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    Results:

    Subject Term: "Federal hiring"

    10 publications with a total of 16 open recommendations including 4 priority recommendations
    Director: Jessica Lucas-Judy
    Phone: (202) 512-9110

    1 open recommendations
    Recommendation: The Secretary of Veterans Affairs should track data that can help VA determine whether AVO improves recruitment and retention.

    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: 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: Yvonne D. Jones
    Phone: (202) 512-2717

    1 open recommendations
    Recommendation: To help ensure that OPM fulfills its oversight responsibilities related to adherence to merit system principles in hiring and to help improve agencies' compliance with OPM's stated policy on conversions, the Acting Director of OPM should establish a process for agencies to verify and correct, in a timely manner, political conversion data for use in required reports to Congress on conversion requests, and to identify those conversions not receiving OPM's prior approval.

    Agency: Office of Personnel Management
    Status: Open

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

    2 open recommendations
    including 2 priority recommendations
    Recommendation: To help strengthen the government's ability to compete in the labor market for top talent, and to improve the federal hiring process, for hiring authorities for which OPM oversees, the Director of OPM, in conjunction with the Chief Human Capital Officer (CHCO) Council, should conduct a study or assessment of specific hiring authorities and/or processes to gain insight into why these agencies relied on the authorities, the relationship between the agencies' choices and the agency mission and broader public policy goals, consistent with merit systems principles, and determine whether modernization is necessary. For agency-specific hiring authorities and/or processes, OPM should collaborate with the CHCO Council to obtain similar insights agencies may have regarding their authorities and/or processes and to determine whether there are lessons learned which may be relevant to government-wide modernization efforts.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: As of August 2017, OPM has undertaken or completed some reviews of agency use of hiring authorities. In August 2016, OPM published the findings of a recent study on the use and effectiveness of the Pathways Programs' hiring authorities. In October 2016, OPM issued a report on hiring authorities used by the National Park Service to help meet its seasonal workforce needs. In August 2017, OPM said it had started a study of agencies' use of excepted service hiring authorities and it plans to issue a report in fiscal year 2018. We will continue to monitor OPM's efforts to assess the use and effectiveness of hiring authorities and any determination of the need for modernization.
    Recommendation: To help strengthen the government's ability to compete in the labor market for top talent, and to improve the federal hiring process, the Director of OPM, in conjunction with the CHCO Council, should use this information to determine whether opportunities exist to refine, consolidate, eliminate, or expand agency-specific authorities to other agencies and implement changes where OPM is authorized, including seeking presidential authorization (as necessary) in order to do so. In cases where legislation would be necessary to implement changes, OPM should work with the CHCO Council to develop legislative proposals.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: As of August 2017, OPM said it plans to explore opportunities for improving the hiring system by analyzing and reviewing existing hiring authorities with an eye towards modernization. For example, OPM said it plans to use information from its current study of excepted service hiring authorities to consider changes or refinements to these authorities once that study has been completed in fiscal year 2018. OPM also said its future plans to improve the hiring system will be informed by its current strategic planning efforts.
    Director: John Neumann
    Phone: (202) 512-3841

    1 open recommendations
    including 1 priority recommendation
    Recommendation: To improve the ability of the federal veterinarian workforce to carry out its activities, and to prepare for an emergency involving a large-scale animal disease outbreak, the Secretary of Agriculture should direct the Administrator of the Animal and Plant Health Inspection Service to assess the veterinarian workforce needs under possible scenarios for an emergency response to a large-scale animal disease outbreak. Building on the Talent Management Advisory Council's (TMAC) efforts to determine the veterinarian workforce needed to respond to an animal disease outbreak, the assessment should include the number and types of veterinarians needed, the sources required to have a sufficient workforce to respond, and the training needed to carry out their roles.

    Agency: Department of Agriculture
    Status: Open
    Priority recommendation

    Comments: USDA provided information in April 2017 on steps taken to partially address this recommendation. According to USDA, the agency uses its experiences with real-world animal disease outbreaks, such as recent outbreaks of highly pathogenic avian influenza, to assess its veterinarian workforce needs. To fully implement this recommendation, APHIS needs to develop an estimate of the number of veterinarians necessary to respond to large-scale animal disease outbreaks, such as a nationwide foot-and-mouth disease outbreak in livestock.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    1 open recommendations
    Recommendation: To help ensure that DOD is better informed in its decision-making processes, the Secretary of Defense should direct the Under Secretary of Defense (Comptroller) and the Under Secretary of Defense for Personnel and Readiness to utilize comprehensive and up-to-date furlough cost-savings information as it becomes available in the event that DOD decides to implement another administrative furlough in the future.

