Recommendation: ASPR should develop an NDMS responder workforce target that aligns with the goals and objectives in ASPR's forthcoming strategic plan. (Recommendation 1)

Agency: Department of Health and Human Services: Office of the Assistant Secretary for Preparedness and Response
Status: Open

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

Recommendation: ASPR should develop an NDMS responder workforce target that accounts for the critical skills and competencies that are needed to meet current and future programmatic results, such as a workforce target that considers (1) a nationwide event or multiple concurrent events, (2) the needs of at-risk individuals, and (3) the availability of other medical responders. (Recommendation 2)

Agency: Department of Health and Human Services: Office of the Assistant Secretary for Preparedness and Response
Status: Open

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

Recommendation: ASPR should develop strategies to fill gaps to achieve its revised workforce target. (Recommendation 3)

Agency: Department of Health and Human Services: Office of the Assistant Secretary for Preparedness and Response
Status: Open

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

Recommendation: ASPR should develop a process to evaluate the web-based and in-person training provided to NDMS responders using GAO-identified key practices for evaluating training. (Recommendation 4)

Agency: Department of Health and Human Services: Office of the Assistant Secretary for Preparedness and Response
Status: Open

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

Recommendation: ASPR should develop a process or approach to prioritize various in-person training needs for its NDMS responders while taking into account budget constraints. (Recommendation 5)

Agency: Department of Health and Human Services: Office of the Assistant Secretary for Preparedness and Response
Status: Open

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

Recommendation: VA's Assistant Secretary for Human Resources and Administration/Operations, Security, and Preparedness should realign VA's EEO Director position to adhere to the applicable EEOC directive by ensuring the position is not responsible for personnel functions. (Recommendation 1)

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: VA's Deputy Assistant Secretary for Resolution Management should complete VA's EEO Program Manager realignment initiative at VBA and VHA in accordance with VA policy. (Recommendation 2)

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: VA's Deputy Assistant Secretary for Resolution Management should ensure that ORM reviews all existing VA and administration policies and information documents to make sure they are current, complete, and aligned with VA's sexual harassment policy. (Recommendation 3)

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: VA's Assistant Secretary for Human Resources and Administration/Operations, Security, and Preparedness, in consultation with ORM, should finalize the HPP directive and handbook to formalize HPP. (Recommendation 4)

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: VA's Assistant Secretary for Human Resources and Administration/Operations, Security, and Preparedness, in consultation with ORM, should require managers to report all sexual harassment complaints they receive to ORM and ORM should use this information—and other available data about sexual harassment prevalence at VA—to assess and improve its efforts to prevent and address sexual harassment. (Recommendation 5)

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: VA's Deputy Assistant Secretary for Resolution Management should develop and implement policies and procedures to ensure that, for sexual harassment complaints addressed through the management process, any corrective actions decided on are implemented, including requiring managers and supervisors to provide evidence to ORM that these actions occurred. (Recommendation 6)

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: VA's Deputy Assistant Secretary for Resolution Management should require additional training for all VA employees on identifying and addressing sexual harassment, including the HPP process. For instance, VA could make training that is currently offered in some facilities mandatory for all employees (e.g., Prevention of Sexual Harassment) or develop new mandatory training. (Recommendation 7)

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: The Assistant Director of the Infrastructure Security Division should implement a documented process for reviewing and, if deemed necessary, revising its guidance for implementing cybersecurity measures at regularly defined intervals. (Recommendation 1)

Agency: Department of Homeland Security: Cybersecurity and Infrastructure Security Agency
Status: Open

Comments: DHS concurred with this recommendation and stated that CISA's Infrastructure Security Division (ISD) will work to develop a documented process for reviewing CFATS cybersecurity guidance at regularly defined intervals. DHS stated in its comments that once the process is documented and implemented, ISD will revise or supplement existing guidance, as appropriate. We will continue to monitor DHS's actions to address the recommendation.

