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    Results:

    Federal Agency: "Office of Personnel Management"

    29 publications with a total of 65 open recommendations including 15 priority recommendations
    Director: Yvonne D. Jones
    Phone: (202) 512-2717

    2 open recommendations
    Recommendation: The Associate Director of Merit System Accountability and Compliance should ensure that OPM's finalized records schedule on retaining conversion case files specifically lists all documentation that must be saved in its case files. (Recommendation 1)

    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: The Associate Director of Merit System Accountability and Compliance should establish a policy requiring that its staff verify they have reviewed all documentation required by OPM checklists before recommending approval or denial of a conversion request. OPM may incorporate such a verification requirement as part of checklists completed by its staff when reviewing conversion requests. (Recommendation 2)

    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 B. Shear
    Phone: (202) 512-8678

    1 open recommendations
    Recommendation: To address demonstrated noncompliance with section 15(k) of the Small Business Act, as amended, the Director of the Office of Personnel Management should comply with sections 15(k)(2), (k)(8), and (k)(17) or report to Congress on why the agency has not complied, including seeking any statutory flexibilities or exceptions believed appropriate.

    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: David A. Powner
    Phone: (202) 512-9286

    1 open recommendations
    Recommendation: The Secretaries of Agriculture, Commerce, Defense, Homeland Security, Energy, HHS, Interior, Labor, State, Transportation, Treasury, and VA; the Attorney General of the United States; the Administrators of EPA, GSA, and SBA; the Director of OPM; and the Chairman of NRC should take action to, within existing OMB reporting mechanisms, complete plans describing how the agency will achieve OMB's requirement to implement automated monitoring tools at all agency-owned data centers by the end of fiscal year 2018.

    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: Gregory C. Wilshusen
    Phone: (202) 512-6244

    5 open recommendations
    Recommendation: To further improve security over personnel and other sensitive information at the agency, the Acting Director of OPM should update the plans of action and milestones to reflect expected completion dates for implementing the recommendations made by US-CERT.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with the recommendation. The agency plans to update the plans of action and milestones with the current status, including expected completion dates.
    Recommendation: To further improve security over personnel and other sensitive information at the agency, the Acting Director of OPM should improve the timeliness of validating evidence associated with actions taken to address the US-CERT recommendations.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM partially concurred with the recommendation. The agency is working on making improvements to its automated system to further support its remedial action management processes, including timely closure.
    Recommendation: To further improve security over personnel and other sensitive information at the agency, the Acting Director of OPM should update policy to reflect deployment of Department of Homeland Security threat indicators and the specific 24-hour scanning requirement.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with the recommendation. The agency is in the process of updating security policies.
    Recommendation: To further improve security over personnel and other sensitive information at the agency, the Acting Director of OPM should develop and implement role-based training requirements for staff using Continuous Diagnostics and Mitigation tools.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with the recommendation. The agency is in the process of defining role-based training requirements for its continuous monitoring program.
    Recommendation: To further improve security over personnel and other sensitive information at the agency, the Acting Director of OPM should provide detailed guidance on the quality assurance process that includes evaluating security control assessments.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with the recommendation. The agency is in the process of developing additional standards for evaluating security controls testing and asserts it will use these standards for evaluating security control assessments.
    Director: Lawrance Evans
    Phone: (202) 512-8678

    2 open recommendations
    Recommendation: The Director of the Office of Personnel Management should incorporate criteria and procedures for determining whether to offer identity theft services into the agency's data-breach-response policy.

    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: The Director of the Office of Personnel Management should implement procedures that provide reasonable assurance that significant decisions on the use of identity theft services are appropriately documented.

    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: Yvonne Jones
    Phone: (202) 512-6806

