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    Subject Term: "Employee training"

    36 publications with a total of 95 open recommendations including 18 priority recommendations
    Director: Andrew Von Ah
    Phone: (213) 830-1011

    1 open recommendations
    Recommendation: The Under Secretary of Defense for Personnel and Readiness should collect quality information and conduct an analysis of the potential effects of unreimbursed travel expenses incurred by reservists to perform military service on DOD's ability to retain reservists in the force, and respond to these risks by considering the costs and benefits of any possible actions to address the identified issues.

    Agency: Department of Defense: Office of the Under Secretary for Personnel and Readiness
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Cary Russell
    Phone: (202) 512-5431

    3 open recommendations
    Recommendation: To better mitigate amphibious operations training shortfalls, the Secretary of Defense should direct the Secretary of the Navy, in coordination with the Chief of Naval Operations and Commandant of the Marine Corps, to develop an approach, such as building upon the Amphibious Operations Training Requirements review, to prioritize available training resources, systematically evaluate among training resource alternatives to achieve amphibious operations priorities, and monitor progress toward achieving them.

    Agency: Department of Defense
    Status: Open

    Comments: The Department of Defense (DOD) concurred with this recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To achieve desired goals and align efforts to maximize training opportunities for amphibious operations, the Secretary of Defense should direct the Secretary of the Navy, in coordination with the Chief of Naval Operations and Commandant of the Marine Corps, to clarify the organizations responsible and time frames to define and articulate common outcomes for naval integration, and use those outcomes to: (1) develop a joint strategy; (2) more fully establish compatible policies, procedures, and systems; (3) better leverage training resources; and (4) establish mechanisms to monitor results.

    Agency: Department of Defense
    Status: Open

    Comments: The Department of Defense (DOD) concurred with this recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To more effectively and efficiently integrate virtual training devices into operational training, that the Secretary of Defense should direct the Commandant of the Marine Corps to develop guidance for the development and use of virtual training devices that includes (1) developing requirements for virtual training devices that consider and document training tasks and objectives, required proficiency, and available training time; (2) setting target usage rates and collecting usage data; and (3) conducting effectiveness analysis of virtual training devices that defines a consistent process for performing the analysis, including the selection of the devices to be evaluated, guidelines on conducting the analysis, and the data that should be collected and assessed.

    Agency: Department of Defense
    Status: Open

    Comments: The Department of Defense (DOD) concurred with this recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Brown Barnes, Cindy S
    Phone: (202) 512-7215

    3 open recommendations
    Recommendation: The Secretary of Veterans Affairs should direct the Assistant Secretary for Human Resources and Administration and the Under Secretary for Benefits to review and update all relevant policies and guidance to reflect the agency's requirement that employees' hours teleworked be recorded in VATAS.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Secretary of Veterans Affairs should direct the Assistant Secretary for Human Resources and Administration and the Under Secretary for Benefits to communicate that telework hours should be recorded in VATAS to VBA regional office employees.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Secretary of Veterans Affairs should direct the Assistant Secretary for Human Resources and Administration and the Under Secretary for Benefits to develop a process to monitor the quality of data and to ensure that employees' telework hours are recorded accurately and completely in VATAS.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Melissa Emrey-Arras
    Phone: (617) 788-0534

    3 open recommendations
    Recommendation: To help ensure VHA medical examiners are prepared to conduct the Gulf War general medical exam, the Secretary of Veterans Affairs should direct the Under Secretary for Health to require medical examiners to complete training, such as the 90-minute Gulf War Illness web-based course, before conducting these exams.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA agreed this recommendation and stated it has plans to address it. Specifically, VA said it plans to make its 90-minute web-based training course mandatory for its medical examiners who conduct Gulf War Illness exams.
    Recommendation: To provide more complete information to veterans whose Gulf War Illness claims are denied, the Secretary of Veterans Affairs should direct the Under Secretary for Benefits to update guidance to require that decision letters indicate whether Gulf War Illness medical issues were evaluated under both a presumptive and direct service connection method.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA agreed this recommendation and stated it has plans in place to address it. Specifically, VA noted it would improve how it communicates decisions to veterans and is in the process of updating its guidance to the regional offices to clarify the language required for its Gulf War Illness decision letters.
    Recommendation: To increase the likelihood of making progress toward developing a single case definition of Gulf War Illness, the Secretary of Veterans Affairs should direct the Under Secretary for Health to prepare and document a plan to develop a single case definition of Gulf War Illness. This plan should include near- and long-term specific actions, such as analyzing and leveraging information in existing datasets and identifying any areas for future research to help VA achieve this goal.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA agreed this recommendation and stated it has plans to address it. Specifically, VA noted it would convene a group of subject matter experts to work on a plan - as described in our report - to establish a single case definition of Gulf War Illness.
    Director: Anne-Marie Fennell
    Phone: (202) 512-3841

    2 open recommendations
    Recommendation: To enhance information available to operational unit managers, the Secretary of Commerce should direct the director of NOAA's WFMO to ensure that complete information on hiring requests is routinely communicated to NWS managers throughout the three phases of the hiring process, such as by supporting the development of improved tracking and reporting capabilities in the planned new Commerce-wide data system.

    Agency: Department of Commerce
    Status: Open

    Comments: The agency agreed with our recommendation. We will provide updates when the agency takes action.
    Recommendation: To help ensure NWS's hiring actions are achieving expected results, the Secretary of Commerce should direct the NOAA Assistant Administrator for Weather Services to evaluate the extent to which NWS's actions are reducing the hiring backlog and achieving the goal of sustaining a highly skilled workforce; for example, NWS could evaluate these actions as part of the development of its strategic human capital plan.

    Agency: Department of Commerce
    Status: Open

    Comments: The agency agreed with our recommendation. We will provide updates when the agency takes action.
    Director: Frank Rusco
    Phone: (202) 512-3841

    3 open recommendations
    including 1 priority recommendation
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should set agencywide goals, which could be ranges, for overall workforce size and skills composition that extend beyond the 2-year budget cycle.

    Agency: Nuclear Regulatory Commission
    Status: Open
    Priority recommendation

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it will implement a new activity to project workload over a 5-year time period. The resulting workload projections will be used to identify core staff positions needed to perform the work. NRC expects that this effort will facilitate setting agency goals for FTE and appropriate agency size beyond the current 2 year budget cycle and will support the agency's effort to enhance its human capital practices. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should establish a systematic, comprehensive approach for tracking employee skills information, either through the system developed through the competency modeling pilot program or some other system.

    Agency: Nuclear Regulatory Commission
    Status: Open

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it will develop and deploy a standard agencywide system to track core staff positions and their related skills. Skills and competencies for each of the core positions will be identified and catalogued, allowing employees and supervisors to search for specific competencies needed to support work throughout the agency. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should consistently train managers and supervisors in strategic human capital management and assessing employee skillsets.

    Agency: Nuclear Regulatory Commission
    Status: Open

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it developed a Supervisor Development Program SharePoint site to centrally house information pertinent to management activities and required training. NRC will provide information on the agency's strategic workforce planning process as it evolves via this site. Additionally, NRC plans to incorporate the strategic workforce planning process and concepts into existing management training that will be delivered in-person and available on-line. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.
    Director: Anne-Marie Fennell
    Phone: (202) 512-3841

    3 open recommendations
    Recommendation: To help improve oversight of the concessions program, the Secretary of the Interior should direct the Director of the National Park Service to review the financial reporting process and make any necessary adjustments to help ensure timely and accurate reporting of data on annual financial reports.

    Agency: Department of the Interior: National Park Service
    Status: Open

    Comments: In its May 25, 2017 update letter, the Department of the Interior stated that the National Park Service will (1) review the current financial reporting process and take steps to improve the timeliness of concessioners' annual financial reports as outlined in their contracts, and (2) develop internal controls to ensure that concessioner data is accurate. The agency anticipates having these actions implemented by March 31, 2018.
    Recommendation: To help improve oversight of the concessions program, the Secretary of the Interior should direct the Director of the National Park Service to finalize guidance on maintenance and capital improvements and make it publicly available to concessioners.

