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    Subject Term: "Federal employees"

    27 publications with a total of 75 open recommendations including 7 priority recommendations
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    7 open recommendations
    Recommendation: Congress should consider reinstating the Intelligence Reform and Terrorism Prevention Act of 2004's requirement for the executive branch to report annually to appropriate committees of Congress on the amount of time required by authorized investigative and adjudicative agencies to conduct investigations, adjudicate cases, and grant initial personnel security clearances. Congress should also consider adding to this reporting requirement the amount of time required to investigate and adjudicate periodic reinvestigations and any other information deemed relevant, such as the status of the investigation backlog and implementing government-wide measures for the quality of investigations or other reform efforts. (Matter for Consideration 1)

    Agency: Congress
    Status: Open

    Comments: When we determine what steps the Congress has taken, we will provide updated information.
    Recommendation: The Director of National Intelligence, in his capacity as Security Executive Agent, and in coordination with the other Security, Suitability, and Credentialing Performance Accountability Council Principals--the Deputy Director for Management of Office of Management and Budget (OMB) in his capacity as Chair of the PAC, the Director of OPM, and the Under Secretary of Defense for Intelligence--should establish a milestone for the completion of government-wide performance measures for the quality of investigations. (Recommendation 1)

    Agency: Office of the Director of National Intelligence
    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 National Intelligence, in his capacity as Security Executive Agent, and in coordination with the other Security, Suitability, and Credentialing Performance Accountability Council Principals--the Deputy Director for Management of OMB in his capacity as Chair of the PAC, the Director of OPM, and the Under Secretary of Defense for Intelligence--should conduct an evidence-based review of the investigation and adjudication timeliness objectives for completing the fastest 90 percent of initial secret and initial top secret security clearances.(Recommendation 2)

    Agency: Office of the Director of National Intelligence
    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 National Intelligence, in his capacity as Security Executive Agent, and in coordination with the other Security, Suitability, and Credentialing Performance Accountability Council Principals--the Deputy Director for Management of OMB in his capacity as Chair of the PAC, the Director of OPM, and the Under Secretary of Defense for Intelligence--should develop a government-wide plan, including goals and interim milestones, to meet those timeliness objectives for initial personnel security clearance investigations and adjudications. (Recommendation 3)

    Agency: Office of the Director of National Intelligence
    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 NBIB, in coordination with the Deputy Director for Management of OMB, in the capacity as Chair of the PAC, and the Director of National Intelligence, in the capacity as Security Executive Agent, should develop a plan, including goals and milestones, that includes a determination of the effect of the business process reengineering efforts for reducing the backlog to a "healthy" inventory of work, representing approximately 6 weeks of work. (Recommendation 4)

    Agency: Office of Personnel Management: National Background Investigations Bureau
    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 NBIB, in coordination with the Deputy Director for Management of OMB, in the capacity as Chair of the PAC, and the Director of National Intelligence, in the capacity as Security Executive Agent, should establish goals for increasing total investigator capacity--federal employees and contractor personnel--in accordance with the plan for reducing the backlog of investigations. (Recommendation 5)

    Agency: Office of Personnel Management: National Background Investigations Bureau
    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 NBIB should build upon NBIB's current workforce planning efforts by developing and implementing a comprehensive strategic workforce plan that focuses on what workforce and organizational needs and changes will enable the bureau to meet the current and future demand for its services. (Recommendation 6)

    Agency: Office of Personnel Management: National Background Investigations Bureau
    Status: Open

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

    3 open recommendations
    Recommendation: The Director of OPM, together with the CHCO Council, should track government-wide data to establish a baseline and analyze the extent to which the seven Title 5 special payment authorities are effective in improving employee recruitment and retention, and determine what potential changes may be needed to improve the seven authorities' effectiveness. (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 Director of OPM, together with the CHCO Council, should provide guidance on assessing effectiveness and tools--such as best practices or frequently asked questions--for the range of Title 5 special payment authorities. (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.
    Recommendation: The Director of OPM should establish documented procedures to assess special payment authority requests requiring OPM approval and periodically review approval procedures to consider ways to streamline them. (Recommendation 3)

    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: Courts, Michael J
    Phone: (202) 512-8980

    3 open recommendations
    Recommendation: The Director of the Office of Allowances (ALS) should clearly document how the conditions at relevant posts meet the criteria for Director Points to ensure that hardship pay rates for overseas posts are consistently determined across posts and tenures of ALS Directors. (Recommendation 1)

    Agency: Department of State
    Status: Open

    Comments: In commenting on the report State concurred with the recommendation. We are awaiting evidence of their documentation to ensure the consistent determination of Director points.
    Recommendation: The Undersecretary of Management should assess the cost-effectiveness of State's policies and procedures for stopping and starting hardship pay for employees who temporarily leave their assigned overseas posts. (Recommendation 2)

    Agency: Department of State
    Status: Open

    Comments: In commenting on the report State concurred with the recommendation. We are awaiting evidence of their review and assessment of the cost-effectiveness of policies, procedures, and processes for stopping and starting hardship pay for employees who temporarily leave their assigned post.
    Recommendation: The Department's Comptroller should analyze available diplomatic cable data from overseas posts to identify posts at risk of improper payments for hardship pay, identify any improper payments, and take steps to recover and prevent them. (Recommendation 3)