Recommendation: The Assistant Director of the Infrastructure Security Division should incorporate measures to assess the contribution that its cybersecurity training is making to program goals, such as inspector- or program-specific performance improvement goals. (Recommendation 2)

Agency: Department of Homeland Security: Cybersecurity and Infrastructure Security Agency
Status: Open

Comments: DHS concurred with this recommendation stated that CISA agrees that it is important to ensure training supports program goals, whether relating to inspector-specific or program-specific performance maintenance or improvement goals. Regarding inspector performance maintenance or improvement, DHS stated that, among other things, management will ensure that each inspector's individual performance plan fully captures their expected performance goals in the area of cybersecurity. We will continue to monitor DHS's actions to address this recommendation.

Recommendation: The Assistant Director of the Infrastructure Security Division should track delivery and performance data for its cybersecurity training, such as the completion of courses, webinars, and refresher trainings. (Recommendation 3)

Agency: Department of Homeland Security: Cybersecurity and Infrastructure Security Agency
Status: Open

Comments: DHS concurred with this recommendation and stated that CISA agrees that process improvements to better document and evaluate the effectiveness of the training provided to CFATS staff are worthwhile. DHS stated in its comments that CISA will establish policies and procedures intended to ensure that all cybersecurity training provided to chemical security personnel is accounted for in a centralized mechanism. We will continue to monitor DHS's actions taken to address this recommendation.

Recommendation: The Assistant Director of the Infrastructure Security Division should develop a plan to evaluate the effectiveness of its cybersecurity training, such as collecting and analyzing course evaluation forms. (Recommendation 4)

Agency: Department of Homeland Security: Cybersecurity and Infrastructure Security Agency
Status: Open

Comments: DHS concurred with this recommendation and stated that evaluating the effectiveness of training is beneficial and CISA will work to ensure that all cybersecurity courses provided to CISA chemical security staff are evaluated for effectiveness. DHS also stated that, among other things, CISA will require course evaluation forms from each attendee of any cybersecurity training provided by CISA to its chemical facility staff. We will continue to monitor DHS's actions to address this recommendation.

Recommendation: The Assistant Director of the Infrastructure Security Division should develop a workforce plan that addresses the program's cybersecurity-related needs, which should include an analysis of any gaps in the program's capacity and capability to perform its cybersecurity-related functions, and human capital strategies to address them. (Recommendation 5)

Agency: Department of Homeland Security: Cybersecurity and Infrastructure Security Agency
Status: Open

Comments: DHS concurred with this recommendation and stated that CISA will develop a concept of operations, which will include goals and requirements for a workforce review and planning effort to ensure the organization addresses the new program's capacity and capability to perform its regulatory, voluntary, and programmatic goals, to include its cybersecurity related functions. We will continue to monitor DHS's actions to address this recommendation.

Recommendation: The Assistant Director of the Infrastructure Security Division should maintain reliable, readily available information about the cyber integration levels of covered chemical facilities and inspector cybersecurity expertise. This could include updating the program's inspection database system to better track facilities' cyber integration levels. (Recommendation 6)

Agency: Department of Homeland Security: Cybersecurity and Infrastructure Security Agency
Status: Open

Comments: DHS concurred with this recommendation and stated that CISA retains information on cyber integration levels for regulated facilities but that it is not in a readily accessible format. DHS stated in its comments that ISD will execute a contract for new information technology development support for the CSAT system which, once executed, will work with the new support contractor to build a tool to automate the locating and reporting of a facility's cyber integration level data in a more accessible format. We will continue to monitor the status of DHS's actions to address this recommendation.

Recommendation: The FEMA Administrator should develop a plan—with time frames and milestones and input from field leadership—to address identified challenges that have hindered FEMA's ability to provide reliable and complete information to field leaders and managers about staff knowledge, skills, and abilities. (Recommendation 1)

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

Comments: DHS concurred with our recommendation. In its agency comment letter, the department noted that FEMA plans to engage field leaders on enhancements to its coach-and-evaluator program to develop a plan to address identified challenges. DHS also reported that FEMA plans to increase training offerings and align its curriculum so that FEMA Qualification System status matches workforce capability. DHS anticipates completion by March 31, 2021.

