Reports & Testimonies

  • GAO’s recommendations database contains report recommendations that still need to be addressed.

    GAO’s recommendations help congressional and agency leaders prepare for appropriations and oversight activities, as well as help improve government operations. Recommendations remain open until they are designated as Closed-implemented or Closed-not implemented. You can explore open recommendations by searching or browsing.

    GAO's priority recommendations are those that we believe warrant priority attention. We sent letters to the heads of key departments and agencies, urging them to continue focusing on these issues. These recommendations are labeled as such. You can find priority recommendations by searching or browsing our open recommendations below, or through our mobile app.

  • Browse Open Recommendations

    Explore priority recommendations by subject terms or browse by federal agency

    Search Open Recommendations

    Search for a specific priority recommendation by word or phrase



  • Governing on the go?

    Our Priorities for Policy Makers app makes it easier for leaders to search our recommendations on the go.

    See the November 10th Press Release


  • Have a Question about a Recommendation?

    • For questions about a specific recommendation, contact the person or office listed with the recommendation.
    • For general information about recommendations, contact GAO's Audit Policy and Quality Assurance office at (202) 512-6100 or apqa@gao.gov.
  • « Back to Results List Sort by   

    Results:

    Subject Term: "Human capital"

    23 publications with a total of 69 open recommendations including 13 priority recommendations
    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: Michael E. Clements
    Phone: (202) 512-8678

    2 open recommendations
    Recommendation: To help SEC address identified personnel management challenges, the Chair should enhance or expand the responsibilities and authority of the COO or other official or office so they can help ensure that improvements to communication and collaboration across SEC are made. For instance, if the duties of the COO were expanded, the COO could establish liaisons in each mission-critical office and division for SEC employees to contact or develop procedures to help facilitate communication and collaboration among the mission-critical office and divisions.

    Agency: United States Securities and Exchange Commission
    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 SEC address identified personnel management challenges, the Chair should develop and implement training for hiring specialists that is informed by a skills gap analysis.

    Agency: United States Securities and Exchange Commission
    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

    12 open recommendations
    including 5 priority recommendations
    Recommendation: To improve the capacity of HR functions at VA medical centers, the Secretary of Veterans Affairs should instruct the Under Secretary for Health to assign the following responsibility to the Assistant Deputy Under Secretary for Health for Workforce Service: develop a comprehensive competency assessment tool for HR staff that evaluates knowledge of all three personnel systems, (Title 5, Title 38 and Title 38-Hybrid).

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: We will provide updated information once we confirm what actions the agency has taken in response to this recommendation.
    Recommendation: To improve the capacity of HR functions at VA medical centers, the Secretary of Veterans Affairs should instruct the Under Secretary for Health to assign the following responsibility to the Assistant Deputy Under Secretary for Health for Workforce Service: ensure that all VHA HR staff complete the competency assessment tool and use this data to identify and address competency gaps within HR offices.

    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: To improve the capacity of HR functions at VA medical centers, the Secretary of Veterans Affairs should instruct the Under Secretary for Health to assign the following responsibility to the Assistant Deputy Under Secretary for Health for Workforce Service: evaluate the extent to which training strategies are effective for improving the skills and competencies of HR staff.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: We will provide updated information once we confirm what actions the agency has taken in response to this recommendation.
    Recommendation: To improve the capacity of HR functions at VA medical centers, the Secretary of Veterans Affairs should instruct the Under Secretary for Health to establish clear lines of authority that provide the Assistant Deputy Under Secretary for Health for Workforce Service the ability to oversee and hold medical center HR offices accountable for implementing initiatives to improve HR processes within HR offices as well as monitoring and reporting on the results of these initiatives.

    Agency: Department of Veterans Affairs
    Status: Open
    Priority recommendation

    Comments: VA agreed with our recommendation and stated that it plans to address this recommendation through an organizational realignment. As a first step, in March 2017, the Acting Under Secretary for Health issued a memo to VHA Deputy Under Secretaries, Network Directors, and Medical Center Directors stating that these officials are accountable for ensuring efficient and effective human capital service delivery. To fully implement the recommendation to hold medical center HR offices accountable, VA needs to establish procedures for monitoring and reporting on the results of its HR improvement initiatives.
    Recommendation: To improve the capacity of HR functions at VA medical centers, the Secretary of Veterans Affairs should instruct the Under Secretary for Health to establish clear lines of authority that provide the Assistant Deputy Under Secretary for Health for Workforce Service the ability to oversee and hold medical center HR offices accountable for requiring all HR staff to complete the competency assessment tool within HR offices.

