fuller picture of clearance processes, and (4) long-term funding requirements of security clearance reform. In February 2008, GAO noted that a sound requirements process is important because requesting a clearance for a position in which it will not be needed, or in which a lower-level clearance would be sufficient, will increase both costs and investigative workload unnecessarily. For example, the cost of obtaining and maintaining a top secret clearance for 10 years is approximately 30 times greater than the cost of obtaining and maintaining a secret clearance for the same period. Also, changing a position's clearance level from secret to top secret increases the investigative workload for that position about 20-fold.

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ISBN 10

143790582X

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9781437905823

Military Personnel

Actions Needed to Better Define Pilot Requirements and Promote Retention

By: Mark E. Gebicke,Brenda S. Farrell

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Military Personnel

Actions Needed to Better Define Pilot Requirements and Promote Retention

By: Mark E. Gebicke,Brenda S. Farrell

DoD reported shortages of 2,000 pilots at the end of FY1998 and projected that shortages would continue for several years. Retaining qualified pilots is important to ensure that operational requirements can be met and to recoup the substantial investments the services make in training their pilots. This report reviews and identifies reasons for the military pilot shortages and offers solutions. It determined: the services' reported and projected estimates of their pilot shortages; the basis for the services' pilot requirements; key factors that account for the reported pilot shortages; and concerns that are causing pilots to consider leaving the military. Tables.

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ISBN 10

0788187252

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9780788187254

Military Personnel: Preliminary Observations on DoD's and the Coast Guard¿s Sexual Assault Prevention and Response Programs

Congressional Testimony

By: Brenda S. Farrell

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Military Personnel: Preliminary Observations on DoD's and the Coast Guard¿s Sexual Assault Prevention and Response Programs

Congressional Testimony

By: Brenda S. Farrell

In 2004, Congress directed the DoD to establish a comprehensive policy to prevent and respond to sexual assaults involving servicemembers. Though not required to do so, the Coast Guard has established a similar program. This statement addresses the extent to which DoD and the Coast Guard: (1) have developed and implemented policies and programs to prevent, respond to, and resolve sexual assault incidents involving servicemembers; (2) have visibility over reports of sexual assault; and (3) exercise oversight over reports of sexual assault. This statement draws on preliminary observations from an ongoing engagement examining DoD¿s and the Coast Guard¿s programs to prevent and respond to sexual assault.

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ISBN 10

1437908926

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9781437908923

Personnel Clearances: Key Factors to Consider in Efforts to Reform Security Clearance Processes

Congressional Testimony

By: Brenda S. Farrell

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Personnel Clearances: Key Factors to Consider in Efforts to Reform Security Clearance Processes

Congressional Testimony

By: Brenda S. Farrell

In 2004, Congress passed the Intelligence Reform and Terrorism Prevention Act to reform security clearance processes. The experience in evaluating personnel security clearance processes has consisted of examining the DoD program, which maintains 2.5 million clearances on service members, DoD civilian employees, legislative branch employees, and industry personnel working for DoD and 23 other fed. agencies. Long-standing delays in processing applications -- and other problems in DoD¿s clearance program -- led it to be designated a high-risk area in 2005. There has also been clearance-related problems in other agencies. Here, the author was asked to identify key factors that could be applied in personnel security clearance reform efforts.

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ISBN 10

1437901697

ISBN 13

9781437901696

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