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    Results:

    Topic: "Human Capital"

    52 publications with a total of 165 open recommendations including 17 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: Brown Barnes, Cindy S
    Phone: (202) 512-7215

    1 open recommendations
    Recommendation: The Assistant Secretary, Employment and Training Administration, should take steps to help workforce boards readily find and share information on promising practices related to serving gig workers by, for example, cross referencing promising practices on self-employment and other relevant practices in WorkforceGPS with terms commonly used to describe the gig economy, by creating a community of practice on this topic, or other mechanisms, as appropriate. (Recommendation 1)

    Agency: Department of Labor: Employment and Training Administration
    Status: Open

    Comments: DOL agreed with this recommendation. The department stated that it will continue to explore the dynamics of the gig economy and make resources available to the workforce system, employers, workers, researchers, policymakers, and others. We will monitor the progress of DOL's efforts.
    Director: Anne-Marie Fennell
    Phone: (202) 512-3841

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

    Agency: Department of Commerce
    Status: Open

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

    Agency: Department of Commerce
    Status: Open

    Comments: The agency agreed with our recommendation. We will provide updates when the agency takes action.
    Director: Frank Rusco
    Phone: (202) 512-3841

    3 open recommendations
    including 1 priority recommendation
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should set agencywide goals, which could be ranges, for overall workforce size and skills composition that extend beyond the 2-year budget cycle.

    Agency: Nuclear Regulatory Commission
    Status: Open
    Priority recommendation

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it will implement a new activity to project workload over a 5-year time period. The resulting workload projections will be used to identify core staff positions needed to perform the work. NRC expects that this effort will facilitate setting agency goals for FTE and appropriate agency size beyond the current 2 year budget cycle and will support the agency's effort to enhance its human capital practices. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should establish a systematic, comprehensive approach for tracking employee skills information, either through the system developed through the competency modeling pilot program or some other system.

    Agency: Nuclear Regulatory Commission
    Status: Open

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it will develop and deploy a standard agencywide system to track core staff positions and their related skills. Skills and competencies for each of the core positions will be identified and catalogued, allowing employees and supervisors to search for specific competencies needed to support work throughout the agency. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should consistently train managers and supervisors in strategic human capital management and assessing employee skillsets.

    Agency: Nuclear Regulatory Commission
    Status: Open

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it developed a Supervisor Development Program SharePoint site to centrally house information pertinent to management activities and required training. NRC will provide information on the agency's strategic workforce planning process as it evolves via this site. Additionally, NRC plans to incorporate the strategic workforce planning process and concepts into existing management training that will be delivered in-person and available on-line. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    11 open recommendations
    Recommendation: To help the Air Force in its effort to address UAS pilot shortfalls, and to help ensure that the Air Force strategies to address UAS pilot shortages are tailored to address remaining issues, such as the significant amount of pilots who are temporarily assigned to the UAS pilot career, the limited amount of cadet interest in the UAS pilot career, and the workload of UAS pilots, the Secretary of Defense should direct the Secretary of the Air Force to revise the Get Well Plan to address these issues.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help the Air Force in its effort to address UAS pilot shortfalls, and to help the Air Force ensure that its strategies are having the intended effects, the Secretary of Defense should direct the Secretary of the Air Force to monitor the extent to which that achieving the human capital goals in its strategy helps the Air Force achieve its programmatic goals.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help the Air Force in its effort to address UAS pilot shortfalls, and to help the Air Force ensure that it is poised to meet future needs for UAS pilots, the Secretary of Defense should direct the Secretary of the Air Force to explore the potential use of additional flexibilities that would enable it to increase the number of UAS pilots in its workforce.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army identify challenges that UAS pilots face in completing their training, the Secretary of Defense should direct the Secretary of the Army to collect feedback from UAS pilots in UAS units, such as by surveying, or conducting focus groups with them.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army identify challenges that UAS pilots face in completing their training, the Secretary of Defense should direct the Secretary of the Army to incorporate such feedback into the Army's strategy to address UAS training shortfalls.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help ensure that Army Shadow units meet minimum training requirements, the Secretary of Defense should direct the Secretary of the Army to revise its strategy to address UAS training shortfalls to ensure that it is fully tailored to address training issues and address factors such as lack of adequate facilities, lack of access to airspace, and the inability to fly more than one UAS at a time.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army ensure that it is basing its decisions to select individuals for UAS pilot training on sound evidence and to help it take advantage of the key benefits associated with effective personnel selection that could include reducing training costs, improving job performance, improving retention of qualified personnel, enabling leadership development, and enhancing organizational effectiveness, the Secretary of Defense should direct the Secretary of the Army to validate that the Armed Services Vocational Aptitude Battery is an effective predictor of UAS pilot candidate performance in UAS pilot training and job performance.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army ensure that it is basing its decisions to select individuals for UAS pilot training on sound evidence and to help it take advantage of the key benefits associated with effective personnel selection that could include reducing training costs, improving job performance, improving retention of qualified personnel, enabling leadership development, and enhancing organizational effectiveness, the Secretary of Defense should direct the Secretary of the Army to assess existing research that has been performed that identifies UAS pilot competencies.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army ensure that it is basing its decisions to select individuals for UAS pilot training on sound evidence and to help it take advantage of the key benefits associated with effective personnel selection that could include reducing training costs, improving job performance, improving retention of qualified personnel, enabling leadership development, and enhancing organizational effectiveness, the Secretary of Defense should direct the Secretary of the Army to incorporate relevant findings from such research into the Army's approach for selecting UAS pilot candidates, as appropriate.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help address personnel shortages and meet mission needs cost effectively, the Office of the Secretary of Defense, through the Under Secretary of Defense (Personnel & Readiness) should direct the Air Force and the Army to evaluate the workforce mix and the use of federal civilians for UAS pilot positions.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help address personnel shortages and meet mission needs cost effectively, the Office of the Secretary of Defense, through the Under Secretary of Defense (Personnel & Readiness) should direct the Air Force and the Army to conduct cost analyses consistent with DOD guidance to inform their workforce decisions and ensure cost effectiveness of the UAS pilot workforce mix.

    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: J. Alfredo Gómez
    Phone: (202) 512-3841

    4 open recommendations
    Recommendation: To help the agency make strategic decisions about how to prioritize and efficiently use available personnel, the Administrator, recognizing the agency's limited resources, should direct the Assistant Administrator for the Office of Administration and Resources Management to develop a documented process that can be consistently applied by regional and national program offices to collect and analyze data on project officer FTEs.

    Agency: Environmental Protection Agency
    Status: Open

    Comments: In correspondence to GAO in fiscal year 2017, EPA agreed with this recommendation and planned to address the recommendation in two phases. During the first phase, EPA planned to conduct a thorough review of project officer data from the Integrated Grants Management System to provide a basis for further data collection and planned to provide clarity on additional data needed. During the second phase, EPA planned to consider which additional data were needed, collect data, and make these data available for regional and program offices to integrate into the fiscal year 2020 budget development process. EPA expects to complete both phases by March 31, 2018.
    Recommendation: To help the agency make strategic decisions about how to prioritize and efficiently use available personnel, the Administrator, recognizing the agency's limited resources, should direct the Assistant Administrator for the Office of Administration and Resources Management to develop a documented process that can be consistently applied by regional and national program offices to collect and analyze data on grants management workloads.

    Agency: Environmental Protection Agency
    Status: Open

    Comments: In correspondence to GAO in fiscal year 2017, EPA agreed with this recommendation. To address this recommendation, EPA's Office of Grants and Debarment planned to recommend a set of data to collect on a regular and consistent basis. Then, EPA's regional and program offices would review the draft data recommendation and resolve any issues at the agency's 2017 Grants Management Council meeting. EPA anticipated that the grants data collection plan would be fully implemented during fiscal year 2018.
    Recommendation: To help the agency make strategic decisions about how to prioritize and efficiently use available personnel, the Administrator, recognizing the agency's limited resources, should direct the Assistant Administrator for the Office of Administration and Resources Management to develop a documented process that can be consistently applied by regional and national program offices to use project officer FTE and workload data to inform FTE allocations.

    Agency: Environmental Protection Agency
    Status: Open

    Comments: According to a December 2016 letter providing comments on the draft report, EPA agreed with this recommendation and planned to initiate implementation in fiscal year 2017 by developing and issuing a survey tool to collect relevant information on project officer FTE and workload. In correspondence to GAO in fiscal year 2017, EPA planned to incorporate the results of its project officer data collection efforts into the fiscal year 2019 budget development process.
    Recommendation: To enhance EPA's ability to identify performance shortfalls and appropriate corrective actions, the Administrator should direct the Assistant Administrator for the Office of Administration and Resources Management to develop performance measures to track the effectiveness of the recruitment and retention efforts for grant specialists and collect performance data for these measures.

    Agency: Environmental Protection Agency
    Status: Open

    Comments: In correspondence to GAO in fiscal year 2017, EPA agreed with this recommendation. To implement this recommendation, EPA anticipated that its Office of Grants and Debarment (OGD) would formalize a process in fiscal year 2017 for collecting information on grant specialists' recruitment and retention. OGD planned to develop draft measures with input from the agency's grants management officers and finalize the measures after review and input from assistant regional administrators. During fiscal year 2018, EPA anticipated that the agency would begin tracking these measures regularly.
    Director: Michael E. Clements
    Phone: (202) 512-8678

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

    Agency: United States Securities and Exchange Commission
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help SEC address identified personnel management challenges, the Chair should develop and implement training for hiring specialists that is informed by a skills gap analysis.