    Agency: Department of the Interior: National Park Service
    Status: Open

    Comments: In its May 25, 2017 update letter, the Department of the Interior stated that the National Park Service will finalize the existing draft guidance on maintenance and capital improvements to clarify the funding sources available to concessioners for particular repairs and maintenance needs. The agency added that the finalized guidance will be made publicly available. The agency anticipates having this guidance finalized by November 30, 2017.
    Recommendation: To help improve oversight of the concessions program, the Secretary of the Interior should direct the Director of the National Park Service to develop performance goals with targets and timeframes in its commercial services strategic plan.

    Agency: Department of the Interior: National Park Service
    Status: Open

    Comments: In its May 25, 2017 update letter, the Department of the Interior stated that the National Park Service will review the commercial services program strategic plan and develop meaningful and measurable performance goals with timeframes. The agency anticipates having this implemented by June 30, 2018.
    Director: David Trimble
    Phone: (202) 512-3841

    2 open recommendations
    Recommendation: To help ensure that NNSA effectively manages the performance of its programs, the Secretary of Energy should establish a program management policy that (1) assigns responsibilities and delegates authority to program managers and establishes expectations of competence for them, in accordance with federal internal control standards, and (2) addresses leading program management practices, such as developing program plans.

    Agency: Department of Energy
    Status: Open

    Comments: As of January 2017, DOE stated that it will address our recommendation as part of its effort to meet the requirements of the Program Management Improvement Accountability Act of 2016. This Act requires the Office of Management and Budget (OMB) to adopt government-wide standards, policies, and guidelines for program and project management for agencies. It also requires agencies to appoint program management improvement officers, establishes training competencies for program managers, and creates a job series and career path for program managers. According to the Act, OMB will issue the standards, policies, and guidelines required under the Act no later than December 14, 2017.
    Recommendation: To help ensure that NNSA develops and maintains a cadre of professional, effective, and capable program managers in accordance with leading program management practices and federal internal control standards, the Secretary of Energy should establish a training program for program managers.

    Agency: Department of Energy
    Status: Open

    Comments: As of January 2017, DOE stated that it will address our recommendation as part of its effort to meet the requirements of the Program Management Improvement Accountability Act of 2016. This Act requires the Office of Management and Budget (OMB) to adopt government-wide standards, policies, and guidelines for program and project management for agencies. It also requires agencies to appoint program management improvement officers, establishes training competencies for program managers, and creates a job series and career path for program managers. According to the Act, OMB will issue the standards, policies, and guidelines required under the Act no later than December 14, 2017.
    Director: Michael J. Courts
    Phone: (202) 512-8980

    5 open recommendations
    including 5 priority recommendations
    Recommendation: To enhance State's efforts to manage transportation-related security risks overseas, the Secretary of State should direct the Bureau of Diplomatic Security (DS) to create consolidated guidance for RSOs that specifies required elements to include in post travel notification and transportation security policies. For example, as part of its current effort to develop standard templates for certain security directives, DS could develop templates for transportation security and travel notification policies that specify the elements required in all security directives as recommended by the February 2005 Iraq ARB as well as the standard transportation-related elements that DS requires in such policies.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: State concurred with this recommendation and provided an update in October 2016 describing its plans to address the recommendation. However, as of March 2017, State had not completed the described actions. We will continue to monitor State's progress in implementing this recommendation.
    Recommendation: To enhance State's efforts to manage transportation-related security risks overseas, the Secretary of State should direct DS to clarify whether or not the FAH's armored vehicle policy for overseas posts is that every post must have sufficient armored vehicles, and if DS determines that the policy does not apply to all posts, articulate the conditions under which it does not apply.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: State concurred with this recommendation and provided an update in October 2016 describing its plans to address the recommendation. However, as of March 2017, State had not completed the described actions. We will continue to monitor State's progress in implementing this recommendation.
    Recommendation: To enhance State's efforts to manage transportation-related security risks overseas, the Secretary of State should direct DS to develop monitoring procedures to ensure that all posts comply with the FAH's armored vehicle policy for overseas posts once the policy is clarified.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: State concurred with this recommendation and provided an update in October 2016 describing its plans to address the recommendation. However, as of March 2017, State had not completed the described actions. We will continue to monitor State's progress in implementing this recommendation.
    Recommendation: To enhance State's efforts to manage transportation-related security risks overseas, the Secretary of State should direct DS to clarify existing guidance on refresher training, such as by delineating how often refresher training should be provided at posts facing different types and levels of threats, which personnel should receive refresher training, and how the completion of refresher training should be documented.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: As of April 2017, State concurred with this recommendation and plans to clarify its guidance on refresher training. We will continue to monitor State's progress in implementing this recommendation.
    Recommendation: To enhance State's efforts to manage transportation-related security risks overseas, the Secretary of State should direct DS to improve guidance for RSOs, in coordination with other relevant State offices and non-State agencies as appropriate, on how to promote timely communication of threat information to post personnel and timely receipt of such information by post personnel.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: State concurred with this recommendation and provided an update in October 2016 describing its plans to address the recommendation. However, as of March 2017, State had not completed the described actions. We will continue to monitor State's progress in implementing 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: Jenny Grover
    Phone: (202) 512-7141

    5 open recommendations
    Recommendation: To ensure effective evaluation of air marshal training, the TSA Administrator should direct OTD to implement a mechanism for regularly collecting and incorporating incumbent air marshals' feedback on the training they receive from field office programs.

    Agency: Department of Homeland Security: Transportation Security Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To ensure effective evaluation of air marshal training, the TSA Administrator should direct OTD to take additional steps to improve the response rates of the training surveys it conducts.

    Agency: Department of Homeland Security: Transportation Security Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To provide reasonable assurance that air marshals are complying with recurrent training requirements and have the capability to carry out FAMS's mission, the TSA Administrator should direct FAMS to specify in policy who at the headquarters level has oversight responsibility for ensuring that field office Supervisory Air Marshals-in-Charge or their designees meet their responsibilities for ensuring that training completion records are entered in a timely manner.

    Agency: Department of Homeland Security: Transportation Security Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To provide reasonable assurance that air marshals are complying with recurrent training requirements and have the capability to carry out FAMS's mission, the TSA Administrator should direct FAMS to specify in policy who at the headquarters level is responsible for ensuring that headquarters personnel enter approved air marshals' training exemptions into the Federal Air Marshal Information System, and define the timeframe for doing so.

    Agency: Department of Homeland Security: Transportation Security Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To provide reasonable assurance that air marshals are complying with recurrent training requirements and have the capability to carry out FAMS's mission, the TSA Administrator should direct FAMS to develop and implement standardized methods, such as examinations and checklists, for determining whether incumbent air marshals continue to be mission ready in key skills.

    Agency: Department of Homeland Security: Transportation Security Administration
    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

    7 open recommendations
    Recommendation: To increase oversight of the Army's Warrior Transition Unit program, the Secretary of the Army should direct the Army Surgeon General to assess the Triad of Care model's effectiveness in light of the changes in WTU diagnoses and take the appropriate action.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To increase oversight of the Army's Warrior Transition Unit program, the Secretary of the Army should direct the Army Surgeon General to exercise oversight responsibility to track full adherence to selection processes for squad leaders and platoon sergeants, including the requirement to conduct interviews for these positions.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To increase oversight of the Army's Warrior Transition Unit program, the Secretary of the Army should direct the Army Surgeon General to develop a mechanism to conduct post-training assessments on squad leaders and platoon sergeants' application of training to the work environment and incorporate the results into the training program.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To increase oversight of the Army's Warrior Transition Unit program, the Secretary of the Army should direct the Army Surgeon General to develop plans to adjust staff levels, if needed, to accommodate a potential future surge in demand.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To increase oversight of the Army's Warrior Transition Unit program, the Secretary of the Army should direct the Army Surgeon General to establish a process that assigns oversight responsibility for tracking instances in which Commanders make exceptions to WTU entrance criteria so that the Army Surgeon General is aware of the extent Commanders' decisions are consistent with program goals.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To increase oversight of the Army's Warrior Transition Unit program, the Secretary of the Army should direct the Army Surgeon General to develop and implement an approach and associated procedures for providing senior leadership, such as the Warrior Transition Command, with complaints information concerning the WTU program and WTU soldiers.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help ensure the best use of resources for managing the medical care of soldiers recovering from serious medical conditions, the Secretary of the Army should direct the Chief of the Army Reserve, in conjunction with the Army Surgeon General, to develop an analysis that compares the costs and benefits of maintaining the current system of Community Care Units with the costs and benefits of expanding the Reserve Component Managed Care program.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Brian J. Lepore
    Phone: (202) 512-4523

    4 open recommendations
    including 1 priority recommendation
    Recommendation: To make further progress toward taking full advantage of the opportunity of consolidating training in order to increase jointness following the implementation of the BRAC 2005 recommendations, for the training functions that did not consolidate training beyond colocation, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness and the Secretaries of the military departments to provide guidance to the program managers on consolidating training, if DOD decides that taking advantage of an opportunity to increase jointness is still appropriate.

