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    Results:

    Subject Term: "Personnel recruiting"

    10 publications with a total of 49 open recommendations including 2 priority recommendations
    Director: Debra A. Draper
    Phone: (202) 512-7114

    5 open recommendations
    Recommendation: The Undersecretary for Health should develop and implement a process to accurately count all physicians providing care at each medical center, including physicians who are not employed by VHA. (Recommendation 1)

    Agency: Department of Veterans Affairs: Veterans Health Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Undersecretary for Health should develop and issue guidance to the VAMCs on determining appropriate staffing levels for all mission-critical physician occupations. (Recommendation 2)

    Agency: Department of Veterans Affairs: Veterans Health Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Undersecretary for Health should ensure that when multiple offices issue similar productivity data on physician occupations, any methodological differences are clearly communicated and guidance is provided on how to interpret and reconcile the data. (Recommendation 3)

    Agency: Department of Veterans Affairs: Veterans Health Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Undersecretary for Health should establish a system-wide method to share information about physician trainees to help fill vacancies across VAMCs. (Recommendation 4)

    Agency: Department of Veterans Affairs: Veterans Health Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Undersecretary for Health should conduct a comprehensive, system-wide evaluation of the physician recruitment and retention strategies used by VAMCs to determine their overall effectiveness, identify and implement improvements, ensure coordination across VHA offices, and establish an ongoing monitoring process. (Recommendation 5)

    Agency: Department of Veterans Affairs: Veterans Health Administration
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Jessica Lucas-Judy
    Phone: (202) 512-9110

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

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Anne-Marie Fennell
    Phone: (202) 512-3841

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

    Agency: Department of Commerce
    Status: Open

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

    Agency: Department of Commerce
    Status: Open

    Comments: The agency agreed with our recommendation. We will provide updates when the agency takes action.
    Director: Gregory C. Wilshusen
    Phone: (202) 512-6244

    22 open recommendations
    Recommendation: To assist CISOs in carrying out their responsibilities, the Director of OMB should issue guidance for agencies' implementation of the FISMA 2014 requirements to ensure that (1) senior agency officials carry out information security responsibilities and (2) agency personnel are held accountable for complying with the agency-wide information security program. This guidance should clarify the role of the agency CISO with respect to these requirements, as well as implementing the other elements of an agency-wide information security program, taking into account the challenges identified in this report.

    Agency: Executive Office of the President: Office of Management and Budget
    Status: Open

    Comments: The Office of Management and Budget (OMB) partially concurred with this recommendation, but does not intend to directly issue guidance as recommended. Instead, we are reviewing the relevant OMB memoranda that officials believe address the intent of the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with the FISMA 2014, the Secretary of Commerce should define the CISO's role in department policy for ensuring that plans and procedures are in place to ensure recovery and continued operations of the department's information systems in the event of a disruption.

    Agency: Department of Commerce
    Status: Open

    Comments: The Department of Commerce concurred with the recommendation, stating that the department's policy documents are expected to be updated by the end of the 4th Quarter in 2017. However, the Department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the senior information security officer (SISO) is defined in department policy in accordance with FISMA 2014, the Secretary of Defense should define the SISO's role in department policy for ensuring that information security policies and procedures are developed and maintained.

    Agency: Department of Defense
    Status: Open

    Comments: The Department of Defense (DOD) did not concur with our recommendation, nor has it provided evidence that it has implemented the recommendations.
    Recommendation: To ensure that the role of the SISO is defined in department policy in accordance with FISMA 2014, the Secretary of Defense should define the SISO's role in department policy for ensuring that the department has procedures for incident detection, response, and reporting.

    Agency: Department of Defense
    Status: Open

    Comments: The Department of Defense (DOD) partially concurred with our recommendation, but has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the SISO is defined in department policy in accordance with FISMA 2014, the Secretary of Defense should define the SISO's role in department policy for oversight of security for information systems that are operated by contractors on the department's behalf.

    Agency: Department of Defense
    Status: Open

    Comments: The Department of Defense (DOD) partially concurred with our recommendation, but has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Energy should define the CISO's role in department policy for ensuring that subordinate security plans are documented for the department's information systems.

    Agency: Department of Energy
    Status: Open

    Comments: The Department of Energy concurred with the recommendation, and estimates completion by March 1, 2018. The Department decided in April 2017 to make significant updates to its Cyber Security Program, and estimates it will take up to nine months to gain departmental concurrence, complete revisions, and close this recommendation. However, the Department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Energy should define the CISO's role in department policy for ensuring that all users receive information security awareness training.