Recommendation: The FEMA Administrator should develop mechanisms, including collecting relevant data, to assess how effectively FEMA's disaster workforce was deployed to meet mission needs in the field. (Recommendation 2)

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

Comments: DHS concurred with our recommendation. In its agency comment letter, the department reported that FEMA plans to convene subject matter experts to develop mechanisms that demonstrate how effectively FEMA's disaster workforce deploys to meet mission needs in the field. Expected completion is March 31, 2021.

Recommendation: The FEMA Administrator should create a staff development program for FEMA's disaster workforce that, at a minimum, addresses access to training, delivery of on-the-job training and mentoring, use of performance evaluations, and consistent developmental opportunities regardless of deployment status. (Recommendation 3)

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

Comments: DHS concurred with our recommendation. In its agency comment letter, the department stated that FEMA is working to finalize and implement some staff development initiatives we described in our report, such as the FEMA Deployment Performance Evaluation Directive, which will provide guidance on performance reviews for deployed staff. DHS anticipates that FEMA's efforts to implement will be completed by March 31, 2021.

Recommendation: The Secretary of Defense should ensure that the Under Secretary of Defense for Acquisition and Sustainment designates an accountable official responsible for (a) developing job specialty descriptions to help identify non-acquisition personnel supporting services acquisitions; and (b) establishing a schedule to identify these personnel. (Recommendation 1)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation, but has not yet taken any necessary actions to implement it. In its concurrence, DOD noted that the Office of the Secretary of Defense (OSD) would develop and provide the guidance and job specialty descriptions for DOD components to use for identifying acquisition and non-acquisition personnel supporting services acquisitions. DOD also noted that the Director of Human Capital Initiatives has deployed an enterprise-wide coding capability for components to use in identifying acquisition and non-acquisition civilians across DOD. A DOD official stated that during 2020, both OSD and the Office of Human Capital Initiatives have developed reports that discuss issues related to the identification and training of non-acquisition personnel, including those supporting services acquisitions. This official noted that both of these reports are going through the coordination and staffing process and have not been issued. Additionally, DOD has not yet designated an accountable official responsible for efforts to help identify non-acquisition personnel supporting services acquisitions.

Recommendation: The Secretary of Defense should ensure that the Component Acquisition Executives provide non-acquisition personnel training needs to the Defense Acquisition University as part of the annual planning, programming, budgeting, and execution process. (Recommendation 2)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. In July 2020, a DOD official stated that DOD is planning a revision to its instruction related to the education and training of DOD's acquisition workforce. The official said the revision is intended to help define the acquisition and non-acquisition workforces and the responsibilities for their respective training needs, among other things. However, the revision is in the planning stages and not be expected to be completed until the end of 2021. As a result, DOD is still not ensuring that Component Acquisition Executives provide non-acquisition personnel training needs to the Defense Acquisition University.

Recommendation: The Director of the Secret Service should develop and implement a plan to ensure that special agents assigned to Presidential Protective Division and Vice Presidential Protective Division reach annual training targets given current and planned staffing levels. (Recommendation 1)

Agency: Department of Homeland Security: United States Secret Service
Status: Open