    2 open recommendations
    Recommendation: To provide additional guidance to agencies and encourage the elimination of barriers to increased telework opportunities consistent with the act, and to ensure the accuracy of telework information OPM annually reports to Congress, the Director of OPM should develop tools to help agencies assess and analyze persistent barriers to telework, including managerial resistance, such as a survey or other feedback mechanism.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In a letter dated May 16, 2017, OPM's acting director stated that OPM does not concur with the recommendation. OPM agrees with GAO's assessment of the value of tools for assessing and analyzing telework barriers and agrees that such tools may help agencies increase telework participation rates, but OPM states the tools contemplated in this recommendation are not relevant to addressing the internal control issues examined within the scope of GAO's review. Further, the letter states that OPM has already fulfilled the legal responsibilities identified in the Telework Enhancement Act as applicable to OPM by providing agencies with training, policy guidance, and tools for goal-setting, qualitative and quantitative measurement, program evaluation, and action planning. OPM officials also state there are limited resources available for OPM to expand upon the materials they already provide to agencies, especially since no such requirement is imposed by the Telework Enhancement Act. We will continue to monitor OPM's actions, if any, related to this recommendation.
    Recommendation: To provide additional guidance to agencies and encourage the elimination of barriers to increased telework opportunities consistent with the act, and to ensure the accuracy of telework information OPM annually reports to Congress, the Director of OPM should strengthen controls for reviewing, validating, and reporting telework data in annual Status of Telework in the Federal Government reports. Specifically, OPM should follow up with agency officials on data outliers, including significant changes in year-to-year data.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In a letter dated May 16, 2017, the acting director stated that OPM did not agree with the recommendation. While OPM recognizes the importance of data accuracy to effectively evaluate federal telework programs, OPM does not agree that the Telework Enhancement Act imposes any obligation on OPM to allocate significant resources necessary to validate telework data collected from agencies or that a year-over-year comparison of survey data is needed or advantageous to ensuring a reasonable and rigorous data analysis. We agree that OPM should not independently validate agency data, but OPM should take the steps necessary to identify and explain data outliers and limitations. Because OPM is the agency responsible for reporting telework data, OPM should ensure its annual reports to Congress include a clear discussion of data reliability limitations. Following up on data outliers and large year-to-year changes can help OPM identify data errors that could be corrected by agencies and provide OPM with the opportunity to discuss data limitations with agencies. Including such information clearly in the annual telework reports to Congress can make them more useful to Congress and to others. If we confirm that OPM takes actions in response to this recommendation, we will provide updated information.
    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: 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: David Powner
    Phone: (202) 512-9286

    1 open recommendations
    Recommendation: To improve federal agencies' efforts to rationalize their portfolio of applications, the heads of the Departments of Agriculture, Commerce, Education, Energy, Health and Human Services, Housing and Urban Development, the Interior, Labor, State, Transportation, the Treasury, and Veterans Affairs; and heads of the Environmental Protection Agency; National Aeronautics and Space Administration; National Science Foundation; Nuclear Regulatory Commission; Office of Personnel Management; Small Business Administration; Social Security Administration; and U.S. Agency for International Development should direct their Chief Information Officers (CIOs) and other responsible officials to improve their inventories by taking steps to fully address the practices we identified as being partially met or not met.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In its comments on a draft of our report, OPM concurred with our recommendation. Subsequent to OPM informing us that it has taken action to implement the recommendation, we will follow up.
    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

    1 open recommendations
    Recommendation: To help agencies determine the value of their telework programs, the Director of OPM, working with the Chief Human Capital Officers Council, should provide clarifying guidance on options for developing supporting data for benefits and costs associated with agency telework programs. For example, the guidance could identify potential data sources, such as the data generated in response to requirements under the Office of Management and Budget (OMB) Reduce the Footprint Memorandum 2015-01 and Executive Order 13693.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with the recommendation and its work-life policy office will work with the Chief Human Capital Officers (CHCO) Council to further agency efforts to determine the value of their telework programs. OPM stated that they will develop clarifying guidance for agencies with CHCO input and host a CHCO Academy session focused on evaluating the costs and benefits of telework programs. This guidance will review basic principles of cost-benefit analysis, highlight common costs and benefits, and identify potential data sources in areas such as real estate costs, energy use, commuting costs, and employee productivity.
    Director: David A. Powner
    Phone: (202) 512-9286

    1 open recommendations
    Recommendation: To better ensure that the Dashboard ratings more accurately reflect risk, the Secretaries of the Departments of Agriculture, Education, Energy, Health and Human Services, the Interior, State, and Veterans Affairs; and the Director of the Office of Personnel Management should direct their CIOs to factor active risks into their IT Dashboard CIO ratings.

