Recommendation: The Secretary of Defense should ensure that the Director of the Defense Civilian Personnel Advisory Service reports the results of the assessment of employee perceptions of modifications to term and temporary appointments to the Congress and GAO.

Agency: Department of Defense
Status: Open

Comments: The Department of Defense (DOD) concurred with our recommendation. We will continue to follow-up with DOD on the status of this recommendation.

Recommendation: The Secretary of the Navy should ensure that the Commandant of the Marine Corps updates the Marine Corps' civilian personnel budget formulation and execution policies to include guidance for the major subordinate commands to manage civilian personnel to FTEs. (Recommendation 1)

Agency: Department of Defense: Department of the Navy
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 the Navy should ensure that the Commandant of the Marine Corps identifies and reconciles any differences between the Marine Corps' internal civilian personnel data and the civilian personnel data the Department of the Navy uses to support its annual budget request. (Recommendation 2)

Agency: Department of Defense: Department of the Navy
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 military services and other DOD components to identify the universe of space acquisition programs, as well as the various organizations that support these programs, and report this information to Congress. In doing so, DOD should implement procedures to maintain and periodically update the list. (Recommendation 1)

Agency: Department of Defense
Status: Open

Comments: In its written response, which is included in our report, DOD concurred with this recommendation. In its Corrective Action Plan (CAP) provided in August 2020, DOD states that this recommendation is no longer applicable due to the establishment of the U.S. Space Force on December 20, 2019. All space acquisition programs previously in the Air Force were transferred to the Space Force upon stand up and funding followed with the FY21 President's Budget submission. DOD also states in the CAP that the transfer of the other military services' and defense agencies' space acquisition programs and funding to the Space Force is currently in process. Once the other organizations' space acquisition programs are fully transferred to the U.S. Space Command, we will consider whether the recommendation should be closed.

Recommendation: The Under Secretary of Defense for Acquisition and Sustainment, in conjunction with the Under Secretaries of Defense for Research and Development and for Personnel and Readiness, should collect and maintain data on acquisition-coded military and civilian personnel that support space acquisition programs and related activities—including those that may do so less than full time—as well as track the contractor and Federally Funded Research and Development Center (FFRDC) workforce general levels of effort supporting space acquisition programs and related activities and the total resources annually committed to perform that work. (Recommendation 2)

Agency: Department of Defense
Status: Open

Comments: DOD has not taken action to implement this recommendation. As discussed in our report, DOD did not concur with this recommendation. DOD stated that the manner in which personnel data are captured in its human resource and development systems makes it difficult to identify, collect, and maintain data on the military and civilian personnel working on space acquisition programs. Further, DOD raised concerns over contractual limitations on collecting and maintaining data on contractor and FFRDC personnel supporting space acquisitions. We continue to believe that collecting and maintaining more robust data on the space acquisition workforce will support DOD's planning efforts for establishing new space organizations and better inform Congress. In our report, we point out that DOD could make minor modifications to its personnel data system to facilitate identifying and routinely tracking accurate information on the military and civilian segments of the space acquisition workforce. Further, collecting information on the general levels of contractor and FFRDC effort supporting space acquisition activities and the resources spent to obtain this assistance, could be useful in helping DOD determine the right number and mix of military and civilian personnel needed in the new space organizations. In its Corrective Action Plan (CAP) provided in August 2020, DOD states that it has determined that due to the fluidity of support provided by individual workforce members to specific programs, it is not feasible to collect data attributing individual support to specific space acquisition programs. In the CAP, DOD also states that since the U.S. Space Force has been established, DOD has a limited ability to produce data on the organic space acquisition workforce comprised of former USAF units, and DOD will determine the best format and means of reporting this data. DOD further states that once the space acquisition programs from other military services and Defense Agencies are transferred to the Space Force, it will need to determine how best to integrate acquisition workforce data from the newly assigned agencies and units. Once that is determined, DOD will attempt to provide an aggregate report of available space acquisition workforce data to the Congress. Once the other organizations' space acquisition programs are fully transferred to the U.S. Space Command and are included under its reporting, we will consider whether to close the recommendation.