Comments: In May 2019 we reported that the Secret Service had not met the established training target (25 percent of work time) and lacked a plan for achieving it. We therefore recommended that the Director of the Secret Service develop and implement a plan to ensure that special agents assigned to the Presidential Protective Division and the Vice Presidential Protective Division reach annual training targets given current and planned staffing levels. The agency concurred with our recommendation. Towards addressing this recommendation, in October 2019, the Secret Service reported that the Office of Protective Operations is currently soliciting training requirements from each internal operational division, including the Presidential and Vice Presidential Protective Divisions, to determine the appropriate amount of training and associated training hours for each division. They further reported that once reviewed, the training requirements are to inform the agency's revised Human Capital Strategic Plan. The revised Human Capital Strategic Plan is to include an overview of Office of Protective Operations' training requirements and corresponding staffing needs. The Secret Service anticipates a revised Human Capital Strategic Plan to be available by the end of January 2020. The Secret Service's efforts to reevaluate the training requirements and targets are a positive first step. However, Secret Service's actions are not fully consistent with the recommendation. Specifically, in its updated response, the Secret Service stated that training hours for Presidential Protective Division and Vice Presidential Protective Division special agents training will only increase once the agency nears its ultimate staffing target. This is inconsistent with our recommendation to establish a plan to ensure these special agents reach annual training targets given current staffing levels. In the interim, affected special agents may continue to lack training required to prevent security breaches, such as that of September 19, 2019, when an intruder jumped the north fence and entered the White House. We will continue to monitor the Secret Service's progress in implementing this recommendation.

Recommendation: The Director of the Secret Service should develop and implement a policy that documents the process for collecting complete Uniformed Division officer training data and establishes the types of information that should be collected. (Recommendation 2)

Agency: Department of Homeland Security: United States Secret Service
Status: Open

Comments: In May 2019 we reported that training data collected on the Secret Service's Uniform Division were incomplete and in certain cases unrelated to protection or lacked descriptions to clearly link the training to required skills. Further, the process used to capture the data was not consistently employed and did not include information on how or whether to capture internal on-the-job training instances, or instruction on the type of training to be captured to demonstrate that the training is protection-related training. We therefore recommended that the Director of the Secret Service develop and implement a policy that documents the process for collecting complete Uniformed Division officer training data and establishes the types of information that should be collected. The Secret Service, through DHS, concurred with our recommendation, stating that it would develop rigorous and uniform standards for collecting and reporting training data related to the Uniformed Division branch, and would work to capture additional training information. In response to our recommendation, in October 2019 the Secret Service reported that the Uniformed Division has worked with the Office of Training and Performance and Learning Management System (PALMS) team to capture Uniformed Division training requirements. The requirements are to include the 20 formalized on-the-job training programs for officers assigned to the Uniformed Division's White House, Foreign Missions, and Naval Observatory Branches, or one of the Special Operations Branch specialized units. In addition, the Secret Service stated that approximately 19 micro-training courses (also known as Roll Call Training) are currently captured within PALMS-the Department of Homeland Security's learning management system -and additional formalized on-the-job training programs are being reviewed for inclusion in PALMS. According to the Secret Service, use of PALMS should help ensure that the process for collecting and recording Uniformed Officer training is standardized and monitored. The Secret Service's efforts to capture additional training information in PALMS is a positive development. However, we have not yet observed progress towards the Secret Service's implementation of a policy that documents the process for collecting complete Uniformed Division officer training data and establishes the types of information that should be collected, as we recommended. We will continue to monitor the Secret Service's progress in implementing this recommendation.

Recommendation: The FEMA Administrator should develop and publicize guidance for partners working to assist individuals who are older or have disabilities for requesting data and working with FEMA staff throughout the data sharing process to obtain Individual Assistance data, as appropriate. (Recommendation 1)

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

Comments: DHS agreed with this recommendation and has plans to address it. Specifically, FEMA is developing new, enhanced templates, policies and guidance for field staff to facilitate data sharing with states and other partners. The agency also reported that it is expanding its Open FEMA datasets to provide more autonomous, self-service sharing of aggregated data to fulfill partner data needs when personally identifiable information data is not required. FEMA plans to publish data sharing guidelines on its web site by March 31, 2020 on how to obtain FEMA data to best service individuals who are older or have disabilities.

