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    Results:

    Subject Term: "Employee incentives"

    6 publications with a total of 22 open recommendations including 2 priority recommendations
    Director: Courts, Michael J
    Phone: (202) 512-8980

    3 open recommendations
    Recommendation: The Director of the Office of Allowances (ALS) should clearly document how the conditions at relevant posts meet the criteria for Director Points to ensure that hardship pay rates for overseas posts are consistently determined across posts and tenures of ALS Directors. (Recommendation 1)

    Agency: Department of State
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Undersecretary of Management should assess the cost-effectiveness of State's policies and procedures for stopping and starting hardship pay for employees who temporarily leave their assigned overseas posts. (Recommendation 2)

    Agency: Department of State
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Department's Comptroller should analyze available diplomatic cable data from overseas posts to identify posts at risk of improper payments for hardship pay, identify any improper payments, and take steps to recover and prevent them. (Recommendation 3)

    Agency: Department of State
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    5 open recommendations
    Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Under Secretary of Defense (Comptroller), in coordination with the military services, to explore cost-effective approaches to collect and report S&I pay program data for the Reserve Components.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2017, the Department of Defense had not taken action on this recommendation.
    Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, in coordination with the military services, to review whether S&I pay programs have incorporated key principles of effective human capital management and used resources efficiently, and prioritize and complete the establishment of measures for the efficient use of resources.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2017, the Department of Defense had not taken action on this recommendation.
    Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, in coordination with the military services, to routinely assess the impact of non-monetary incentive approaches on retention behavior and on the necessary levels of S&I pays.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2017, DOD had submitted a proposal to conduct a study focused on aviation officers that will examine the military services' methodologies used to accomplish their retention goals to determine the primary reasons aviation officers remain or leave the service and the degree to which these reasons affect their retention decisions. According to DOD officials, a portion of the study will consider the interaction between monetary and non-monetary incentives such as duty assignments, flying opportunities, reduced administrative burdens, and quality of life.
    Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, in coordination with the military services, to clarify existing guidance for S&I pay programs regarding the extent to which personnel performance should be incorporated into retention decisions.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2017, the Department of the Navy was intending to use a servicemember's individual performance as a component for determining eligibility for selective retention bonuses. According to DOD officials, the primary criteria for the bonus remains skill based, but the Navy is planning to explore the effectiveness of first offering bonuses (and in limited cases higher bonuses) to top performers.
    Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Secretaries of the Military Departments to develop approaches to directly target Selective Reenlistment Bonuses to cybersecurity skill sets.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2017, the Department of Defense had not taken action on this recommendation.
    Director: Frank Rusco
    Phone: (202) 512-3841

    5 open recommendations
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Policy, Management and Budget to regularly evaluate the effectiveness of its available incentives, such as special salary rates, the student loan repayment program, and other incentives in hiring and retaining key oil and gas staff.

    Agency: Department of the Interior
    Status: Open

    Comments: In September 2016, Interior's Office of Policy, Management and Budget outlined a plan to assess the effectiveness of special salary rates, as well as recruitment, relocation, and retention incentives by tracking measures such as turnover and acceptance rates. In January 2017 Interior officials reported that the evaluation of these incentives would be conducted on a regular basis. When we confirm that the agency has implemented its evaluation plan, we will provide updated information.
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Policy, Management and Budget to annually evaluate the bureaus' training programs, including: (1) staff training needs, (2) training effectiveness, and (3) potential opportunities for the bureaus to share training resources.

    Agency: Department of the Interior
    Status: Open

    Comments: In January 2017, Interior officials said the bureaus were developing, or had developed, the means by which they would assess their training needs and review, evaluate, and update their training programs for technical staff. Interior also told GAO that as part of its quarterly review of performance data, the Assistant Secretary for Policy, Management and Budget will ensure that BLM, BSEE and BOEM are coordinating their training needs. Interior officials said that their Office of Strategic Employment and Organizational Development will validate the bureaus' active engagement in this activity and provide support in the fulfillment of this recommendation where needed.
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Land and Minerals Management to develop technical competencies for all key oil and gas staff.

    Agency: Department of the Interior
    Status: Open

    Comments: In January 2017 Interior officials reported that the Assistant Secretary for Land and Minerals Management will direct BLM, BSEE and BOEM to identify their individual bureau's respective technical competency needs for all key oil and gas staff and develop a plan with milestones for applying these competencies to recruitment, retention, and training strategies designed to address the unique requirements of each bureau.
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Land and Minerals Management to evaluate the need for and viability of a certification program for BSEE inspectors.