    Agency: Office of Personnel Management
    Status: Open

    Comments: When we confirm what actions have been taken, we will update the recommendation status.
    Director: Gregory C. Wilshusen
    Phone: (202) 512-6244

    4 open recommendations
    including 3 priority recommendations
    Recommendation: To improve agency information security programs, Acting Director of the Office of Personnel Management should update security plans for selected systems to ensure that all controls specific to high-impact systems are addressed, including a rationale if the control is not implemented, and where other plans are cross-referenced, ensure that the other system's plan appropriately addresses the control.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: OPM concurred with our recommendation. The agency intends to migrate security plans to an automated system in order to improve management of security controls.
    Recommendation: To improve agency information security programs, Acting Director of the Office of Personnel Management should provide and track specialized training for all individuals, including contractors, who have significant security responsibilities.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: OPM partially concurred with our recommendation. OPM is in the process of reviewing its procedures for identifying employees and contractors who directly access its information systems and reviewing the training requirements for those individuals, as well as specialized training requirements, and how compliance is tracked.
    Recommendation: To improve agency information security programs, Acting Director of the Office of Personnel Management should re-evaluate security control assessments to ensure that they comprehensively test technical controls.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: OPM did not concur with our recommendation. OPM is developing additional standards for evaluating technical-controls testing and will incorporate these standards into its oversight of security assessments, once the standards are complete.
    Recommendation: To improve agency information security programs, Acting Director of the Office of Personnel Management should update remedial action plans for selected systems, to include source of funding and updated completion dates.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with our recommendation. OPM is in the process of migrating POA&Ms to a new automated system that will allow the source of funding to be included in plans of action and milestones.
    Director: David Powner
    Phone: (202) 512-9286

    1 open recommendations
    Recommendation: The Secretaries of the Departments of Agriculture, Commerce, Defense, Education, Energy, Health and Human Services, Homeland Security, Housing and Urban Development, the Interior, Labor, State, Transportation, the Treasury, and Veterans Affairs; the Attorney General of the United States; the Administrators of the Environmental Protection Agency, General Services Administration, National Aeronautics and Space Administration, and U.S. Agency for International Development; the Director of the Office of Personnel Management; the Chairman of the Nuclear Regulatory Commission; and the Commissioner of the Social Security Administration should take action to improve progress in the data center optimization areas that we reported as not meeting OMB's established targets, including addressing any identified challenges.

    Agency: Office of Personnel Management
    Status: Open

    Comments: The Office of Personnel Management (OPM) agreed with our recommendation, and has taken initial steps to implement it. In May 2016, OPM stated in correspondence to GAO that it was committed to meeting the targets associated with the agency's data center optimization efforts. The agency added that challenges would be addressed as plans evolved to meet current targets and within current funding. As of July 2017, OPM reports on the Office of Management and Budget's (OMB) IT Dashboard that it meets only one (server virtualization) of the five data center optimization metric targets that OMB currently requires agencies to report against. However, the agency reports that it does not meet the remaining four targets (related to server utilization and monitoring, energy metering, server virtualization, data center facility space, and power usage efficiency). We will continue to monitor and evaluate the agency's progress in implementing this recommendation and update accordingly.
    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: David Powner
    Phone: (202) 512-9286

    1 open recommendations
    Recommendation: To improve the agency's IT savings reinvestment plans, the Director of the Office of Personnel Management should direct the CIO, as part of any future update to the agency's IRM strategic plan or equivalent document, to include information regarding the approach to reinvesting savings from the consolidation of commodity IT resources (including data centers) in accordance with OMB's guidance.

    Agency: Office of Personnel Management
    Status: Open

    Comments: The Office of Personnel Management (OPM) agreed with our recommendation, but has not yet taken action to implement it. Specifically, in November 2015, OPM's Acting Director stated that information regarding the approach to reinvesting savings from the consolidation of commodity IT resources (including data centers) would be included in future updates to OPM's Strategic IT Plan. However, as of May 2017, the agency had not yet updated its strategic plan to include this information. We will continue to evaluate the OPM's progress in implementing this recommendation.
    Director: Robert Goldenkoff
    Phone: (202) 512-2757

    2 open recommendations
    including 1 priority recommendation
    Recommendation: To help strengthen the ability of agencies to deal with poor performers and to help ensure supervisors obtain the skills needed to effectively conduct performance management responsibilities, the Director of OPM, in conjunction with the CHCO Council and, as appropriate, with key stakeholders such as federal employee labor unions, should assess the adequacy of leadership training that agencies provide to supervisors.