    Agency: Department of Veterans Affairs
    Status: Open
    Priority recommendation

    Comments: VA agreed with our recommendation and stated that it was taking steps to address it. As a first step, in March 2017, the Acting Under Secretary for Health issued a memo stating that the Assistant Deputy Under Secretary for Health for Workforce Services (ADUSHWFS) is authorized to establish HR competencies for VHA HR staff, and also require VHA HR staff to complete HR competency assessments and training. Further, the memo requires the ADUSHWFS to report quarterly to the DUSHOM on the status of HR competency assessments and training completion. In late April 2017, VA officials stated that they are establishing processes to collect and monitor data on completion rates for the HR staff competency assessment tool. To fully implement the recommendation, VA should implement these processes and provide quarterly data on competency tool completion rates to the DUSHOM.
    Recommendation: To ensure VA medical centers make needed improvements to HR functions, such as those identified by VA's Office of Oversight and Effectiveness and VHA's Consult, Assist, Review, Develop, and Sustain (CARDS) reviews, the Secretary of Veterans Affairs should provide the Assistant Secretary for Human Resources and Administration (HR&A) and the Under Secretary for Health with the oversight responsibility of effectively monitoring the status of corrective actions at medical center HR offices and ensuring that corrective actions are implemented.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: We will provide updated information once we confirm what actions the agency has taken in response to this recommendation.
    Recommendation: To ensure that positions across all VHA medical facilities are placed in the appropriate class and grade, the Secretary of Veterans Affairs should direct the Assistant Secretary for HR&A and the Under Secretary for Health to clarify their lines of authority and processes for overseeing and holding Veterans Integrated Service Network (VISNs) and VHA medical facilities accountable for the consistent application of federal classification policies.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: We will provide updated information once we confirm what actions the agency has taken in response to this recommendation.
    Recommendation: To accelerate efforts to develop a modern, credible, and effective performance management system the Assistant Secretary for HR&A should, with input from VHA stakeholders, ensure that meaningful distinctions are being made in employee performance ratings by (1) developing and implementing a standardized, comprehensive performance management training program for supervisors of Title 5, Title 38, and Title 38-Hybrid employees based on leading practices and ensuring procedures are in place to support effective performance conversations between supervisors and employees; (2) reviewing and revising Title 5 and Title 38 performance management policies consistent with leading practices (e.g., require definition of all performance levels); and (3) developing and implementing a process to standardize performance plan elements, standards, and metrics for common positions across VHA that are covered under VA's Title 5 performance management system.

    Agency: Department of Veterans Affairs: Assistant Secretary for Human Resources and Administration
    Status: Open
    Priority recommendation

    Comments: VA partially agreed with our recommendation and described the preliminary steps it is planning to take to identify and implement a modern, credible, and effective performance management system. In late April 2017, VA officials stated that they are in the early stages of identifying a way forward for a revised performance management system, and are considering different options. To implement our recommendation, VA must ensure that meaningful distinctions are being made in employee performance ratings. This includes reviewing and revising Title 5 and Title 38 performance management policies consistent with leading practices (e.g., requiring definition of all performance levels), and developing and implementing a process to standardize performance plan elements, standards, and metrics for all common Title 5 positions across VHA. We recognize that identifying and implementing a new performance management system will require significant effort on VA's part, and will continue to monitor its actions and progress in this area.
    Recommendation: To accelerate efforts to develop a modern, credible, and effective performance management system, the Assistant Secretary for HR&A should, with input from VHA stakeholders, ensure that ratings-based performance awards are administered in a manner that is consistent with leading practices and promotes improved employee performance.

    Agency: Department of Veterans Affairs: Assistant Secretary for Human Resources and Administration
    Status: Open
    Priority recommendation

    Comments: VA partially agreed with our recommendation and stated that it will explore how to create effective incentive and reward systems. VA also noted that due to constrained funding for such systems, it will pursue ways to maximize effective use of both monetary and non-monetary awards to promote employee performance. In late April 2017, VA officials stated that they are in the early stages of identifying a way forward for a revised performance management system (including ratings-based awards), and are considering different options. To implement our recommendation, VA must ensure that its award programs are administered in a valid, reliable, and transparent manner. We recognize that identifying and implementing a new performance management system will require significant effort on VA?s part, and will continue to monitor its actions and progress in this area.
    Recommendation: To accelerate efforts to develop a modern, credible, and effective performance management system, the Assistant Secretary for HR&A should, with input from VHA stakeholders, develop a plan for how and when it intends to implement a modern information technology (IT) system to support employee performance management processes.

    Agency: Department of Veterans Affairs: Assistant Secretary for Human Resources and Administration
    Status: Open
    Priority recommendation

    Comments: VA partially agreed with this recommendation and stated that it continues to pilot its performance appraisal IT system -- known as the ePerformance system -- but that broad implementation of new technology for performance management will require adequate IT funding. In late April 2017, VA officials stated that they are exploring other potential IT systems to support the performance management process. To implement our recommendation, VA must develop a plan for how and when it intends to implement a modern performance management IT system.
    Recommendation: To better monitor and improve employee engagement, the Under Secretary for Health should establish clear and effective lines of authority and accountability for developing, implementing, and monitoring strategies for improving employee engagement across VHA, such as by establishing an employee engagement office at the VHA headquarters level with appropriate oversight of VISNs and medical center initiatives.

