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As of May 22, 2024, there are 5113 open recommendations that still need to be addressed. 411 of these are priority recommendations, those that we believe warrant priority attention. Learn more about our priority designation on our Recommendations page.

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101 - 120 of 5113 Recommendations, including 411 Priority Recommendations

Navy Readiness: Actions Needed to Improve the Reliability and Management of Ship Crewing Data

GAO-24-105811
Diana Maurer
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10 Open Recommendations
Agency Recommendation Status
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Commander, U.S. Fleet Forces Command, U.S. Pacific Fleet, and Navy Personnel Command Career Management Department—removes the rules that allow junior sailors to count as filling positions of senior sailors in the Navy's fill and fit metrics, including when having to provide such data in certain reports to Congress pursuant to section 597 of the NDAA for Fiscal Year 2020. (Recommendation 2)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Commander, U.S. Fleet Forces Command, U.S. Pacific Fleet, and Navy Personnel Command Career Management Department—reviews all business rules and source system data that inform the calculations for fill and fit metrics and aligns them across relevant documents for consistency to ensure the quality of data it uses to monitor ship readiness. (Recommendation 3)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Commander, U.S. Fleet Forces Command, U.S. Pacific Fleet, and Navy Personnel Command Career Management Department—establishes thresholds for measuring Navy enlisted classification fill and fit metrics against funded positions and personnel requirements, and reports this information to Congress, when required to report pursuant to section 597 of the NDAA for Fiscal Year 2020. (Recommendation 4)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Commander, U.S. Fleet Forces Command and the Commander, U.S. Pacific Fleet—updates guidance related to (1) personnel policies and procedures and (2) enlisted crewing target levels to clearly and consistently describe those personnel requirements and what they represent in TFMMS. (Recommendation 5)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Navy Manpower Analysis Center—updates guidance related to (1) personnel policies and procedures and (2) personnel management data elements and values to clearly and consistently reflect that only NAVMAC can validate personnel requirements for ships. (Recommendation 6)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with Navy Manpower Analysis Center—updates guidance concerning change requests—such as those made by budget submitting offices—to require that the Navy Manpower Analysis Center review and validate such changes when they concern personnel requirements data. (Recommendation 7)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Navy Manpower Analysis Center—reviews the quality of personnel requirements data in TFMMS to ensure that such data reliably and accurately represent validated requirements for use within the Navy, to include within Navy personnel systems. (Recommendation 8)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Deputy Chief of Naval Operations for Integration of Capabilities and Resources updates relevant guidance to specify what documents represent validated personnel requirements that should be used when making decisions about what positions to fund for the upcoming budget cycle during the Program Objective Memorandum process. (Recommendation 9)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Department of the Navy Chief Information Officer develops and implements a timeframe to finalize the governance structure for the Business Mission Area for Navy's information technology. (Recommendation 10)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with Deputy Chief of Naval Operations for Personnel, Manpower, and Training/Chief of Naval Personnel—develops and implements a timeframe to finalize governance structures for data and information technology management as the Navy continues to transform personnel systems—including ensuring all boards and forums are active; and documenting data processes to help ensure the quality and reliability of system data used to inform and monitor crewing levels, such as fill and fit metrics data. (Recommendation 11)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

National Mediation Board: Agency Should Take Steps to Regularly Update Its Plans and Policies and Ensure Staff Receive Necessary Training

GAO-24-106828
John D. Sawyer
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4 Open Recommendations
Agency Recommendation Status
National Mediation Board The NMB Board should establish procedures for regularly updating its workforce and succession plan. These procedures should help ensure that NMB's workforce and succession plan is long-term in focus and includes a workforce analysis that identifies skills gaps, an action plan with strategies to close gaps, plans to implement those strategies, and measures to assess progress as described in OPM's Workforce Planning Guide. (Recommendation 1)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
National Mediation Board The NMB Board should establish procedures for regularly updating its agency-wide training policy. (Recommendation 2)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
National Mediation Board The NMB Board should provide officials who are assigned essential additional roles with sufficient training and information, including position descriptions, necessary to understand and carry out the full scope of their responsibilities. (Recommendation 3)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
National Mediation Board The NMB Board should develop procedures to ensure it has all necessary personnel policies in place and that they are regularly reviewed and updated to meet the needs of the agency and comply with federal requirements. (Recommendation 4)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Tax Enforcement: IRS Audit Selection Processes for Returns Claiming Refundable Credits Could Better Address Equity

GAO-24-106126
Jessica Lucas-Judy
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6 Open Recommendations
Agency Recommendation Status
Internal Revenue Service The Commissioner of Internal Revenue should direct W&I officials to calculate multiple no-change rates that include (1) the overall no-change rate, (2) the no-change rate excluding default audits, and (3) the no-change rate excluding taxpayer nonresponse default audits to provide insights into potential equity disparities. (Recommendation 1)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Internal Revenue Service The Commissioner of Internal Revenue should direct W&I officials to develop guidance for considering audit equity research in developing the audit workplan. (Recommendation 2)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Internal Revenue Service The Commissioner of Internal Revenue should direct W&I officials to establish a systematic process for ensuring its reviews of audit selection algorithms comprehensively consider data inputs, assumptions, and other model components. (Recommendation 3)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Internal Revenue Service The Commissioner of Internal Revenue should direct W&I officials, as part of W&I's systematic review of its automated audit selection process, to develop clear guidance for assessing the DDB system's potential to contain algorithmic biases by demographic characteristics. (Recommendation 4)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Internal Revenue Service The Commissioner of Internal Revenue should direct W&I officials to use additional performance measures, such as revenue protected, to assess the effectiveness of its automated audit selection system for predicting risk of noncompliance. (Recommendation 5)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Internal Revenue Service The Commissioner of Internal Revenue should direct W&I officials to assess the reliability of the Kidlink and FCR databases used in audit selection algorithms and document the results of its assessment. If appropriate, W&I should then incorporate the results of its assessment into its audit selection algorithms. (Recommendation 6)
Open

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Note: the list of open recommendations for the last report may continue on the next page.

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