    Agency: Department of Defense
    Status: Open

    Comments: We received the 60 day letter from DOD, it noted that the Department's position has not changed. In its written comments on the draft report, DOD partially concurred with the recommendation to utilize comprehensive and up-to-date furlough cost-savings information as it becomes available in the event that DOD decides to implement another administrative furlough in the future.
    Director: Eileen Larence
    Phone: (202) 512-8777

    1 open recommendations
    Recommendation: To help ensure that I&A maintains critical skills and competencies, when planning for and implementing current and future workforce actions, the Secretary of Homeland Security should establish mechanisms to monitor and evaluate workforce initiatives and use results to determine any needed changes.

    Agency: Department of Homeland Security
    Status: Open

    Comments: GAO will update the status of this recommendation when the Department of Homeland Security provides documentation and other information on actions it has taken to monitor and evaluate workforce initiatives.
    Director: Sherrill, Andrew
    Phone: (202) 512-7215

    1 open recommendations
    Recommendation: To enhance collaboration among the various entities involved in delivering employment services to military spouses and to better monitor the effectiveness of these services, the Secretary of Defense should consider incorporating key practices to sustain and enhance collaboration when developing and finalizing its spouse employment guidance, such as agreeing on roles and responsibilities and developing compatible policies and procedures.

    Agency: Department of Defense
    Status: Open

    Comments: DOD partially concurred with this recommendation. While DOD said it would incorporate collaboration practices as the Spouse Education and Career Opportunities (SECO) program matures, it has already taken initial action in this area. For example, DOD noted that it created the advisory group, as well as partnerships developed with various organizations. These are laudable efforts, however, they do not directly address the specifics of our recommendation to develop and finalize guidance for spouse employment programs. Incorporating key collaboration practices into the guidance that DOD is developing, such as agreeing on roles and responsibilities, would be beneficial. In September 2014, the agency reported that the Spouse Education and Career Opportunities (SECO) program drafted a DoD Instruction (DoDI) and Field Guide that outlines roles and responsibilities and establishes compatible policies and procedures across DoD and MSEP programs. These documents include coordination from the Spouse Ambassador Network (SAN). A SECO DoDI Working Group will be convened in FY15 to assist in policy development and coordination. The estimated date of completion for the SECO DoDI and Field Guide was originally December 2015 but DOD reported in 2016 that possible coordination through the Federal Register may delay final publication until early 2016. SECO drafted a SECO Performance Management Plan that documents all elements of the comprehensive, integrated SECO program, including SECO Processes (Programs and Services), SECO Outputs (Products), SECO Outcomes (Product Results), and SECO Impact Evaluation (Product Effectiveness targets and measures). Due to its comprehensive nature, this tool will be tested and further refined during FY15.
    Director: Mctigue Jr, James R
    Phone: (202) 512-7968

    1 open recommendations
    including 1 priority recommendation
    Recommendation: To continue to improve information on program cost and results that could aid in resource decision making, the Commissioner of Internal Revenue should develop a quantitative measure of scope, at a minimum for its major IT investments, to have complete information on the performance of these investments.

    Agency: Department of the Treasury: Internal Revenue Service
    Status: Open
    Priority recommendation

    Comments: As of March 2017, IRS had taken actions to develop a quantitative measure of scope for its major information technology (IT) investments, as GAO recommended in June 2012. Specifically, starting in December 2015, IRS included planned "scope elements" for the Return Review Program investment and identified the elements it had delivered to date in its quarterly report on IT to Congress. IRS further enhanced this report in December 2016, by including the percentage of planned scope delivered for selected investments. IRS actions represent positive steps and GAO will continue to work with the agency to determine the reliability of the reported performance information and monitor efforts to expand the use of a quantitative measure of scope. These efforts will assist with providing IRS and other decision makers complete information on the performance of major IT investments.