    Agency: United States Securities and Exchange Commission
    Status: Open

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

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

    Agency: Department of Veterans Affairs
    Status: Open

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

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To improve the capacity of HR functions at VA medical centers, the Secretary of Veterans Affairs should instruct the Under Secretary for Health to assign the following responsibility to the Assistant Deputy Under Secretary for Health for Workforce Service: evaluate the extent to which training strategies are effective for improving the skills and competencies of HR staff.

    Agency: Department of Veterans Affairs
    Status: Open

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

    Agency: Department of Veterans Affairs
    Status: Open
    Priority recommendation

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

    Agency: Department of Veterans Affairs
    Status: Open
    Priority recommendation

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

    Agency: Department of Veterans Affairs
    Status: Open

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

    Agency: Department of Veterans Affairs
    Status: Open

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

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

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

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

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

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

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

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

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

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

    Comments: We will provide updated information once we confirm what actions the agency has taken in response to this recommendation.
    Director: Powner, David A
    Phone: (202) 512-9286

    5 open recommendations
    including 2 priority recommendations
    Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of Commerce should require the Chief Information Officer, Chief Human Capital Officer, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) establish and maintain a workforce planning process; (2) develop competency and staffing requirements; (3) assess competency and staffing needs regularly; (4) assess gaps in competencies for all components of the workforce; (5) develop strategies and plans to address gaps in competencies and staffing; (6) implement activities that address gaps, including an IT acquisition cadre, cross-functional training of acquisition and program personnel, a career path for program managers, and special hiring authorities, if justified and cost-effective; (7) monitor the department's progress in addressing IT competency and staffing gaps; and (8) report to department leadership on progress in addressing competency and staffing gaps.

    Agency: Department of Commerce
    Status: Open
    Priority recommendation

    Comments: The department has not yet provided its written response to this recommendation. We will continue to monitor the department's progress in implementing the recommendation.
    Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of Defense should require the Chief Information Officer, the Under Secretary of Defense for Personnel and Readiness, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) develop competencies for all staff; (2) assess competency needs regularly for all positions; (3) assess gaps in competencies for all components of the workforce; (4) develop strategies and plans to address gaps in competencies; (5) implement activities that address gaps, including developing a program management career path, if justified and cost-effective; (6) monitor the department's progress in addressing competency gaps identified for IT staff; and (7) report to department leadership on progress in addressing competency gaps.

    Agency: Department of Defense
    Status: Open

    Comments: The department has provided a written response to this recommendation and we are currently evaluating it.
    Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of Health and Human Services should require the Chief Information Officer, Chief Human Capital Officer, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) establish and maintain a workforce planning process inclusive of all staff; (2) develop staffing requirements for all positions; (3) assess staffing needs regularly; (4) assess gaps in competencies and staffing for all components of the workforce; (5) develop strategies and plans to address gaps in competencies and staffing; (6) implement activities that address gaps, including an IT acquisition cadre, if justified and cost-effective; (7) monitor the department's progress in addressing competency and staffing gaps; and (8) report to department leadership on progress in addressing competency and staffing gaps.

    Agency: Department of Health and Human Services
    Status: Open

    Comments: The department has provided a written response to this recommendation and we are currently evaluating it.
    Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of Transportation should require the Chief Information Officer, Chief Human Capital Officer, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) establish a time frame for when the department is to finalize its draft workforce planning process and maintain that process; (2) develop staffing requirements for all positions; (3) assess competency and staffing needs regularly for all positions; (4) assess gaps in staffing for all components of the workforce; (5) develop strategies and plans to address gaps in competencies and staffing; (6) implement activities that address gaps, including an IT acquisition cadre, cross-functional training of acquisition and program personnel, a career path for program managers, and use of special hiring authorities, if justified and cost-effective;e (7) monitor the department's progress in addressing competency and staffing gaps; and (8) report to department leadership on progress in addressing competency and staffing gaps.

    Agency: Department of Transportation
    Status: Open
    Priority recommendation

    Comments: The department agreed with the recommendation and stated that it plans to fully implement the recommendation by December 2019. To fully implement this recommendation, DOT should prioritize the completion of its IT workforce planning process and then begin implementing the process in phases based on the availability of resources.
    Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of the Treasury should require the Chief Information Officer, Chief Human Capital Officer, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) establish and maintain a workforce planning process; (2) develop competency and staffing requirements for all positions; (3) assess competency and staffing needs regularly; (4) assess gaps in competencies and staffing for all components of the workforce; (5) develop strategies and plans to address gaps in competencies and staffing for all components of the workforce; (6) implement activities that address gaps, including a career path for program managers and special hiring authorities, if justified and cost-effective; (7) monitor the department's progress in addressing competency and staffing gaps; and (8) report to department leadership on progress in addressing competency and staffing gaps for all components of the workforce.

    Agency: Department of the Treasury
    Status: Open

    Comments: The department has not yet provided its written response to this recommendation. We will continue to monitor the department's progress in implementing the recommendation.
    Director: Valerie C. Melvin
    Phone: (202) 512-6304

    8 open recommendations
    Recommendation: To assist VA in sustaining an IT workforce with the necessary knowledge, skills, and abilities to execute its mission and goals, the Secretary of Veterans Affairs should direct the Chief Information Officer to track and review OI&T historical workforce data and projections related to leadership retirements.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA concurred with our recommendation and reported that OI&T's Human Capital Management Office (HCM) had completed a succession planning project that encompassed all senior leadership and included data review and risk assessment for each position. VA also stated that OI&T tracks the gains and losses associated with its leadership positions and provided this information for fiscal year 2016. However, the department has not provided documentation that supports the assertion that historical and projected OI&T leadership retirement data was presented and discussed as part of the succession planning project and did not provide data on projected retirements for OI&T's leadership positions. Additionally, the department stated that OI&T HCM has the ability to project retirement eligibility but has not provided documentation to support this assertion. It is important that VA tracks and reviews its OI&T historical workforce data and forecasts its leadership retirements to avoid being unprepared to effectively respond to vacancies in key leadership positions.
    Recommendation: To assist VA in sustaining an IT workforce with the necessary knowledge, skills, and abilities to execute its mission and goals, the Secretary of Veterans Affairs should direct the Chief Information Officer to identify IT skills needed beyond the current fiscal year to assist in identifying future skills gaps.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA concurred with our recommendation and reported that Information Technology Workforce Development (ITWD) will produce reports that identify skill gaps and will contain long-term recommendations that show the types of IT skills each organization needs to increase and which proficiency level targets need the most emphasis. As of July 2017, VA stated that ITWD reviewed, and updated where needed, the fiscal year 2017 competencies within each OI&T competency model role in order to align the models to the OI&T Transformation initiative. According to the department, the resulting updates support learning solutions that sustain and accelerate OI&T's transformation. Additionally, VA stated that 85 percent of OI&T staff completed a validated competency self-assessment and provided the OI&T fiscal year 2017 Training Gap Analysis Report which shows the strengths and gaps of OI&T by organization, trends between fiscal years 2016 and 2017, findings, next steps, and recommended actions for the next fiscal year. The department also stated that ITWD held meetings to review skill gap and learning solution reports. VA provided these reports and they present the top gaps and strengths, key findings, and next steps to address the skill gaps. While the department has taken these actions, its OI&T Training Gap Analysis Report does not identify IT skills needed beyond fiscal year 2017.
    Recommendation: To assist VA in establishing comprehensive and documented processes that reflect system development and acquisition best practices, the Secretary of Veterans Affairs should direct the Chief Information Officer to revise OI&T's documented processes related to project planning, to include (1) estimating the level of effort that will need to be expended for work products and tasks, and (2) making adjustments to the project plan to reconcile differences between estimated and available resources.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA concurred with our recommendation and stated that OI&T is documenting changes to processes related to project planning as it transitions from PMAS to the Veteran-Focused Integration Process (VIP). According to VA, the VIP processes will lead to better requirements elaboration and prioritization, increasing significantly the accuracy of estimates related to level of effort. Additionally, the department stated that by using short Agile sprints, the project team will be able adjust the project plan frequently to reconcile differences between estimated and available resources. As of July 2017, VA stated that all projects have transitioned to the VIP, which ensures they are incorporating the Agile methodology into the project lifecycle. According to the department, the latest version of its VIP Guide incorporates the use of daily scrum and weekly scrum of scrum meetings that can be used to frequently adjust the project plan to reconcile differences between estimated and available resources. VA stated that the project planning processes will continue to evolve beyond July and expects to complete its actions in response to this recommendation by the end of fiscal year 2017.
    Recommendation: To assist VA in establishing comprehensive and documented processes that reflect system development and acquisition best practices, the Secretary of Veterans Affairs should direct the Chief Information Officer to revise OI&T's documented processes related to requirements management, to include identifying changes to be made to plans and work products as a result of requirements baseline changes.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA concurred with our recommendation and reported that OI&T is revising its documentation related to requirements management as part of the transition to the Veteran-Focused Integration Process (VIP). According to VA, requirements will be tracked using the IBM Rational Tools Suite, which will be able to provide a snapshot of the original baseline and all captured changes in the form of an audit trail that captures the history of requirement changes. As of July 2017, the department stated that all projects have transitioned to the VIP and requirements baselines and subsequent changes are tracked in the Rational Tools Suite. VA also reported that efforts in fiscal year 2017 to consolidate all mandatory architectural, design, and process methodologies into a single library of requirements were successful, which resulted in combining the full body of requirements. Additionally according to the department, versioning of the requirements will allow the office to trace specific versions of individual requirements and their evolution by time period and project inheritance. VA stated that it expects to complete its actions in response to this recommendation by the end of fiscal year 2017.
    Recommendation: To assist VA in establishing comprehensive and documented processes that reflect system development and acquisition best practices, the Secretary of Veterans Affairs should direct the Chief Information Officer to revise OI&T's documented processes related to risk management, to include (1) determining costs and benefits of implementing the risk mitigation plan for each risk and (2) collecting performance measures on risk handling activities.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA concurred with our recommendation and reported that the IBM Rational Tools Suite will be used to manage risks and issues. According to VA, the tools suite will allow requirements to be linked to risks, which will provide traceability; teams will be able to track and report steps taken to mitigate risks; and an audit trail will show the history of changes made to each risk. The department also reported that the Office of Privacy and Risk will establish risk mitigation strategies for OI&T. As of July 2017, VA stated that risks data capture has been developed as a standardized process and that data on project and program risks in the Rational Tools Suite is aggregated and prepared for use to verify aggressive management, and will be included in enterprise reporting. The department stated that work is underway with the Performance Management Office and that OI&T expects to complete its actions in response to this recommendation by the end of fiscal year 2017.
    Recommendation: To assist VA in establishing comprehensive and documented processes that reflect system development and acquisition best practices, the Secretary of Veterans Affairs should direct the Chief Information Officer to revise OI&T's documented processes related to project monitoring and control, to include the 10 best practices that were missing from the guidance.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA concurred with our recommendation and reported that implementation of the Veteran-Focused Integration Process (VIP) and Agile processes within OI&T will address eight of the ten best practices related to project monitoring and control that were missing from its guidance. In regard to monitoring the knowledge and skills of project staff, OI&T's IT Workforce Development (ITWD) group collects and analyzes competency assessment data, which is used in requirements gathering meetings with OI&T leaders. According to VA, during these meetings organizational needs and next steps are discussed in detail. Additionally, the department's latest version of its VIP Guide states that the product team should be cross-functional and include all skills needed to deliver a product. Further, the department reported that data management activities, issues, and impacts will be managed using VIP, Agile, and IBM Rational Tools Suite. According to its VIP Guide, OI&T expects that all products follow the Agile product management process and use the Rational Tools Suite to manage scheduled product sprints and backlog, product requirements, risks and issues, and product planning and engineering documentation, among others. Also, VA stated that Agile methodologies will require stakeholders to be involved in the daily scrum meetings, user acceptance testing, and acceptance of deliverables, which will address stakeholders being involved regularly and documenting the results of stakeholder involvement status reviews. According to the VIP Guide, the Agile development methodologies require development teams to meet often with stakeholders to ensure transparency and foster a collaborative work environment. Additionally, the department stated that critical decision events are using Rational based data assessments to report on level of satisfaction of project controls and process compliance requirements. Further, according to the VIP Guide, the Product Owner will have a key role in the decision-making process during the development of the product and will be able to regularly express concerns and/or approvals to best meet user satisfaction. The department stated that critical decision events are being held at the portfolio level, and action items from these events are being tracked. VA provided meeting minutes from critical decision events that were held in October and December 2016. The December 2016 meeting minutes identified action items and the status of those items. Although VA has taken actions to address the majority of best practices related to project monitoring and control, the department's new VIP process does not include two practices that call for (1) tracking expended effort and (2) monitoring the utilization of staff and resources. Until OI&T's documented processes for project monitoring and control fully reflect best practices, the office is at risk that its projects will not achieve expected results.
    Recommendation: To assist VA in establishing comprehensive and documented processes that reflect system development and acquisition best practices, the Secretary of Veterans Affairs should direct the Chief Information Officer to revise OI&T's documented processes related to process and product quality assurance, to include (1) documenting a description of the quality assurance reporting chain and defining how objectivity will be ensured, and (2) periodically reviewing open noncompliance issues and trends with management that is designated to receive and act on them.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA concurred with our recommendation and reported that the implementation of the Veteran-Focused Integration Process (VIP), Agile processes, and the Rational Toolset within OI&T will address process and product quality assurance. According to VA, as a part of VIP, the Product Owner is engaged from intake through project completion, which will ensure that the quality of the product is maintained throughout the life cycle. Additionally the department reported that the process of periodically reviewing open non-compliance issues and trends with management that is designated to receive and act on them will be accomplished through CIOStat meetings held with OI&T senior leadership. VA also reported that the Rational Quality Manager tool is used to automate routine testing activities to identify non-compliance issues and trends. As of July 2017, the department stated that the Product Owner is beginning to have a stronger role on the project team, which enables them to assist in all types of issues, including quality assurance. VA also stated that Release Agents develop and distribute Release Readiness Reports, which provide a status of all release requirements and of traceability among requirements, deliverables, and test results. VA expects to complete its actions in response to this recommendation by the end of fiscal year 2017.
    Recommendation: To assist VA in establishing comprehensive and documented processes that reflect system development and acquisition best practices, the Secretary of Veterans Affairs should direct the Chief Information Officer to revise OI&T's documented processes related to project scheduling, to include the 9 best practices that were missing from the guidance and revise the documented processes where the guidance was contrary to best practices.