    Agency: Department of State
    Status: Open

    Comments: In commenting on the report, State concurred with the recommendation. We are awaiting evidence of their efforts to enhance analytical tools to ensure posts are properly identifying and reporting starts and stops for hardship pay, and to identify, recover, and prevent improper payments.
    Director: John E. Dicken
    Phone: (202) 512-7114

    1 open recommendations
    Recommendation: In implementing the age and gender adjustment, the Commissioner of Internal Revenue should consider taking steps to mitigate the limitations of the BCBS Standard plan premium cost data--such as by combining data from multiple FEHBP plans. If combining the costs of plans with different benefit structures, the Commissioner should consider whether an appropriate actuarial adjustment should be used. If the Commissioner interprets that the statute does not provide the flexibility to mitigate the limitations of the BCBS Standard plan premium cost data by combining data from multiple sources or by other means, the Commissioner should seek that authority from Congress.

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

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Chris Currie
    Phone: (404) 679-1875

    6 open recommendations
    Recommendation: In order to improve employee misconduct policies and procedures, the Secretary of Homeland Security should direct the FEMA Administrator to document policies and procedures to address potential Surge Capacity Force misconduct.

    Agency: Department of Homeland Security
    Status: Open

    Comments: We found that the Federal Emergency Management Agency (FEMA) had developed and documented misconduct policies and procedures for most employees, but not its entire workforce. Specifically, FEMA had not documented misconduct policies and procedures for Surge Capacity Force members, who may augment FEMA's workforce in the event of a catastrophic disaster. As a result, we recommended that FEMA document policies and procedures to address potential Surge Capacity Force misconduct. In September 2017, FEMA officials reported taking action to address this recommendation. Specifically, FEMA distributed a memorandum to Federal Coordinating Officers and Federal Disaster Recovery Coordinators providing guidance on how and to whom to report allegations of misconduct by Surge Capacity Force members, coordination efforts regarding investigations, and how to address the member's duty status during the course of an investigation. FEMA stated that it will further address this recommendation by updating the FEMA Human Capital Plan for the Surge Capacity Force. FEMA expects to complete this effort by June 30, 2018. This recommendation will remain open until the Human Capital Plan is updated.
    Recommendation: In order to improve employee misconduct policies and procedures, the Secretary of Homeland Security should direct the FEMA Administrator to document Reservist disciplinary options and appeals policies and procedures that are currently in practice at the agency.

    Agency: Department of Homeland Security
    Status: Open

    Comments: We found that the Federal Emergency Management Agency's (FEMA) policies and procedures for Reservist employees did not outline disciplinary options to address misconduct or address the appeals process available for Reservists. As a result, we recommended that FEMA document Reservist disciplinary options and appeals policies and procedures that are currently in practice at the agency. In September 2017, FEMA reported that the Office of Response and Recovery was drafting an addendum to the FEMA Reservist program manual. FEMA expects to complete this action by December 31, 2017. This recommendation will remain open until the addendum is complete.
    Recommendation: In order to improve employee misconduct policies and procedures, the Secretary of Homeland Security should direct the FEMA Administrator to communicate the range of penalties for specific misconduct offenses to all employees and supervisors.

    Agency: Department of Homeland Security
    Status: Open

    Comments: We found that the Federal Emergency Management Agency (FEMA) did not communicate a range of offenses and penalties for misconduct to its entire workforce. Rather, such information was communicated to supervisors and employees on a case-by-case basis. To improve transparency we recommended that FEMA communicate the range of penalties for specific misconduct offenses to all supervisors and employees. As of September 2017, FEMA officials reported that they had drafted a new table of penalties, which was undergoing internal review within FEMA and the Department of Homeland Security. FEMA expects this process to be complete by December 31, 2017. This recommendation will remain open until the table is finalized and communicated to supervisors and employees.
    Recommendation: In order to better identify and address trends in employee misconduct, the Secretary of Homeland Security should direct the FEMA Administrator to improve the quality and usefulness of the misconduct data it collects by implementing quality control measures, such as adding additional drop-down fields with standardized entries, adding unique case identifier fields, developing documented guidance for data entry, or considering the adoption of database software.

    Agency: Department of Homeland Security
    Status: Open

    Comments: We found limitations related to the quality and usefulness of employee misconduct data collected by the Federal Emergency Management Agency's (FEMA). For example, we found data collection differed across the agency, there was limited standardization of data fields, and a lack of documented guidance on data entry. As a result, we recommended that FEMA improve its employee misconduct data by implementing quality control measures or considering the adoption of database software that would help standardize data collection across FEMA. In September 2017, FEMA officials reported they had secured funding to purchase hardware and software for a case management system to track misconduct complaints. If implemented, this system should improve FEMA's ability to more efficiently and effectively manage and track case information. FEMA estimates that it will complete this action by March 31, 2018. This recommendation will remain open until the new case management system is in place and operational.
    Recommendation: In order to better identify and address trends in employee misconduct, the Secretary of Homeland Security should direct the FEMA Administrator to, once the quality of the data is improved, conduct routine reporting on employee misconduct trends.