    Agency: Department of Energy
    Status: Open

    Comments: The Department of Energy concurred with the recommendation, and estimates completion by March 1, 2018. The Department decided in April 2017 to make significant updates to its Cyber Security Program, and estimates it will take up to nine months to gain departmental concurrence, complete revisions, and close this recommendation. However, the Department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Energy should define the CISO's role in department policy for ensuring that the department has a process for planning implementing, evaluating, and documenting remedial actions.

    Agency: Department of Energy
    Status: Open

    Comments: The Department of Energy concurred with the recommendation, and estimates completion by March 1, 2018. The Department decided in April 2017 to make significant updates to its Cyber Security Program, and estimates it will take up to nine months to gain departmental concurrence, complete revisions, and close this recommendation. However, the Department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Energy should define the CISO's role in department policy for ensuring that plans and procedures are in place to ensure recovery and continued operations of the department's information systems in the event of a disruption.

    Agency: Department of Energy
    Status: Open

    Comments: The Department of Energy concurred with the recommendation, and estimates completion by March 1, 2018. The Department decided in April 2017 to make significant updates to its Cyber Security Program, and estimates it will take up to nine months to gain departmental concurrence, complete revisions, and close this recommendation. However, the Department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Energy should define the CISO's role in department policy for oversight of security for information systems that are operated by contractors on the department's behalf.

    Agency: Department of Energy
    Status: Open

    Comments: The Department of Energy concurred with the recommendation, and estimates completion by March 1, 2018. The Department decided in April 2017 to make significant updates to its Cyber Security Program, and estimates it will take up to nine months to gain departmental concurrence, complete revisions, and close this recommendation. However, the Department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Energy should define the CISO's role in department policy in the periodic authorization of the department's information systems.

    Agency: Department of Energy
    Status: Open

    Comments: The Department of Energy concurred with the recommendation, and estimates completion by March 1, 2018. The Department decided in April 2017 to make significant updates to its Cyber Security Program, and estimates it will take up to nine months to gain Departmental concurrence, complete revisions, and close this recommendation. However, the Department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Health and Human Services should define the CISO's role in department policy for ensuring that plans and procedures are in place to ensure recovery and continued operations of the department's information systems in the event of a disruption.

    Agency: Department of Health and Human Services
    Status: Open

    Comments: The Department of Health and Human Services concurs with our recommendation but has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Attorney General should define the CISO's role in department policy for ensuring that information security policies and procedures are developed and maintained.

    Agency: Department of Justice
    Status: Open

    Comments: The Department of Justice concurs with our recommendation but has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Attorney General should define the CISO's role in department policy for ensuring that plans and procedures are in place to ensure recovery and continued operations of the department's information systems in the event of a disruption.

    Agency: Department of Justice
    Status: Open

    Comments: The Department of Justice concurs with our recommendation but has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of State should define the CISO's role in department policy for ensuring that the department has procedures for incident detection, response, and reporting.

    Agency: Department of State
    Status: Open

    Comments: The Department of State (State) concurred with this recommendation. We are currently reviewing the evidence provided by State to determine whether the role of the CISO has been defined in its policy to for ensuring that State has procedures for incident detection, response, and reporting.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Transportation should define the CISO's role in department policy for ensuring that subordinate security plans are documented for the department's information systems.

    Agency: Department of Transportation
    Status: Open

    Comments: The Department of Transportation concurred with the recommendation and is currently updating its Cybersecurity Policy. The Department plans to be complete by June 29, 2018. However, the department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the CISO is defined in department policy in accordance with FISMA 2014, the Secretary of Transportation should define the CISO's role in department policy for ensuring that security controls are tested periodically.

    Agency: Department of Transportation
    Status: Open

    Comments: The Department of Transportation concurred with the recommendation and is currently updating its Cybersecurity Policy. The Department plans to be complete by June 29, 2018. However, the department has not yet provided sufficient evidence that it has implemented the recommendation.
    Recommendation: To ensure that the role of the senior agency information security officer (SAISO) is defined in agency policy in accordance with FISMA 2014, the Administrator of the Environment Protection Agency should define the SAISO's role in agency policy for ensuring that subordinate security plans are documented for the department's information systems.

    Agency: Environmental Protection Agency
    Status: Open

    Comments: The Environmental Protection Agency (EPA) concurred with our recommendation. We are currently reviewing the evidence provided by EPA to determine whether the role of the SAISO has been defined in its policy to for ensuring that subordinate security plans are documented for the agency's information systems.
    Recommendation: To ensure that the role of the SAISO is defined in agency policy in accordance with FISMA 2014, the Administrator of the Environment Protection Agency should define the SAISO's role in agency policy for ensuring that plans and procedures are in place to ensure recovery and continued operations of the department's information systems in the event of a disruption.