    Agency: Department of Veterans Affairs
    Status: Open

    Comments: VA concurred with our recommendation and reported that the implementation of VIP and Agile processes within OI&T will address five of the nine best practices related to project scheduling that are missing from its guidance. According to VA, business and compliance requirements will be captured during the planning phase and maintained in the IBM Rational Tools Suite to manage scheduled project/product builds and backlog which will allow the project to more accurately maintain the schedule baseline, capture all schedule changes, and provides an audit trail of all the changes. Additionally, the department reported that the IBM Rational Tools Suite connects requirements, change orders, test cases, and test results in order to have full traceability in a closed loop system. VA also noted that the use of short development builds within Agile increases the probability of successful adherence to the schedule; and Agile provides the flexibility to make schedule changes using the backlog to prioritize requirements. As of July 2017, VA stated that Project Build Planning sessions capture and prioritize all backlog items with high level activities captured in the VIP Dashboard; and that each project task receives an estimated duration. The department also stated that the project team commits to a high level scope for each build and then the scope is solidified and committed to in detail at each Sprint Plan. According to VA, at the end of each sprint the Product Owner accepts or rejects the product of what was committed to at Sprint Planning. The department also stated that there is a high-level commitment at the Critical Decision 1 meeting; that each build gets committed to at a more granular level; and that sprint planning includes establishing a firm commitment for exactly what will be completed during the sprint. The department further stated that part of the Agile process being used by OI&T removes rigid, mandatory constraints as long as project teams follow compliance epics. Additionally, the department reported that because of the use of Agile methodology, if a task is critical today, the project team can reprioritize and address the needs of the project immediately. According to VA, Agile supports both sustainment and development projects, by allowing changes to the project backlog to address high priority functionality. VA also stated that Agile allows flexibility to shift from one build to another based on priorities and to shift backlog items based on VIP Triad priorities. Additionally, according to the department, risks are managed in the Rational Tools Suite and impediments are raised and escalated during daily scrums and scrum of scrum calls. The VIP Guide indicates that product teams are required to make timely updates to the VIP Dashboard regarding schedule and that the Rational Tools Suite will be used to manage and administer source control and baselines; manage risks and issues; and manage scheduled product sprints and backlogs. However, the VIP Guide does not include practices to (1) document that each project task should receive a duration estimate; (2)require that the project schedule be traceable horizontally and vertically; (3) sequence all activities; and (4) confirm that the critical path is valid. Until OI&T's documented processes for developing schedules fully reflect best practices, the office is at risk that schedules created for its projects will not be reliable.
    Director: Robert Goldenkoff
    Phone: (202) 512-2757

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: As of August 2017, OPM said it plans to explore opportunities for improving the hiring system by analyzing and reviewing existing hiring authorities with an eye towards modernization. For example, OPM said it plans to use information from its current study of excepted service hiring authorities to consider changes or refinements to these authorities once that study has been completed in fiscal year 2018. OPM also said its future plans to improve the hiring system will be informed by its current strategic planning efforts.
    Director: Garcia-diaz, Daniel
    Phone: (202) 512-8678

    5 open recommendations
    Recommendation: In order to more fully implement key practices and meet requirements and to better institutionalize standards and practices, the Secretary of HUD should clearly link HUD's strategic goals and objectives with federal priority goals in the next annual performance plan.

    Agency: Department of Housing and Urban Development
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information
    Recommendation: In order to more fully implement key practices and meet requirements and to better institutionalize standards and practices, the Secretary of HUD should describe the reasons that goals were not met and HUD's plans for achieving them in the next annual performance report.

    Agency: Department of Housing and Urban Development
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information
    Recommendation: In order to more fully implement key practices and meet requirements and to better institutionalize standards and practices, the Secretary of HUD should establish a process and schedule for regularly reviewing, revising, and updating HUD's human capital strategic plan, strategic workforce plan, and succession plan.

    Agency: Department of Housing and Urban Development
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information
    Recommendation: In order to more fully implement key practices and meet requirements and to better institutionalize standards and practices, the Secretary of HUD should establish a process and schedule for reviewing and updating policies and procedures to help ensure that policies and procedures for key management functions remain current and complete.

    Agency: Department of Housing and Urban Development
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information
    Recommendation: In order to more fully implement key practices and meet requirements and to better institutionalize standards and practices, the Secretary of HUD should formalize lines of communication between the Chief Information Officer and the agency head, consistent with OMB guidance and internal control standards.