    Agency: Department of Homeland Security
    Status: Open

    Comments: We found that the Federal Emergency Management Agency (FEMA) did not regularly conduct trend analysis on misconduct cases, and that quality of the data restricted the agency's ability to identify and address trends. As a result, we recommended that, once steps were taken to improve the quality of the data, FEMA should conduct routine reporting on employee misconduct trends. In September 2017, FEMA officials reported they were procuring a case management system to track misconduct complaints. If implemented, this system should improve FEMA's ability to analyze misconduct data and identify and report on trends. FEMA estimates that it will complete this action by March 31, 2018. This recommendation will remain open until FEMA generates trend analysis and reports from the new system.
    Recommendation: In order to ensure that all allegations of employee misconduct referred by DHS OIG are reviewed and addressed, the Secretary of Homeland Security should direct the FEMA Administrator to develop reconciliation procedures to consistently track referred cases.

    Agency: Department of Homeland Security
    Status: Open

    Comments: We found that the Federal Emergency Management Agency (FEMA) did not establish effective procedures to ensure that all misconduct cases referred to FEMA by the Department of Homeland Security Office of Inspector General (DHS OIG) were accounted for and subsequently reviewed and addressed. As a result, we recommended that FEMA develop reconciliation procedures to consistently track referred cases. In September 2017, FEMA officials reported they had secured funding to purchase hardware and software for a case management system to track misconduct complaints. In addition, officials reported that they are working with DHS OIG to coordinate case management coding across systems. FEMA estimates that it will complete these actions by March 31, 2018. If implemented, the new system should improve FEMA's ability to track OIG referred cases. In order to fully address this recommendation, FEMA must complete these steps and also demonstrate that reconciliation procedures are in place.
    Director: Marie A. Mak
    Phone: (202) 512-4841

    12 open recommendations
    Recommendation: The Inspectors General of Commerce, Homeland Security, Interior, and State should develop or clarify existing guidance on the implementation of the pilot program. For example, the guidance should identify specific pilot program processes such as levels of review during an investigation, and where the findings of investigations are to be reported.

    Agency: Department of Commerce: Office of the Inspector General
    Status: Open

    Comments: In providing comments on this report, Commerce OIG concurred with this recommendation. In its May 2017 letter to OMB and the Congress, the agency reported that it plans to revise its guidance on whistleblower investigations. We have requested the revised guidance.
    Recommendation: The Inspectors General of Commerce, Homeland Security, Interior, and State should develop or clarify existing guidance on the implementation of the pilot program. For example, the guidance should identify specific pilot program processes such as levels of review during an investigation, and where the findings of investigations are to be reported.

    Agency: Department of the Interior: Office of the Inspector General
    Status: Open

    Comments: In providing comments on this report, Interior OIG concurred with this recommendation but has not yet taken any actions necessary to implement it. In its May 2017 letter to OMB and the Congress, the agency reported that it plans to revise its guidance on whistleblower investigations.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that the FAR clause 52.203-17 is inserted in new contracts and major modifications as appropriate.

    Agency: Department of Homeland Security
    Status: Open

    Comments: In providing comments on this report, Homeland Security concurred with this recommendation. Officials have said they have taken steps to implement this recommendation with guidance and once GAO is provided with evidence of executing guidance, we will review these efforts to assess whether the recommendation was implemented.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that the FAR clause 52.203-17 is inserted in new contracts and major modifications as appropriate.

    Agency: Department of Commerce
    Status: Open

    Comments: In providing comments on this report, Commerce concurred with this recommendation but has not yet taken any actions necessary to implement it.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that the FAR clause 52.203-17 is inserted in new contracts and major modifications as appropriate.

    Agency: Department of the Interior
    Status: Open

    Comments: In providing comments on this report, Interior concurred with this recommendation but has not yet taken any actions necessary to implement it. However, in its May 2017 letter to OMB and the Congress, the agency reported that it plans to issue updated acquisition policy.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that the FAR clause 52.203-17 is inserted in new contracts and major modifications as appropriate.

    Agency: Department of State
    Status: Open

    Comments: In providing comments on this report, State concurred with this recommendation. Officials have reported they are in the process of drafting a Procurement Information Bulletin related to inserting the clause into relevant contracts.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that contracting officials can determine whether a modification is major and the applicability of the FAR clause, and whether they are making their best efforts to include the clause into existing contracts during major modifications.

    Agency: Department of Commerce
    Status: Open

    Comments: In providing comments on this report, Commerce concurred with this recommendation but has not yet taken sufficient actions necessary to implement it.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that contracting officials can determine whether a modification is major and the applicability of the FAR clause, and whether they are making their best efforts to include the clause into existing contracts during major modifications.

    Agency: Department of the Interior
    Status: Open

    Comments: In providing comments on this report, Interior concurred with this recommendation but has not yet taken any actions necessary to implement it. However, in its May 2017 letter to OMB and the Congress, the agency reported that it plans to issue updated acquisition policy.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that contracting officials can determine whether a modification is major and the applicability of the FAR clause, and whether they are making their best efforts to include the clause into existing contracts during major modifications.