    Agency: Department of the Interior
    Status: Open

    Comments: In January 2017 Interior officials reported that the Assistant Secretary for Land and Minerals Management will direct BSEE to evaluate certification programs that are used in other federal agencies and in industry to determine whether these types of formalized verification systems could benefit the inspection program. BSEE will award an Inspector Training Program evaluation contract to independently assess the need and effectiveness of a certification program for BSEE inspectors, including benchmarking with the BLM and other federal enforcement and compliance entities with inspector workforces.
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Policy, Management and Budget to coordinate with the Assistant Secretary for Land and Minerals Management to create or use an existing mechanism, such as the Deputies Operating Group, Principals Operating Group, or the Interior Training Directors Council, to facilitate collaboration across the three bureaus in addressing their shared hiring, retention, and training challenges.

    Agency: Department of the Interior
    Status: Open

    Comments: As of March 2017, Interior has not identified what mechanism it will use to facilitate collaboration across the three bureaus. In January 2017, Interior officials reported that as part of its quarterly review of performance data, the Assistant Secretary for Policy, Management and Budget will coordinate with the Assistant Secretary for Land and Minerals Management. We will provide updated information when the agency demonstrates that it has created or selected an existing mechanism to use for ongoing collaboration across the three bureaus in addressing their shared hiring, retention, and training challenges.
    Director: Debra Draper
    Phone: (202) 512-7114

    3 open recommendations
    including 2 priority recommendations
    Recommendation: To help ensure the effective recruitment and retention of nurses across VA medical centers, the Secretary of Veterans Affairs should direct the Under Secretary for Health to develop a periodic reporting process to help monitor VA medical center compliance with the policies and procedures for each of its key recruitment and retention initiatives.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VHA convened a taskforce with accompanying charter to address all three of GAO's recommendations, including medical center compliance with policies and procedures for the key recruitment and retention initiatives. The taskforce consists of workgroups that are charged with reviewing current processes for reporting on compliance for the eight recruitment and retention initiatives we identified in our report, identifying opportunities for improvement, and developing recommendations to optimize medical centers' reporting on compliance. Based on the workgroup recommendations, VHA will generate and implement program-specific approaches for reporting on compliance of the initiatives. As of March 2017, the workgroups have reviewed, or are in the process of reviewing, compliance reporting processes for all eight initiatives. VHA anticipates implementing compliance reporting processes by October 2017.
    Recommendation: To help ensure the effective recruitment and retention of nurses across VA medical centers, the Secretary of Veterans Affairs should direct the Under Secretary for Health to evaluate the adequacy of training resources provided to all nurse recruiters at VA medical centers to ensure that they have the tools and information to perform their duties efficiently and effectively.

    Agency: Department of Veterans Affairs
    Status: Open
    Priority recommendation

    Comments: VHA convened a taskforce with accompanying charter to address all three recommendations, including evaluating training resources provided to nurse recruiters. VHA stated that it held nurse recruiter training in April 2016 to address immediate training needs and incorporated survey results and recommendations from the field on the training at an August 2016 curriculum redesign meeting. VHA's next national nurse recruiter training sessions are to be held in April and November 2017, as well as four additional intermittent training sessions. In October 2016, VHA stated that it had established a national nurse recruitment division that will focus on national oversight, guidance, training, monitoring of nursing workforce and recruitment matters but did not provide an anticipated date for when it would be able to staff and stand up the new division. VHA noted that it will pursue an external study examining the effectiveness of the role of the nurse recruiter in VHA and a comparison of the effectiveness of nurse recruiters assigned to nurses offices versus those assigned to human resources offices. However, VHA did not provide any information on when it plans to pursue or complete such an evaluation. VHA also noted that the taskforce is exploring improved data collection tools and methods to routinely evaluate the adequacy and effectiveness of training resources provided to nurse recruiters at VA medical centers.
    Recommendation: To help ensure the effective recruitment and retention of nurses across VA medical centers, the Secretary of Veterans Affairs should direct the Under Secretary for Health to conduct a system-wide evaluation of VHA's key nurse recruitment and retention initiatives, to determine the overall effectiveness of these initiatives, including any needed improvements, and communicate results and information in a timely manner to relevant stakeholders.