    Agency: Department of Veterans Affairs: Office of the Under Secretary for Health
    Status: Open

    Comments: We will provide updated information once we confirm what actions the agency has taken in response to this recommendation.
    Recommendation: To better monitor and improve employee engagement, the Under Secretary for Health should ensure that VHA and VISN entities jointly develop (1) a system to facilitate sharing of employee engagement leading practices/lessons learned; and (2) a strategy to help address barriers to improving engagement, particularly for those medical centers with the lowest engagement scores.

    Agency: Department of Veterans Affairs: Office of the Under Secretary for Health
    Status: Open

    Comments: We will provide updated information once we confirm what actions the agency has taken in response to this recommendation.
    Director: Nancy Kingsbury
    Phone: (202) 512-2700

    5 open recommendations
    including 2 priority recommendations
    Recommendation: To support its strategic and open data goals, the Director of OPM should improve the availability of the EHRI payroll data--for example, by preparing the data for analytics, making them available through online tools such as FedScope, and including them among the EHRI data sources on the OPM website and Data.gov.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: On 4/21/2017 OPM provided a status update based on our inclusion of this rec in the priority rec letter. "As communicated in our December 6, 2017, letter to the Comptroller General, OPM is developing a comprehensive strategy to improve the availability of EHRI payroll data for analytics. We have started an effort to standardize payroll data elements by engaging with the payroll subject matter experts through the shared service providers. We will keep GAO informed as we make additional progress."
    Recommendation: To improve internal controls for data quality, the Director of OPM should update EHRI payroll database documentation to be consistent with current field definitions and requirements, including the Guide to Human Resources Reporting and the Guide to Data Standards, Part B.

    Agency: Office of Personnel Management
    Status: Open

    Comments: No specific updates on this rec, but it would be addressed in the "comprehensive strategy to improve the availability of EHRI payroll data for analytics" that is noted in OPM's response to the priority recommendation.
    Recommendation: To improve internal controls for data quality, the Director of OPM should consistently monitor system-generated error and edit check reports and ensure that timely action is taken to address identified issues.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: On 4/21/17 OPM provided an update to their 60 day letter in response to our inclusion of this rec in the priority letter to OPM. Very soon, we will begin implementing follow-up activities with shared service centers and agencies regarding issues identified with the payroll data they submit to EHRI. We are also evaluating the feasibility of incorporating automated methods to validate agency data, to the extent possible. We will keep GAO informed as we make additional progress.
    Recommendation: To integrate the payroll data into the larger suite of EHRI databases, the Director of OPM should develop a schedule for executing these plans.

    Agency: Office of Personnel Management
    Status: Open

    Comments: No specific updates on this rec, but it would be addressed in the "comprehensive strategy to improve the availability of EHRI payroll data for analytics" that is noted in OPM's response to the priority recommendation.
    Recommendation: To integrate the payroll data into the larger suite of EHRI databases, the Director of OPM should evaluate existing internal control activities and develop new control activities for EHRI payroll data, such as implementing transactional edit checks that leverage the information in the other EHRI datasets.

    Agency: Office of Personnel Management
    Status: Open

    Comments: No specific updates on this rec, but it would be addressed in the "comprehensive strategy to improve the availability of EHRI payroll data for analytics" that is noted in OPM's response to the priority recommendation.
    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: Yvonne D. Jones
    Phone: (202) 512-6806

    2 open recommendations
    Recommendation: To help ensure HHS has reliable data on SGEs not serving on federal boards, the Secretary of HHS should take steps to improve the reliability of data on SGEs not serving on boards. For example, the agency could reconcile human capital data with general counsel and ethics office data, or issue clarifying guidance to human capital staff on appropriately identifying SGEs in human capital databases.

    Agency: Department of Health and Human Services
    Status: Open

    Comments: In October 2016, HHS submitted its action plan to address GAO's recommendations. HHS stated the agency is currently reviewing its internal policies and procedures related to the hiring of special government employees not serving on boards to identify policy options that might improve data reliability.
    Recommendation: To help ensure that agencies report consistent and reliable data, the Director of OGE should determine (e.g., through a survey of Designated Agency Ethics Officials and/or by analyzing agency data) whether other executive branch agencies are experiencing data challenges similar to HHS, State, and NRC. If they are, the Director should take steps to help the agencies strengthen their data.

    Agency: Office of Government Ethics
    Status: Open

    Comments: In October 2016, OGE submitted its action plan to address GAO's recommendations. OGE reported having a number of actions underway. OGE stated the agency is surveying agency ethics officials to determine whether executive branch agencies are experiencing data challenges related to special government employees not serving on boards. According to OGE, the agency plans to evaluate what steps may help agencies strengthen their data if the survey results show agencies are experiencing data challenges. OGE reported that, in consultation with OPM, the agency proposed new regulations that would improve coordination between agency human resource officials and agency ethics officials by requiring agency human resource officials to provide ethics officials with prompt notification of the appointment of all financial disclosure report filers, including special government employees. OGE also reported expanding the agency's ongoing review of the Department of Health and Human Services (HHS) in light of GAO's recommendation for HHS to take steps to improve the reliability of data on SGEs not serving on boards. OGE plans to evaluate the mechanisms HHS has in place for tracking special government employees not serving on boards and may offer recommendations for improving them.
    Director: Daniel Garcia-Diaz
    Phone: (202) 512-8678

    1 open recommendations
    Recommendation: In order to ensure sustained leadership commitment to and accountability for CFPB's efforts to promote a diverse, inclusive, and fair workplace, in coordination with representatives of CFPB's employee union, the Director should develop tools to collect more comprehensive employee feedback on the grievance complaint processes to understand and remedy factors that may reduce employee confidence in these processes.