Recommendation: The FEMA Administrator should improve communication of registrants' disability-related information across FEMA programs, such as by developing an alert within survivor files that indicates an accommodation request. (Recommendation 3)

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

Comments: FEMA disagreed with this recommendation, noting that it lacks specific funding to augment the legacy data systems that capture and communicate registration information. Also, FEMA began a long-term initiative in April 2017 to improve data management and exchange, and improve overall data quality and standardization. The agency expects the initiative to include the development of a modern, cloud-based data storage system with a data analytics platform that will allow analysts, decision makers, and stakeholders more ready access to FEMA data. After the completion of this initiative, FEMA expects that efforts to share and flag specific disability-related data will be much easier. Our recommendation, however, is not solely focused on system changes: other cost-effective ways may improve communication of registrants' disability-related information prior to implementing the system upgrades. For example, as noted in the report, FEMA officials handling different stages of the disaster assistance process may overlook disability-related needs recorded in the case file notes. FEMA could revise its guidance to remind program officials to review the notes to identify whether there is a record of any such needs. As FEMA moves ahead with its data improvement initiatives, we encourage it to consider and ultimately implement technology changes, such as developing an alert within files that indicates an accommodation request. Such improvements would be consistent with the recommendation and help improve communication across FEMA programs.

Recommendation: The FEMA Administrator should communicate to Regional Administrators and Regional Disability Integration Specialists a written plan for implementing its new disability integration staffing approach, consistent with the objectives established for disability integration. Such a plan should include an implementation timeline and details on staff responsibilities, which regions could use to evaluate staff performance. (Recommendation 5)

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

Comments: DHS agreed with this recommendation, reporting that it is developing a project plan to implement the proposed staffing approach in the Regions. The plan will include implementation timelines, detailed roles and responsibilities for the proposed Disability Integration Advisor positions, a force structure for each Region, and recommendations to the Regional Administrator to establish performance metrics for the new positions that support the overall approach to disability integration. The plan will be presented to the Administrator for review and concurrence in 2019.

Recommendation: The FEMA Administrator should develop a plan for delivering training to FEMA staff that promotes competency in disability awareness. The plan should include milestones and performance measures, and outline how performance will be monitored. (Recommendation 6)

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

Comments: FEMA agreed with this recommendation and has plans to improve disability competencies among FEMA staff, but it does not include training. Specifically, FEMA is developing a plan to include a disability integration competency in the position task books for all deployable staff, rather than through training. Position task books outline the required activities, tasks, and behaviors for each job, and serve as a record for task completion. The plan will also include a communications and outreach plan; milestones for measuring the effectiveness of the integration of this competency across the agency; and a monitoring plan and milestones to measure the overall integration of this competency across the deployable workforce. However, the plan doesn't cover how it will deliver training to promote competency in disability awareness among its staff, including milestones, performance measures, and how performance will be monitored.

Recommendation: The Under Secretary of Defense for Personnel and Readiness should collect quality information and conduct an analysis of the potential effects of unreimbursed travel expenses incurred by reservists to perform military service on DOD's ability to retain reservists in the force, and respond to these risks by considering the costs and benefits of any possible actions to address the identified issues.

Agency: Department of Defense: Office of the Under Secretary for Personnel and Readiness
Status: Open

Comments: DOD concurred with our recommendation. As of September 2020, DOD has taken some steps to address this recommendation. Specifically, the National Guard Bureau and the Deputy Assistant Secretary of Defense (Reserve Integration) commissioned the Institute for Defense Analyses to conduct a study to address our recommendation. According to DOD officials, the study was completed in September 2019 but has not yet been published, and an implementation plan is currently being developed. We will continue to monitor the status of this recommendation.