    Agency: Department of Veterans Affairs
    Status: Open
    Priority recommendation

    Comments: VHA convened a taskforce with accompanying charter to address all three of GAO's recommendations, including conducting a system-wide evaluation of VHA's key nurse recruitment and retention initiatives and identifying areas for improvement. The taskforce consists of workgroups that are charged with reviewing current processes for reporting on compliance for the eight recruitment and retention initiatives we identified in our report, identifying opportunities for improvement, and developing recommendations to optimize medical centers' reporting on compliance. Based on the workgroup recommendations, VHA will generate and implement program-specific approaches for reporting on compliance of the initiatives. As of March 2017, taskforce has evaluated, or is in the process of evaluating, the effectiveness of each of the eight initiatives. VHA anticipates completing these evaluations by October 2017. However, VHA did not provide any information on its efforts to evaluate the overall effectiveness of the key initiatives in meeting VHA's system-wide nurse recruitment and retention goals.
    Director: Anne-Marie Fennell
    Phone: (202) 512-3841

    5 open recommendations
    Recommendation: To ensure appropriate levels of employees' supervision and guidance for the workforces of USDA's service center agencies, consistent with OPM guidance, the Secretary of Agriculture, through the Chief Human Capital Officer, should revise departmental policy targeting a uniform supervisory ratio so that the service center agencies can identify appropriate supervisory ratios based on a documented analysis of their specific customer needs and workload distribution.

    Agency: Department of Agriculture
    Status: Open

    Comments: As of December 15, 2016, USDA has not taken action on this recommendation. We will continue to monitor USDA's efforts.
    Recommendation: To ensure appropriate levels of employees' supervision and guidance for the workforces of USDA's service center agencies, consistent with federal internal control standards, the Secretary of Agriculture, through the Chief Human Capital Officer, should communicate to the service center agencies the departmental guidance for calculating supervisory ratios and ensure its use.

    Agency: Department of Agriculture
    Status: Open

    Comments: As of December 15, 2016, USDA has not taken action on this recommendation. We will continue to monitor USDA's efforts.
    Recommendation: To help USDA's service center agencies effectively implement office closures and meet internal control standards, the Secretary should take action to amend USDA's policy on organizational changes to include such leading practices as presenting a business-case or cost-benefit analysis and using the change management practice of measuring progress toward stated goals.

    Agency: Department of Agriculture
    Status: Open

    Comments: According to USDA the Department is in the process of revising its policy on organizational changes, but as of December 15, 2016, this revision is not yet finalized. We will continue to monitor USDA's efforts.
    Recommendation: To improve the use of buyout or early retirement incentives, the Secretary of Agriculture should direct its service center agencies, FSA and RD, to document clear links between their buyout and early retirement incentives and their reshaping or overall strategic goals.

    Agency: Department of Agriculture
    Status: Open

    Comments: As of December 15, 2016, USDA has not taken action on this recommendation. We will continue to monitor USDA's efforts.
    Recommendation: To improve the use of buyout or early retirement incentives, the Secretary of Agriculture should direct its service center agencies, FSA, NRCS, and RD, to establish a system for identifying and evaluating relevant data on buyout and early retirement incentive recipients.

    Agency: Department of Agriculture
    Status: Open

    Comments: As of December 15, 2016, USDA has not taken action on this recommendation. We will continue to monitor USDA's efforts.
    Director: Wilshusen, Gregory C
    Phone: (202) 512-6244

    1 open recommendations
    Recommendation: To improve individual agency cybersecurity workforce planning efforts, the Secretary of Commerce should direct the department's Chief Information Officer, in consultation with its Chief Human Capital Officer, to develop and implement a departmentwide cybersecurity workforce plan or ensure that departmental components are conducting appropriate workforce planning activities.

    Agency: Department of Commerce
    Status: Open

    Comments: The Department of Commerce concurred with the recommendation. In fiscal year 2016, we verified that Commerce, in response to our recommendation, expected to develop a cybersecurity workforce plan by the second quarter of fiscal year 2017. This plan would address department-level skills. In addition, each component of Commerce would develop a subordinate workforce action plan to address component-level skills, as well as competency and certification gaps. As of August 2017, Commerce has not confirmed that it has developed a department-level workforce plan or that its components have developed workforce plans.