Recommendation: The Secretary of Defense should ensure that the Assistant Secretary of Defense for Health Affairs, in coordination with the military departments, perform an assessment of the suitability of federal civilian and contractor personnel to provide operational medical care and incorporate the results of the assessment into relevant policies, if warranted. (Recommendation 1)

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 ensure that the Under Secretary of Defense for Personnel and Readiness require consideration of cost when making determinations regarding the mix of active and reserve component medical personnel. (Recommendation 2)

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 ensure that the Assistant Secretary of Defense for Health Affairs, in collaboration with the Director of Cost Assessment and Program Evaluation and the military departments, develop full cost information for active and reserve component medical personnel, and the military departments use that information in its determinations regarding the mix of active and reserve component medical personnel. (Recommendation 3)

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 ensure that the Director of the Defense Health Agency develop a strategic total workforce plan which includes, among other things: (1) tailored human capital strategies, tools, and metrics by which to monitor and evaluate progress toward reducing personnel gaps, and; (2) integration of human capital strategies with acquisition plans, such as DOD's acquisition strategy for health care services at DOD's military treatment facilities. (Recommendation 4)

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 and the Secretaries of the Army, the Navy, and the Air Force, respectively, should ensure that accompanying the transfer of administrative responsibility for military treatment facilities to the Defense Health Agency, that the Defense Health Agency and the military departments develop policies and procedures for management of military personnel, including agreement on specific roles and responsibilities for the military departments and the Defense Health Agency in this process. (Recommendation 5)

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 the Navy should take steps to address areas of civilian and military program manager training, mentoring, retention, and selection that do not align extensively with leading practices. This could include using approaches already used by the other military services or commercial companies. (Recommendation 6)

Agency: Department of Defense: Department of the Navy
Status: Open

Comments: DOD concurred with this recommendation, and indicated the Department of the Navy plans to improve its civilian and military program manager training, mentoring, retention, and selection programs across the program management community and the acquisition workforce as a whole. Regarding training, in January 2019 the Navy sent its first cohort of participants to a DOD talent exchange program with industry, open to both civilian and military acquisition personnel, and including a focus on the program management workforce. Of the second Navy cohort that started in this program in early 2020, eight were civilians in the program management career field. Regarding mentoring, in October 2018 the Department of the Navy issued a program management career field guidebook that included career path roadmaps and descriptions of skills and competencies - such as mentoring individuals and teams - needed to advance for program management personnel across the Navy. Regarding selection, the Navy is developing a talent management system to enable talent identification, career development, and succession management across the acquisition workforce. A pilot of this system started in 2020, and includes the program management career field. The Navy expects to complete this pilot in fiscal year 2021, and to use data from the system to support the selection of key leadership positions including program managers and deputy program managers.

Recommendation: The DOD Inspector General should implement a process to document employee recusals and impairments to independence and incorporate such information into an aggregate-level evaluation of threats to DODIG's independence. (Recommendation 3)

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

Comments: The DOD Inspector General concurred with this recommendation and stated in July 2020 that the DOD Office of Inspector General was in the process of implementing it.

Recommendation: To support its strategic and open data goals, the Director of OPM should improve the availability of the EHRI payroll data--for example, by preparing the data for analytics, making them available through online tools such as FedScope, and including them among the EHRI data sources on the OPM website and Data.gov.

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM agreed with the recommendation. In December 2018, OPM told us it will establish a plan to make payroll data available through analytical tools such as FedScope no later than the fourth quarter of fiscal year 2019. To fully implement the recommendation, OPM will need to improve the availability of payroll data-either from the existing EHRI system or the new employee digital record-by ensuring the data are prepared and made available for analytics research.

Recommendation: To improve internal controls for data quality, the Director of OPM should consistently monitor system-generated error and edit check reports and ensure that timely action is taken to address identified issues.