    Agency: Department of Housing and Urban Development
    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: Yvonne D. Jones
    Phone: (202) 512-6806

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

    Agency: Office of Personnel Management
    Status: Open

    Comments: OPM concurred with the recommendation and its work-life policy office will work with the Chief Human Capital Officers (CHCO) Council to further agency efforts to determine the value of their telework programs. OPM stated that they will develop clarifying guidance for agencies with CHCO input and host a CHCO Academy session focused on evaluating the costs and benefits of telework programs. This guidance will review basic principles of cost-benefit analysis, highlight common costs and benefits, and identify potential data sources in areas such as real estate costs, energy use, commuting costs, and employee productivity.
    Director: Daniel Garcia-Diaz
    Phone: (202) 512-8678

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

    Agency: Consumer Financial Protection Bureau
    Status: Open

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

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

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to leverage recommendations made by the RAND Corporation in its 2014 report on mental health stigma in the military to update and clarify policies as needed to remove stigmatizing provisions, such as career restrictions that may be too limiting for individuals who have received mental health care.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to establish a clear, consistent definition of those barriers to care generally understood by DOD as "mental health care stigma," to include explanations of its causes or contributing risk factors and ways that stigma is apparent in behaviors and policies.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to establish goals for efforts to address barriers to care generally understood by DOD as "stigma reduction efforts," and performance measures that link to these goals.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to develop a method to collect and analyze information on barriers to seeking mental health care, including stigma, so that reliable data may be gathered and used to measure the effectiveness of stigma reduction efforts over time.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to designate an entity to coordinate efforts to reduce mental health care stigma, among other barriers to care.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Intelligence to reissue consolidated guidance, incorporating subsequent updates for the denial or suspension of access to classified information and for assignment to sensitive duties based solely on information about mental health care.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Lori Rectanus
    Phone: (202) 512-2834

    3 open recommendations
    Recommendation: To help FPS enhance its strategic human capital planning efforts, the Secretary of Homeland Security should direct the Under Secretary of NPPD to work with the Director of FPS to identify time frames for developing human capital performance measures with targets that are explicitly aligned to FPS's stated human capital goals.

    Agency: Department of Homeland Security
    Status: Open

    Comments: FPS stated that NPPD is working with FPS to develop a recruitment and retention strategy that will include performance measures. This strategy will be complete by December 31, 2016. However, NPPD and FPS have not yet identified timeframes for developing performance measures for other human capital areas identified in FPS's human capital plan, such as leadership and knowledge management and building a results-oriented performance culture. Furthermore, because the recruitment and retention strategy is still under development, it is unclear whether the performance measures will have targets that are explicitly aligned to FPS's stated human capital goals. FPS plans to finalize all actions associated with this recommendation by March 2017.
    Recommendation: To help FPS enhance its strategic human capital planning efforts, the Secretary of Homeland Security should direct the Under Secretary of NPPD to work with the Director of FPS to establish a plan and time frames for updating FPS's staffing model regularly and for unexpected changes in operating conditions.

    Agency: Department of Homeland Security
    Status: Open

    Comments: FPS stated that it has conducted a review and gap analysis of its existing staffing model to identify additional features it needs to incorporate into the model. FPS also began to develop a data collection plan that will, among other things, identify data needed and how FPS will validate the data. The results of the gap analysis and data collection plan will be used to establish a plan, with timeframes, for updating the staffing model regularly and when unexpected changes in operating conditions occur. FPS plans to finalize all actions associated with this recommendation by March 2017.
    Recommendation: To help FPS enhance its strategic human capital planning efforts, the Secretary of Homeland Security should direct the Under Secretary of NPPD to work with the Director of FPS to develop and document guidance on the process FPS will use to ensure the quality of its staffing model data, such as guidance on how to collect data, validate assumptions, and perform sensitivity analyses to assess the assumptions.

    Agency: Department of Homeland Security
    Status: Open

    Comments: FPS is in the process of developing documentation that will govern the process it will use to collect data and ensure data quality. FPS plans to finalize all actions associated with this recommendation by March 2017.
    Director: Mark Goldstein
    Phone: (202) 512-6670

    3 open recommendations
    Recommendation: To help improve and measure the availability and adoption of high-speed Internet on tribal lands, the Chairman of the Federal Communications Commission should develop joint outreach and training efforts with USDA whenever feasible to help improve Internet availability and adoption on tribal lands.

    Agency: Federal Communications Commission
    Status: Open

    Comments: As of June 2017, FCC indicated that it is taking steps to hold joint outreach and training efforts with USDA when feasible and FCC plans to document those efforts over the next year. GAO will continue to monitor the status of FCC's efforts.
    Recommendation: To help improve and measure the availability and adoption of high-speed Internet on tribal lands, the Chairman of the Federal Communications Commission should improve the reliability of FCC data related institutions that receive E-Rate funding by defining "tribal" on the program application.

    Agency: Federal Communications Commission
    Status: Open

    Comments: As of June 2017, FCC reiterated that it agrees with this recommendation and is working on developing a definition for "tribal" that it can use. FCC hopes to have the definition developed, approved, and put into use by Spring 2018.
    Recommendation: To help improve and measure the availability and adoption of high-speed Internet on tribal lands, the Chairman of the Federal Communications Commission should develop performance goals and measures to track progress on achieving its strategic objective of ensuring that all tribal schools and libraries have affordable access to modern broadband technologies.

    Agency: Federal Communications Commission
    Status: Open

    Comments: FCC said that defining "tribal" is a necessary first step to tracking progress on ensuring that all tribal schools and libraries have affordable access to modern broadband technologies. FCC plans to have a definition of "tribal" in place by Spring 2018. Once the definition is in place, FCC said that it will start tracking progress using that definition.
    Director: Timothy J. DiNapoli
    Phone: (202) 512-4841

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

    Agency: Department of Defense: Office of the Secretary of Defense: Office of the Under Secretary of Defense for Acquisition, Technology, and Logistics
    Status: Open

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

    Agency: Department of Defense: Office of the Secretary of Defense: Office of the Under Secretary of Defense for Acquisition, Technology, and Logistics
    Status: Open

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

    Agency: Department of Defense: Office of the Secretary of Defense: Office of the Under Secretary of Defense for Acquisition, Technology, and Logistics
    Status: Open

    Comments: DOD concurred with the recommendation and has taken some steps to implement it. The Human Capital Initiatives (HCI) office issued an updated strategic acquisition workforce plan in 2016. This plan stated that conducting career field competency assessments at a minimum of every five years helps the acquisition workforce to effectively manage their careers. Officials within the HCI office stated that they will partner with the Under Secretary of Defense for Personnel and Readiness to use their competency assessment team to conduct competency assessments for each acquisition functional career field. The plan is to conduct four career field assessments a year, starting in October 2017 with an anticipated completion date for all career fields by 2021.
    Director: Kathleen M. King
    Phone: (202) 512-7114

    1 open recommendations
    Recommendation: To ensure that HHS workforce efforts meet national needs, the Secretary of Health and Human Services should develop a comprehensive and coordinated planning approach to guide HHS's health care workforce development programs--including education, training, and payment programs--that (1) includes performance measures to more clearly determine the extent to which these programs are meeting the department's strategic goal of strengthening health care; (2) identifies and communicates to stakeholders any gaps between existing programs and future health care workforce needs identified in the Health Resources and Services Administration's workforce projection reports; (3) identifies actions needed to address identified gaps; and (4) identifies and communicates to Congress the legislative authority, if any, the Department needs to implement the identified actions.

    Agency: Department of Health and Human Services
    Status: Open

    Comments: In December 2016, HHS indicated that the agency had not yet taken steps to implement a comprehensive workforce planning effort. Officials said that for the FY2018 cycle, HHS had planned to expand its group developing legislative proposals to include budget issues and gaps that warrant attention. While it did not do so during that cycle, officials indicated that they would recommend this broader approach to workforce planning for future budget and legislative cycles.
    Director: Johana Ayers
    Phone: (202) 512-5741

    1 open recommendations
    Recommendation: To ensure that the Defense Civilian Personnel Advisory Service (DCPAS) and DOD components are determining LQA eligibility consistently with DOD's LQA Instruction, the DSSR, and OPM compensation claim decisions, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to require the Deputy Assistant Secretary of Defense for Civilian Personnel Policy or DCPAS, as delegated, to monitor reviews of LQA eligibility determinations conducted by DOD components.

    Agency: Department of Defense
    Status: Open

    Comments: On February 11, 2016, the Deputy Assistant Secretary of Defense for Civilian Personnel Policy issued a memorandum to conduct a review of overseas allowances and differentials (including Living Quarters Allowance (LQA)) paid to civilian employees. This memorandum orders DOD components to review 5 percent of their employees who received LQA during the calendar year 2015. These reports are to identify the employees locations, the annual amount of each allowance each employee receives, the laws and regulations authorizing the allowance, and confirmation that supporting documents used to determine employee eligibility for the allowance were reviewed and found acceptable. The February 2016 memorandum states that these reviews should be completed within 90 days of its issuance. However, the memorandum does not require the monitoring of these reviews by the Defense Civilian Personnel Advisory Service. In the absence of such a requirement, Defense Civilian Personnel Advisory Service officials told us in May 2016 that they had started receiving the results of these reviews and would assess them as soon as possible for any inconsistencies. These officials have not yet provided any documents demonstrating their monitoring of these reviews.
    Director: Andrew Sherrill
    Phone: (202) 512-7215

    5 open recommendations
    Recommendation: To better report the occupations filled by H-2B workers who have been approved by DHS, the Director of U.S. Citizenship and Immigration Services should implement during its transformation process to an electronic petition form, an occupation classification system that conforms to a national standard.

    Agency: Department of Homeland Security: United States Citizenship and Immigration Services
    Status: Open

    Comments: In September 2016, USCIS indicated that it was revising its Transformation Roadmap (schedule). The conversion to electronic nonimmigrant petitions is expected to be completed during the second quarter of fiscal year 2018. USCIS also noted that it is exploring the adoption of a single set of occupation codes across multiple form types, but has not yet made a final decision whether to implement this. USCIS estimates this recommendation will be completed by March 31, 2018.
    Recommendation: To help potential H-2A and H-2B workers and their advocates better assess employment offers and reduce their vulnerability to abuse, the Director of U.S. Citizenship and Immigration Services should, during its transformation to an electronic petition form, ensure that petition job information is collected in an electronic manner and made available to the public as soon as possible following a final adjudication decision. Such job information should include number of positions, wage, and any staffing, placement or recruitment agency the employer plans to use.