    Agency: Office of Personnel Management
    Status: Open

    Comments: According to OPM officials, as of July 2017, OPM conducted a survey and recently completed the survey analysis. OPM is in in the development phase for the second part of the study - stakeholder interviews. The survey data is being used to inform the interview protocol. The stakeholder interviews are scheduled to begin in mid-August 2017. The comprehensive report will tentatively begin OPM's internal review process by the end of fiscal year 2017.
    Recommendation: To help strengthen the ability of agencies to deal with poor performers and to more effectively ensure that agencies have a well-qualified cadre of supervisors capable of effectively addressing poor performance, the Director of OPM, in conjunction with the CHCO Council and, as appropriate, with key stakeholders such as federal employee labor unions, should determine if promising practices at some agencies should be more widely used government-wide. Such practices include (1) extending the supervisory probationary period beyond 1-year to include at least one full employee appraisal cycle; (2) providing detail opportunities or rotational assignments to supervisory candidates prior to promotion, where the candidate can develop and demonstrate supervisory competencies; and (3) using a dual career ladder structure as a way to advance employees who may have particular technical skills and/or education but who are not interested in or inclined to pursue a management or supervisory track.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: In October 2016, OPM told us they were holding meetings to determine how to respond to this recommendation. As of June 2017, we are continuing to monitor OPM's progress in implementing this recommendation.
    Director: Robert Goldenkoff
    Phone: (202) 512-2757

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

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

    2 open recommendations
    Recommendation: To help ensure that agencies report comparable and reliable data to Enterprise Human Resources Integration (EHRI), the Director of OPM, in coordination with agencies and payroll service providers, should develop guidance for agencies on which activities to enter, or not enter, as paid administrative leave in agency time and attendance systems.

    Agency: Office of Personnel Management
    Status: Open

    Comments: To address agency use of paid administrative leave that may exceed reasonable amounts as well as discrepancies in recording and reporting paid administrative leave, in December 2016, Congress passed the "Administrative Leave Act of 2016." The act mandates new categories of paid leave, including "investigative leave," "notice leave," and "weather and safety leave" and sets limitations on the duration of paid administrative leave as well as the new categories of investigative and notice leave. The Act also requires OPM to establish regulations on (1) when to grant administrative leave and the other new categories of paid leave, and (2) the proper recording and reporting of these types of paid leave. In July 2017, OPM proposed new rules to regulate paid administrative leave, which it will finalize after the public comment period ends in August 2017. In addition, in response to our recommendation, in May 2015, OPM issued a fact sheet on administrative leave, which discusses the appropriate use of an agency's administrative leave authority, including a definition of administrative leave as well as applicable government-wide, individual agency, and emergency policies on the use of administrative leave. However, this fact sheet will need to be revised to reflect the new regulations when they are in effect. Once finalized, the proposed rules, along with updated fact sheet guidance, should help agencies and federal employees appropriately use, record, and report administrative leave. We will update the status of this recommendation once the regulations are finalized and the fact sheet guidance is revised.
    Recommendation: To help ensure that agencies report comparable and reliable data to EHRI, the Director of OPM, in coordination with agencies and payroll service providers, should provide updated and specific guidance to payroll service providers on which activities to report, or not report, to the paid administrative leave data element in EHRI.

    Agency: Office of Personnel Management
    Status: Open

    Comments: To address agency use of paid administrative leave that may exceed reasonable amounts as well as discrepancies in recording and reporting paid administrative leave, in December 2016, Congress passed the "Administrative Leave Act of 2016." The act mandates new categories of paid leave, including "investigative leave," "notice leave," and "weather and safety leave" and sets limitations on the duration of paid administrative leave as well as the new categories of investigative and notice leave. The Act also requires OPM to establish regulations on (1) when to grant administrative leave and the other new categories of paid leave, and (2) the proper recording and reporting of these types of paid leave. In July 2017, OPM proposed new rules to regulate paid administrative leave, which it will finalize after the public comment period ends in August 2017. OPM officials reported in June 2017 that they are working with payroll providers to revise reporting requirements. Once finalized, the proposed rules, along with updated guidance to payroll providers for reporting paid administrative leave and the new leave categories, should help agencies report comparable and reliable data to EHRI. We will update the status of this recommendation once the regulations are finalized and the guidance is revised.
    Director: David A. Powner
    Phone: (202) 512-9286

    1 open recommendations
    Recommendation: The Secretaries of Agriculture, Commerce, Defense, Energy, the Interior, Transportation, the Treasury, and Department of Veterans Affairs; the Administrators of the Environmental Protection Agency and NASA; and the Director of the Office of Personnel Management should direct responsible officials to report all data center consolidation cost savings and avoidances to OMB in accordance with established guidance.