    Agency: Consumer Financial Protection Bureau
    Status: Open

    Comments: As of May 2017, CFPB had reached agreement with its employee union on a process to collect more comprehensive employee feedback on its grievance complaint processes, but CFPB had not yet implemented this new process. This new process will include a short survey that will be provided to employees who participate in the grievance process. A CFPB official said that CFPB will begin using this survey to collect feedback once it has determined the best point in the grievance process to distribute it.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    7 open recommendations
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to collect and monitor deployed civilians' perceptions related to mental health care.

    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: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to leverage recommendations made by the RAND Corporation in its 2014 report on mental health stigma in the military to update and clarify policies as needed to remove stigmatizing provisions, such as career restrictions that may be too limiting for individuals who have received mental health care.

    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: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to establish a clear, consistent definition of those barriers to care generally understood by DOD as "mental health care stigma," to include explanations of its causes or contributing risk factors and ways that stigma is apparent in behaviors and policies.

    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: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to establish goals for efforts to address barriers to care generally understood by DOD as "stigma reduction efforts," and performance measures that link to these goals.

    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: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to develop a method to collect and analyze information on barriers to seeking mental health care, including stigma, so that reliable data may be gathered and used to measure the effectiveness of stigma reduction efforts over time.

    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: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to designate an entity to coordinate efforts to reduce mental health care stigma, among other barriers to care.

    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: The Secretary of Defense should direct the Under Secretary of Defense for Intelligence to reissue consolidated guidance, incorporating subsequent updates for the denial or suspension of access to classified information and for assignment to sensitive duties based solely on information about mental health care.

    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: Timothy J. DiNapoli
    Phone: (202) 512-4841

    3 open recommendations
    Recommendation: To ensure that DOD has the right people with the right skills to meet future needs, the Under Secretary of Defense for Acquisition, Technology and Logistics should direct the Director, Human Capital Initiatives to issue guidance to focus component hiring efforts using the Defense Acquisition Workforce Development Fund on priority career fields.

    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, but has not taken the full actions necessary to implement it. Human Capital Initiatives issued updated guidance on the use of the Defense Acquisition Workforce Development Fund in 2016 and 2017 but the guidance did not focus component hiring efforts on specific career fields. The officials stated that the DOD military departments and other DOD components determine their own requirements for the acquisition workforce, including which career fields to identify as critical. In a March 2017 report, we noted that the Army's fiscal year 2017 DAWDF guidance, which was issued in 2016, identified priority career fields where DAWDF funded hiring efforts could be focused, while the Air Force's and Navy's guidance did not. The Army's fiscal year 2018 DAWDF guidance also identified priority career fields, including business (which includes financial management and cost estimating) contracting, systems engineering, and science and technology.
    Recommendation: To ensure that DOD has the right people with the right skills to meet future needs, the Under Secretary of Defense for Acquisition, Technology and Logistics should direct the Director, Human Capital Initiatives to ensure the functional leader for the production, quality, and manufacturing career field completes an initial competency assessment.

    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 the recommendation. Officials within the Human Capital Initiatives (HCI) office stated that DOD initiated a strategic analysis in fiscal year 2017 to better understand the acquisition workforce performing Production, Quality, and Manufacturing (PQM) functions. This analysis will help identify how best to structure the PQM career field in order to manage this workforce in a more effective and efficient manner. Initial analysis findings are expected by the end of 2017 and will be used to inform a PQM competency assessment. HCI will partner with the Under Secretary of Defense for Personnel and Readiness to use their competency assessment team to conduct competency assessments for each acquisition functional career field. The plan is to conduct four assessments annually, starting in October 2017 with an anticipated completion date for all career fields by 2021.
    Recommendation: To ensure that DOD has the right people with the right skills to meet future needs, the Under Secretary of Defense for Acquisition, Technology and Logistics should direct the Director, Human Capital Initiatives to establish time frames, in collaboration with functional leaders, to complete future career field competency assessments.

    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 the recommendation and has taken some steps to implement it. The Human Capital Initiatives (HCI) office issued an updated strategic acquisition workforce plan in 2016. This plan stated that conducting career field competency assessments at a minimum of every five years helps the acquisition workforce to effectively manage their careers. Officials within the HCI office stated that they will partner with the Under Secretary of Defense for Personnel and Readiness to use their competency assessment team to conduct competency assessments for each acquisition functional career field. The plan is to conduct four career field assessments a year, starting in October 2017 with an anticipated completion date for all career fields by 2021.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    2 open recommendations
    Recommendation: To provide greater assurance that the Interagency Rotation Program for national security personnel will be implemented as provided in section 1107 of the National Defense Authorization Act for Fiscal Year 2013, the Director of the Office of Personnel Management, in collaboration with the Committee on National Security Personnel, should establish a clear leadership and oversight structure to guide future implementation efforts.

