[17] Our March 2002 exposure draft identified these factors, plus
strategic workforce planning, as cornerstones of an effective human
capital program. See U.S. General Accounting Office, A Model of
Strategic Human Capital Management, GAO-02-373SP (Washington, D.C.:
Mar. 15, 2002).

[18] There are also individual-related factors that affect an
employee's capability to contribute to an agency's goal. For example,
an agency needs individuals who have, in addition to specific skills
and competencies, the motivation necessary to capitalize on their
inherent skills and the resiliency to positively respond to temporary
setbacks that may arise in the course of their work.

[19] GAO-03-2.

[20] For an expanded list of human capital flexibilities available to
federal agencies, see GAO-03-2 and U.S. Office of Personnel Management,
Human Resources Flexibilities and Authorities in the Federal Government
(Washington, D.C.: July 25, 2001).

[21] GAO-03-2.