    Agency: Department of Homeland Security: United States Citizenship and Immigration Services
    Status: Open

    Comments: In September 2016, USCIS indicated that it was revising its Transformation Roadmap (schedule). The conversion to electronic nonimmigrant petitions is expected to be completed during the second quarter of fiscal year 2018. Therefore, USCIS estimates this recommendation will be completed by March 31, 2018.
    Recommendation: To help protect workers from being hired by employers who have been debarred from program participation, the Secretary of Labor should direct the Assistant Secretary, Employment and Training Administration, to use all employer-related information it collects on debarred employers to screen new applications.

    Agency: Department of Labor
    Status: Open

    Comments: In June 2016, the agency noted that it continues to screen for debarred employers in two ways: 1) by adding debarred employers to its iCERT System, which matches incoming employer applications using the federal Employer Identification Number; and 2) by conducting additional reviews during analyst case adjudications using a more expansive set of employer-related information. While the Employment and Training Administration explored enhancing its iCERT system in 2015 to flag more information on debarred employers, the agency said this enhancement was not pursued due to technical difficulties in matching open text fields (e.g., physical employer addresses). In January 2017, DOL signed a data sharing memorandum of agreement with the Department of Homeland Security. DOL officials said this MOA will allow DOL access to DHS data, including information from the DHS system that collects information on all employers, and that DOL will be able to use this information to better screen labor condition applications. Once the agreement has been in place for several months, we plan to evaluate DOL's use of this new information and its impact on screening new employer applications for debarred employers.
    Recommendation: To ensure that H-2B workers are adequately protected and that DOL's investigative resources are appropriately focused, the Secretary of Labor should direct the Administrator, Wage and Hour Division, to review its enforcement efforts and conduct a national investigations-based evaluation of H-2B employers.

    Agency: Department of Labor
    Status: Open

    Comments: In June 2016, DOL's Wage and Hour Division (WHD) indicated that it is coordinating closely with the department's Chief Evaluation Office on evaluations and special projects involving data analytics. As a result of that coordination, it is shifting away from large-scale compliance surveys and toward leveraging internal enforcement data and external survey data to assess compliance levels in priority industries. In June 2017, WHD indicated it did not believe an investigation-based evaluation of H-2B employers was appropriate given budget and litigation complications related to the H-2B regulations. WHD said it would consider moving forward once the regulations stabilize. In the meantime, WHD said it has taken several steps to improve H-2B enforcement. For example, in 2016, it held an advanced training for managers and field staff who handle H-2B investigations. In addition, it issued a memorandum that provided guidance under the 2015 Interim Final Rule on the appropriate enforcement action to take on the findings of H-2B investigations. WHD also indicated it has been sharing data with the Office of Foreign Labor Certification to identify employers with H-2B workers.
    Recommendation: To determine to what extent, if any, the 2-year statute of limitations on debarment limits its use as a remedy for employers who violate program requirements: (1) the Secretary of Labor should direct the Assistant Secretary, Employment and Training Administration, and the Administrator, Wage and Hour Division, to collect data on the nature of the cases where debarment would have been recommended but was not because the 2-year statute of limitations had expired, and based on that data determine whether to pursue a legislative proposal to extend the statute of limitations; and (2) the Department of Labor Inspector General should direct the Assistant Inspector General, Office of Labor Racketeering and Fraud Investigations to provide the Assistant Secretary, Employment and Training Administration, and the Administrator, Wage and Hour Division, data on the number of referrals for debarment that the Inspector General's Office sent to the department after the 2-year statute of limitations had expired.

    Agency: Department of Labor
    Status: Open

    Comments: In June 2016, DOL indicated that it was considering the utility of collecting these data in light of the fact that the new H-2B regulations that were issued in April 2015 eliminated the 2-year statute of limitations for the H-2B program. We continue to believe, however, that this data collection would be valuable given that the H-2A program is still subject to the 2-year statute of limitations. The department indicated it was undertaking a modernization of its data systems--by implementing a data governance structure that would manage its data as a business asset--and our recommendation for the collection of these data would be vetted through this process. In June 2017, however, DOL indicated that WHD had concluded that business process improvements, rather than software changes, were more appropriate to ensure timely analysis of potential debarments. As it makes business process improvements, DOL indicated it would continue to evaluate whether data collection meets program needs.
    Director: Robert Goldenkoff
    Phone: (202) 512-2757

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

    Agency: Office of Personnel Management
    Status: Open

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

    Comments: As of October 2016, officials reported that OPM has partnered with the CHCO Council to implement a government-wide set of metrics for use as part of a government-wide benchmarking effort. However, it has no plans to coordinate the data collection efforts of agencies' HRstat reviews with the collection efforts of OPM's and agencies' working groups to identify and address skills gaps. OPM stated that coordinating the data collection was not possible because agencies' HRstat reviews have different goals and collect different types of data than the working groups. We maintain that action on our recommendation is important because it is likely that the core metrics collected under HRstat could help inform the efforts of the working groups and thus reduce duplicative efforts. Moreover, the use of a core set of metrics from agencies' HRstat reviews could aid in monitoring actual progress in closing skills gaps government-wide.
    Director: Michael Courts
    Phone: (202) 512-8980

    1 open recommendations
    Recommendation: The Secretary of State should direct State's Office of the Procurement Executive to incorporate leading practices into any future single insurer solicitations by determining whether existing guidance could be used, or by developing guidance based on leading practices in federal and State Department acquisition regulations and State internal control standards.

    Agency: Department of State
    Status: Open

    Comments: The Department of State concurred with the recommendation and said it would incorporate leading practices into any future single insurer solicitation if a determination is made to pursue a single insurer program. However, as of September 2017 State had not made a determination to pursue a single insurer program. GAO will continue to monitor State's effort to implement the 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 effective evaluation of federal training programs and enhance DHS's stewardship of resources for federal training programs, the Secretary of Homeland Security should direct DHS components to ensure that their documented training evaluation processes fully address attributes for effective training evaluation processes as they are drafted, updated, or revised.

    Agency: Department of Homeland Security
    Status: Open

    Comments: In September 2014, we reported on the Department of Homeland Security's (DHS) training efforts, including the extent to which DHS has a documented process to evaluate training and development programs. We found that all five DHS components in GAO's review--U.S. Customs and Border Protection, U.S. Immigration and Customs Enforcement, the U.S. Coast Guard, the Transportation Security Administration, and the Federal Law Enforcement Training Center--have a documented process to evaluate their training programs. Their documented processes fully included three of six attributes of effective training evaluation processes identifying goals, programs to evaluate, and how results are to be used. However, the documented processes did not consistently include the other three attributes: methodology, timeframes, and roles and responsibilities. We concluded that by updating documentation to address these attributes, DHS components would have more complete information to guide its efforts in conducting effective evaluations. We therefore recommended that DHS direct its components to ensure that their documented training evaluation processes fully address attributes for effective training evaluation processes as they are drafted, updated, or revised. In September 2016, DHS officials reported that a DHS-wide self-audit of training evaluation processes was completed on March 31, 2016 and found that DHS has current documentation addressing effective learning evaluation programs and that there are commonalities in evaluation procedures across the components. As a part of the self-audit, components provided policy and procedures documents related to their training evaluation processes and found that they adhere to sound instructional systems design models. However, the self-audit focused on identifying the specific training evaluation practices for a sample of courses at each component and not whether the component-level guidance included the attributes for effective training evaluation processes we identified in our report. Further, although DHS updated its department-wide guidance on training evaluation in April 2016 to incorporate the attributes for effective training evaluation processes and some components have followed suit, other components have not. For example, we found that some components, such as Customs and Border Protection and the U.S. Coast Guard, had updated their training evaluation guidance to include the attributes we identified in our report. Others, such as U.S. Immigration and Customs Enforcement were in the process of updating their guidance. However, as of April 2017, the guidance from the Transportation Security Administration remained in draft and the guidance from the Federal Law Enforcement Training Center had not been updated since our review. Therefore, this recommendation remains open pending action on the above noted items.
    Recommendation: To ensure effective evaluation of federal training programs and enhance DHS's stewardship of resources for federal training programs, the Secretary of Homeland Security should identify existing challenges that prevent DHS from accurately capturing training costs department-wide and, to the extent that the benefits of addressing those challenges exceed the costs, implement corrective measures to overcome these challenges..