    Agency: Office of Personnel Management
    Status: Open

    Comments: The Office of Personnel Management agreed with our recommendation, but has not yet taken steps to implement it. In September 2014, we found that the agency had reported fiscal year 2012 to 2015 cost savings and avoidances of $3.40 million to GAO, but had not reported any of its savings and avoidances to the Office of Management and Budget as required. As of March 2017, the agency had not yet reported any data center consolidation cost savings and avoidances to the Office of Management and Budget. We will continue to evaluate the agency's progress in implementing this recommendation.
    Director: Gregory C. Wilshusen
    Phone: (202) 512-6244

    1 open recommendations
    including 1 priority recommendation
    Recommendation: To ensure that the privacy and security controls of contractor-operated systems are being properly overseen, the Director of the Office of Personnel Management should develop, document, and implement oversight procedures for ensuring that a system test is fully executed for each contractor-operated system.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: OPM concurred with our recommendation. However, as of April 2017, OPM had not implemented the recommendation to develop, document and implement oversight procedures to ensure that a system test is fully executed for each contractor-operated system. We will monitor OPM's efforts and validate OPM actions when evidence discloses that the recommendation has been implemented.
    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: Carol R. Cha
    Phone: (202) 512-4456

    6 open recommendations
    Recommendation: To ensure the effective management of software licenses, the Director of the Office of Personnel Management should develop an agency-wide comprehensive policy for the management of software licenses that addresses the weaknesses we identified

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with this recommendation and in September 2015, reported that it had developed a guide to capture enterprise architecture (EA) lifecycle activities including software licensing management, acquisition, and requirements during several points of the project lifecycle. We contacted the agency and, as of September 2017, are awaiting a response on the current status of efforts to implement this recommendation.
    Recommendation: To ensure the effective management of software licenses, the Director of the Office of Personnel Management should employ a centralized software license management approach that is coordinated and integrated with key personnel for the majority of agency software license spending and/or enterprise-wide licenses.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with this recommendation and in September 2015 reported that it is finalizing a revised Life Cycle Management draft policy which will use stage gate reviews to evaluate the progress of projects including software licenses throughout the agency. According to OPM, once the new policy is approved, OPM subject matter experts will review project documentation during stage gates reviews to make written recommendations on whether projects should continue. OPM's Investment Review Board will then review that recommendation and other procurement documentation to make a final recommendation to the OPM Director. We contacted the agency and, as of September 2017, are awaiting a response on the current status of efforts to implement this recommendation.
    Recommendation: To ensure the effective management of software licenses, the Director of the Office of Personnel Management should establish a comprehensive inventory of software licenses using automated tools for the majority of agency software license spending and/or enterprise-wide licenses.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with this recommendation and in September 2015 OPM reported that it acquired an enterprise architecture repository tool and is collecting information on its software applications. OPM also reported that it is assembling and performing quality reviews on hardware and software lists currently maintained in spreadsheets, in its EA Systems database, and Remedy database in order to consolidate the entire hardware and software asset inventory. We contacted the department and, as of September 2017, are awaiting a response on the current status of efforts to implement this recommendation.
    Recommendation: To ensure the effective management of software licenses, the Director of the Office of Personnel Management should regularly track and maintain a comprehensive inventory of software licenses using automated tools and metrics.

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with this recommendation and in September 2015 OPM reported that it acquired an enterprise architecture repository tool and is collecting information on its software applications. We contacted the department and, as of September 2017, are awaiting a response on the current status of efforts to implement this recommendation.
    Recommendation: To ensure the effective management of software licenses, the Director of the Office of Personnel Management should analyze agency-wide software license data, such as costs, benefits, usage, and trending data, to identify opportunities to reduce costs and better inform investment decision making.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In written comments to our report, OPM concurred with our recommendations and noted actions the agency plans to take. We contacted the department and, as of September 2017, are awaiting a response on the current status of efforts to implement this recommendation.
    Recommendation: To ensure the effective management of software licenses, the Director of the Office of Personnel Management should provide software license management training to appropriate agency personnel addressing contract terms and conditions, negotiations, laws and regulations, acquisition, security planning, and configuration management.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In written comments to our report, OPM concurred with our recommendations and noted actions the agency plans to take. We contacted the department and, as of September 2017, are awaiting a response on the current status of efforts to implement this recommendation.
    Director: Robert Goldenkoff
    Phone: (202) 512-2757

