[22] For guidance on possible education efforts, see U.S. General
Accounting Office, Human Capital: A Guide for Assessing Strategic
Training and Development Efforts in the Federal Government, GAO-03-893G
(Washington, D.C.: July 1, 2003).

[23] U.S. General Accounting Office, Results-Oriented Cultures: Using
Balanced Expectations to Mange Senior Executive Performance, GAO-02-966
(Washington, D.C.: Sept. 27, 2002). See also, GAO-03-669 and U.S.
General Accounting Office, Results-Oriented Cultures: Creating a Clear
Linkage between Individual Performance and Organizational Success, GAO-
03-488 (Washington, D.C.: Mar. 14, 2003).

[24] As with the other illustrative examples, the example addresses
only one part of GSA's overall workforce planning efforts.

[25] The Homeland Security Act of 2002 requires that OPM design a set
of systems that include appropriate metrics for assessing agencies'
human capital management, including metrics for closing skill gaps in
mission-critical occupations and aligning human capital strategies with
the missions, goals, and organizational objectives of agencies.