    Agency: Department of State
    Status: Open

    Comments: In providing comments on this report, State concurred with this recommendation. Officials have reported they are in the process of drafting a Procurement Information Bulletin related to inserting the clause into relevant contracts.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that contracting officials communicate with contractors and subcontractors to help ensure employees are informed about the requirements and protections provided by the whistleblower protection pilot program.

    Agency: Department of Commerce
    Status: Open

    Comments: In providing comments on this report, Commerce concurred with this recommendation. Commerce officials have said they plan to issue an Acquisition Notice to the acquisition community encouraging Commerce contracting officials to communicate the program's requirements and protections. We have requested a copy of the acquisition notice.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that contracting officials communicate with contractors and subcontractors to help ensure employees are informed about the requirements and protections provided by the whistleblower protection pilot program.

    Agency: Department of the Interior
    Status: Open

    Comments: In providing comments on this report, Interior concurred with this recommendation but has not yet taken any actions necessary to implement it. However, in its May 2017 letter to OMB and the Congress, the agency reported that it plans to issue updated acquisition policy.
    Recommendation: The Secretaries of Commerce, Homeland Security, Interior, and State should develop policies and processes to help ensure that contracting officials communicate with contractors and subcontractors to help ensure employees are informed about the requirements and protections provided by the whistleblower protection pilot program.

    Agency: Department of State
    Status: Open

    Comments: In providing comments on this report, State concurred with this recommendation. Officials have reported they are in the process of drafting a Procurement Information Bulletin related to inserting the clause into relevant contracts.
    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: According to OPM it has established a process for verifying and correcting political conversions data received from agencies and says it does so quarterly. On October 11 and October 24, 2017, OPM provided GAO with copies of letters sent to agencies that detailed the receiving agency's request(s)to appoint current or recent political appointees to proposed permanent civil service positions. OPM's letters ask agencies to review the enclosed information to ensure it captures all agency requests and appointments of political appointees to career positions during the time period. The letter further requests agencies to provide OPM with a statement of verification and concurrence or to submit corrections or additional information on hires not captured in the letter or its enclosure.
    Director: Frank Rusco
    Phone: (202) 512-3841

    5 open recommendations
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Policy, Management and Budget to regularly evaluate the effectiveness of its available incentives, such as special salary rates, the student loan repayment program, and other incentives in hiring and retaining key oil and gas staff.

    Agency: Department of the Interior
    Status: Open

    Comments: In September 2016, Interior's Office of Policy, Management and Budget outlined a plan to assess the effectiveness of special salary rates, as well as recruitment, relocation, and retention incentives by tracking measures such as turnover and acceptance rates. In January 2017 Interior officials reported that the evaluation of these incentives would be conducted on a regular basis. When we confirm that the agency has implemented its evaluation plan, we will provide updated information.
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Policy, Management and Budget to annually evaluate the bureaus' training programs, including: (1) staff training needs, (2) training effectiveness, and (3) potential opportunities for the bureaus to share training resources.

    Agency: Department of the Interior
    Status: Open

    Comments: In January 2017, Interior officials said the bureaus were developing, or had developed, the means by which they would assess their training needs and review, evaluate, and update their training programs for technical staff. Interior also told GAO that as part of its quarterly review of performance data, the Assistant Secretary for Policy, Management and Budget will ensure that BLM, BSEE and BOEM are coordinating their training needs. Interior officials said that their Office of Strategic Employment and Organizational Development will validate the bureaus' active engagement in this activity and provide support in the fulfillment of this recommendation where needed.
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Land and Minerals Management to develop technical competencies for all key oil and gas staff.

    Agency: Department of the Interior
    Status: Open

    Comments: In January 2017 Interior officials reported that the Assistant Secretary for Land and Minerals Management will direct BLM, BSEE and BOEM to identify their individual bureau's respective technical competency needs for all key oil and gas staff and develop a plan with milestones for applying these competencies to recruitment, retention, and training strategies designed to address the unique requirements of each bureau.
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Land and Minerals Management to evaluate the need for and viability of a certification program for BSEE inspectors.

    Agency: Department of the Interior
    Status: Open

    Comments: In January 2017 Interior officials reported that the Assistant Secretary for Land and Minerals Management will direct BSEE to evaluate certification programs that are used in other federal agencies and in industry to determine whether these types of formalized verification systems could benefit the inspection program. BSEE will award an Inspector Training Program evaluation contract to independently assess the need and effectiveness of a certification program for BSEE inspectors, including benchmarking with the BLM and other federal enforcement and compliance entities with inspector workforces.
    Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Policy, Management and Budget to coordinate with the Assistant Secretary for Land and Minerals Management to create or use an existing mechanism, such as the Deputies Operating Group, Principals Operating Group, or the Interior Training Directors Council, to facilitate collaboration across the three bureaus in addressing their shared hiring, retention, and training challenges.