    4 open recommendations
    including 2 priority recommendations
    Recommendation: To create a more effective human capital system that is more responsive to managing priorities and future workforce needs, the Director of OPM, in conjunction with the CHCO Council, should strengthen OPM's coordination and leadership of government-wide human capital issues to ensure government-wide initiatives are coordinated, decision makers have all relevant information, and there is greater continuity in the human capital community for key reforms. Such actions could include: (1) developing a government-wide human capital strategic plan that, among other things, would establish strategic priorities, time frames, responsibilities, and metrics to better align the efforts of members of the federal human capital community with government-wide human capital goals and issues; and (2) coordinating communication on government-wide human capital issues with other members of the human capital community so that there is greater consistency, transparency, and completeness in exchanging and using information by stakeholders and decision makers.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: In April 2017, OPM issued a final regulation requiring OPM and agencies take significant steps in identifying, prioritizing, and coordinating efforts to address critical human capital issues. The regulation will require OPM to complete the Federal Workforce Priorities Report (FWPR). According to OPM, the FWSPR will serve as tool for all stakeholders and agencies to: (1) be informed about current and emerging workforce challenges, (2) develop strategies to address the impending risks, and (3) monitor progress. The FWSPR will also serve as a tool for the Administration to develop their Human Capital President's Management Agenda, as well as Cross Agency Priority Goals. the regulation also requires agencies to develop a Human Capital Operating Plan, which will reflect the priorities identified in the FWSPR. We believe this final regulation represents an important step forward in addressing the current fragmentation of the federal human capital community and will continue to monitor its status.
    Recommendation: To create a more effective human capital system that is more responsive to managing priorities and future workforce needs, the Director of OPM, in conjunction with the CHCO Council, should explore the feasibility of expanded use of enterprise solutions to more efficiently and effectively address shared or government-wide human capital challenges. Such actions could include: (1) seeking cost savings and improved functionality through coordinated government-wide Human Resources Information Technology planning and acquisition, (2) seeking agency input to ensure OPM's workforce planning tools provide effective guidance for agencies, and (3) sharing workforce planning lessons learned and successful models across the government.

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: In April 2017, OPM officials said it had developed some enterprise solutions to address shared or government-wide human capital challenges. For example, OPM officials said it created a multi-factor model workforce planning tool to assess the risk of agency-specific mission critical occupations. Officials said this tool is the foundation for any good workforce planning process to better understand which MCOs require the greatest attention. Officials said the model was drafted from input from an intra-agency workgroup, was beta tested with a workforce planning workgroup consisting of the majority of CFO Act agencies and finally approved by the full Chief Human capital Officer's Council. This tool was then used by agencies to identify their agency-specific high risk MCOs. OPM officials said they plan to use this model to develop other tools. We believe this tool represents an important step forward in identifying enterprise tools and will continue to monitor OPM's continued efforts.
    Recommendation: To create a more effective human capital system that is more responsive to managing priorities and future workforce needs, the Director of OPM, in conjunction with the CHCO Council, should review the extent to which new capabilities are needed to promote agile talent management. Such actions could include developing or sharing: (1) tools, resources, and methods to help identify skills gaps and surpluses that can inform agency recruitment, retention, and training needs; and (2) mechanisms for increasing staff mobility within an agency and government-wide to assist agencies in aligning their workforces with evolving needs.

