The Air Force established eight objectives for its Food Transformation Initiative, but it has not fully developed metrics or an evaluation plan for assessing the initiative's results. When GAO began its review, the Air Force had developed metrics for three of the eight objectives. The Air Force subsequently identified metrics for four additional objectives, but it did not have a robust evaluation

(1) Significant overall progress has been made to improve timeliness, largely due to DOD, which comprises the vast majority of clearances. IRTPA established an objective for each authorized adjudicative agency to "make a determination on at least 90 percent of all applications for a personnel security clearance within an average of 60 days from the date of receipt of the completed application by

GAO found that: (1) Education lacks a clear management mission of how to best marshal its resources to effectively achieve its mission; (2) Education's ability to implement solutions to its problems and effectively plan is impeded without a process for setting clear goals and priorities; (3) past political leadership at Education did not give priority to building and maintaining an organization t

GAO found that: (1) OIG reasons for deleting the expert appointment references stemmed from concerns about premature reporting and misunderstandings among OIG staff; (2) the evidence did not indicate that OIG omitted the reference to deliberately conceal internal problems; (3) in the future, OIG plans to not include an assessment of its own operations when auditing State; (4) State's Bureau of Pe

GAO discussed the U.S. Employment Service's (ES) basic labor exchange program. GAO noted that: (1) the Department of Labor (DOL) gave state governments broad authority to implement ES programs; (2) ES placement performance varied by states and local offices, primarily due to state and local practices within the control of ES managers; (3) state management practices associated with better performa

GAO discussed a legislative proposal to create a professional acquisition work force and corps within each military service. GAO noted that: (1) it supported the goal of developing a professional acquisition work force; (2) it had previously identified desirable characteristics of such a work force, including early entry into the profession, intensive training, a career path with incentives, and

GAO found that: (1) neither the law establishing DVAAP nor the implementing regulations provided performance standards or other criteria for measuring employment and advancement of disabled veterans; (2) without specific performance criteria, it could not conclusively determine whether agencies' programs have been successful; (3) employment, new-hire, and promotion data indicated that DOL and OPM

GAO discussed proposed legislation that would: (1) permanently establish the Inspector General (IG) Cash Award Program for Cost Savings Disclosures; and (2) modify the government employees' suggestion awards program. GAO found that the proposed legislation: (1) did not address awards for disclosures to government officials other than IG or for disclosures yielding intangible benefits; and (2) wou

GAO discussed the implementation and effectiveness of federal employee suggestion programs, focusing on such programs in the Department of Defense (DOD), Department of State, and the Architect of the Capitol. GAO noted that: (1) the Office of Personnel Management (OPM) was responsible for issuing regulations to carry out such programs; (2) 36 agencies reported achieving tangible benefits of about

GAO found that the: (1) program requires the Navy to rotate SES employees after they have held a position for 5 years; (2) Navy granted 30 permanent exemptions and 10 temporary waivers from mandatory rotation in view of unique skills, program needs, or personal circumstances; and (3) Navy plans to evaluate the program. GAO also found that: (1) the Navy began the program before providing SES membe