    Agency: Department of Homeland Security
    Status: Open

    Comments: In September 2014, we reported on the Department of Homeland Security's (DHS) training efforts, including the extent to which DHS has a documented process to reliably capture costs. We found that DHS identified efficiencies and cost savings for delivering a number of training programs. However, different methods are used for capturing training costs across the department, which poses challenges for reliably capturing these costs across DHS. Components capture training costs differently, contributing to inconsistencies in training costs captured across DHS. Variation in methods used to collect data can affect the reliability and quality of DHS-wide training program costs. However, DHS has not identified all challenges that contribute to these inconsistencies. We concluded that DHS could improve its awareness about the costs of training programs DHS-wide and thereby enhance its resource stewardship by identifying existing challenges that prevent DHS from accurately capturing training costs and implementing corrective measures. We therefore recommended that DHS identify existing challenges that prevent DHS from accurately capturing training costs department-wide and, to the extent that the benefits of addressing those challenges exceed the costs, implement corrective measures to overcome these challenges. As of September 2016, DHS reported that its Office of the Chief Human Capital Officer and Office of the Chief Financial Officer worked together to research the issue and determine the best course of action to standardize training cost reporting. However, this did not require a formal root cause analysis. In order to identify a way for the components to capture training costs in a standardized manner, DHS formed a Tiger Team that included officials from each component which identified 12 common functional areas for training to capture training costs. Components were directed to prepare implementation plans outlining how they will begin capturing cost data within the identified functional training areas and, according to DHS, began capturing the data on September 29, 2016. In January 2017, the DHS Chief Financial Officer provided guidance to the components as to how they are to report their training costs to DHS on a quarterly basis. Components provided their first quarterly submission to DHS in January 2017. These steps are in line with the intent of our recommendation. This recommendation will remain open as we monitor its continued implementation over the next two quarters.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    4 open recommendations
    Recommendation: To help DOD to improve management of GFO requirements and collect more detailed information on associated costs, and to determine the number of GFOs required for DOD's mission, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, in coordination with the secretaries of the military departments, to conduct a comprehensive update for GFO requirements by identifying, assessing, and validating positions that the department believes should be filled by GFOs, and define the circumstances under which subsequent periodic updates should occur. The update should include an assessment of whether GFO statutory limits are sufficient to meet GFO requirements and the impact of any shortfall on the department's mission.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2016, a newly established working group at the Office of the Secretary of Defense is proposing that DOD conduct a global manpower study of general and flag officer requirements. If the study plan is approved, DOD's plan for the conduct of the global study is to complete implementation of any potential recommendations no later than two years from the date the Secretary of Defense approves the study's recommendations.
    Recommendation: To help improve the definition and availability of costs associated with GFOs and aides, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to establish guidance to define the position of officer aide.

    Agency: Department of Defense
    Status: Open

    Comments: According to DOD, officer aide duties are in connection with assisting general and flag officers in the office and in an operational or training environment in which requirements and expectation can vary based on the responsibility of the officer the aide is supporting. DOD stated that officer aide assignments are more appropriately managed at the military service level.
    Recommendation: To help improve the definition and availability of costs associated with GFOs and aides, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to require the military departments to report on officer aide population data.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Recommendation: To help improve the definition and availability of costs associated with GFOs and aides, the Secretary of Defense should direct the Director, Cost Assessment and Program Evaluation, in coordination with the Under Secretary of Defense for Personnel and Readiness and the secretaries of the military departments, to define the costs that could be associated with GFOs--such as security details--for the purpose of providing a consistent approach to estimating and managing the full costs associated with GFOs.

    Agency: Department of Defense
    Status: Open

    Comments: Congress directed the Director of Cost Assessment and Program Evaluation (CAPE), in coordination with the Under Secretary of Defense (Personnel and Readiness) and the Service Secretaries, to define the costs associated with general and flag officers, including security details, government air travel, enlisted and officer aide housing costs, support staff, official residences, and any other costs incurred due to the nature of their position. CAPE has been working with the Office of the Secretary of Defense, the Joint Staff and the services to develop their report. According to DOD, the report is expected to be completed in Fall 2016.
    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: Brenda S. Farrell
    Phone: (202) 512-3604

    1 open recommendations
    Recommendation: To help ensure that decision makers and Congress have the necessary information to provide effective oversight of DOD's civilian workforce and that the strategic workforce plan can be used effectively, the Secretary of Defense should direct the Office of the Under Secretary of Defense for Personnel and Readiness to align DOD's strategic workforce plan with the budget and management workforce initiatives, such as those to address recruiting, retention, and readiness issues associated with declining morale among its civilian workforces.

    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: Robert Goldenkoff
    Phone: (202) 512-2757

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

    Agency: Office of Personnel Management
    Status: Open
    Priority recommendation

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

    Agency: Office of Personnel Management
    Status: Open

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

    Agency: Office of Personnel Management
    Status: Open

    Comments: As of August 2016, OPM reported that its office of Employee Services is developing for deployment a comprehensive Strategic Human Capital Management (SHCM) needs survey that will be distributed to the CHCO Council. The survey is designed to directly solicit information about relevant tools, guidance and resources from agency human capital professionals that they feel will benefit their SHCM processes. This annual survey and the information OPM gathers from the survey results will assist OPM with developing/providing suggested tools through the HCF. We will continue to monitor OPM's efforts.
    Director: 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: Anne-Marie Fennell
    Phone: (202) 512-3841

    5 open recommendations
    Recommendation: To ensure appropriate levels of employees' supervision and guidance for the workforces of USDA's service center agencies, consistent with OPM guidance, the Secretary of Agriculture, through the Chief Human Capital Officer, should revise departmental policy targeting a uniform supervisory ratio so that the service center agencies can identify appropriate supervisory ratios based on a documented analysis of their specific customer needs and workload distribution.

    Agency: Department of Agriculture
    Status: Open

    Comments: As of December 15, 2016, USDA has not taken action on this recommendation. We will continue to monitor USDA's efforts.
    Recommendation: To ensure appropriate levels of employees' supervision and guidance for the workforces of USDA's service center agencies, consistent with federal internal control standards, the Secretary of Agriculture, through the Chief Human Capital Officer, should communicate to the service center agencies the departmental guidance for calculating supervisory ratios and ensure its use.

    Agency: Department of Agriculture
    Status: Open

    Comments: As of December 15, 2016, USDA has not taken action on this recommendation. We will continue to monitor USDA's efforts.
    Recommendation: To help USDA's service center agencies effectively implement office closures and meet internal control standards, the Secretary should take action to amend USDA's policy on organizational changes to include such leading practices as presenting a business-case or cost-benefit analysis and using the change management practice of measuring progress toward stated goals.

    Agency: Department of Agriculture
    Status: Open

    Comments: According to USDA the Department is in the process of revising its policy on organizational changes, but as of December 15, 2016, this revision is not yet finalized. We will continue to monitor USDA's efforts.
    Recommendation: To improve the use of buyout or early retirement incentives, the Secretary of Agriculture should direct its service center agencies, FSA and RD, to document clear links between their buyout and early retirement incentives and their reshaping or overall strategic goals.

    Agency: Department of Agriculture
    Status: Open

    Comments: As of December 15, 2016, USDA has not taken action on this recommendation. We will continue to monitor USDA's efforts.
    Recommendation: To improve the use of buyout or early retirement incentives, the Secretary of Agriculture should direct its service center agencies, FSA, NRCS, and RD, to establish a system for identifying and evaluating relevant data on buyout and early retirement incentive recipients.

    Agency: Department of Agriculture
    Status: Open

    Comments: As of December 15, 2016, USDA has not taken action on this recommendation. We will continue to monitor USDA's efforts.
    Director: Pendleton, John H
    Phone: 202-512-3489

    1 open recommendations
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to revise its guidance on imminent danger pay area designations to include specific time frames for completing periodic reviews of imminent danger pay area designations.

    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: Farrell, Brenda S
    Phone: (202) 512-3604

    4 open recommendations
    Recommendation: To improve DOD's estimates and comparisons of the full cost of its military, civilian, and contractor workforces and to improve DOD's methodology for estimating and comparing the full cost of its various workforces, the Secretary of Defense should direct the Office of Cost Assessment and Program Evaluation to further develop guidance for cost elements that users have identified as challenging to calculate, such as general and administrative, overhead, advertising and recruiting, and training.

    Agency: Department of Defense
    Status: Open

    Comments: According to DOD's April 2017 report on Comparing the Cost of Civilians and Contractors, DOD's Cost Assessment and Program Evaluation (CAPE) office is updating fiscal year 2017 estimates in its Full Cost of Manpower (FCoM) system to reflect separate officer and enlisted training costs. If more specific cost estimates are required, users of FCoM are directed to cost estimating tools operated by the military departments.
    Recommendation: To improve DOD's estimates and comparisons of the full cost of its military, civilian, and contractor workforces and to improve DOD's methodology for estimating and comparing the full cost of its various workforces, the Secretary of Defense should direct the Office of Cost Assessment and Program Evaluation to develop business rules for estimating the full cost of National Guard and Reserve personnel.

    Agency: Department of Defense
    Status: Open

    Comments: According to DOD's April 2017 report in Comparing the Cost of Civilians and Contractors, a cost estimating function for Reserve Component personnel far exceeds the combination of variables for developing active component and DOD civilian cost estimates. Due to the scope of the Full Cost of Manpower (FCoM) contract, OSD(CAPE) has not adopted this recommendation in terms of a web-based application. However, OSD(CAPE) intends to address general business rules for Reserve Component cost estimates in the next DoDI revision.
    Recommendation: To improve DOD's estimates and comparisons of the full cost of its military, civilian, and contractor workforces and to improve DOD's methodology for estimating and comparing the full cost of its various workforces, the Secretary of Defense should direct the Office of Cost Assessment and Program Evaluation, in coordination with the department's Office of the Actuary and appropriate federal actuarial offices, to reevaluate the inclusion and quantification of pension, retiree health care costs, and other relevant costs of an actuarial nature and make revisions as appropriate.

    Agency: Department of Defense
    Status: Open

    Comments: According to DOD's April 2017 report on Comparing the Cost of Civilians and Contractors, OSD(CAPE) has reviewed the inclusion of payments that the government makes to retirement and health benefits. All identified costs that are attributable to current retirees and past service of active civilian and military personnel, such as unfunded liabilities, are being revised in the cost estimating guidelines. OSD(CAPE) intends to incorporate these changes in the next DoDI revision and coordinate a review with the Office of the DoD Actuaty.
    Recommendation: To improve DOD's estimates and comparisons of the full cost of its military, civilian, and contractor workforces and to improve DOD's ability to estimate contractor support costs, the Secretary of Defense should direct the Office of Cost Assessment and Program Evaluation, consistent with established practices for developing credible cost estimates, to research the data sources it is currently using and reassess its contractor support data sources for use when determining contractor support costs.