    Agency: Environmental Protection Agency
    Status: Open

    Comments: The Environmental Protection Agency (EPA) concurred with our recommendation. We are currently reviewing the evidence provided by EPA to determine whether the role of the SAISO has been defined in its policy to ensure recovery and continued operations of the agency's information systems in the event of a disruption.
    Recommendation: To ensure that the role of the SAISO is defined in agency policy in accordance with FISMA 2014, the Administrator of the Environment Protection Agency should define the SAISO's role in agency policy in the periodic authorization of the department's information systems.

    Agency: Environmental Protection Agency
    Status: Open

    Comments: The Environmental Protection Agency (EPA) concurred with our recommendation. We are currently reviewing the evidence provided by EPA to determine whether the role of the SAISO has been defined in agency policy for the periodic authorization of the department's information systems.
    Recommendation: To ensure that the role of the SAISO is defined in agency policy in accordance with FISMA 2014, the Administrator of the National Aeronautics and Space Administration should define the SAISO's role in agency policy for oversight of security for information systems that are operated by contractors on the agency's behalf.

    Agency: National Aeronautics and Space Administration
    Status: Open

    Comments: The National Aeronautics and Space Administration (NASA) concurred with our recommendation. We are currently reviewing the evidence provided by NASA to determine whether the role of the SAISO has been defined in agency policy for oversight of security for information systems that are operated by contractors on NASA's behalf.
    Recommendation: To ensure that the role of the CISO is defined in agency policy in accordance with FISMA 2014, the Administrator of the Small Business Administration should define the CISO's role in agency policy for ensuring that personnel with significant security responsibilities receive appropriate training.

    Agency: Small Business Administration
    Status: Open

    Comments: The Small Business administration (SBA) concurs with our recommendation but has not yet provided sufficient evidence that it has implemented the recommendation.
    Director: Debra Draper
    Phone: (202) 512-7114

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

    Agency: Department of Veterans Affairs
    Status: Open

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

    Agency: Department of Veterans Affairs
    Status: Open
    Priority recommendation

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

    Agency: Department of Veterans Affairs
    Status: Open
    Priority recommendation

    Comments: VHA convened a taskforce with accompanying charter to address all three of GAO's recommendations, including conducting a system-wide evaluation of VHA's key nurse recruitment and retention initiatives and identifying areas for improvement. The taskforce consists of workgroups that are charged with reviewing current processes for reporting on compliance for the eight recruitment and retention initiatives we identified in our report, identifying opportunities for improvement, and developing recommendations to optimize medical centers' reporting on compliance. Based on the workgroup recommendations, VHA will generate and implement program-specific approaches for reporting on compliance of the initiatives. As of March 2017, taskforce has evaluated, or is in the process of evaluating, the effectiveness of each of the eight initiatives. VHA anticipates completing these evaluations by October 2017. However, VHA did not provide any information on its efforts to evaluate the overall effectiveness of the key initiatives in meeting VHA's system-wide nurse recruitment and retention goals.
    Director: Thomas Melito
    Phone: (202) 512-9601

    3 open recommendations
    Recommendation: To help ensure agencies can more fully implement their monitoring policy and guidance related to recruitment of foreign workers, the Secretaries of Defense and State and the Administrator of the U.S. Agency for International Development should each develop, as part of their agency policy and guidance, a more precise definition of recruitment fees, including permissible components and amounts.

    Agency: Department of Defense
    Status: Open

    Comments: In comments on a draft of the report, the Department of Defense (DOD) concurred with this recommendation and indicated that it would define recruitment fees as part of the next review of DOD policy on combating trafficking in persons. In January 2015, DOD and other agencies issued a final rule in the Federal Acquisition Regulation (FAR) that prohibits charging employees any recruitment fees; however, this rule did not provide a precise definition of such fees. In May 2016, DOD and others proposed a new FAR rule defining "recruitment fees." The public comment period for this proposed rule ended in July 2016, and, as of August 2017, the proposed rule was in process. In addition, DOD has updated its policy and guidance on combating trafficking in persons, most recently in June 2015. GAO is monitoring these efforts and will provide an update once the proposed FAR rule is finalized.
    Recommendation: To help ensure agencies can more fully implement their monitoring policy and guidance related to recruitment of foreign workers, the Secretaries of Defense and State and the Administrator of the U.S. Agency for International Development should each develop, as part of their agency policy and guidance, a more precise definition of recruitment fees, including permissible components and amounts.