    Agency: Department of the Interior
    Status: Open

    Comments: As of March 2017, Interior has not identified what mechanism it will use to facilitate collaboration across the three bureaus. In January 2017, Interior officials reported that as part of its quarterly review of performance data, the Assistant Secretary for Policy, Management and Budget will coordinate with the Assistant Secretary for Land and Minerals Management. We will provide updated information when the agency demonstrates that it has created or selected an existing mechanism to use for ongoing collaboration across the three bureaus in addressing their shared hiring, retention, and training challenges.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    1 open recommendations
    Recommendation: To help support DOD management of its FECA responsibilities, the Secretary of Defense should direct the Office of the Under Secretary of Defense for Personnel and Readiness, in collaboration with the Secretaries of the military departments and other defense agency leaders, to monitor timelines associated with significant FECA claims-management actions in order to identify the extent to which delays or inefficiencies may be occurring and at what points in the process; to identify any known reasons for the delays; and to communicate this information to DOL as appropriate for consideration and action.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Yvonne D. Jones
    Phone: (202) 512-6806

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

    Agency: Department of Health and Human Services
    Status: Open

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

    Agency: Office of Government Ethics
    Status: Open

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

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

    Agency: Consumer Financial Protection Bureau
    Status: Open

    Comments: As of May 2017, CFPB had reached agreement with its employee union on a process to collect more comprehensive employee feedback on its grievance complaint processes, but CFPB had not yet implemented this new process. This new process will include a short survey that will be provided to employees who participate in the grievance process. A CFPB official said that CFPB will begin using this survey to collect feedback once it has determined the best point in the grievance process to distribute it.
    Director: John Neumann
    Phone: (202) 512-3841

    2 open recommendations
    Recommendation: The Secretaries of Energy, Defense, and Health and Human Services should develop detailed guidance to ensure that ORISE program coordinators, mentors, and research participants are fully informed of the prohibition on nonfederal employees performing inherently governmental functions.

    Agency: Department of Defense
    Status: Open

    Comments: In 2017 DOD developed a terms of agreement to be signed by each mentor and research participant, in which they acknowledge that they fully understand the restrictions on performing inherently governmental functions. However, DOD intended the terms of agreement to be used by a subset of the ORISE research participants at DOD (those participating in the Science and Technology Policy Fellowships program). To fully address this recommendation, DOD needs to take similar action for ORISE research participants not participating in this program.
    Recommendation: The Secretaries of Energy, Defense, and Health and Human Services should develop detailed guidance to ensure that ORISE program coordinators, mentors, and research participants are fully informed of the prohibition on nonfederal employees performing inherently governmental functions.

    Agency: Department of Health and Human Services
    Status: Open

    Comments: HHS had not provided information as of July 2017 on steps it has taken to address the recommendation.
    Director: David Wise
    Phone: (202) 512-2834

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

    Agency: General Services Administration
    Status: Open

    Comments: In response to our recommendation, GSA agreed to work with other agencies to evaluate whether additional legislative changes would improve the speed and efficiency of implementation. In October 2017, GSA informed us they intend to submit a legislative proposal to Congress as part of the FY 2019 budget process. We will continue to monitor GSA actions.
    Director: Seto Bagdoyan
    Phone: (202) 512-6722

    4 open recommendations
    including 2 priority recommendations
    Recommendation: To improve SSA's ability to detect, prevent, and recover potential DI benefit overpayments due to the concurrent receipt of FECA benefits, the Commissioner of Social Security should review the potential DI overpayments resulting from FECA benefits identified in our case studies, as well as any indicators of fraudulent activity related to FECA benefits that were not self-reported by DI beneficiaries, and establish debt-collection efforts and fraud-related penalties, as appropriate.

    Agency: Social Security Administration
    Status: Open

    Comments: As of January 2017, SSA stated that it will continue reviewing the potential DI overpayments resulting from FECA benefits identified in GAO's case studies, as GAO recommended in July 2015, and that actions are due to be completed by the end of April 2017. GAO will continue to monitor SSA's efforts in this area.
    Recommendation: To improve SSA's ability to detect, prevent, and recover potential DI benefit overpayments due to the concurrent receipt of FECA benefits, the Commissioner of Social Security should review the instances described in our report in which SSA staff did not obtain proof of FECA benefits that were reported by DI beneficiaries and (1) determine the reasons for these occurrences and whether this is a pervasive problem; and (2) if necessary, design appropriate controls or make other efforts, such as staff training, to help ensure SSA staff obtain proof of workers' compensation payments, as required by SSA policy.

    Agency: Social Security Administration
    Status: Open

    Comments: As of February 2017, SSA stated that it will continue reviewing the instances described in GAO's report in which SSA staff did not obtain proof of FECA benefits that DI beneficiaries reported nor took follow-up actions as needed, as GAO recommended in July 2015. SSA expected to complete its analysis by the end of April 2017. SSA also stated that it has published an administrative message to remind staff of correct development and processing procedures for FECA claims. GAO will continue to monitor SSA's efforts in this area.
    Recommendation: To improve SSA's ability to detect, prevent, and recover potential DI benefit overpayments due to the concurrent receipt of FECA benefits, the Commissioner of Social Security should, in accordance with OMB guidance, compare the costs and benefits of alternatives to SSA's current approach for reducing the potential for overpayments that result from the concurrent receipt of FECA benefits, which relies on beneficiaries to self-report any FECA benefits they receive. These alternatives could include, among others, routinely matching DOL's FECA program data with DI program data to detect potential DI overpayments.