    Agency: Department of Defense
    Status: Open

    Comments: DOD did not concur with our first recommendation, to provide guidance to the program managers of the training functions created under BRAC 2005 on consolidating training. As of October 2017, DOD has not completed any actions to implement this recommendation.
    Recommendation: To improve the ability of the military departments to take advantage of any opportunities provided by recommendations to develop joint training capabilities in a future BRAC round, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness--in consultation with the Assistant Secretary of Defense for Energy, Installations, and Environment--to develop and provide specific guidance for the military departments to use in implementing recommendations designed to consolidate training to increase jointness.

    Agency: Department of Defense
    Status: Open

    Comments: DOD did not concur with our second recommendation to develop and provide specific guidance for the military departments to use in implementing recommendations designed to consolidate training to increase jointness in the event of future BRAC rounds. As of October 2017, DOD has not completed any actions to implement this recommendation.
    Recommendation: To improve DOD's ability to estimate savings, if any, from future consolidation of training--including any consolidation resulting from a future BRAC round--the Secretary of Defense should direct the military departments to develop baseline cost data.

    Agency: Department of Defense
    Status: Open
    Priority recommendation

    Comments: DOD did not concur with the recommendation to develop baseline cost data in the event of any future consolidation of training. As of October 2017, DOD has not completed any actions to implement this recommendation.
    Recommendation: To improve the accounting of any future BRAC rounds, the Secretary of Defense should direct the Assistant Secretary of Defense for Energy, Installations, and Environment to issue guidance clarifying what costs should be included in final BRAC accounting.

    Agency: Department of Defense
    Status: Open

    Comments: DOD partially concurred with our fourth recommendation, to issue clarifying guidance regarding what costs should be included in final BRAC accounting. As of October 2017, DOD has not completed any actions to implement this recommendation. A DOD official stated that any action will be dependent on a future BRAC round and an oversight process similar to the 2005 BRAC round.
    Director: Chris Currie
    Phone: (404) 679-1875

    1 open recommendations
    Recommendation: To enable FEMA to and more effectively respond to disasters, the Secretary of Homeland Security should direct the FEMA Administrator to develop a workforce strategy to manage and improve retention that includes a process for systematically gathering attrition data and a plan to retain IMAT Cadre-of On-Call Response Employees.

    Agency: Department of Homeland Security
    Status: Open

    Comments: In April 2017, FEMA provided an update on the status of actions taken in response to our report. In the update, FEMA officials said they had issued a new FEMA Human Capital Strategic Plan for fiscal years 2016-2020 that includes an objective to build a scalable and skilled workforce with associated measures including a decrease in attrition rate for permanent full time employees, and an increase in disaster workforce through improvements in the recruitment and retention of incident management employees. FEMA also stated that pay issues and work-life balance have been identified as contributing to retention on National Type I and Regional Type II IMATs. FEMA is actively addressing the pay issues. FEMA provided a brief summary of the actions being taken--which includes development of a policy that provides information on establishing base pay under the new pay system, movement within the pay bands, and merit-based increases is in development. Until completion of the action items, this recommendation will remain open. FEMA officials plan to provide a status update in October 2017.
    Director: Kathleen M. King
    Phone: (202) 512-7114

    1 open recommendations
    Recommendation: To ensure that HHS workforce efforts meet national needs, the Secretary of Health and Human Services should develop a comprehensive and coordinated planning approach to guide HHS's health care workforce development programs--including education, training, and payment programs--that (1) includes performance measures to more clearly determine the extent to which these programs are meeting the department's strategic goal of strengthening health care; (2) identifies and communicates to stakeholders any gaps between existing programs and future health care workforce needs identified in the Health Resources and Services Administration's workforce projection reports; (3) identifies actions needed to address identified gaps; and (4) identifies and communicates to Congress the legislative authority, if any, the Department needs to implement the identified actions.

    Agency: Department of Health and Human Services
    Status: Open

    Comments: In December 2016, HHS indicated that the agency had not yet taken steps to implement a comprehensive workforce planning effort. Officials said that for the FY2018 cycle, HHS had planned to expand its group developing legislative proposals to include budget issues and gaps that warrant attention. While it did not do so during that cycle, officials indicated that they would recommend this broader approach to workforce planning for future budget and legislative cycles.
    Director: David Wise
    Phone: (202) 512-2834

    1 open recommendations
    Recommendation: The Administrator of the General Services Administration should develop a legislative proposal to enhance accountability for government-wide implementation of the Act. GSA should consider including the following in its proposal: (1) establishing authorities for a single agency to monitor and enforce implementation of the Act; (2) establishing agency responsibilities for reporting progress on implementation of the Act; (3) establishing agency responsibilities for assessing employee skill levels related to the Act and identifying training that allows employees to develop and retain skills required by the Act; and (4) establishing an interagency group to further government-wide collaboration on implementation of the Act.

    Agency: General Services Administration
    Status: Open

    Comments: In response to our recommendation, GSA agreed to work with other agencies to evaluate whether additional legislative changes would improve the speed and efficiency of implementation. In October 2017, GSA informed us they intend to submit a legislative proposal to Congress as part of the FY 2019 budget process. We will continue to monitor GSA actions.
    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: Brenda S. Farrell
    Phone: (202) 512-3604

    6 open recommendations
    Recommendation: To promote and enhance familiarity with values-based ethical decision-making across the department, the Secretary of Defense should direct appropriate departmental organization(s), in consultation with the Office of General Counsel and the Senior Advisor for Military Professionalism (SAMP) or its successor organization(s), to assess the feasibility of expanding annual values-based ethics training to include currently non-mandatory recipients.

    Agency: Department of Defense
    Status: Open

    Comments: DOD concurred, with comment, with this recommendation, noting that the Office of the Senior Advisor for Military Professionalism is a temporary office established by Secretary Hagel for a two year term ending no later than March of 2016. DOD confirmed its position with regard to this recommendation on October 19, 2015. As of October 6, 2016, DOD has not responded to further inquiries regarding any actions it has taken to implement this recommendation.
    Recommendation: To ensure that the need for a department-wide values-based ethics program has been addressed, the Secretary of Defense should direct appropriate departmental organization(s), in consultation with the Office of General Counsel, to identify actions and timeframes for responding to the Panel on Contracting Integrity recommendation, including the 14 related 2012 study recommendations, or alternatively demonstrate why additional actions are unwarranted.

    Agency: Department of Defense
    Status: Open

    Comments: DOD concurred, with comment, with this recommendation, stating among other things that it has practices in place that are consistent with a number of the study recommendations and that it is most receptive to assessing and recommending implementation of additional measures. DOD confirmed its position with regard to this recommendation on October 19, 2015. As of October 6, 2016, DOD has not responded to further inquiries regarding any actions it has taken to implement this recommendation.
    Recommendation: To help inform decision makers on the SAMP's progress as well as the decision regarding the extension of the SAMP's term, the Secretary of Defense should direct the SAMP to define timelines and measures to assess its progress in completing its major tasks.

    Agency: Department of Defense
    Status: Open

    Comments: DOD did not concur with this recommendation, stating that the department will submit its Fiscal Year 2015 National Defense Authorization Act report on military programs and controls regarding professionalism to Congress on September 1, 2015, thereby satisfying the requirements of this recommendation. DOD confirmed its position with regard to this recommendation on October 19, 2015. As of October 6, 2016, DOD has not responded to further inquiries regarding any actions it has taken to implement this recommendation.
    Recommendation: To increase assurance that commanders are conducting command climate assessments in accordance with statutory requirements and departmental guidance, the Secretary of Defense should direct the Secretaries of the Air Force, the Army, and the Navy, and the Commandant of the Marine Corps to modify existing guidance or develop new guidance to comply with requirements set forth in the Fiscal Year 2014 National Defense Authorization Act and internal DOD guidance.