    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.
    Recommendation: To provide greater assurance that the Interagency Rotation Program for national security personnel will be implemented as provided in section 1107 of the National Defense Authorization Act for Fiscal Year 2013, the Director of the Office of Personnel Management, in collaboration with the Committee on National Security Personnel, should work with the departments and agencies to identify and take action on necessary next steps to proceed with the program's implementation, including developing and issuing required guidance for implementation within identified timeframes.

    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: William Shear
    Phone: (202) 512-8678

    6 open recommendations
    including 1 priority recommendation
    Recommendation: To improve management of the Small Business Administration and to ensure that SBA assesses the effectiveness of its programs, the SBA Administrator should prioritize resources to conduct additional program evaluations.

    Agency: Small Business 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 improve management of the Small Business Administration and to ensure that SBA fully meets GPRAMA requirements, the SBA Administrator should use the results of additional evaluations it conducts in its strategic planning process and ensure the agency's next strategic plan includes required information on program evaluations, including a schedule of future evaluations.

    Agency: Small Business Administration
    Status: Open
    Priority recommendation

    Comments: SBA officials stated that, as of October 2016, the agency had taken several steps to prioritize resources and establish an implementation plan for future evaluations, including hiring its first lead program evaluator to develop a long-term evaluation agenda and initiating four program evaluations. They stated that once completed, the evaluations would be incorporated into the agency's fiscal year 2018-2022 strategic plan. As of May 2017, SBA had started reviewing guidance on drafting this plan, which is due in February 2018.
    Recommendation: To improve management of the Small Business Administration and to improve SBA's human capital management, the SBA Administrator should incorporate into its next training plan key principles such as goals and measures for its training programs and input on employee development goals.

    Agency: Small Business 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 improve management of the Small Business Administration and to ensure that SBA's organizational structure helps the agency meet its mission, the SBA Administrator should document the assessment of the agency's organizational structure, including any necessary changes to, for example, better ensure areas of authority, responsibility, and lines of reporting are clear and defined.

    Agency: Small Business 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 improve management of the Small Business Administration and to improve SBA's program and management guidance, the SBA Administrator should set time frames for periodically reviewing and updating its SOPs as appropriate.

    Agency: Small Business 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 improve management of the Small Business Administration and to help ensure that SBA's IT operations and maintenance investments are continuing to meet business and customer needs and the agency's strategic goals, the SBA Administrator should direct the appropriate officials to perform an annual operational analysis on all SBA investments in accordance with OMB guidance.

    Agency: Small Business Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Yvonne D. Jones
    Phone: (202) 512-2717

    2 open recommendations
    Recommendation: To improve OPM's assistance to agencies and management of its dual compensation waiver program, the Director of OPM should analyze dual compensation waivers to identify trends that can inform OPM's human capital management tools.

    Agency: Office of Personnel Management
    Status: Open

    Comments: According to an OPM official, the agency has established and implemented a standard method for captioning dual compensation files. In addition, according to this official, OPM has provided training to staff who routinely create and access these case files within the agency's document management system. We discussed OPM's efforts on this issue several times during 2016 and will continue to monitor OPM's efforts to analyze these waivers.
    Recommendation: To improve OPM's assistance to agencies and management of its dual compensation waiver program, the Director of OPM should establish policies and procedures for documenting the dual compensation waiver review process.

    Agency: Office of Personnel Management
    Status: Open

    Comments: According to an OPM official, the agency has established and implemented a standard method for captioning dual compensation files. In addition, according to this official, OPM has provided training to staff who routinely create and access these case files within the agency's document management system. We discussed OPM's efforts on this issue several times during 2016 and will continue to monitor whether OPM will use the new captioning procedures.
    Director: Robert Goldenkoff
    Phone: (202) 512-2757