Recommendation: To more effectively and efficiently integrate virtual training devices into operational training, that the Secretary of Defense should direct the Commandant of the Marine Corps to develop guidance for the development and use of virtual training devices that includes (1) developing requirements for virtual training devices that consider and document training tasks and objectives, required proficiency, and available training time; (2) setting target usage rates and collecting usage data; and (3) conducting effectiveness analysis of virtual training devices that defines a consistent process for performing the analysis, including the selection of the devices to be evaluated, guidelines on conducting the analysis, and the data that should be collected and assessed.

Agency: Department of Defense
Status: Open

Comments: The Department of Defense (DOD) concurred with this recommendation. In December 2018, the Marine Corps had completed some actions and has other ongoing actions intended to address the recommendation. For example, in June 2017 the Marine Corps issued the Marine Corps Ground Training Simulations Implementation Plan. The plan provides a framework for the Marine Corps' use of current and future simulations technology and virtual training environments to align training efforts and resource requirements. In addition, the Marine Corps continues to revise its training and readiness program manuals to articulate requirements that document training tasks, objectives, and required proficiency and reemphasize the importance of more effectively integrating ground simulations within current ground training approaches. Further, the Marine Corps is currently staffing a comprehensive Ground Simulations Training Reference Guide and is testing a new process, termed the Ground Simulation Training Effectiveness Process. This process will provide guidelines on conducting effectiveness analysis, including the selection of the devices to be evaluated and an identification of the data to be collected and assessed. As of August 2020, these actions remain in progress. Once fully implemented, these actions should help the Marine Corps more effectively and efficiently integrate virtual training devices into operational training, as GAO recommended in September 2017.

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. As of June 2020, the agency had taken some action, but had not fully implemented it. We will update this recommendation's status as we receive more information.

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: NRC generally agreed with this recommendation. In July 2017, NRC started a three-office pilot of an Enhanced Strategic Workforce Planning process to better integrate workload projection, skills identification, and human capital management, among other areas. NRC completed its enhanced strategic workforce planning pilot and now forecasts its workload on a 5-year time frame. However, as of May 2020, NRC officials said they do not plan to set agencywide goals for the workforce size and skills composition beyond the 2-year budget cycle.

Recommendation: To help improve oversight of the concessions program, the Secretary of the Interior should direct the Director of the National Park Service to develop performance goals with targets and timeframes in its commercial services strategic plan.

Agency: Department of the Interior: National Park Service
Status: Open

Comments: In May 2019, the agency provided an update of their recent efforts, including their revised Commercial Services Improvement Plan. This plan include performance goals and general time frames , however did not include performance measures or specific targets for each of the initiatives. The agency has subsequently reviewed this plan and determined that many of the goals and time frames identified were not realistic to achieve, making it difficult to establish performance measures or targets. As of July 2020, the agency is currently updating its 2015 Strategic Plan and reviewing the improvement plan to identify those items that will be feasible to implement. According to agency officials, they plan to develop goals and performance targets where feasible and develop time estimates for achieving them. Since this effort is currently underway, we will update the status of their efforts in the summer of 2021.

Recommendation: To help ensure that NNSA effectively manages the performance of its programs, the Secretary of Energy should establish a program management policy that (1) assigns responsibilities and delegates authority to program managers and establishes expectations of competence for them, in accordance with federal internal control standards, and (2) addresses leading program management practices, such as developing program plans.

Agency: Department of Energy
Status: Open
Priority recommendation

Comments: DOE stated that it will address our recommendation as part of its effort to meet the requirements of the Program Management Improvement Accountability Act of 2016 (Act). This Act requires the Office of Management and Budget (OMB) to adopt government-wide standards, policies, and guidelines for program and project management for agencies. In June 2018, OMB issued guidelines requiring federal agencies to submit a 5-year plan for implementing the Act. In November 2018, DOE submitted a draft implementation plan to OMB that described DOE's strategy for developing a DOE program management policy. In particular, its draft plan stated that DOE has established a working group to help develop the department's program management policy. To address our recommendation, DOE needs to finalize and issue its program management policy. We will continue to monitor DOE's actions.