    Agency: Department of Defense
    Status: Open

    Comments: DOD partially concurred with this recommendation, stating that existing Army practice is consistent with the intent of departmental guidance for command climate survey utilization. DOD confirmed its position with regard to this recommendation on October 19, 2015. As of October 6, 2016, DOD has not responded to further inquiries regarding any actions it has taken to implement this recommendation.
    Recommendation: To better inform the department's approach to senior officers' professional development, the Secretary of Defense should direct the Secretary of the Navy, the Commandant of the Marine Corps, and the Chairman of the Joint Chiefs of Staff to assess the need for and feasibility of implementing 360-degree assessments for all general and flag officers.

    Agency: Department of Defense
    Status: Open

    Comments: DOD partially concurred with this recommendation, stating that it concurs with the recommendation to assess the need for and feasibility of implementing 360-degree assessments, or 360-degree-like feedback assessments, where they are not already being performed, but that it believes that it should only do so for general and flag officers at the three star ranks and below. DOD confirmed its position with regard to this recommendation on October 19, 2015. At that time, DOD also stated that it believes in a holistic approach to developing and assessing professionalism, noting, as an example, the Joint Staff's use of staff assistance visits and Senior Leader "roundtables" to complement the use of 360-degree assessments. As of October 6, 2016, DOD has not responded to further inquiries regarding any actions it has taken to implement this recommendation.
    Recommendation: To improve DOD's ability to assess its progress in addressing ethics and professionalism issues, the Secretary of Defense should direct the SAMP, through the Under Secretary of Defense for Personnel and Readiness, or SAMP's successor organization(s), to identify information sources and develop intermediate goals and performance metrics. At minimum, these performance metrics should be clear, quantifiable, and objective, and they should include a baseline assessment of current performance.

    Agency: Department of Defense
    Status: Open

    Comments: DOD concurred, with comment, with this recommendation, noting that the office of the Senior Advisor for Military Professionalism is a temporary office established by Secretary Hagel for a two year term ending no later than March of 2016. DOD confirmed its position with regard to this recommendation on October 19, 2015. As of October 6, 2016, DOD has not responded to further inquiries regarding any actions it has taken to implement this recommendation.
    Director: Joseph W. Kirschbaum
    Phone: (202) 512-9971

    2 open recommendations
    Recommendation: To assist U.S. installations in protecting against insider threats, the Secretary of Defense should direct the military services to share information about actions U.S. installations have taken to address insider threats by consistently using existing mechanisms--such as working groups, lessons-learned information systems, and antiterrorism web portals.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To assist DOD leadership in their oversight and decision-making process, the Secretary of Defense should direct the DOD leaders on the Mission Assurance Coordination Boards and the military services to take steps to improve the consistency of reporting and monitoring of the implementation of recommendations from the independent review of the 2009 Fort Hood shooting. Such steps could include DOD and the military services developing criteria for consistent reporting on the progress of recommendations and the military services providing periodic reports to the Mission Assurance Coordination Boards on the status of Fort Hood recommendations at the service level and installation level.

    Agency: Department of Defense
    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

    3 open recommendations
    Recommendation: To provide greater visibility over the extent to which Army UAS units have completed required training to leaders responsible for deployment decisions, the Secretary of Defense should direct the Secretary of the Army to require unit status reports to include information on the readiness levels of UAS pilots in UAS units.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help ensure that Army UAS pilots receive the highest caliber of training to prepare them to successfully accomplish UAS missions, the Secretary of Defense should direct the Secretary of the Army to take additional steps to mitigate potential risks posed by its waiver of course prerequisites for less experienced UAS pilots attending the course to become instructors, such as by providing additional preparation for current and future instructors who do not meet one or more course prerequisites to enhance their ability to successfully provide training.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To increase opportunities to improve the effectiveness and efficiency of UAS pilot training across DOD, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to address how the services should coordinate with one another in the strategy on UAS pilot training that the Office of the Under Secretary of Defense for Personnel and Readiness is current drafting.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Robert Goldenkoff
    Phone: (202) 512-2757

    3 open recommendations
    including 3 priority recommendations
    Recommendation: To assist the interagency working group, known as the Federal Agency Skills Team (FAST), to better identify government-wide skills gaps having programmatic impacts and measure its progress towards closing them, the Director of OPM--in conjunction with the CHCO Council--should strengthen its approach and methodology by (1) assisting FAST in developing goals for closing skills gaps with targets that are both clear and measurable; (2) working with FAST to design outcome-oriented performance metrics that align with overall targets for closing skills gaps and link to the activities for addressing kills gaps; (3) incorporating greater input from subject matter experts, as planned; and (4) ensuring FAST consistently follows key practices for project planning.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: As of October 2016, OPM has sought to strengthen the methodology for closing skills gaps by offering skills gap closure training to 1) agency officials with respect to agency-specific skills gaps, and 2) interagency working groups with respect to government-wide skills gaps. Held during the spring of 2016, this OPM-led training sought to provide agency officials with methodologies for identifying the root causes for skills gaps, as well as provide assistance in developing action plans for implementing and monitoring their strategies to address these skills gaps. OPM officials stated that these interagency teams will report on a quarterly basis to the OPM Director on their progress to implement these strategies, beginning in January 2017. OPM, in conjunction with OMB, agencies, and the CHCO Council, needs to ensure that this infrastructure is implemented as developed.
    Recommendation: To ensure that OPM builds the predictive capacity to identify emerging skills gaps across the government--including the ability to collect and use reliable information on the competencies of the federal workforce for government-wide workforce analysis--the Director of OPM should (1) establish a schedule specifying when OPM will modify its Enterprise Human Resources Integration database to capture staffing data that it currently collects from agencies through its annual workforce data reporting process; and (2) work with agency CHCOs to bolster the ability of agencies to assess workforce competencies by sharing competency surveys, lessons learned, and other tools and resources.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: As of October 2016, officials reported that OPM has partnered with the Chief Learning Officers Council to leverage resources to develop a framework to support agencies efforts to develop competency assessments. Additionally, OPM reported that it has created an internal working group to determine whether its Enterprise Human Resources Integration (EHRI) personnel database can support having a predictive capacity for identifying emerging skills gaps across the government, including the ability to collect and use information on the competencies of the federal workforce. OPM needs to work with agencies to improve competency assessment across the government and to pursue modifying EHRI to support the collection of staffing and competency data.
    Recommendation: To help agencies and OPM better monitor progress toward closing skills gaps within agencies and government-wide, the Director of OPM should (1) work with the CHCO Council to develop a core set of metrics that all agencies should use as part of their HRstat data-driven reviews; and (2) coordinate with FAST personnel and explore the feasibility of collecting information needed by FAST as part of agencies' HRstat reviews.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: As of October 2016, officials reported that OPM has partnered with the CHCO Council to implement a government-wide set of metrics for use as part of a government-wide benchmarking effort. However, it has no plans to coordinate the data collection efforts of agencies' HRstat reviews with the collection efforts of OPM's and agencies' working groups to identify and address skills gaps. OPM stated that coordinating the data collection was not possible because agencies' HRstat reviews have different goals and collect different types of data than the working groups. We maintain that action on our recommendation is important because it is likely that the core metrics collected under HRstat could help inform the efforts of the working groups and thus reduce duplicative efforts. Moreover, the use of a core set of metrics from agencies' HRstat reviews could aid in monitoring actual progress in closing skills gaps government-wide.
    Director: Yvonne D. Jones
    Phone: (202) 512-2717

    1 open recommendations
    Recommendation: Any federal agency designated to investigate future USERRA claims against federal executive agencies should undertake efforts to increase the response rate of the customer satisfaction survey if it continues to be administered, so more tenable conclusions can be drawn from its data. Such efforts may include follow-up phone calls to nonrespondents, additional email notifications requesting participation in the survey, or making the survey easier to complete and submit.