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM agreed with the recommendation. In December 2018, OPM reported that it plans to begin follow-up efforts with agencies and shared service providers on payroll data errors and anomalies and to notify data providers of problems. To fully implement the recommendation, OPM will need to follow up with shared services centers and agencies regarding issues identified with the payroll data they submit to EHRI. These steps will help ensure the quality of historical and current payroll data. They will also ensure that system detected errors are resolved and do not compound over time.

Recommendation: To integrate the payroll data into the larger suite of EHRI databases, the Director of OPM should develop a schedule for executing these plans.

Agency: Office of Personnel Management
Status: Open

Comments: OPM concurred with our recommendation, but has not yet developed a plan for integrating payroll into the larger suite of EHRI databases.

Recommendation: To integrate the payroll data into the larger suite of EHRI databases, the Director of OPM should evaluate existing internal control activities and develop new control activities for EHRI payroll data, such as implementing transactional edit checks that leverage the information in the other EHRI datasets.

Agency: Office of Personnel Management
Status: Open

Comments: While OPM concurred with our recommendation, the agency has not evaluated or implemented, for Payroll data, the control activities and edit checks that are currently used to support the reliability of the other EHRI datasets.

Recommendation: To fully assess the size and composition of the medical force, the Secretary of Defense should direct the Assistant Secretary of Defense (Health Affairs) to conduct a new analysis of the required number of active-duty and civilian medical personnel that mitigates known limitations.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of August 2020, DOD has not addressed this recommendation. In response to a provision in Senate Report 115-125, we assessed DOD's interim and final draft responses to a requirement in the National Defense Authorization Act (NDAA) for Fiscal Year 2017 to assess the required number of wartime medical and dental personnel. In our ensuing February 2019 report, we found that DOD had not determined the required size and composition of its operational medical and dental personnel who support the wartime mission or submitted a complete report to Congress. Specifically, leaders from the Office of the Secretary of Defense (OSD) disagreed with the military departments' initial estimates of required personnel that were developed to report to Congress. OSD officials cited concerns that the departments had not applied assumptions for operating jointly in a deployed environment and for leveraging efficiencies among personnel and units. We found that the military departments applied different planning assumptions in estimating required personnel, such as the definition of "operational" requirements. Further, although not required by the NDAA for Fiscal Year 2017, DOD's assessment did not include civilian medical personnel. Until DOD completes such an analysis, it cannot be assured that its medical force is appropriately sized.

Recommendation: To strengthen ongoing efforts to analyze the costs of medical force readiness and establish clinical currency standards, the Secretary of Defense should direct the Assistant Secretary of Defense (Health Affairs) to take steps to identify and mitigate limitations regarding the standard for maintaining providers' clinical skills, including improving the accuracy of information concerning providers' workload and conducting an analytically rigorous calculation of active-duty providers' time devoted to military-specific responsibilities.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of August 2020, DOD has taken steps to address this recommendation, but has not completed all necessary actions. In February 2019, we reported that DOD had begun work on a metric to assess the clinical readiness of providers, but noted that the department's methodology was limited. In particular, the methodology did not provide complete, accurate, and consistent data or fully demonstrate results. Further, although DOD provided documentation in February 2020 outlining the medical specialties to which its clinical readiness metric would apply, it has not fully budgeted for the cost of implementing the metric. DOD's July 2018 report in response to Section 703 of the National Defense Authorization Act for Fiscal Year 2017 notes steps taken to assess the accuracy of information concerning providers' workload, but does not address the time active-duty providers devote to military-specific responsibilities. Until DOD addresses these issues, its efforts to analyze the costs of medical force readiness and establish clinical currency standards will remain limited.

Recommendation: To help achieve DOD's goals for transferring health care into its own facilities and increasing the productivity of active-duty medical providers, the Secretary of Defense should direct the Assistant Secretary of Defense (Health Affairs) to develop a strategy for achieving these goals that reflects the leading practices of effective federal strategic planning.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of September 2020, DOD has not yet addressed this recommendation.