    Agency: Social Security Administration
    Status: Open
    Priority recommendation

    Comments: SSA has taken steps to address this recommendation, but it has not completed its efforts. Specifically, in February 2017, SSA told GAO that the agency continues to discuss with DOL a data-matching agreement to obtain FECA payment data for offsetting DI benefits in accordance with federal law, as GAO recommended in July 2015. SSA also stated that it has reviewed its internal controls, policies, and workflow processes related to DI beneficiaries who receive concurrent FECA payments. Because SSA has not completed its work in this area, it is too early to determine whether these actions will address the problems GAO identified. GAO will continue to monitor SSA's work in this area.
    Recommendation: To improve SSA's ability to detect, prevent, and recover potential DI benefit overpayments due to the concurrent receipt of FECA benefits, the Commissioner of Social Security should strengthen internal controls designed to prevent DI overpayments due to the concurrent receipt of FECA benefits by implementing the alternative that provides the greatest net benefits.

    Agency: Social Security Administration
    Status: Open
    Priority recommendation

    Comments: SSA has taken steps to address this recommendation, but it has not completed its efforts. Specifically, in February 2017, SSA told GAO that the agency was negotiating with DOL to enter into a data matching agreement to obtain FECA payment data for offsetting DI benefits in accordance with federal law, as GAO recommended in July 2015. SSA also stated that it was reviewing its internal controls related to DI beneficiaries who receive concurrent FECA payments and is in the process of considering the best options for strengthening these internal controls. SSA further stated that in August 2016, it issued reminders to technicians regarding developing and processing DI cases when an individual is concurrently receiving FECA benefits. Because SSA has not completed its work in this area, it is too early to determine whether these actions will address the problems GAO identified. GAO will continue to monitor SSA's work in this area.
    Director: John Neumann
    Phone: (202) 512-3841

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

    Agency: Department of Agriculture
    Status: Open
    Priority recommendation

    Comments: USDA provided information in April 2017 on steps taken to partially address this recommendation. According to USDA, the agency uses its experiences with real-world animal disease outbreaks, such as recent outbreaks of highly pathogenic avian influenza, to assess its veterinarian workforce needs. To fully implement this recommendation, APHIS needs to develop an estimate of the number of veterinarians necessary to respond to large-scale animal disease outbreaks, such as a nationwide foot-and-mouth disease outbreak in livestock.
    Director: 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: 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: Maurer, Diana C
    Phone: (202) 512-9627

    2 open recommendations
    Recommendation: To ensure that DHS components have sustained effective and appropriate use of AUO in accordance with law and regulation, Congress should consider requiring DHS to report annually to Congress on the use of AUO within the department, including the extent to which DHS components have made progress remediating AUO implementation deficiencies and information from annual third-party AUO audits or other department AUO oversight efforts.

    Agency: Congress
    Status: Open

    Comments: As of May 2017, three DHS components continue to use administratively uncontrollable overtime (AUO) to compensate employees for time worked beyond the standard 8-hour workday. The Border Patrol Agent Pay Reform Act of 2014 (BPAPRA), passed in December 2014, established a new overtime compensation system for Border Patrol agents (the majority of former AUO-users). Further, an amendment to Title V, enacted in December 2016, expanded law enforcement availability pay to U.S. Customs and Border Protection's (CBP) Air and Marine Operations. However, CBP continues to use AUO to compensate other employees, such as those within in the Office of Field Operations. Also, both U.S. Immigration and Customs Enforcement (ICE) and U.S. Secret Service (USSS) continue to use AUO to compensate employees with AUO. Though the negative effects of implementing AUO incorrectly have been mitigated to some extent through the deauthorization of over 20,000 Border Patrol agents, in addition to other deauthorizations and alternative compensation mechanisms, three DHS components continue to utilize AUO. Therefore, DHS still needs to consider a holistic approach to ensuring those components use AUO correctly and our matter for congressional consideration will remain open.
    Recommendation: To better position DHS to monitor components' progress remediating AUO deficiencies, the Secretary of DHS should develop and execute a department-wide oversight mechanism to ensure components implement AUO appropriately on a sustained basis, and in accordance with law and regulation.

    Agency: Department of Homeland Security
    Status: Open

    Comments: In June 2015, the Department of Homeland Security (DHS) took actions toward addressing our recommendation by developing a department-wide oversight mechanism described in a directive and instruction on administratively uncontrollable overtime (AUO). DHS's AUO directive defines responsibility for Office of the Chief Human Capital Officer (OCHCO) that includes establishing AUO policy and guidance, providing program oversight and evaluating component AUO compliance, and administering an AUO training program, among other things. The directive also requires component heads to develop component-specific AUO policies that must be reviewed by DHS OCHCO for concurrence and also submit to OCHCO the results of an independent, third-party audit of compliance with applicable AUO law and policy no later than 18 months after the date of the directive (i.e., by December 2016) and annually thereafter . In March 2016, Immigration and Customs Enforcement (ICE) completed its annual financial audit, conducted by a separate office within DHS, which now incorporates audit of ICE's use of AUO. As of May 2017, the other DHS components that continue to use AUO--U.S. Secret Service and U.S. Customs and Border Protection--have not yet submitted results of third-party audits of AUO to OCHCO. To ensure that the AUO directive has been fully and appropriately executed across the department, the recommendation will remain open until USSS and CBP have submitted their first independent, third-party audit to OCHCO. At that point we will we review the remaining audits to determine if the recommendation has been addressed, and can therefore be closed.
    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: 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: Bagdoyan, Seto J
    Phone: (202) 512-4749