    Agency: Department of Labor
    Status: Open

    Comments: In February 2016, Department of Labor Veterans Employment and Training Service (DOL/VETS) reported their office is handling all USERRA complaints, Federal and non-Federal following conclusion of the demonstration project with OSC. DOL/VETS reported the agency deployed its customer satisfaction survey in May 2016 and will be monitoring and collecting responses on a quarterly basis. The agency plans to employ the same follow-up technique used during the demonstration project and will determine if additional follow-up emails are warranted.
    Director: Daniel Bertoni
    Phone: (202) 512-7215

    3 open recommendations
    including 1 priority recommendation
    Recommendation: To improve the ability of the agency to detect and prevent potential physician-assisted fraud, and to address potential disincentives for staff to detect and prevent physician-assisted fraud, SSA should review the standards used to assess DDS performance; and develop and distribute promising practices to incentivize staff to better balance the goal of processing claims promptly with the equally important goal of identifying and reporting evidence of potential fraud.

    Agency: Social Security Administration
    Status: Open

    Comments: SSA partially agreed with this recommendation, citing that their employees take their stewardship responsibilities seriously and that field office and disability determination services (DDS) employees are the agency's first and best line of defense against fraud. In 2016, the agency reported that it was working with experts in its OIG and Office of Anti-Fraud Programs to develop and disseminate promising practices on identifying and reporting fraud. We will close this recommendation once SSA takes steps to review its standards for assessing DDS performance and disseminates the best practices it is developing.
    Recommendation: To improve the ability of the agency to detect and prevent potential physician-assisted fraud, and to address the potential risks associated with medical evidence submitted by sanctioned physicians, SSA should evaluate the threat posed by this information and, if warranted, consider changes to its policies and procedures.

    Agency: Social Security Administration
    Status: Open

    Comments: As of 2016, SSA reported that it was pursuing several options to address the potential risks of medical evidence submitted by sanctioned physicians. This included determining how it could use licensure information from the List of Excluded Individuals and Entities. SSA stated that it believes the best opportunity to further evaluate the possible review of the license statuses of medical evidence providers is in conjunction with the implementation of the National Vendor File, part of the national Disability Case Processing System, which is under development. In addition, SSA reported it had drafted two Social Security Rulings to define fraud and to provide processes for disregarding evidence and making redeterminations in disability claims when there is reason to believe that fraudulent evidence was provided. We will close this recommendation once SSA articulates a strategy for using license status information in the vendor file and it finalizes its rulings.
    Recommendation: To improve the ability of the agency to detect and prevent potential physician-assisted fraud, and to help ensure new initiatives that use analytics to identify potential fraud schemes are successful, SSA should develop an implementation plan that identifies both short- and long-term actions, including: (1) timeframes for implementation; (2) resources and staffing needs; (3) data requirements, e.g., the collection of unique medical provider information; (4) how technology improvement will be integrated into existing technology improvements such as the Disability Case Processing System and National Vendor File; and (5) how different initiatives will interact and support each other.

    Agency: Social Security Administration
    Status: Open
    Priority recommendation

    Comments: Since fiscal year 2015, SSA has taken several steps that will help the agency to combat fraud, waste, and abuse. SSA established the Office of Anti-Fraud Programs to provide centralized oversight and accountability for the agency's initiatives, which, in consultation with the Office of the Inspector General and other SSA components, will lead the development of SSA's anti-fraud initiatives and activities. This includes efforts to mitigate fraud through data analytics that utilize SSA's existing data systems. SSA developed a strategic plan for fiscal years 2016-2018 to guide its anti-fraud efforts that includes the use of data analytics. However, this plan does not specifically address actions to combat potential physician-assisted fraud. As of April 2017, SSA stated that it continued to develop a fraud management strategy that is consistent with the leading practices identified in GAO's report. Once the strategy is complete, SSA plans to conduct a fraud risk assessment on its major lines of business, beginning with the disability program in fiscal year 2017. We will continue to monitor SSA's progress to identify and prevent fraud schemes that include physicians.
    Director: Maurer, Diana C
    Phone: (202) 512-9627

    2 open recommendations
    Recommendation: To ensure effective evaluation of federal training programs and enhance DHS's stewardship of resources for federal training programs, the Secretary of Homeland Security should direct DHS components to ensure that their documented training evaluation processes fully address attributes for effective training evaluation processes as they are drafted, updated, or revised.

    Agency: Department of Homeland Security
    Status: Open

    Comments: In September 2014, we reported on the Department of Homeland Security's (DHS) training efforts, including the extent to which DHS has a documented process to evaluate training and development programs. We found that all five DHS components in GAO's review--U.S. Customs and Border Protection, U.S. Immigration and Customs Enforcement, the U.S. Coast Guard, the Transportation Security Administration, and the Federal Law Enforcement Training Center--have a documented process to evaluate their training programs. Their documented processes fully included three of six attributes of effective training evaluation processes identifying goals, programs to evaluate, and how results are to be used. However, the documented processes did not consistently include the other three attributes: methodology, timeframes, and roles and responsibilities. We concluded that by updating documentation to address these attributes, DHS components would have more complete information to guide its efforts in conducting effective evaluations. We therefore recommended that DHS direct its components to ensure that their documented training evaluation processes fully address attributes for effective training evaluation processes as they are drafted, updated, or revised. In September 2016, DHS officials reported that a DHS-wide self-audit of training evaluation processes was completed on March 31, 2016 and found that DHS has current documentation addressing effective learning evaluation programs and that there are commonalities in evaluation procedures across the components. As a part of the self-audit, components provided policy and procedures documents related to their training evaluation processes and found that they adhere to sound instructional systems design models. However, the self-audit focused on identifying the specific training evaluation practices for a sample of courses at each component and not whether the component-level guidance included the attributes for effective training evaluation processes we identified in our report. Further, although DHS updated its department-wide guidance on training evaluation in April 2016 to incorporate the attributes for effective training evaluation processes and some components have followed suit, other components have not. For example, we found that some components, such as Customs and Border Protection and the U.S. Coast Guard, had updated their training evaluation guidance to include the attributes we identified in our report. Others, such as U.S. Immigration and Customs Enforcement were in the process of updating their guidance. However, as of April 2017, the guidance from the Transportation Security Administration remained in draft and the guidance from the Federal Law Enforcement Training Center had not been updated since our review. Therefore, this recommendation remains open pending action on the above noted items.
    Recommendation: To ensure effective evaluation of federal training programs and enhance DHS's stewardship of resources for federal training programs, the Secretary of Homeland Security should identify existing challenges that prevent DHS from accurately capturing training costs department-wide and, to the extent that the benefits of addressing those challenges exceed the costs, implement corrective measures to overcome these challenges..

    Agency: Department of Homeland Security
    Status: Open

    Comments: In September 2014, we reported on the Department of Homeland Security's (DHS) training efforts, including the extent to which DHS has a documented process to reliably capture costs. We found that DHS identified efficiencies and cost savings for delivering a number of training programs. However, different methods are used for capturing training costs across the department, which poses challenges for reliably capturing these costs across DHS. Components capture training costs differently, contributing to inconsistencies in training costs captured across DHS. Variation in methods used to collect data can affect the reliability and quality of DHS-wide training program costs. However, DHS has not identified all challenges that contribute to these inconsistencies. We concluded that DHS could improve its awareness about the costs of training programs DHS-wide and thereby enhance its resource stewardship by identifying existing challenges that prevent DHS from accurately capturing training costs and implementing corrective measures. We therefore recommended that DHS identify existing challenges that prevent DHS from accurately capturing training costs department-wide and, to the extent that the benefits of addressing those challenges exceed the costs, implement corrective measures to overcome these challenges. As of September 2016, DHS reported that its Office of the Chief Human Capital Officer and Office of the Chief Financial Officer worked together to research the issue and determine the best course of action to standardize training cost reporting. However, this did not require a formal root cause analysis. In order to identify a way for the components to capture training costs in a standardized manner, DHS formed a Tiger Team that included officials from each component which identified 12 common functional areas for training to capture training costs. Components were directed to prepare implementation plans outlining how they will begin capturing cost data within the identified functional training areas and, according to DHS, began capturing the data on September 29, 2016. In January 2017, the DHS Chief Financial Officer provided guidance to the components as to how they are to report their training costs to DHS on a quarterly basis. Components provided their first quarterly submission to DHS in January 2017. These steps are in line with the intent of our recommendation. This recommendation will remain open as we monitor its continued implementation over the next two quarters.
    Director: Charles Michael Johnson, Jr.
    Phone: (202) 512-7331