Recommendation: To strengthen ongoing efforts within DOD to address the Study's recommendations to use the provider model outputs to inform execution of health care delivery and to refine the model for future use, the Secretary of Defense should direct the Assistant Secretary of Defense (Health Affairs) to modify DOD's model to reflect the military service of the physicians and military treatment facilities included in the model.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of September 2020 DOD has not implemented this recommendation. In its July 2018 report in response to Section 703 of the National Defense Authorization Act for Fiscal Year 2017, DOD stated in response to this recommendation that facilities in several large Military Health System (MHS) markets are staffed in a multi-service manner. While this is an important point, it remains true that, as the report notes, DOD's model "assumed uniformed providers were interchangeable," and that such an approach does not reflect the single-service nature of most medical treatment facilities within the MHS. Until DOD's model reflects this, the results of its approach will continue to be limited.

Recommendation: To strengthen any future assessments of additional changes to DOD's network of military treatment facilities, the Secretary of Defense should direct the Assistant Secretary of Defense (Health Affairs) to describe steps taken to assess the reliability of data supporting the assessment, including, at a minimum, the sources of data, data limitations, and efforts to test data reliability.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of September 2020, DOD has taken steps to address this recommendation, but has not completed all necessary actions. In its July 2018 report in response to Section 703 of the National Defense Authorization Act for Fiscal Year 2017, DOD included the sources of its data and some data limitations, but not efforts to test data reliability. Until DOD fully incorporates assessments of data reliability into its analysis of future changes to the Military Health System, such as its implementation plan Section 703, it will continue to lack assurance that its approach is fully supported by reliable information.

Recommendation: To strengthen any future assessments of additional changes to DOD's network of military treatment facilities, the Secretary of Defense should direct the Assistant Secretary of Defense (Health Affairs) to include in any accompanying cost estimates an appropriate level of detail, all significant costs, and an assessment of the reliability of the data supporting the cost estimate.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of September 2020, DOD has not addressed this recommendation. As we reported in May 2020, DOD's plan to restructure MTFs in response to Section 703 of the National Defense Authorization Act for Fiscal Year 2017, DOD concluded that civilian health care was more cost-effective than care in its MTFs without considering other assumptions that could affect its conclusions. For example, DOD applied assumptions about the cost of military personnel salaries, MTF workloads, and reimbursement rates for TRICARE that likely underestimated the cost-effectiveness of MTFs. Until DOD's approach to assessing changes to its network of MTFs is accompanied by cost estimates with an appropriate level of detail, all significant costs, and an assessment of the reliability of the data supporting the cost estimate, its approach will remain limited.

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: DOD concurred with this action, and as of December 2019, had taken steps to improve oversight of LQA determinations by DOD components; however, it had not issued guidance that requires the Deputy Assistant Secretary of Defense for Civilian Personnel Policy or DCPAS to monitor reviews of LQA eligibility determinations by DOD components. At the direction of DCPAS, DOD components completed reviews and submitted reports of overseas allowances paid to a sampling of overseas employees for calendar years 2015, 2016, and 2017. According to DCPAS officials, in DOD's 2017 review of overseas allowances, one employee was identified as having erroneously received LQA. This number is lower than the three employees identified during the 2016 review and lower than the 11 employees identified in the 2015 review. Additionally, in September 2019, the Deputy Assistant Secretary of Defense for Civilian Personnel Policy issued a memorandum requesting DOD components to complete a review of overseas allowances and differentials, including LQA, paid to overseas employees during calendar year 2018. In January 2018, the Under Secretary of Defense for Personnel and Readiness issued a memorandum that clarified LQA eligibility requirements as applied and interpreted in recent Office of Personnel Management compensation claim decisions and the Department of State Standardized Regulations. The memorandum also required components to screen relevant records and determine if there are any employees who are no longer eligible to receive LQA based on the compensation claim decisions and Department of State Standardized Regulations. Finally, according to DCPAS officials, in December 2019, DOD was revising DOD's LQA instruction to incorporate the new LQA guidance from the January 2018 memorandum. However, it is unclear whether the revised instruction once issued will require the Office of the Deputy Assistant Secretary or DCPAS to monitor the reviews conducted by DOD components to identify any potentially inconsistent eligibility determinations and ensure corrective action is taken, as was the intent of GAO's recommendation.