    Agency: Office of Personnel Management
    Status: Open

    Comments: As of October 2016, OPM has been exploring the use of agile talent management approaches. OPM established the pilot project, Gov Connect, that tests how employees can move within and across agencies to work on self-initiated and/or manager-initiated projects. Currently, OPM is working to design Phase II of the effort, which is to develop a model for the government wide implementation of the initiative. Over 10 agencies were involved with Phase I for the single agency pilot process and more contact OPM each day as they learn about Gov Connect. OPM briefed the CHCOC and the President's Management Council (PMC) two years ago about the initiative and since then, Gov Connect has become a part of the President's Management Agenda (PMA). To further the familiarity of Gov Connect, OPM established a Starter Kit, which was designed to communicate a suggested approach for how to implement one or several of the Gov Connect models within a respective agency. The Starter Kit is a reflection of agency lessons learned through their experience with Phase I, and OPM continues to refresh the content as additional information is learned. With regards to skill identification, OPM has begun working to address this through the work with the government wide skills gap initiative. A key aspect of the initiative includes the identification of a root cause. Through this process, it is expected that needed skills will become evident. Subsequently, strategies will be established to address the root cause. In addition, OPM is revising its data collection process. OPM, because of statute and regulation, has the ability to require a set of workforce metrics, such as agency projections. We are currently exploring how to establish the capability to capture information regarding the current workforce. Work will continue through FY 17 until a solution has been identified. In June 2015, OPM reported that its Center for Strategic Workforce Planning (SWP) is developing tools to better visualize results of the CHCO manager satisfaction survey and the CHCO applicant satisfaction survey for distribution to agencies. OPM is also developing a model to assist agencies in selecting mission critical occupations for government-wide skills gap closure based on multiple factors, including separation rates, retention percentages, and applicant to job ratios. SWP is currently co-leading the GovConnect initiative, which explores models for workforce agility that include micro-detailing, cloud-based skill deployment across organizational components, and employee-initiated innovation initiatives. OPM is collaborating with the Chief Learning Officers Council to develop standards for agency use of data to prioritize investment in workforce development. Through these standards, agencies will apply data including skills gap analysis (e.g., retirement projections, competency gaps, etc.) to prioritize needs. We will continue to monitor OPM's efforts.
    Recommendation: To create a more effective human capital system that is more responsive to managing priorities and future workforce needs, the Director of OPM, in conjunction with the CHCO Council, should ensure agencies are getting the guidance and tools that they need by evaluating the communication strategy for and effectiveness of relevant tools, guidance, or leading practices created by OPM or the agencies to address crosscutting human capital management challenges.

    Agency: Office of Personnel Management
    Status: Open

    Comments: As of August 2016, OPM reported that its office of Employee Services is developing for deployment a comprehensive Strategic Human Capital Management (SHCM) needs survey that will be distributed to the CHCO Council. The survey is designed to directly solicit information about relevant tools, guidance and resources from agency human capital professionals that they feel will benefit their SHCM processes. This annual survey and the information OPM gathers from the survey results will assist OPM with developing/providing suggested tools through the HCF. We will continue to monitor OPM's efforts.
    Director: Powner, David A
    Phone: (202)512-9286

    3 open recommendations
    Recommendation: To improve the agency's implementation of PortfolioStat, the Director of the Office of Personnel Management should direct the CIO to develop a complete commodity IT baseline.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In August 2014, the Office of Personnel Management stated that it would be generating a policy requiring the baselines to be updated quarterly and established a target of May 2015 for fully implementing this recommendation. In March 2015, the agency stated that it was continuing to make progress toward the completion of its commodity IT baseline.
    Recommendation: To improve the agency's implementation of PortfolioStat, in future reporting to OMB, the Director of the Office of Personnel Management should direct the CIO to fully describe the following PortfolioStat action plan elements: (1) move at least two commodity IT areas to shared services and (2) target duplicative systems or contracts that support common business functions for consolidation.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In August 2014, the Office of Personnel Management stated that the initial program office responses to our recommendation represented the vision of the former Chief Information Officer (CIO). The agency stated that the new CIO's strategic plan would address duplicative systems and contracts as part of the CIO re-organization project that was underway, with the intent of bringing the different job functions under one group in order to utilize resources and common business functions more effectively. The agency established May 2015 as a target for fully implementing the recommendation. However, we have not yet received evidence of this action. We plan to follow up on the status of actions taken.
    Recommendation: To improve the agency's implementation of PortfolioStat, the Director of the Office of Personnel Management should direct the CIO to report on the agency's progress in consolidating the help desk consolidation and IT asset inventory to shared services as part of the OMB integrated data collection quarterly reporting until completed.

    Agency: Office of Personnel Management
    Status: Open

    Comments: In August 2014, the Office of Personal Management (OPM) stated that a project initiated under the former Chief Information Officer's guidance deals specifically with help desk consolidation. OPM also stated it had leveraged the Remedy tool to integrate the IT asset inventory function as part of the help desk and that many of the IT asset inventory functions were now automated as part of this effort. The agency established May 2015 as a target for fully implementing the recommendation. We plan to follow up with OPM to find out about the status of actions taken to address this recommendation.
    Director: Mihm, J Christopher
    Phone: (202) 512-6806

    3 open recommendations
    Recommendation: To improve performance management staff capacity to support performance management in federal agencies, the Director of OPM, in coordination with the PIC and the Chief Learning Officer (CLO) Council, should work with agencies to identify competency areas needing improvement within agencies.