    4 open recommendations
    including 4 priority recommendations
    Recommendation: To strengthen State's ability to ensure that U.S. civilian personnel are in compliance with the FACT training requirement, the Secretary of State should identify a mechanism to readily determine the universe of assigned U.S. civilian personnel under chief-of-mission authority who are required to complete FACT training.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: State concurred with this recommendation, but has not yet identified a mechanism to readily determine the universe of assigned U.S. civilian personnel under chief-of-mission authority who are required to complete FACT training. As of March 2017, GAO continues to monitor State's efforts to implement this recommendation.
    Recommendation: To strengthen State's ability to ensure that U.S. civilian personnel are in compliance with the FACT training requirement, the Secretary of State should take steps to ensure that management personnel responsible for assigning personnel to designated high-threat countries consistently verify that all assigned U.S. civilian personnel under chief-of-mission authority who are required to complete FACT training have completed it before arrival in the designated high-threat countries.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: State agreed with the recommendation, and on July 7, 2014--subsequent to our report issuance and addressing this finding--State issued a memo to all agencies that states that it is the responsibility of each agency to ensure its employees are in compliance with FACT training requirements prior to travel to the relevant posts. The memo also requires employees to provide a FACT completion certificate to posts upon request. In October 2016, State officials reported that State had rolled out a ClassNet SharePoint site, and that they expected that the site would include Bureau of Near Eastern Affairs and Bureau of South and Central Asian Affairs posts by January 1, 2017. The SharePoint site allows designated users in Washington, D.C. and at posts to access the Foreign Service Institute's training records database. As of March 2017, GAO continues to monitor State's efforts to fully address the recommendation.
    Recommendation: To strengthen State's ability to ensure that U.S. civilian personnel are in compliance with the FACT training requirement, the Secretary of State should take steps to ensure that management personnel responsible for granting country clearance consistently verify that all short-term TDY U.S. civilian personnel under chief-of-mission authority who are required to complete FACT training have completed it before arrival in the designated high-threat countries.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: In response to GAO's recommendation, as of March 2017, State had taken several steps to ensure that the electronic Country Clearance (eCC) is easier for personnel to use, but these steps do not ensure that the personnel responsible for verifying FACT training before deployment are doing so. For instance, State updated the current eCC to require personnel traveling to High Threat, High Risk Posts to certify FACT training, with radio buttons for the following: (1) whether the stay is greater than 45 days; (2) whether the traveler has spent more than 45 total days at a High Threat, High Risk Post within the last 365-days; and (3) whether the traveler has completed FACT. If the eCC user responds that the traveler has not taken FACT, he or she must provide a justification. In addition, the eCC system requires personnel traveling to High Threat, High Risk Posts to certify whether they have completed FACT and to provide the completion date. When the eCC user enters this information, he or she is prompted with a box that instructs him or her to "provide documentation of FACT Training (e.g. Certificate) upon arrival at Post" and to click OK to continue. Since May 2016, the agency had been developing a new eCC application that will include automated checks of training records. Agency officials expect to produce this new application in the summer of 2017. GAO continues to monitor State's efforts to fully address the recommendation.
    Recommendation: To strengthen State's ability to ensure that U.S. civilian personnel are in compliance with the FACT training requirement, the Secretary of State should monitor or evaluate overall levels of compliance with the FACT training requirement among U.S. civilian personnel under chief-of-mission authority who are subject to the requirement.

    Agency: Department of State
    Status: Open
    Priority recommendation

    Comments: As of May 2015, State officials said that they are developing a plan to utilize various electronic systems to monitor overall levels of compliance for assigned and short-term TDY personnel. The plan is being developed iteratively and is subject to change based on findings and lessons learned from each stage as well as constraints based on cyber security compliance. As of March 2017, State did not report further progress on this recommendation.
    Director: Rebecca Gambler
    Phone: (202) 512-8777

    1 open recommendations
    Recommendation: To better ensure DSOs' and students' compliance with OPT requirements, and strengthen efforts to identify and assess potential risks in OPT, the Director of ICE should direct SEVP to develop and distribute guidance to DSOs on how to determine whether a job is related to a student's area of study and require DSOs to provide information in SEVIS to show that they took steps, based on this guidance, to help ensure that the student's work is related to the area of study.

    Agency: Department of Homeland Security: United States Immigration and Customs Enforcement
    Status: Open

    Comments: As of April 2015, SEVP has made progress in developing employment guidance to support DSOs in determining whether a job is related to a student's area of study and requiring DSOs to provide such information in SEVIS. SEVP stated that it has drafted such guidance and it is being reviewed by SEVP subject matter experts. In addition, SEVP stated that it is developing information requirements for DSOs to attest that they adhered to the new employment guidance document in SEVIS, which requires system enhancements. In May 2016, the new STEM OPT regulation went into effect and, among other things, SEVP officials stated that it requires much greater detail on the scope of the employment and how it is related to the earned degree. As of October 2016, SEVP expects that non-STEM guidance on field of study will be finalized by the second quarter of fiscal year 2017.
    Director: St James, Lorelei
    Phone: (202) 512-2834

    1 open recommendations
    Recommendation: As part of the development of a national maritime strategy and a national freight strategic plan, the Secretary of Transportation should direct MARAD--in consultation with maritime industry stakeholders--to study and identify any potential problems in ensuring that U.S. mariners are adequately trained to meet the needs of the entire maritime industry, including the domestic waterways. Public forums, such as MARAD's roundtable discussions, could serve as a means for gaining industry input on potential training issues.

    Agency: Department of Transportation
    Status: Open

    Comments: On April 7, 2017 GAO requested an update on the status of MARAD's position on whether or not the recommendation would be implemented. In June 2016, MARAD indicated that it had not made this determination. In response to GAO's latest inquiry, MARAD indicated that it was in the process of checking on whether any action had been taken within the agency to implement the recommendation.
    Director: Brown, Kay E
    Phone: (202) 512-7215

    2 open recommendations
    Recommendation: In order to help inform federal, state, and local initiatives to prevent and respond to child sexual abuse by school personnel, the Secretary of Education should lead an effort, in collaboration with the Secretary of HHS and the Attorney General, to leverage resources, expertise, and capacities across the departments to determine the most cost-effective way to disseminate federal information so that relevant state and local educational agencies, child welfare agencies, and criminal justice entities are aware of and have access to it.

    Agency: Department of Education
    Status: Open

    Comments: In May 2016, the Department of Education reported that on November 16, 2015, the Office of Safe and Healthy Students within the Office of Elementary and Secondary Education convened a meeting with federal partners to explore ways in which the agencies can better support states and to devise dissemination strategies for sharing information and providing technical assistance in the most cost- effective ways to state and local educational agencies and child welfare agencies, and ensure that resources are accessible to the various stakeholders. It noted several next steps including creating and implementing a Federal dissemination plan for the new adult sexual misconduct guidance, repository of federal resources, and for information on all state-level mandates and policies addressing adult sexual misconduct in schools. GAO will consider this recommendation closed when the department provides timelines for the completion of these activities and documentation of their completion.
    Recommendation: In order to help inform federal, state, and local initiatives to prevent and respond to child sexual abuse by school personnel, the Secretary of Education should lead an effort, in collaboration with the Secretary of HHS and the Attorney General, to leverage resources, expertise, and capacities across the departments to identify mechanisms to better track and analyze the prevalence of child sexual abuse by school personnel through existing federal data collection systems, such as the School Survey on Crime and Safety, the National Child Abuse and Neglect Data System, and the National Crime Victimization Survey.

    Agency: Department of Education
    Status: Open

    Comments: The Department of Education reported that experts within the National Center for Education Statistics (NCES) consulted with research partners in the Department of Justice and academic research experts to determine if an effective item or item set about this important issue could be derived. After review of extant sources and consultation with item development experts, a clear question that would result in meaningful information from school administrator respondents could not be developed. They also noted that they understand there is continuing interest on this issue and will continue studying item possibilities for the next School Survey on Crime and Safety (SSOCS) provided the collection is funded. As of May 2016, NCES does not have funds to field SSOCS after 2016, but there is a request in the 2016 budget to support a 2018 collection. GAO will consider this recommendation closed when the department has taken the above mentioned action to continue studying item possibilities for the next SSOCS if the collection is funded.
    Director: Dinapoli, Timothy J
    Phone: (202) 512-4841

    3 open recommendations
    Recommendation: To better position DOD to determine whether its actions have improved service acquisition, the Principal Deputy Under Secretary of Defense for Acquisition, Technology, and Logistics, in consultation with the military departments' senior services managers, should identify baseline data on the status of service acquisition, in part, by using budget and spending data and leveraging its ongoing efforts to gauge the effects of its actions to improve service acquisition.