    Agency: Department of Defense
    Status: Open

    Comments: According to DOD's April 2017 report on Comparing the Cost of Civilian and Contractors, the department's efforts to improve data sources are ongoing.
    Director: Clowers, Angela N
    Phone: (202) 512-8678

    4 open recommendations
    Recommendation: To help SEC address identified personnel management challenges, and to enhance SEC's ability to strategically hire and retain the appropriate number of staff with the requisite skill sets for today and in the future, the Chairman of SEC should direct the Office of the Chief Operating Officer (COO) and Office of Human Resources (OHR) to prioritize efforts to expeditiously develop a comprehensive workforce plan, including a succession plan, and establish time frames for implementation and mechanisms to help ensure that the plans are regularly updated.

    Agency: United States Securities and Exchange Commission
    Status: Open

    Comments: While SEC plans to conduct a competency assessment for the remaining occupations not included in its July 2016 workforce plan, until the assessment and resulting workforce plan for fiscal year 2019+ is completed and we have reviewed it, this recommendation remains open. However, a comprehensive assessment of occupations should always be part of the workforce planning cycle to identify the resources needed to meet mission requirements. SEC should be doing a yearly review of needs to include attrition modeling, budget costs, and staffing (i.e., staff distribution across all locations, promotion needs, hiring requirements for all areas (mission and mission support)).
    Recommendation: To help SEC address identified personnel management challenges, and to enhance SEC's ability to strategically hire and retain the appropriate number of staff with the requisite skill sets for today and in the future, the Chairman of SEC should direct the Office of the COO and OHR to incorporate OPM guidance as it develops its workforce and succession plans, by developing a formal action plan to identify and close competency gaps, and fill supervisory positions; and institute a fair and transparent process for identifying high-potential leaders from within the agency.

    Agency: United States Securities and Exchange Commission
    Status: Open

    Comments: While SEC plans to conduct a succession needs survey that will be used as part of its holistic gap analysis and used to inform the next workforce plan for fiscal year 2019+, until the needs survey and resulting workforce plan is completed and we have reviewed it, this recommendation remains open. However, as part of succession planning, division managers should already know, or should have been provided, retirement eligibility information, attrition estimates, and knowledge of their staff skill sets. They need this information for succession planning purposes to determine if they need to hire, or use promotions as a way to fill potential staff losses.
    Recommendation: To help SEC address identified personnel management challenges, and to help enhance the credibility of its performance management system, the Chairman of SEC should direct the COO and OHR to conduct periodic validations (with staff input) of the performance management system and make changes, as appropriate, based on these validations.

    Agency: United States Securities and Exchange Commission
    Status: Open

    Comments: SEC has yet to conduct a validation of its performance management system for its entire staff. In fiscal year (FY) 2016, SEC introduced a new pilot performance management program and engaged OPM to assess the effectiveness of it, but this new program was only initiated with non-bargaining staff. This assessment included OPM facilitated focus groups and an OPM survey soliciting anonymous participant feedback. According to SEC, stakeholders were engaged in the development and implementation phases of the pilot program. Additionally, OPM hosted a training session at the midpoint of the FY 2016 pilot for supervisors to help them communicate performance expectations and feedback. In 2017, SEC expanded the pilot performance management program to bargaining unit staff. SEC has briefed the National Treasury Employees Union (NTEU) prior to each phase in the performance management process and incorporated feedback into the program. The Office of Human Resources (OHR) has provided program-specific training to both employees and supervisors for each phase of the performance cycle and has collaborated with NTEU on all messaging to employees. SEC is now working with OPM to determine the best approach to assess the effectiveness of the FY 2017 pilot. According to SEC, subsequent to OPM's assessment of the FY 2017 pilot, SEC will work with NTEU to determine how to proceed with the program. OHR has also agreed in advance to share the FY 2017 performance rating data with NTEU so they may use it in their own assessment of the 2017 pilot.
    Recommendation: To help SEC address identified personnel management challenges, and to build on SEC's efforts to enhance intra-agency communication and collaboration, the Chairman should direct the COO to explore communication and collaboration best practices and implement those that could benefit SEC.

    Agency: United States Securities and Exchange Commission
    Status: Open

    Comments: As of November 2017, SEC had not demonstrated the use of best practices to improve communication and collaboration within and across SEC divisions and offices. In June 2017, SEC commenced the new Operations Steering Committee, which consists of the Acting Chief Operating Officer (COO) as the Chair, and the Managing Executives of the mission critical divisions and Office of Compliance Inspections and Examinations (OCIE). This group meets on a monthly basis. During the September 2017 meeting, the Acting COO presented two proposed approaches, based on best practices, to address GAO's findings to improve communication and collaboration: 1. Emphasize communication and collaboration, and associated initiatives, within the new Strategic Plan. 2. Work with the Labor Management Forum - NTEU. Until we see how SEC operationalizes these proposed approaches, this recommendation remains open.
    Director: Farrell, Brenda S
    Phone: (202)512-3604

    2 open recommendations
    Recommendation: To help ensure DOD's workforce mix guidance reflects the current statutory requirements for total force management policy set forth in 10 U.S.C. 129a as well as the regulatory requirements set forth in the Office of Federal Procurement Policy's September 2011 policy letter, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to revise DOD's existing workforce policies and procedures to address the (1) determination of the appropriate workforce mix, and (2) identification of critical functions.

    Agency: Department of Defense
    Status: Open

    Comments: DOD partially concurred with this recommendation and stated in its agency comments that DOD Directive 1100.4. was undergoing revision and entering the formal issuance process for signature by the Deputy Secretary of Defense. Further, DOD stated that the updated directive would authorize and direct the revision of the instruction. However, as of August 2017, a DOD official stated that revisions to DOD Directive 1100.4 and DOD Instruction 1100.22 continue to be worked within the Department. Changes enacted through the most recent National Defense Authorization Act required a reconsideration of numerous aspects of the draft directive. Further, the official stated that the department was required to develop an overarching workforce rationalization strategy and that the furthering of this strategy will likewise impact the draft policies.
    Recommendation: Until such time that DOD is able to accurately project contractor FTE estimates it presents in budget submissions using the inventories and required reviews, the Secretary of Defense should direct the Under Secretary of Defense (Comptroller) to include an explanation in annual budget exhibits of the methodology used to project contractor FTE estimates and any limitations of that methodology or the underlying information to which the methodology is applied.

    Agency: Department of Defense
    Status: Open

    Comments: DOD partially concurred with this recommendation and stated in its agency comments that it will strengthen the annual guidance as improvements are made in the inventory of contracted services. Further, DOD stated that if a component's methodology deviates from the process defined in the annual guidance, a footnote explaining the deviation will be included in the contracted services section of the Operation and Maintenance Overview book within the budget. As of August 2017, the department could not provide any evidence of steps taken in response to this recommendation.
    Director: Mihm, J Christopher
    Phone: (202) 512-6806

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

    Agency: Office of Personnel Management
    Status: Open

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

    Agency: Office of Personnel Management
    Status: Open

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

    Agency: Office of Personnel Management
    Status: Open

    Comments: GAO reached out to Performance Improvement Council (PIC) and Office of Management and Budget staff in November 2016 and February 2017 for an update on the status of this recommendation, but has not received a response. In May 2016, the PIC had reported that it had created and was piloting performance training to test the best way to make this training available to a broad audience. Previously, the PIC had planned to use a website, LearnPerformance.gov, to make courses on performance management competencies available. According to the PIC, the website had been taken down and there is ongoing discussion about what to do in its place.
    Recommendation: To ensure that the PIC has a clear plan for accomplishing its goals and evaluating its progress, the Director of OMB should work with the PIC to update its strategic plan and review the PIC's goals, measures, and strategies for achieving performance, and revise them if appropriate.

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

    Comments: GAO reached out in November 2016 and February 2017 to staff at the Office of Management and Budget and Performance Improvement Council regarding the status of this recommendation, but has not received a response.
    Director: Farrell, Brenda S
    Phone: (202) 512-3604

    1 open recommendations
    Recommendation: To help ensure the department maintains its critical skills and competencies, when planning for and implementing future civilian workforce actions, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to involve functional community managers and to the extent possible, use information from gap assessments of its critical skills and competencies as they are completed to make informed decisions for possible future reductions or justify the size of the force that it has.

    Agency: Department of Defense
    Status: Open

    Comments: As of September 2017, the Associate Director, Total Force Requirements & Sourcing Policies; OUSD(P&R), stated that the Department has taken some actions and that there are ongoing efforts in this area. We will continue to monitor DOD's progress in implementing this recommendation.
    Director: Farrell, Brenda S
    Phone: (202) 512-3604

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

    Agency: Department of Defense
    Status: Open

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

    Agency: Department of Defense
    Status: Open

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

    Agency: Department of Defense
    Status: Open

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

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

    Agency: Department of Defense
    Status: Open

    Comments: In August 2014, officials with the Office of the Under Secretary of Defense (Intelligence) Human Capital Management Office stated that development of criteria for assessing the skills, competencies, and gaps of the department's Defense Intelligence Senior Executive Service and Defense Intelligence Senior Level workforces had been completed. According to the officials, the criteria will be included in the department's senior leader management policies and fully implemented once the Office of the Under Secretary of Defense (Personnel and Readiness) completes development, revision, and publication of other DOD related civilian senior leader management policies that the revised Defense Intelligence civilian senior leader policy references. Update 9/2016: Officials from the Strategic Human Capital Planning Division indicated that a future strategic plan will address GAO's recommendation. Officials indicated that the plan is expected to be released in Fall 2016.
    Director: Pickup, Sharon L
    Phone: 202-512-9619

    1 open recommendations
    Recommendation: To develop a fully integrated management approach to guide virtual training efforts and investments, the Secretary of Defense should direct the Secretary of the Air Force to develop an overarching strategy to align goals and funding for virtual training efforts across all Air Force major commands. This strategy should at a minimum contain elements such as results-oriented goals, performance measures, and a determination of resources needed to achieve stated goals. In addition, this strategy should show clear linkages between existing and planned initiatives and goals.

