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Data and Analytics Strengthen, Advance GSA’s Workforce


Attracting and retaining workforce talent is just one benefit of implementing the latest data analytics technology at the U.S. General Services Administration (GSA), which the agency also uses to help streamline HR services such as performance and benefits management.

“Data analytics is a central part of the work GSA HR does to provide evidence and projections on what our most pressing workforce needs are,” said Traci DiMartini, GSA’s Chief Human Capital Officer. “I’m very excited about all the outstanding work my team and the Office of GSA IT are doing to help advance our capacity in this area.”

Hiring trends revealed

Human Capital Analytics Branch, a division within the Office of Human Resources Management, uses technology and analytics to improve how GSA manages its employees and motivates its team to meet mission goals. Workforce dashboards were developed collaboratively by GSA IT and OHRM to show current, historic, and future predicted hiring trends and analytics. Such analysis is important since it allows OHRM to view and compare key HR statistics for the GSA workforce going back multiple years in the following categories:

  • Attrition
  • Bargaining unit representation
  • Diversity
  • Management ratio
  • Performance management
  • Promotion rates 
  • Salary

Data warehouse increases accuracy

Working with GSA IT, OHRM’s HR data warehouse tracks the employee lifecycle from the first point of hire through retirement. Combining different data sources into a single database provides more accurate self-service reporting to HR data users. Current data warehouse projects allow GSA to:

  • Identify what best improves employee performance,
  • Use statistical testing to better manage diversity and inclusion efforts,
  • Show human capital spend,
  • Analyze and depict retirement predictions, and
  • Automate GSA’s employee awards initiatives.

Through the use of dashboards and a data warehouse, OHRM can predict future HR trends and outcomes, adopt best practices and adapt to meet the current and future workforces’ needs.

For more information about OHRM and technology in the workplace, visit

Last Reviewed: 2021-08-20