| Equal
Employment Opportunity Commission: Organizing for the
Future |
| Alternatives for Federal Agencies:
Summary Report |
| Effective Downsizing: A Compendium
of Lessons Learned for Government Organizations |
| Modernizing Federal Classification:
Operational Broad Banding Systems Alternatives |
| Strategies and Alternatives for Transforming
Human Resources Management |
| Innovative Approaches to HRM - Focus
Paper |
| |
| Phase 2 (1996)
Reports - Practical Applications |
| Practical Applications for Federal
Agencies: Summary Report |
| A Guide for Effective Strategic Management
of Human Resources |
| Improving the Efficiency and Effectiveness
of Human Resources Services |
| A Competency Model for Human Resources
Professionals |
| Investment in Productivity: Successful
Human Resources Development Practices |
| |
| Phase 3 (1997)
Reports - Practical Tools |
| Innovations and Flexibilities: Overcoming
HR System Barriers |
| Managing Succession and Developing
Leadership: Growing the Next Generation of Public Service
Leaders |
| Implementing a Competency Model for
HR Professionals: A Strategy for Becoming a High Performance
Organization |
| Alternative Service Delivery: A Visible
Strategy for Federal Government HRM |
| Measuring Results: Successful HRM |
| New Times, New Competencies, New
Professionals: A Guide for Implementing a Competency
Model for HR Professionals: A Strategy for Becoming
a High Performance Organizations |
| Downsizing the Federal Workforce:
Effects and Alternatives |
| HRM Responsibilities of Line Managers |
| |
| Phase 4 (1998)
Reports |
| New Options, New Talent: The Government
Guide to the Flexible Workforce |
| Human Performance improvement Series
Focus Papers: Theory and Practice |
| A User's Guide and Case Studies |
| Effective Performance Consulting |
| Strengthening the Human Resources
Department through Strategic Management, Restructuring,
and Benchmarking - Focus Paper |
| Work/Life Programs: Helping Managers,
Helping Employees |
| |
| Phase 5 (1999)
Reports |
| Building the Workforce of the Future
to Achieve Organizational Success |
| Entry-Level Hiring and Development
for the 21st Century: Professionals and Administrative
Positions - Focus Paper |
| |
| Phase 6 (2000)
Reports |
| Building Successful Organizations:
A Guide to Strategic Workforce Planning |
| The Case for Transforming Public
Sector Human Resources Management |
| HR Function since 1996: Implications
for Federal HR Competencies |
| Civilian Workforce 2020: Strategies
for Modernizing Human Resources Management in the Department
of the Navy |
| |
| Phase 7 (2001)
Reports |
| Comparative Study of Information
Technology Pay Systems |
| Changes in Human Resources Competencies
Since 1996: Implications for Federal HR Professionals
- Focus Paper |
| Executive Briefing on Workforce Planning
(WFP) - June 27, 2001 |
| Executive Briefing on Alternative
Sourcing in the Federal Government - June 21, 2001 |
| Innovative Agency Employment Practices
- Focus Paper |
| The Quest for Talent: Recruitment
Strategies for Federal Agencies |
| A Work Experience Second to None:
Impelling the Best to Serve |
| Transforming Power of IT: Making
the Federal Government an Employer of Choice for IT
Employees |
| Phase 8 (2003)
Reports |
| Broadband Pay Experience in the Private
Sector |
| Broadband Pay Experience in the Public
Sector |
| Broadband Pay Experiences in the
Public Sector: 15 Organizational Case Studies |
| The 21st Century Federal Manager:
A Study of Changing Roles and Competencies |
| The 21st Century Federal Manager:
First-Line Supervisors in the Federal Service -- Their
Selection, Development and Management |
| The 21st Century Federal Manager:
Leadership for Leaders -- Senior Executives and Middle
Managers |
| Phase 9 (2004)
Reports |
| Recommending Performance-Based Federal
Pay |
| The 21st Century Federal Manager:
Developing the Leadership Team -- An Agency Guide |
| Final Report and Recommendations
-- The 21st Century Manager |
| |