    Agency: Department of Defense: Office of the Secretary of Defense: Office of the Under Secretary of Defense for Acquisition, Technology, and Logistics
    Status: Open

    Comments: DOD concurred with our recommendation and is in the process of developing baseline data on the current status of its service acquisitions. In July 2014, DOD issued its annual Performance of the Defense Acquisition report. For the first time, this report included information on its contracted services, such obligations for each service portfolio group, competition rates, and small business participation information. DOD expects to develop service acquisition related goals and metrics in 2017 from which it can develop additional baseline data.
    Recommendation: To better position DOD to determine whether its actions have improved service acquisition, the Principal Deputy Under Secretary of Defense for Acquisition, Technology, and Logistics, in consultation with the military departments' senior services managers, should develop specific goals associated with their actions to improve service acquisition.

    Agency: Department of Defense: Office of the Secretary of Defense: Office of the Under Secretary of Defense for Acquisition, Technology, and Logistics
    Status: Open

    Comments: DOD concurred with our recommendation and is in the process of developing service acquisition goals and metrics as well as an action plan for improving service acquisition. As of February 2017, DOD began a review of internal guidance that will include an analysis of the roles, responsibilities, authorities, goals, metrics, and structure associated with managing service acquisitions.
    Recommendation: To better position DOD to determine whether its actions have improved service acquisition, the Principal Deputy Under Secretary of Defense for Acquisition, Technology, and Logistics, in consultation with the military departments' senior services managers, should establish metrics to assess progress in meeting these goals.

    Agency: Department of Defense: Office of the Secretary of Defense: Office of the Under Secretary of Defense for Acquisition, Technology, and Logistics
    Status: Open

    Comments: DOD concurred with our recommendation and is in the process of developing service acquisition goals and metrics as well as an action plan for improving service acquisition. As of February 2017, DOD began a review of internal guidance that will include an analysis of the roles, responsibilities, authorities, goals, metrics, and structure associated with managing service acquisitions.
    Director: Russell, Cary B
    Phone: (202) 512-5431

    3 open recommendations
    including 1 priority recommendation
    Recommendation: To further the integration of operational contract support into all of the services' planning, the Secretary of Defense should direct the Secretaries of the Navy and Air Force to provide comprehensive service-wide guidance for the Navy, Marine Corps, and Air Force that describes how each service should integrate operational contract support into its respective organization to include planning for contingency operations.

    Agency: Department of Defense
    Status: Open
    Priority recommendation

    Comments: As of September 2017, the Marine Corps and Air Force has developed OCS guidance; however, the Navy has not. In September 2016, the Marine Corps published Marine Corps Order 4200.34 on the manning, equipping and training of OCS capability. The Corps has established a new task list to define OCS as an essential wartime fighting capability, which provides units the foundation and ability to establish Mission Essential Tasks (METs) needed to effectively and efficiently measure and report OCS mission readiness. Marine Corps also developed and published an OCS career progression plan. The Air Force has taken steps to incorporate OCS into existing guidance, and the Secretary of the Air Force issued a memorandum in April 2016 providing guidance on integrating OCS into the total force. Additionally, Air Force issued AFI 64-105, Contingency Contracting Support, in August 2016. The Navy has begun drafting-but not yet issued-an instruction for internal review. Until all the services issue OCS guidance, this recommendation will remain open.
    Recommendation: To further the integration of operational contract support into all areas of the operation planning process, the Secretary of Defense should direct the Chairman of the Joint Chiefs of Staff to focus its training about operational contract support, which is currently focused on the logistics planners, on training all planners at the combatant commands and components as necessary.

    Agency: Department of Defense
    Status: Open

    Comments: As of September 2017, DOD has taken steps to focus OCS training to all planners, including those outside the logistics directorate. In December 2015, the Joint Staff J7 certified the Joint OCS Planning and Execution (JOPEC) course of instruction for Joint training. The Joint Staff, per this training certification, is working with the Joint Deployment Training Center and the Joint Force Staff College to provide student administrative and course catalog support for future JOPEC training. Due to demand for JOPEC training by the Combatant Commands and Services, an eighth JOPEC training course was added in late FY2015. In September 2017, OSD officials stated that a detailed analysis of alternatives required to transition JOPEC to a traditional program is on track to be completed by the end of fiscal year 2017. Results will be presented to Joint Staff senior leadership and the operational contract support Functional Capabilities Integration Board during the first quarter of fiscal year 2018. We will continue to monitor these efforts and this recommendation will remain open.
    Recommendation: To enable the integration of operational contract support into service component command-level planning efforts, the Secretary of Defense should direct the Chairman of the Joint Chiefs of Staff to work with the military services as necessary to improve the level of expertise in operational contract support for the combatant commands' components.

    Agency: Department of Defense
    Status: Open

    Comments: DOD has taken steps to improve the level of OCS expertise at the component commands. Since September 2013, the Army has complemented Joint Staff efforts by converting its Army Tactics, Techniques, and Procedures 4-10 into a Multi-Service TIP (MTTP) as a part of the DoD OCS Action Plan. The Army issued the MTTP in February 2016. Air Force and Marine Corps have also issued OCS guidance, but as of September 2017, Navy has not. We will continue to monitor these and other efforts, and the recommendation will remain open at this time.
    Director: Jones, Yvonne D
    Phone: (202)512-2717

    2 open recommendations
    Recommendation: To improve federal training investment decision-making processes, the Director of OPM should include in existing or new OPM guidance or technical assistance additional information in the following areas: (1) Steps agencies should take and factors they should consider when prioritizing federal training investments agency-wide, including developing a process to rank training using criteria, such as expected demand for the investment from internal sources, availability of resources to support the effort, potential for increased revenue, and risk of unfavorable consequences if investments are not made. (2) Steps agencies should take and factors they should consider for comparing the merits of different delivery mechanisms and determining the mix of mechanisms to use, in order to ensure efficient and cost-effective delivery of federal training. Such guidance could include requesting that agencies consistently utilize Standard Form-182 to document and report training costs associated with the different delivery mechanisms employed.

    Agency: Office of Personnel Management
    Status: Open

    Comments: On February 18, 2015, OPM officials provided a document that summarized efforts that are underway to address the recommendation. According to the document, under the OMB/GSA Category Management Education & Training Initiative, OPM leads and participates on two working groups that are addressing federal training investment decision making. The working groups have been tasked with revamping several categories of training standards development; including improving federal training investment decisions and improving the quality of training data. According to OPM, the expected output is to measure impact, not just quantitative information, to inform data-driven decision-making on training investments. The document also stated that by the end of FY 2015, the working groups expect to complete three guides to include: 1) a draft of training prioritization standards; 2) standardization of, and guidance on, SF 182 and training data quality; and 3) guidance on developing sound training programs and financial plans for training. On May 25, 2016, OPM reported that it does not anticipate that the required activities necessary to fully respond to this recommendation will be fully complete and ready to submit before end of the fiscal year.
    Recommendation: To improve federal training investment decision-making processes, the Director of OPM should, in line with statutory and regulatory provisions on maintenance and reporting of training information, work with the CHCO Council to improve the reliability of agency training investment information by: (1) ensuring that agencies are familiar with and follow guidance outlined in OPM's Guide for the Collection and Management of Training Information regarding which training events should be documented as training and reported to OPM; (2) developing policies to strengthen the utilization of Standard Form- 182 to document and report training costs; (3) encouraging agencies through guidance and technical assistance, to develop policies that require consistent reporting of training data to their learning management systems; and (4) encouraging each agency to assess its existing training information system(s) and identify whether it is providing complete and reliable data and, if not, to develop approaches to improve the system(s), in order to do so.