Recommendation: To better position the Army to determine the extent to which it is continuing to use borrowed military personnel and to enhance the Army's ability to utilize its total workforce efficiently and effectively as it moves forward, the Secretary of the Army should establish a requirement for collecting, tracking, and reporting data on the use of borrowed military personnel and provide guidance to ensure that data collected are complete and accurate; if other special duty data are included, ensure that the tool contains a method to distinguish borrowed military personnel from other special duty data.

Agency: Department of Defense: Department of the Army
Status: Open

Comments: The Army concurred with our recommendation and noted that it has an existing process for oversight and reporting of the use of soldiers replacing or converting functions previously performed by contractors and planned to develop a similar policy to address oversight on soldiers replacing or converting functions previously performed by civilians. As of July 2019, the Army has not provided an update on the development of this policy.

Recommendation: To better position the Army to determine the extent to which it is continuing to use borrowed military personnel and to enhance the Army's ability to utilize its total workforce efficiently and effectively as it moves forward, the Secretary of the Army should issue guidance that includes procedures for tracking the amount of time soldiers are used as borrowed military personnel.

Agency: Department of Defense: Department of the Army
Status: Open

Comments: The Army concurred with our recommendation and noted that it would be unreasonable to require tracking the amount of time soldiers are used as borrowed military personnel because it would be overly burdensome and that Army Regulation 570-4 allows for the use of soldiers for training purposes or for temporary functions. In July 2019, the Army indicated that the revision to Army Regulation 570-4 will be issued in December 2019.

Recommendation: To better position the Army to determine the extent to which it is continuing to use borrowed military personnel and to enhance the Army's ability to utilize its total workforce efficiently and effectively as it moves forward, the Secretary of the Army should revise Army Regulation 570-4 to include guidance to senior commanders for approving the use of soldiers for positions or functions outside their occupational specialty on a rotational basis for an enduring period.

Agency: Department of Defense: Department of the Army
Status: Open

Comments: The Army partially concurred with our recommendation. In their comments the Army noted that it has issued guidance establishing the appropriate use of military manpower and was in the process of incorporating this guidance into Army Regulation 570-4. In July 2019, the Army indicated that the revision of Army Regulation 570-4 would be issued in December 2019.

Recommendation: To better position the Army to determine the extent to which it is continuing to use borrowed military personnel and to enhance the Army's ability to utilize its total workforce efficiently and effectively as it moves forward, the Secretary of the Army should establish oversight mechanisms that include directing commanders to maintain records for considering the full costs of borrowed military personnel when making decisions to use these personnel, and directing the Army to review these records and full costs reported by installations and commands to help ensure that these costs are considered, documented, and reported in a uniform manner.

Agency: Department of Defense: Department of the Army
Status: Open

Comments: The Army concurred with our recommendation. However, the Army noted that it already has a process requiring that a cost analysis take place. Additionally, the Army stated that the process of conducting a cost analysis should be conducted at the headquarter level and that the Army will issue policy to institute this. As of July 2019 the Army has not provided an update on the status of this policy or a status on implementing the recommendation.

Recommendation: To help ensure that DOD is better informed in its decision-making processes, the Secretary of Defense should direct the Under Secretary of Defense (Comptroller) and the Under Secretary of Defense for Personnel and Readiness to utilize comprehensive and up-to-date furlough cost-savings information as it becomes available in the event that DOD decides to implement another administrative furlough in the future.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation, but did not elaborate as to why. As of November 2019, DOD has not implemented an administrative furlough since our 2014 report nor has it produced any guidance regarding the recommendation. We will continue to monitor for the development of guidance or a potential DOD administrative furlough.