    2 open recommendations
    including 1 priority recommendation
    Recommendation: To improve the classification system and to strengthen OPM's management and oversight, the Director of OPM, working through the Chief Human Capital Officer Council, and in conjunction with key stakeholders such as the Office of Management and Budget, unions, and others, should use prior studies and lessons learned from demonstration projects and alternative systems to examine ways to make the GS system's design and implementation more consistent with the attributes of a modern, effective classification system. To the extent warranted, develop a legislative proposal for congressional consideration.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: As of April 2017, OPM officials said they continue to meet on a regular basis with the Interagency Classification Policy Forum group to inform strategies and action plans for implementation of general schedule system best practices. As a result, they have made changes for conducting occupational studies through various actions, including streamlining their process for conducting occupational studies. These actions include the cancellation of 21 occupational series with minimal agency use (25 or fewer Federal employees reported) and upcoming policy issuances - the Handbook of Occupational Groups and Families and the Interpretive Guidance for Cybersecurity Positions and 17 Professional Medical and Health occupational series. In addition, they have developed a methodology to streamline studies for occupational series with 1,000 or less Federal employees. OPM officials said any further action to develop a legislative proposal for congressional consideration would be contingent upon having permanent OPM leadership in place. We will continue to monitor OPM's efforts.
    Recommendation: To improve the classification system and to strengthen OPM's management and oversight, the Director of OPM should develop cost-effective mechanisms to oversee agency implementation of the classification system as required by law, and develop a strategy that will enable OPM to more effectively and routinely monitor agencies' implementation of classification standards.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In June 2016, OPM officials said the agency had designed several efforts to improve the classification system and strengthen oversight: (1) OPM is reviewing occupational series post studies to assess whether agencies are implementing classification policy updates and new issuances. (2) Decisions from the classification appeals program are issued to monitor implementation of classification standards. (3) The classification policy group has formalized the participation of the Merit System Accountability and Compliance group to discuss best practices in monitoring and overseeing classification policies and is planning a related classification forum. We will continue to monitor these efforts. Specifically, OPM officials said they were conducting occupational series post studies of custodians, public affairs, financial management, sustainability and other White House initiatives. We will continue to monitor OPM's efforts.
    Director: Valerie C. Melvin
    Phone: (202) 512-6304

    2 open recommendations
    including 1 priority recommendation
    Recommendation: To ensure effective management and modernization of HUD's IT environment, the Secretary of Housing and Urban Development should direct the department's Chief Information Officer to establish a means for evaluating progress toward institutionalizing management controls and commit to time lines for activities and next steps.

    Agency: Department of Housing and Urban Development
    Status: Open

    Comments: As of April 2017, HUD had not yet established a means for evaluating progress toward institutionalizing IT management controls. According to HUD officials, the department expects to evaluate the controls through an update to its IT Management Framework scheduled to be completed during fiscal year 2017.
    Recommendation: To ensure effective management and modernization of HUD's IT environment, the Secretary of Housing and Urban Development should direct the department's Chief Information Officer to define the scope, implementation strategy, and schedule of its overall modernization approach, with related goals and measures for effectively overseeing the effort.

    Agency: Department of Housing and Urban Development
    Status: Open
    Priority recommendation

    Comments: In August 2016, HUD officials reported that the department was taking actions intended to establish a new, stronger enterprise approach for IT development and operations. As of April 2017, the department reported that it was in phase 2 of a 4-phase application assessment initiative expected to address this recommendation. However, HUD has not yet provided evidence of how the new approach is expected to define the scope, implementation strategy, and schedule for modernizing the department's IT.
    Director: Bertoni, Daniel
    Phone: (202)512-5988

    1 open recommendations
    Recommendation: The incoming Commissioner of Social Security should determine if realigning the agency's headquarters, regional, or field office structure could yield increases in the agency's effectiveness and efficiency by launching an exploratory effort to assess the utility and feasibility of such a realignment or consolidation. These efforts could include holding discussions with other federal agencies, such as the Census Bureau and the Internal Revenue Service, to learn about their experiences undergoing similar transformations and studying the likely costs and benefits of consolidation, as well as other potential impacts.

    Agency: Social Security Administration
    Status: Open

    Comments: SSA has determined that it will realign its office structure to support expanded online service delivery, but the agency has not yet taken steps to fully assess the utility and feasibility of such a realignment, such as studying the likely costs, benefits, and other potential impacts. In its March 2014 Agency Strategic Plan for Fiscal Years 2014-2018, SSA stated its intent to expand online services and encourage customers to conduct business with SSA online and said that the agency will streamline its field office structure, as well as its administrative office structure, to reduce costs and make the best use of its employees' time and skills. SSA also consulted with other federal agencies to learn about their experiences with similar efforts. In its April 2015 Vision 2025 document, SSA stated that the agency will align its physical infrastructure to efficiently meet customer and business needs. However, SSA needs to take additional concrete steps, such as defining specific actions the agency will need to take and resources required to achieve this vision.
    Director: Farrell, Brenda S
    Phone: (202) 512-3604

    3 open recommendations
    Recommendation: To help ensure that Congress has the necessary information to provide effective oversight over DOD's civilian workforce, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to conduct competency gap analyses for DOD's mission-critical occupations and report the results. When managers cannot conduct such analyses, DOD should report a timeline in the strategic workforce plan for providing these assessments.

    Agency: Department of Defense
    Status: Open

    Comments: In August 2014, officials with the Defense Civilian Personnel Advisory Service responsible for developing DOD's strategic workforce plans stated that results from the Defense Competency Assessment Tool, which the department began using in 2014 and provides for competency gap assessment of the department's mission-critical occupations and other major civilian occupations, would be reported in the department's next strategic workforce plan to be published in 2015. Update (9/9/2016): Defense Civilian Personnel Advisory Service officials indicated that this recommendation will be addressed when an updated strategic plan is issued in late calendar year 2016.
    Recommendation: To help ensure that the data presented in DOD's strategic workforce plans are current and timely, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to establish and adhere to timelines that will ensure issuance of future strategic workforce plans in accordance with statutory timeframes.