    Agency: Office of Personnel Management
    Status: Open

    Comments: On February 18, 2015, OPM officials provided a document that summarized efforts that are underway to address the recommendation. According to the document, during FY 14, OPM & CLOC co-chaired a working group to develop proposed standardized data elements/metrics and data quality scorecard. This task has been folded into the agenda of the OPM-led working groups under the OMB/GSA Category Management Initiative. OPM stated that by September 30, 2015, it expects to develop and approve proposed standardized data elements and metrics and a quality scorecard. In the summer of 2014, OPM administered a survey to the Training & Development List Serv members on the utilization of OPM's Training and Development Wiki on opm.gov. Survey results revealed that over 50% of the respondents were not aware of the Wiki. A plan to revitalize the Wiki in order to provide improved guidance to agencies has been developed but OPM's Employee Services still needs to determine what funding is available for the product. On May 25, 2016, OPM reported that it does not anticipate that the required activities necessary to fully respond to this recommendation will be fully complete and ready to submit before end of the fiscal year.
    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.
    Director: Wise, David J
    Phone: (202)512-3000

    1 open recommendations
    Recommendation: To establish accountability for meeting the programs' goal of increasing the participation of traditionally underrepresented groups in the highway construction workforce, the Secretary of Transportation should direct the FHWA Administrator to create and implement an oversight mechanism that (1) holds states accountable for meeting federal training criteria and (2) clearly stipulates how FHWA will assess state program effectiveness, including what type of program achievement data states are to submit and how such data will be used. This oversight mechanism should include assessing the effectiveness of its division offices in overseeing state activities.

    Agency: Department of Transportation
    Status: Open

    Comments: FHWA has taken steps to implement an oversight mechanism that may address this recommendation. FHWA officials anticipate completing their work in response to this recommendation in mid- to late 2017.
    Director: Melvin, Valerie C
    Phone: (202)512-6304

    2 open recommendations
    Recommendation: To help ensure that the development and implementation of IDR and One PI are successful in helping the agency meet the goals and objectives of its program integrity initiatives, the Administrator of CMS should implement and manage plans for incorporating data in IDR to meet schedule milestones.

    Agency: Department of Health and Human Services: Centers for Medicare and Medicaid Services
    Status: Open

    Comments: While CMS has incorporated shared systems Medicare Part A (insurance for hospital and other inpatient services), Part B (insurance for hospital outpatient, physician, and other services), and three states' Medicaid data into IDR, it has not yet implemented and managed plans for incorporating all states' Medicaid data, as GAO recommended in June 2011. As a result, the repository does not yet include all the data that were planned to be incorporated by the end of 2012, and efforts to add the remaining states' Medicaid data to IDR continue to be behind schedule. As of March 2017, agency officials are working to develop plans to integrate all states' data into IDR as part of ongoing program integrity initiatives.
    Recommendation: To help ensure that the development and implementation of IDR and One PI are successful in helping the agency meet the goals and objectives of its program integrity initiatives, the Administrator of CMS should define any measurable financial benefits expected from the implementation of IDR and One PI.

    Agency: Department of Health and Human Services: Centers for Medicare and Medicaid Services
    Status: Open

    Comments: As of March 2017, CMS officials reported that they have identified areas of potential cost savings to be achieved by requiring program integrity contractors to use IDR and One PI, as GAO recommended in June 2011. CMS is awarding new contracts to include this requirement, which is expected to result in the agency no longer funding contractors' efforts to establish and maintain their own data warehouses and analytical tools. However, not all of the contracts have been awarded and, therefore, the requirement has not been fully implemented. Until all the new contracts have been awarded that require the contractors to use IDR and One PI for program integrity purposes, CMS will not have reasonable assurance that using the systems will help improve CMS's ability to detect fraud, waste, and abuse in the Medicare and Medicaid programs, and to achieve the $21 billion in financial benefits program officials projected.
    Director: Dicken, John E
    Phone: (202)512-7043

    2 open recommendations
    Recommendation: To address state agency practices and external pressure that may compromise survey accuracy, the Administrator of CMS should reestablish expectations through guidance to state survey agencies that noncitation practices--official or unofficial--are inappropriate, and systematically monitor trends in states' citations.

    Agency: Department of Health and Human Services: Centers for Medicare and Medicaid Services
    Status: Open

    Comments: September 2017: HHS reported CMS is working to address this recommendation. We will update the status of this recommendation when we receive further information. September 2016: CMS has not yet provided additional information. GAO will update the recommendation, as appropriate, when information is received. July 2015: CMS indicated it will provide GAO with updated actions in early 2016. May 2014: Though the best method to address external pressures on State Agencies was not identified, CMS is continuing to address the consistency, effectiveness, and integrity of the survey process through the following activities: reviewing citation patterns for the nursing home surveys; systematically identifying and testing opportunities to make the survey process more efficient and effective; and holding monthly CO and RO calls to address consistencies in the survey and enforcement process. CMS Regional Offices also routinely hold conference calls (e.g., monthly) with the State Survey Agencies in their region to address survey, enforcement and certification issues and conduct the federal validation survey of the state's findings. CMS is looking to review specific regulatory deficiencies for trends and areas where additional guidance is needed. Anticipated completion date of October 31, 2014. June 2013: Though the best method to address external pressures on State Agencies was not identified. CMS is continuing to address the consistency, effectiveness, and integrity of the survey process through the following activities: reviewing citation patterns for the nursing home surveys; systematically identifying and testing opportunities to make the survey process more efficient and effective; and holding monthly CO and RO calls to address consistencies in the survey and enforcement process. CMS Regional Offices also routinely hold conference calls (e.g., monthly) with the State Survey Agencies in their region to address survey, enforcement and certification issues and conduct the federal validation survey of the state's findings. September 2010: CMS held a State/Federal meeting in April 2010. The discussion with the State/Federal meeting did not shed light on best method to address possible external pressures on State Agencies. Some expressed that poor documentation/inadequate investigation may cause deficiencies to be dropped and not necessarily external pressure. They will continue to work on developing next steps.
    Recommendation: To address state agency practices and external pressure that may compromise survey accuracy, the Administrator of CMS should establish expectations through guidance to state survey agencies to communicate and collaborate with their CMS regional offices when they experience significant pressure from legislators or the nursing home industry that may affect the survey process or surveyors' perceptions.

    Agency: Department of Health and Human Services: Centers for Medicare and Medicaid Services
    Status: Open

    Comments: September 2017: HHS reported CMS is working to address this recommendation. We will update the status of this recommendation when we receive further information. September 2016: CMS has not yet provided additional information. GAO will update the recommendation, as appropriate, when information is received. July 2015: CMS indicated it will provide GAO with updated actions in early 2016. May 2014: CMS has undertaken a broader review of both the QIS and traditional survey processes, and the extent to which the methodology and guidance result in an effective and efficient survey process. In August 2012, CMS convened a broad group of surveyors to address these issues and make recommendations which have resulted in continuing work to develop and test alternative guidance and processes. CMS is looking to review specific regulatory deficiencies for trends and areas where additional guidance is needed. Anticipated Completion date of December 31, 2014. June 2013: Though the best method to address external pressures on State Agencies was not identified. CMS is continuing to address the consistency, effectiveness, and integrity of the survey process through the following activities: reviewing citation patterns for the nursing home surveys; systematically identifying and testing opportunities to make the survey process more efficient and effective; and holding monthly CO and RO calls to address consistencies in the survey and enforcement process. CMS Regional Offices also routinely hold conference calls (e.g., monthly) with the State Survey Agencies in their region to address survey, enforcement and certification issues and conduct the federal validation survey of the state's findings. September 2010: CMS held a State/Federal meeting in April 2010. The discussion with the State/Federal meeting did not shed light on best method to address possible external pressures on State Agencies. CMS will continue to work on developing next steps.
    Director: Goldenkoff, Robert N
    Phone: (202)512-6794

    1 open recommendations
    Recommendation: To improve the Bureau's recruiting, hiring, and training of temporary field staff, the Secretary of Commerce should direct the Director of the U.S. Census Bureau to modify recruiting and hiring tools, including the skills test and phone interview, to better differentiate applicants with the skills and competencies needed by crew leaders from those who would be better suited for other field positions.

    Agency: Department of Commerce
    Status: Open

    Comments: During April 2011, the Bureau reported on actions taken to modify recruiting and hiring tools. As of May 2014, the Bureau had drafted its 2020 Workforce Action Plan that will inform its decisions on managing human capital for 2020. The plan is expected to inform a variety of hiring and recruiting activities, including conducting a skills analysis for research and testing projects. We met with Bureau officials in August 2016 to discuss efforts they may have used in the 2016 Census Test in response to this recommendation. We discussed the status of this recommendation with Bureau officials in July 2017, and we await supporting documentation on possible actions taken.