    Agency: United States Agency for International Development
    Status: Open

    Comments: In commenting on a draft of this report, the U.S. Agency for International Development (USAID) noted that a proposed amendment to the Federal Acquisition Regulation (FAR) on combating Trafficking in Persons (TIP) contained language that would prohibit charging contractor employees any recruitment fees. In January 2015, the final FAR rule was issued, prohibiting employers from charging employees any recruitment fees on government contracts; however, this rule did not provide a precise definition of such fees. In May 2016, a new FAR rule defining "recruitment fees," which would apply to USAID, among others, was proposed. The public comment period for this proposed rule ended in July 2016, and, as of August 2017, the proposed rule in process, GAO is monitoring the status of these actions and will provide an update on USAID's activities to define components of recruitment fees once the proposed FAR rule is finalized.
    Recommendation: To help improve agencies' abilities to detect potential TIP abuses and implement the U.S. government's zero tolerance policy, the Secretaries of Defense and State and the Administrator of the U.S. Agency for International Development should each take actions to better ensure that contracting officials specifically include TIP in monitoring plans and processes, especially in areas where the risk of trafficking is high. Such actions could include developing a process for auditing efforts to combat TIP or ensuring that officials responsible for contract monitoring are aware of all relevant acquisition policy and guidance on combating TIP.

    Agency: Department of Defense
    Status: Open

    Comments: In comments on a draft of the report, the Department of Defense (DOD) concurred with this recommendation and indicated that it would update the Defense Federal Acquisition Regulation Supplement (DFARS) accordingly once the final Federal Acquisition Regulation on Ending Trafficking in Persons had been published. In January 2015, DOD updated the DFARS to include a sample checklist for auditing compliance with Combating Trafficking in Persons (CTIP) policy. This checklist reiterates the U.S. government's zero tolerance policy regarding trafficking in persons and includes, among other items, questions regarding contractors' treatment of employee passports and other identification documents. In addition, in September 2017, DOD reported that it had developed and mandated acquisition training for DOD military and civilian contracting employees. U.S. Central Command has also created a CTIP Program Manager position in Afghanistan, which ensures that CTIP training is provided to contracting officials in that country. GAO is monitoring these efforts and will provide an update on DOD's progress as more information becomes available.
    Director: Eileen Larence
    Phone: (202) 512-8777

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

    Agency: Department of Homeland Security
    Status: Open

    Comments: GAO will update the status of this recommendation when the Department of Homeland Security provides documentation and other information on actions it has taken to monitor and evaluate workforce initiatives.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    7 open recommendations
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to update crew ratios for RPA units to help ensure that the Air Force establishes a more-accurate understanding of the required number of RPA pilots needed in its units.

    Agency: Department of Defense
    Status: Open

    Comments: As of May 2015, Air Force officials stated that, in February 2015, the Air Force completed the first phase of a three-phase personnel requirements study designed to update the UAS unit crew ratio, which is a measure the Air Force uses to determine the personnel needs for Air Force aviation units. The Air Force expects to report results of this study by spring 2016, but Air Force officials stated that the preliminary results of the study indicate that the Air Force may be able to update UAS unit crew ratios and increase the required number of pilots in UAS units. Air Force officials stated that Air Force leadership is reviewing the results of the first phase of the study, but that they expect the Air Force to update the UAS unit crew ratio by summer 2015.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to establish a minimum crew ratio in Air Force policy below which RPA units cannot operate without running unacceptable levels of risk to accomplishing the mission and ensuring safety.

    Agency: Department of Defense
    Status: Open

    Comments: In September 2014, the Air Force reported that the three-phase personnel requirements study would also address our recommendation to establish a minimum crew ratio for UAS units. The Air Force discusses the components of a minimum crew ratio in the Air Combat Command's (ACC) Steady State Concept of Operations, which the Air Force published prior to our 2014 review. However, this minimum crew ratio is not in Air Force policy and Air Force officials stated that the Air Force is not enforcing this minimum crew ratio due to shortages of Air Force UAS pilots. In a December 2014 memo to the Chief of Staff of the Air Force, the ACC?s commanding general also made this point when he stated that Air Force units are staffed below the minimum crew ratio. As of May 2015, the Air Force had not established a minimum crew ratio in Air Force policy since our review.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to develop a recruiting and retention strategy that is a tailored to the specific needs and challenges of RPA pilots to help ensure that the Air Force can meet and retain required staffing levels to meet its mission.