    Agency: Department of Defense
    Status: Open

    Comments: In August 2014, officials with the Defense Civilian Personnel Advisory Service responsible for developing DOD's strategic workforce plans stated that the current planning cycle for the department's strategic workforce plans are in line with statutory timeframes. As such, DOD's next strategic workforce plan is expected to be issued in accordance with those timeframes. Update (9/9/2016): Defense Civilian Personnel Advisory Service officials indicated that this recommendation will be addressed when an updated strategic plan is issued in late calendar year 2016.
    Recommendation: To enhance the information that DOD provides Congress in its strategic workforce plan, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to provide guidance for developing future strategic workforce plans that clearly directs the functional communities to collect information that identifies not only the number or percentage of personnel in its military, civilian, and contractor workforces but also the capabilities of the appropriate mix of those three workforces.

    Agency: Department of Defense
    Status: Open

    Comments: In August 2014, officials with the Office of the Under Secretary of Defense (Personnel and Readiness), Total Force Requirements and Sourcing Policies office, stated that DOD continues to develop its Enterprise-wide Contractor Manpower Reporting Application, which will allow the department to collect and report on the number and capabilities of contractors in its workforce. According to the officials, the application will not be ready for implementation until 2015. Officials with the Defense Civilian Personnel Advisory Service responsible for developing DOD's strategic workforce plans stated that once the ability to collect and report on the number of contractors exists, DOD will be able to assess and report on the appropriate mix of military, civilian, and contractor workforces and that information will be included in DOD's mandated strategic workforce plans. Update (9/9/2016): Defense Civilian Personnel Advisory Service officials indicated that this recommendation will be addressed when an updated strategic plan is issued in late calendar year 2016.
    Director: Farrell, Brenda S
    Phone: (202)512-3604

    1 open recommendations
    Recommendation: To help ensure that Congress has the necessary information to provide effective oversight over all of DOD's civilian senior leader workforces, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness and the Under Secretary of Defense for Intelligence to conduct assessments of the skills, competencies, and gaps within all five career civilian senior leader workforces and report them in DOD's future strategic workforce plans.

    Agency: Department of Defense
    Status: Open

    Comments: In August 2014, officials with the Office of the Under Secretary of Defense (Intelligence) Human Capital Management Office stated that development of criteria for assessing the skills, competencies, and gaps of the department's Defense Intelligence Senior Executive Service and Defense Intelligence Senior Level workforces had been completed. According to the officials, the criteria will be included in the department's senior leader management policies and fully implemented once the Office of the Under Secretary of Defense (Personnel and Readiness) completes development, revision, and publication of other DOD related civilian senior leader management policies that the revised Defense Intelligence civilian senior leader policy references. Update 9/2016: Officials from the Strategic Human Capital Planning Division indicated that a future strategic plan will address GAO's recommendation. Officials indicated that the plan is expected to be released in Fall 2016.
    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: Farrell, Brenda S
    Phone: (202)512-3604

    4 open recommendations
    Recommendation: In future reviews of the civilian senior leader workforces, the Secretary of Defense should direct that the Office of the Under Secretary of Defense for Personnel and Readiness document the analysis conducted to provide supportable information about what DOD's requirements are for the Senior Executive Service, Senior Level, and Senior Technical workforces.

    Agency: Department of Defense
    Status: Open

    Comments: According to an official in the Defense Civilian Personnel Management Service's Civilian Senior Executive Management Division, the department will conduct a complete assessment of its Senior Executive Service, Senior Level, and Senior Technical workforces in late 2014 and early 2015 as required for the Office of Personnel Management's 2016 and 2017 biennial review of executive resources allocations process. According to the official, when the analysis is conducted it will be appropriately documented.
    Recommendation: To improve the management and development of DOD's civilian senior leader workforces, the Secretary of Defense should direct the Under Secretary of Defense for Intelligence to finalize and issue common criteria for the military service intelligence elements and the defense intelligence agencies to use in their assessments of Defense Intelligence Senior Executive Service requirements.

    Agency: Department of Defense
    Status: Open

    Comments: According to officials with the Office of the Under Secretary of Defense (Intelligence), Human Capital Management Office, development of common criteria for assessing and justifying Defense Intelligence Senior Executive Service workforce requirements has been completed. The officials explained that coordination, approval, and implementation of the criteria is pending publication of other related civilian senior leader policies by the Office of the Under Secretary of Defense (Personnel and Readiness).
    Recommendation: To improve the management and development of DOD's civilian senior leader workforces, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness and the Under Secretary of Defense for Intelligence to better communicate key information, including justifications for each Defense Intelligence Senior Executive Service position needed, during the development and presentation of legislative proposals to congressional decision makers.