    1 open recommendations
    Recommendation: Congress should consider granting Labor the additional authority it is seeking to access wage data to help verify claimants' reported income and help ensure the proper payment of benefits.

    Agency: Congress
    Status: Open

    Comments: No legislation introduced as of February 2017. The Workers' Compensation Reform Act of 2015 (S. 2051, title V) was introduced in the 114th Congress. It would have allowed DOL to access wage data, as GAO suggested in April 2013, from the National Directory of New Hires to improve the integrity of the Federal Employees' Compensation Act program, among other actions. If introduced in the 115th Congress and enacted, this legislation could help to prevent and detect improper payments in the Federal Employees' Compensation Act program.
    Director: Maurer, Diana C
    Phone: (202) 512-9627

    1 open recommendations
    Recommendation: To strengthen DHS's evaluation and planning process for addressing employee morale, the Secretary of Homeland Security should direct the Office of the Chief Human Capital Officer (OCHCO) and component human capital officials to examine their root cause analysis efforts and, where absent, add the following: comparisons of demographic groups, benchmarking against similar organizations, and linkage of root cause findings to action plans.

    Agency: Department of Homeland Security
    Status: Open

    Comments: In fiscal year 2012, we reviewed and reported on actions DHS took to address the morale of its employees. We reported, among other things, that DHS's Office of the Chief Human Capital Officer and DHS components had not consistently used three survey analysis techniques when analyzing employee survey results--comparisons of demographic groups, benchmarking against similar organizations, and linking root cause findings to action plans. DHS OCHCO officials, and supporting documentation, indicate some actions taken to incorporate these techniques. Specifically, as of June 2017, officials provided copies of the DHS FY 2017 Component Employee Engagement Action Plans. We reviewed the action plans and spoke with DHS OCHCO officials to determine the extent to which DHS's action plans addressed our recommendation. Several action plans we reviewed included evidence of utilizing the three survey analysis techniques we recommended, while other action plans lack some or all of the techniques. For example, components whose action plans fully address the recommendation includes: Customs and Border Protection (CBP), Federal Emergency Management Agency (FEMA), Immigration and Customs Enforcement (ICE), and the Transportation Security Administration (TSA). Components whose action plans partially address the recommendation are: U.S. Citizenship and Immigration Services (USCIS), U.S. Coast Guard (USCG), and U.S. Secret Service (USSS). National Protection and Programs Directorate's (NPPD) action plan did not address any of the three survey analysis techniques. According to DHS OCHCO officials, while OCHCO developed a checklist to consult when creating action plans to address employee survey results, senior management decided not to require that components use the checklist in developing their action plans as it may limit their freedom to develop their goals and planning. To fully address this recommendation, DHS OCHCO officials need to continue to provide documentary evidence of demographic analysis, benchmarking, and root cause linkage efforts completed for components that have not fully addressed the recommendation in their action plans. DHS OCHCO officials agreed with our analysis and reiterated their intent to fully implement this recommendation. We will update the status of this recommendation after additional information is received from DHS. Status as of June 2017.
    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: Wilshusen, Gregory C
    Phone: (202)512-3000

    4 open recommendations
    Recommendation: To ensure that PIV cards do not remain in the possession of staff whose employment or contract with the federal government is over, the Secretary of Commerce should establish controls, in addition to time frames for implementing a new tracking system, to ensure that PIV cards are revoked in a timely fashion.

    Agency: Department of Commerce
    Status: Open

    Comments: As of June 2017, Commerce had not submitted information or plans regarding revoking PIV cards in a timely fashion.
    Recommendation: To meet the HSPD-12 program's objectives of using the electronic capabilities of PIV cards for access to federal facilities, networks, and systems, the Secretary of the Interior should develop specific implementation plans for enabling PIV-based access to the department's major facilities, including identifying necessary infrastructure upgrades and time frames for deployment.

    Agency: Department of the Interior
    Status: Open

    Comments: As of June 2017, Interior had not yet provided specific implementation plans for enabling PIV access to the department's major facilities.
    Recommendation: To meet the HSPD-12 program's objectives of using the electronic capabilities of PIV cards for access to federal facilities, networks, and systems, the Secretary of Labor should ensure that the department's plans for PIV-enabled physical access at major facilities are implemented in a timely manner.

    Agency: Department of Labor
    Status: Open

    Comments: As of June 2017, Labor had not provided any information about whether the department's plans for PIV-enabled physical access at major facilities were being implemented in a timely manner.
    Recommendation: To meet the HSPD-12 program's objectives of using the electronic capabilities of PIV cards for access to federal networks and systems, the Administrator of NASA should develop and implement procedures for PIV-based logical access when using Apple Mac and mobile devices that do not rely on direct interfaces with PIV cards, which may be impractical.