Recommendation: To facilitate oversight of the size of DOD's reserve-component headquarters and ensure that they have the minimum personnel needed to complete their assigned missions, and to minimize the potential for gaps or overlaps at the National Guard's state Joint Force headquarters, the Secretary of Defense should direct the Chief of the National Guard Bureau to assess and validate all personnel requirements at the state Joint Force headquarters to include the Army staff element and Air staff element.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation. In DOD's response, the department detailed ongoing efforts to validate personnel requirements and stated that revising the scope of the National Guard Bureau's study would eliminate the ability of the Army National Guard and Air National Guard to identify their own personnel requirements. The department further stated that when shared functions are being studied, coordination should be increased between the staff elements to ensure that the correct workload is captured, requirements are not duplicated, and process efficiencies are maximized. However, we found minimal coordination on studies examining the five functions that the National Guard identified as being staffed with both Army National Guard and Air National Guard personnel. As of July 2020, the National Guard Bureau (NGB) had not assessed and validated personnel requirements at the state Joint Force headquarters.

Recommendation: To enable the department to meet its Africa-related missions at the least cost, the Secretary of Defense should conduct a more comprehensive and well-documented analysis of options for the permanent placement of the headquarters for AFRICOM, including documentation as to whether the operational benefits of each option outweigh the costs. These options should include placing some AFRICOM headquarters personnel in forward locations, while moving others to the United States. In conducting this assessment, the Secretary should follow key principles GAO has derived for such studies, as well as principles found in DOD Instruction 7041.3, to help ensure that the results are comprehensive, well-documented, accurate, and credible. Should DOD determine that maintaining a location in Stuttgart is the best course of action, the Secretary of Defense should provide a detailed description of why the operational or other benefits outweigh the costs and benefits of relocating the command.

Agency: Department of Defense
Status: Open

Comments: DOD partially agreed with GAO's recommendation. In its comments on GAO's September 2013 report DOD noted that to meet the requirements of the Budget Control Act of 2011 it would consider a wide range of options, and if any of these options required additional analysis of the location of AFRICOM headquarters, DOD would conduct a more comprehensive and well-documented analysis. However, in June 2019, DOD officials stated that the department had not conducted any additional analysis on the permanent placement of AFRICOM headquarters. Furthermore, DOD officials stated that AFRICOM would remain in Stuttgart, Germany, for the foreseeable future and no additional analysis was being planned. As of January 2020, DOD had not provided additional information to indicate progress on this recommendation. GAO maintains that such an analysis is needed and until the costs and benefits of maintaining AFRICOM headquarters in Germany are specified and weighed against the costs and economic benefits of moving the command, the department may be missing an opportunity to accomplish its missions successfully at a significantly lower cost.

Recommendation: To improve leadership's commitment to preventing and responding to incidents of sexual harassment, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to develop a strategy for holding individuals in positions of leadership accountable for promoting, supporting, and enforcing the department's sexual harassment policies and programs.

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with our recommendation and stated that leadership accountability is essential to the success of the department's efforts to prevent sexual harassment. In February 2018, DOD took action toward addressing this recommendation and released an update to DOD Instruction 1020.03, Harassment Prevention and Response in the Armed Forces, that directs the Director, Office of Diversity Management and Equal Opportunity (ODMEO), to ensure that DOD components' harassment prevention and response programs incorporate, at a minimum, compliance standards for promoting, supporting, and enforcing polices, plans, and programs. The updated instruction also directs the Commandant, Defense Equal Opportunity Management Institute (DEOMI), to tailor training materials to servicemember professional development levels and associated leadership duties and responsibilities. As of February 2020, DOD had not completed development of the compliance standards or training materials. We will monitor DOD actions on this issue.

Recommendation: To improve implementation of the department's sexual harassment policies and programs, the Secretary of Defense should direct the service secretaries to verify or track military commanders' compliance with existing requirements that commanders periodically determine their organizational health and functioning effectiveness by periodically assessing their equal opportunity climate through "command climate" assessments.