    Agency: Department of Defense
    Status: Open

    Comments: In August 2014, officials with the Office of the Under Secretary of Defense (Intelligence), Human Capital Management Office, stated that since the Secretary of Defense 2010 Efficiency Initiatives, the defense intelligence community has not developed or presented any legislative proposals related to increases in the number of Defense Intelligence Senior Executive Service allocations. According to the officials, when the department's intelligence community does request additional Defense Intelligence Senior Executive Service allocations from the Congress, they will provide key information and justification along with the proposal.
    Recommendation: To improve the management and development of DOD's civilian senior leader workforces, the Secretary of Defense should direct the Office of the Under Secretary of Defense for Personnel and Readiness to establish clearly defined metrics for the Defense Senior Leader Development Program in order to measure the overall success of the program.

    Agency: Department of Defense
    Status: Open

    Comments: In August 2014, officials in DOD's Defense Civilian Personnel Management Service responsible for the department's Defense Senior Leader Development Program, stated that the metrics for measuring the success of the Defense Senior Leader Development Program were recently revised and are awaiting coordination and approval from the Office of the Under Secretary of Defense (Personnel and Readiness). The metrics are expected to be approved and implemented in fiscal year 2015.
    Director: Farrell, Brenda S
    Phone: (202)512-3604

    3 open recommendations
    Recommendation: To help implement a fair, effective, and credible performance management system for its civilian employees--whether NSPS or another--the Secretary of Defense should review and evaluate the effectiveness of the department's training.

    Agency: Department of Defense
    Status: Open

    Comments: The National Defense Authorization Act for Fiscal Year 2010 which repealed the National Security Personnel System required that DOD (1) take all actions necessary for the orderly termination of NSPS and (2) transition of all employees and positions from NSPS to legacy personnel systems or, if applicable, to the personnel systems that would have applied if NSPS had never been established. The law also mandated that the transition be completed by no later than January 1, 2012 and required DOD to establish a new performance management system, among other things. At the time of last update in June 2013, DOD had completed its efforts to research and design a new performance management system, in coordination with the unions. More recently, on July 24, 2014, the department released its 3rd update to Congress on the design and implemenation of its new personnel management system. DOD is required to report every 6 months on its progress. In its most recent report, DOD discusses its intent to implement a new multi-level rating system, but does not provide specific details about any steps taken that would allow us to close the recommendation nor has it taken actions to implement a system at this time. According to the DOD official overseeing this effort, DOD has made progress and the next update scheduled to be issued in Decembr 2014 will have significant more detail about the efforts taken.
    Recommendation: To help implement a fair, effective, and credible performance management system for its civilian employees--whether NSPS or another--the Secretary of Defense should ensure that guidance is in place for conducting a postdecisional analysis that specifies what process the components should follow to investigate and eliminate potential barriers to fair and equitable ratings.

    Agency: Department of Defense
    Status: Open

    Comments: The National Defense Authorization Act for Fiscal Year 2010 which repealed the National Security Personnel System required that DOD (1) take all actions necessary for the orderly termination of NSPS and (2) transition of all employees and positions from NSPS to legacy personnel systems or, if applicable, to the personnel systems that would have applied if NSPS had never been established. The law also mandated that the transition be completed by no later than January 1, 2012 and required DOD to establish a new performance management system, among other things. At the time of last update in June 2013, DOD had completed its efforts to research and design a new performance management system, in coordination with the unions. More recently, on July 24, 2014, the department released its 3rd update to Congress on the design and implemenation of its new personnel management system. DOD is required to report every 6 months on its progress. In its most recent report, DOD discusses its intent to implement a new multi-level rating system, but does not provide specific details about any steps taken that would allow us to close the recommendation nor has it taken actions to implement a system at this time. According to the DOD official overseeing this effort, DOD has made progress and the next update scheduled to be issued in Decembr 2014 will have significant more detail about the efforts taken.
    Recommendation: To help implement a fair, effective, and credible performance management system for its civilian employees--whether NSPS or another--the Secretary of Defense should include, as part of the department's monitoring of the implementation of its system, efforts to monitor and evaluate how the safeguards specifically are implemented by lower-level organizations across the department.

    Agency: Department of Defense
    Status: Open

    Comments: The National Defense Authorization Act for Fiscal Year 2010 which repealed the National Security Personnel System required that DOD (1) take all actions necessary for the orderly termination of NSPS and (2) transition of all employees and positions from NSPS to legacy personnel systems or, if applicable, to the personnel systems that would have applied if NSPS had never been established. The law also mandated that the transition be completed by no later than January 1, 2012 and required DOD to establish a new performance management system, among other things. At the time of last update in June 2013, DOD had completed its efforts to research and design a new performance management system, in coordination with the unions. More recently, on July 24, 2014, the department released its 3rd update to Congress on the design and implemenation of its new personnel management system. DOD is required to report every 6 months on its progress. In its most recent report, DOD discusses its intent to implement a new multi-level rating system, but does not provide specific details about any steps taken that would allow us to close the recommendation nor has it taken actions to implement a system at this time. According to the DOD official overseeing this effort, DOD has made progress and the next update scheduled to be issued in Decembr 2014 will have significant more detail about the efforts taken.
    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.