    Agency: National Aeronautics and Space Administration
    Status: Open

    Comments: As of March 2017, NASA reported that it had begun implementing procedures for PIV-based logical access for the Apple Mac computers and mobile devices in its computing environment. NASA procured software to begin the transition of the Apple computers, but due to configuration issues the transition was not scheduled to be completed until December 2017. Further, NASA had begun the transition for mobile devices, which was scheduled to be completed by September 2017.
    Director: Jones, Yvonne D
    Phone: (202) 512-9095

    2 open recommendations
    Recommendation: If pilot projects are approved by EEOC, the Acting Chairman of EEOC should direct pilot project officials to develop for each pilot project an evaluation plan that includes key features to improve the likelihood that pilot project evaluations will yield sound results, such as (1) well-defined, clear, and measurable objectives; measures that are directly linked to the program objectives; criteria for determining pilot program performance; (2) a way to isolate the effects of the pilot programs; (3) a data analysis plan for the evaluation design; and (4) a detailed plan to ensure that data collection, entry, and storage are reliable and error free.

    Agency: Equal Employment Opportunity Commission
    Status: Open

    Comments: According to EEOC officials, the agency is in the process of proposing changes in regulations that would allow use of the pilot programs. The EEOC must then send the guidance to OMB for its approval. Depending on what happens during that process, the guidance could be returned to EEOC for additional consideration. However, once approved, the EEOC can then implement the pilot programs and address our recommendations. These recommendations were to include an evaluation plan in the programs. As part of the evaluation plan, we also recommended that the EEOC adopt an appropriate methodology that could assess the success of the programs. Therefore, we are keeping the recommendation open. 12/2011: In providing comments on this report, EEOC concurred with this recommendation. While the agency has not implemented the recommendation, it is proposing changes to the Federal sector regulatory process that would allow the use of pilot projects subject to Commission approval. EEOC has sent a notice of proposed rulemaking (NPRM) to 170 agencies to solicit their comments on pilot programs to test alternative approaches to administering the EEOC complaint process. EEOC has received and is reviewing comments from the 33 agencies which submitted comments on the proposed draft. According to an EEOC official, EEOC currently is analyzing the comments on the NPRM and drafting the Final Rule. Once approved by EEOC, we will request and review EEOC's plans to evaluation the pilot projects. 5/28/13: According to EEOC, pilot projects in the Federal sector were included in the Notice of Proposed Rule Making (NPRM) that would modify EEOC regulations governing the Federal Sector process. That regulation is currently under consideration by the Commission. At the time of our contact, EEOC did not have a timeframe for a decision. Further, after EEOC's decision, it would then go to OMB for review and approval before the final rule is published. We recently contacted the EEOC and have a meeting scheduled for 12/17/16 to discuss the status of the pilot program and the recommendations.
    Recommendation: If pilot projects are approved by EEOC, the Acting Chairman of EEOC should direct commission staff to review and approve pilot projects' evaluation plans to increase the likelihood that evaluations will yield methodologically sound results, thereby supporting effective program and policy decisions.

    Agency: Equal Employment Opportunity Commission
    Status: Open

    Comments: According to EEOC officials, the agency is in the process of proposing changes in regulations that would allow use of the pilot programs. The EEOC must then send the guidance to OMB for its approval. Depending on what happens during that process, the guidance could be returned to EEOC for additional consideration. However, once approved, the EEOC can then implement the pilot programs and address our recommendations. These recommendations were to include an evaluation plan into the programs. As part of the evaluation plan, we also recommended that the EEOC adopt an appropriate methodology that could assess the success of the programs. Therefore, we are keeping the recommendation open. 12/2011: In providing comments on this report, EEOC concurred with this recommendation. While the agency has not implemented the recommendation, it is proposing changes to the Federal sector regulatory process that would allow the use of pilot projects subject to Commission approval. EEOC has sent a notice of proposed rulemaking (NPRM) to 170 agencies to their solicit comments on pilot programs to test alternative approaches to administering the EEOC complaint process. EEOC has received and is reviewing comments from the 33 agencies who submitted comments on the proposed draft. According to an EEOC official, EEOC currently is analyzing the comments on the NPRM and drafting the Final Rule. Once approved by EEOC, we will request and review information on EEOC's efforts to review and approve evaluation plans for the pilot projects. 12/23/2011: According to EEOC, pilot projects in the Federal sector were included in the Notice of Proposed Rule Making (NPRM) that would modify EEOC regulations governing the Federal Sector process. That regulation is currently under consideration by the Commission. At the time of our contact, EEOC did not have a timeframe for a decision. Further, after EEOC's decision, it would then go to OMB for review and approval before the final rule is published. We recently contacted the EEOC and have a meeting scheduled for 12/17/16 to discuss the status of the pilot program and the recommendations.
    Director: Goldenkoff, Robert N
    Phone: (202)512-6794

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

    Agency: Department of Commerce
    Status: Open

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