    Agency: Department of Defense
    Status: Open

    Comments: Previously, Air Force cadets who were preparing to join the Air Force and applying for undergraduate flying training volunteered for any of the four careers, including the manned-aircraft pilot career, the UAS pilot career, or two other aviation-related careers. According to Air Force officials, nearly all of the cadets applied for the manned-aircraft pilot career and few applied for any of the other careers. In fiscal year 2014, the Air Force began requiring these cadets to volunteer to serve in any of the four careers. This new process allows the Air Force to assign these cadets to any of the four careers based on a number of factors including the cadet?s performance and Air Force needs. An Air Force headquarters official confirmed that in fiscal year 2014, the Air Force met 123 of their 129 UAS pilot accessions goal, or the Air Force?s goal for the number of cadets who graduate from Air Force officer schools and agree to serve as UAS pilots. Regarding retention of UAS pilots, in January 2015, the Air Force increased the Assignment Incentive Pay for UAS pilots who are reaching the end of their 6 year service commitment to $1500/month. An Air Force official stated that this increase currently applies to 4 pilots. However, the Air Force does not have a recruiting and retention strategy that is tailored to UAS pilots. Air Force senior leadership and headquarters officials stated that the Air Force is in the process of developing other strategies to recruit and retain UAS pilots.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to evaluate the viability of using alternative personnel populations including enlisted or civilian personnel as RPA pilots to identify whether such populations could help the Air Force meet and sustain required RPA pilot staffing levels.

    Agency: Department of Defense
    Status: Open

    Comments: In April 2014, we reported that Headquarters Air Force officials stated that they have, at times, considered the use of enlisted or civilian personnel but have not initiated formal efforts to evaluate whether using such populations would negatively affect the ability of the Air Force to carry out its missions. Air Force officials stated that in fall 2014, the Air Force Chief of Staff requested that headquarters staff evaluate the potential of using enlisted personnel as UAS pilots. As of March 2015, Air Force officials were not able to provide any details about the assessment they were conducting but confirmed plans to report to the Air Force Chief of Staff by spring 2015.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to incorporate feedback from RPA pilots by using existing mechanisms or by collecting direct feedback from RPA pilots.

    Agency: Department of Defense
    Status: Open

    Comments: In response to a DODIG request for information about this recommendation, the Air Force reported that it uses standardized feedback mechanisms across all units through the Air Force Unit Climate Assessment and other similar surveys. It also reported that "consideration should be given to assess whether this is appropriate to collect feedback from RPA pilots and at the appropriate levels desired and, if so, the Air Force will analyze and incorporate feedback from a validated survey and feedback process." However, as of July 2015, the Air Force has not incorporated feedback from RPA pilots by using existing mechanisms or by collecting direct feedback from RPA pilots.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to analyze the effects of being deployed-on-station to determine whether there are resulting negative effects on the quality of life of RPA pilots and take responsive actions as appropriate.

    Agency: Department of Defense
    Status: Open

    Comments: In response to a DODIG request for information about this recommendation, the Air Force reported that it has ample data showing the effects of RPA pilots being deployed-on-station over the last nine years. It went on to report that it had identified the stressors related to being deployed-on-stations and that these stressors likely could be addressed with personnel solutions to increase the number of personnel in RPA units. DODIG considers this recommendation to be closed. However, as of July 2015, the Air Force has not fully analyzed whether being deployed-on-station has negative effects on quality of life that are not attributable to the stressors that are related to low unit-staffing levels that we discussed above such as rotating shifts and long assignments.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to include the career field effect of being an RPA pilot into the Air Force Personnel Center's (AFPC) analysis to determine whether and how being an RPA pilot is related to promotions and determine whether the factors AFPC identified in its analysis of Line of the Air Force officers are also related to RPA pilot promotions.

    Agency: Department of Defense
    Status: Open

    Comments: In response to a DODIG request for information about this recommendation, the Air Force reported that it continued to track and analyze the promotion rates of RPA pilots and that the RPA career field is a subsection of the Line of the Air Force. The Air Force stated that, therefore, factors related to promotions identified in analysis is of the Line of the Air Force are directly related to RPA pilot promotions. Unfortunately, as of July 2015, AFPC has not included the career field effect of being an RPA pilot into its analysis of the factors that are related to promotions to determine whether and how being an RPA pilot is related to promotions. In addition, the Air Force may not take further action because DODIG closed this recommendation according to a DODIG recommendation follow up report dated July 2015.
    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.