    Agency: Department of Defense
    Status: Open

    Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    Director: Maurer, Diana C
    Phone: (202) 512-9627

    3 open recommendations
    Recommendation: To help ensure that FEMA's agencywide workforce planning and training efforts are conducted in a comprehensive and integrated manner, the FEMA Administrator should identify and document long-term and quantifiable mission critical goals that reflect the agency's priorities for workforce planning and training.

    Agency: Department of Homeland Security: Directorate of Emergency Preparedness and Response: Federal Emergency Management Agency
    Status: Open

    Comments: In October 2016, agency officials said they had contracted for the development of a Workforce Strategic Plan that is intended to assess current steady state staffing needs based on mission requirements and establish workforce models capable of determining future needs based on workload drivers. Further, they said the plan will monitor and evaluate FEMA's progress towards mission critical goals and the contribution that human capital results have made towards achieving programmatic priorities. In July 2017, they provided an updated estimate that the plan will be completed by June 2020. Pending completion of this effort, the recommendation will remain open.
    Recommendation: To help ensure that FEMA's agencywide workforce planning and training efforts are conducted in a comprehensive and integrated manner, the FEMA Administrator should establish a time frame for completing the development of quantifiable performance measures related to workforce planning and training efforts.

    Agency: Department of Homeland Security: Directorate of Emergency Preparedness and Response: Federal Emergency Management Agency
    Status: Open

    Comments: In October 2016, agency officials said they had contracted for the development of a Workforce Strategic Plan that is intended to assess current steady state staffing needs based on mission requirements and establish workforce models capable of determining future needs based on workload drivers. Once complete, they said the plan will identify performance metrics to track FEMA's progress towards mission critical goals regarding workforce planning and training efforts. In July 2017, they provided an updated estimate that the plan will be completed by September 2020. Pending completion of this effort, the recommendation will remain open.
    Recommendation: To better inform FEMA's decision-making related to agencywide workforce planning and training efforts, the FEMA Administrator should develop systematic processes to collect and analyze workforce and training data.

    Agency: Department of Homeland Security: Directorate of Emergency Preparedness and Response: Federal Emergency Management Agency
    Status: Open

    Comments: In July 2017, officials reported that FEMA's Chief Component Human Capital Office was preparing a Training Plan that will outline the collection and analysis methodology of training data with an estimated completion date of September 2018. Pending documentation of the results of these efforts this recommendation will remain open.
    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

    2 open recommendations
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to coordinate with the services on conducting research, as appropriate, to determine optimal bonus amounts.

    Agency: Department of Defense
    Status: Open

    Comments: In a July 2012 report, the USD (P&R) stated that it continues to believe that a study to determine optimal bonus amounts would be beneficial. As of September 2015, DOD is working with the RAND Corporation to develop a model to analyze the impact of adjusting bonuses and special pays for certain personnel communities. According to officials at USD (P&R) the goal of this effort is to provide the services with a tool that can be used to set bonuses and special pays more efficiently. The officials added that models have been developed for officers in the aviation community, and are currently being developed for officers in the healthcare and special operations communities.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, as the consolidation of the special and incentive pay programs is completed over the next 7 years and the instructions directing the services on how to administer the new programs are revised, to monitor the implementation of this consolidation to determine whether it is in fact resulting in greater flexibility and more precise targeting of resources and what impact the consolidation is having on DOD's budget.

    Agency: Department of Defense
    Status: Open

    Comments: In a July 2012 report, the USD (P&R) states that it continues to consolidate special and incentive pay authorities. However, because this consolidation is not yet complete, it has not yet determined whether this consolidation has resulted in greater flexibility, as GAO recommended. In June 2013, OSD reported that OSD was about halfway through with its effort to consolidate special pay authorities, and in September 2015 USD (P&R) officials stated that this effort is continuing. The officials added that, while the Department is tracking the impact of the consolidation on the cost of special and incentive pays, it had not assessed whether the consolidation had resulted in greater flexibility.
    Director: Farrell, Brenda S
    Phone: (202)512-3604

    1 open recommendations
    Recommendation: To promote an efficient use of resources and to better plan for the design of a new performance management system, the Secretary of Defense should direct the Deputy Assistant Secretary of Defense for Civilian Personnel Policy to, in conjunction with the DOD Comptroller, help ensure that information identifying and supporting the costs of the NSPS termination and new performance management system is documented, reliable, traceable to a source document, and readily available for examination.

    Agency: Department of Defense
    Status: Open

    Comments: As of September 2015, there has been no evidence that the department has taken action to address this recommendation.
    Director: Farrell, Brenda S
    Phone: (202)512-3604

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

    Agency: Department of Defense
    Status: Open

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

    Agency: Department of Defense
    Status: Open

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

    Agency: Department of Defense
    Status: Open

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

    Agency: Department of Defense
    Status: Open

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

    1 open recommendations
    Recommendation: To better determine the effects of nonresponse bias on the Status of Forces survey results, the Secretary of Defense should direct Director of DMDC to develop and implement guidance both for conducting nonresponse analysis and for using the results of nonresponse analysis to inform DMDC's statistical weighting techniques, as part of the collection and analysis of the Status of Forces survey results.

    Agency: Department of Defense
    Status: Open

    Comments: As of November 2012, DMDC indicated that, although it continues to agree with the recommendation that DOD develop and implement guidance both for conducting nonresponse analysis and for using the results of nonresponse analysis to inform DMDC's statistical weighting techniques, funding is not currently available to carry out the full intent of the recommendation. Therefore, DMDC stated that it can only comply with the spirit of the recommendation at this time. Further, DMDC is looking for further direction from GAO with regard to this recommendation.
    Director: Goldstein, Mark L
    Phone: (202)512-3000

    3 open recommendations
    Recommendation: To clarify FCC's policies on providing commissioners access to information from bureaus and offices about agenda items, each FCC chairman, at the beginning of his or her term, should develop and make publicly available internal policies that outline the extent to which commissioners can access information from the bureaus and offices during the decision-making process, including how commissioners can request and receive information.

    Agency: Federal Communications Commission
    Status: Open

    Comments: The Chairman has established guidance for how offices and bureaus should consult one another and work together. However, this guidance does not address or clarify policies on commissioner access to information from bureaus and offices.
    Recommendation: To clarify FCC's policies on providing commissioners access to information from bureaus and offices about agenda items, the FCC should provide this policy to FCC's congressional oversight committees to aid their oversight efforts.

    Agency: Federal Communications Commission
    Status: Open

    Comments: The Chairman has established guidance for how offices and bureaus should consult one another and work together. However, this guidance does not address or clarify policies on commissioner access to information from bureaus and offices.
    Recommendation: To improve FCC's workforce planning efforts, the FCC should, in revising its current Strategic Human Capital Plan, include targets that identify the type of workforce expertise needed, strategies for meeting these targets--including methods to more flexibly augment the workforce--and measures for tracking progress toward these targets.

    Agency: Federal Communications Commission
    Status: Open

    Comments: FCC has begun development of a new strategic workforce plan to be folded into its overall strategic plan. FCC is working with OPM to provide assistance. Specifically, OPM has been tasked with developing a product that will improve workforce planning, to be completed in the fall of 2014. The product will be the basis of FCC's next strategic workforce plan. According to FCC officials, the plan will align with FCC's strategic plan and OPM's requirements for small agencies. It will include metrics on specific HR and workforce activities to evaluate the effectiveness and implementation of the plan's strategic goals. The plan will provide a roadmap for implementing the strategies but include flexibility to meet the dynamic and changing FCC organizational requirements. Given the ongoing nature of FCC's work in this area, we are keeping this recommendation open until OPM and FCC complete their work product.
    Director: Farrell, Brenda S
    Phone: (202)512-3604

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

    Agency: Department of Defense
    Status: Open

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

    Agency: Department of Defense
    Status: Open

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

    Agency: Department of Defense
    Status: Open

    Comments: The National Defense Authorization Act for Fiscal Year 2010 which repealed the National Security Personnel System required that DOD (1) take all actions necessary for the orderly termination of NSPS and (2) transition of all employees and positions from NSPS to legacy personnel systems or, if applicable, to the personnel systems that would have applied if NSPS had never been established. The law also mandated that the transition be completed by no later than January 1, 2012 and required DOD to establish a new performance management system, among other things. At the time of last update in June 2013, DOD had completed its efforts to research and design a new performance management system, in coordination with the unions. More recently, on July 24, 2014, the department released its 3rd update to Congress on the design and implemenation of its new personnel management system. DOD is required to report every 6 months on its progress. In its most recent report, DOD discusses its intent to implement a new multi-level rating system, but does not provide specific details about any steps taken that would allow us to close the recommendation nor has it taken actions to implement a system at this time. According to the DOD official overseeing this effort, DOD has made progress and the next update scheduled to be issued in Decembr 2014 will have significant more detail about the efforts taken.
    Director: Goldenkoff, Robert N
    Phone: (202)512-6794

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

    Agency: Department of Commerce
    Status: Open

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