    Agency: Office of Personnel Management
    Status: Open

    Comments: GAO reached out to Performance Improvement Council (PIC) and Office of Management and Budget staff in November 2016 and February 2017 for an update on the status of this recommendation, but has not received a response. In May 2016, the PIC had reported that it has an ongoing series of survey and focus group work that includes some issues related to learning needs, but that they do not address competency areas directly as the PIC community does not find this framework useful.
    Recommendation: To improve performance management staff capacity to support performance management in federal agencies, the Director of OPM, in coordination with the PIC and the CLO Council, should work with agencies to identify agency training that focuses on needed performance management competencies.

    Agency: Office of Personnel Management
    Status: Open

    Comments: GAO reached out to Performance Improvement Council (PIC) and Office of Management and Budget staff in November 2016 and February 2017 for an update on the status of this recommendation, but has not received a response. In May 2016, the PIC had reported that it had created and was piloting performance training to test the best way to make this training available to a broad audience. Previously, the PIC had planned to use a website, LearnPerformance.gov, to make courses on performance management competencies available. According to the PIC, the website had been taken down and there is ongoing discussion about what to do in its place.
    Recommendation: To improve performance management staff capacity to support performance management in federal agencies, the Director of OPM, in coordination with the PIC and the CLO Council, should work with agencies to share information about available agency training on competency areas needing improvement.

    Agency: Office of Personnel Management
    Status: Open

    Comments: GAO reached out to Performance Improvement Council (PIC) and Office of Management and Budget staff in November 2016 and February 2017 for an update on the status of this recommendation, but has not received a response. In May 2016, the PIC had reported that it had created and was piloting performance training to test the best way to make this training available to a broad audience. Previously, the PIC had planned to use a website, LearnPerformance.gov, to make courses on performance management competencies available. According to the PIC, the website had been taken down and there is ongoing discussion about what to do in its place.
    Director: Cha, Carol
    Phone: (202) 512-3000

    2 open recommendations
    Recommendation: To enhance federal agencies' ability to realize enterprise architecture benefits, the Secretaries of the Departments of Agriculture, the Air Force, the Army, Commerce, Defense, Education, Energy, Homeland Security, the Interior, Labor, the Navy, State, Transportation, the Treasury, and Veterans Affairs; the Attorney General; the Administrators of the Environmental Protection Agency, General Services Administration, National Aeronautics and Space Administration, and Small Business Administration; the Commissioners of the Nuclear Regulatory Commission and Social Security Administration; and the Directors of the National Science Foundation and the Office of Personnel Management should fully establish an approach for measuring enterprise architecture outcomes, including a documented method (i.e., steps to be followed) and metrics that are measurable, meaningful, repeatable, consistent, actionable, and aligned with the agency's enterprise architecture's strategic goals and intended purpose.

    Agency: Office of Personnel Management
    Status: Open

    Comments: The Office of Personnel Management has not implemented this recommendation. In September 2016, the agency's Office of Internal Oversight and Compliance reported that it planned to develop an enterprise architecture strategic plan in the third quarter of fiscal year 2017. The plan was to include application rationalization metrics and a method for measurement. However, as of August 2017, the agency had not demonstrated that it had addressed the recommendation.
    Recommendation: To enhance federal agencies' ability to realize enterprise architecture benefits, the Secretaries of the Departments of Agriculture, the Air Force, the Army, Commerce, Defense, Education, Energy, Homeland Security, the Interior, Labor, the Navy, State, Transportation, the Treasury, and Veterans Affairs; the Attorney General; the Administrators of the Environmental Protection Agency, General Services Administration, National Aeronautics and Space Administration, and Small Business Administration; the Commissioners of the Nuclear Regulatory Commission and Social Security Administration; and the Directors of the National Science Foundation and the Office of Personnel Management should periodically measure and report enterprise architecture outcomes and benefits to top agency officials (i.e., executives with authority to commit resources or make changes to the program) and to OMB.

    Agency: Office of Personnel Management
    Status: Open

    Comments: The Office of Personnel Management (OPM) has not implemented this recommendation. In September 2016, OPM's Office of Internal Oversight and Compliance reported that the agency planned to develop an enterprise architecture strategic plan in the third quarter of fiscal year 2017, which was to include measuring and reporting application rationalization metrics to OPM senior executives and the Office of Management and Budget. However, as of August 2017, the agency had not demonstrated that it had addressed the recommendation.
    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.