Agency: Department of Defense
Status: Open

Comments: DOD has updated its guidance on sexual harassment, including a requirement for sharing the results of command climate assessments with the next higher level of command, but has not yet implemented an oversight mechanism to verify and track commanders' compliance with requirements to conduct such assessments. DOD concurred with this recommendation and stated that it would implement the recommendation through revisions to its guidance. According to DOD, a 2013 memorandum from the Secretary of Defense on sexual assault prevention and response outlined requirements addressing leadership accountability for preventing sexual harassment. The memorandum included a requirement that the results of command climate surveys be provided to the next level up in the chain of command, and it directed service chiefs, through their respective military department secretaries, to develop methods to assess the performance of commanders in establishing command climates of dignity and respect. The Secretary of Defense also issued a memorandum addressing prevention and response of sexual harassment in 2014, and DOD updated its guidance on sexual harassment in 2015. In 2016, DOD stated that further revisions to guidance were forthcoming to provide a framework for oversight of sexual harassment. This framework, among other things, would address standards for holding leaders accountable for promoting, supporting, and enforcing sexual harassment policies. DOD issued a new DOD Instruction 1020.03, Harassment Prevention and Response in the Armed Forces, in February 2018 but has not implemented an oversight framework as of February 2020. We will continue to monitor DOD's actions.

Recommendation: To enhance oversight of the department's program to help prevent and to address incidents of sexual harassment involving servicemembers, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to ensure that the Office of Diversity Management and Equal Opportunity develops and aggressively implements an oversight framework to help guide the department's efforts. At a minimum, such a framework should contain long-term goals, objectives, and milestones; strategies to accomplish goals; criteria for measuring progress; and results-oriented performance measures to assess the effectiveness of the department's sexual harassment policies and programs. Such a framework should also identify and include a plan for ensuring that adequate resources are available to carry out the office's oversight responsibilities.

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with our recommendation and stated that as part of its revised guidance it proposed to strengthen and institutionalize the responsibilities and authorities needed for successful implementation of the department's sexual harassment policies. In February 2018, DOD took action toward addressing this recommendation and issued an update to DOD Instruction 1020.03, Harassment Prevention and Response in the Armed Forces, that directs the Director, Office of Diversity Management and Equal Opportunity, to ensure that DOD components' harassment prevention and response programs incorporate , at a minimum, (1) long-term goals, objectives, and milestones; (2) results-oriented performance measures to assess effectiveness; and (3) compliance standards for promoting, supporting, and enforcing policies, plans, and programs. As of February 2020, DOD has not developed and aggressively implemented an oversight framework, as we recommended. We will continue to monitor DOD's actions.

Recommendation: To better understand the extent to which deployed DOD civilian employees have access to needed medical care, as appropriate, the Secretary of Defense should direct the Combatant Commander of U.S. Central Command to clarify the level of care that deployed DOD civilian employees can expect in theater, including their eligibility for routine care.

Agency: Department of Defense
Status: Open

Comments: DOD has not implemented this recommendation. In July 2019, DOD officials responsible for policy concerning deployed civilians clarified that DOD policy states deployed civilians are eligible for medical care at the same level and scope as military personnel. However, as of November 2019 they were unable to confirm whether policy in U.S. Central Command reflects this requirement. .

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. DOD began to implement a new performance management system in 2016. GAO staff met with DOD officials in October 2019 to discuss the status of the new system and any efforts to address these recommendations. DOD officials agreed to provide documentation related to these efforts, but, as of November 2019, have not yet done so. Further updates will be made once that documentation is received and reviewed.

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. DOD began to implement a new performance management system in 2016. GAO staff met with DOD officials in October 2019 to discuss the status of the new system and any efforts to address these recommendations. DOD officials agreed to provide documentation related to these efforts, but, as of November 2019, have not yet done so. Further updates will be made once that documentation is received and reviewed.

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. DOD began to implement a new performance management system in 2016. GAO staff met with DOD officials in October 2019 to discuss the status of the new system and any efforts to address these recommendations. DOD officials agreed to provide documentation related to these efforts, but, as of November 2019, have not yet done so. Further updates will be made once that documentation is received and reviewed.