Recommendation: To help ensure that NNSA develops and maintains a cadre of professional, effective, and capable program managers in accordance with leading program management practices and federal internal control standards, the Secretary of Energy should establish a training program for program managers.

Agency: Department of Energy
Status: Open

Comments: DOE stated that it will address our recommendation as part of its effort to meet the requirements of the Program Management Improvement Accountability Act of 2016 (Act). This Act requires the Office of Personnel Management (OPM) to issue regulations identifying key program management skills and competencies, as well as to establish a new career path for program managers within an agency. In April and May of 2019, OPM issued guidance documents that identify competencies for program managers and update the job series classification for program managers. OPM officials also said that they have drafted a career path for program managers, which will highlight training and skills needed to progress in a program management career. In addition, DOE stated that it is holding working group meetings to develop strategies for program management training and certification. To address our recommendation, DOE needs to continue working with OPM and finalize its training program for program managers.

Recommendation: To help ensure Interior can hire, retain, and train staff it needs to provide effective oversight of oil and gas activities on federal lands and waters, the Secretary of the Interior should direct the Assistant Secretary for Policy, Management and Budget to annually evaluate the bureaus' training programs, including: (1) staff training needs, (2) training effectiveness, and (3) potential opportunities for the bureaus to share training resources.

Agency: Department of the Interior
Status: Open

Comments: In January 2017, Interior officials said the bureaus were developing, or had developed, the means by which they would assess their training needs and review, evaluate, and update their training programs for technical staff. Interior also told GAO that as part of its quarterly review of performance data, the Assistant Secretary for Policy, Management and Budget will ensure that BLM, BSEE and BOEM are coordinating their training needs. Interior officials said that their Office of Strategic Employment and Organizational Development will validate the bureaus' active engagement in this activity and provide support in the fulfillment of this recommendation where needed. In February 2018, Interior officials said the agency had examined results from the Federal Employee Viewpoint Survey to gauge how the bureaus' training program activities were being perceived by their workforce. In July 2019, Interior officials said they were looking at opportunities to share training resources, and that they would add in their scope an evaluation of training needs and effectiveness. However, as of March 2020, Interior had not provided us with evidence that it has conducted an evaluation of training needs, training effectiveness and sharing training resources.

Recommendation: To increase oversight of the Army's Warrior Transition Unit program, the Secretary of the Army should direct the Army Surgeon General to assess the Triad of Care model's effectiveness in light of the changes in WTU diagnoses and take the appropriate action.

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

Comments: The Army concurred with this recommendation. As of August 2020, an Army Medical Command official stated that the Warrior Transition Unit manpower model is under review by the U.S. Army Manpower Analysis Agency and that the scheduled date for the release of the review is unknown.

Recommendation: To enable FEMA to and more effectively respond to disasters, the Secretary of Homeland Security should direct the FEMA Administrator to develop a workforce strategy to manage and improve retention that includes a process for systematically gathering attrition data and a plan to retain IMAT Cadre-of On-Call Response Employees.

Agency: Department of Homeland Security
Status: Open

Comments: In August 2019, FEMA provided an update on the status of actions taken in response to our report. As of April 2019, FEMA stated that they are continuing to work on two actions. One, the development of a new organizational structure. FEMA is still refining and assessing the impact of the new IMAT structure. Two, in April 2019, FEMA delivered a new IMAT Program Orientation to nineteen new IMAT members. FEMA plans to analyze the impact of these changes along with attrition information. It plans to develop a high-level blueprint of the actions taken by FEMA to better manage the IMAT program and retain staff. Until completion of the action items, this recommendation will remain open. FEMA officials plan to provide a status update and finalize their efforts by September 2019. As of July 2020, FEMA officials have not completed steps to implement a revised IMAT structure. FEMA anticipates completing several actions by September 2020 and finalizing their plan by December 2020. However, due to COVID-19, the agency may face additional delays in doing so.

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. In an update presented in HHS's FY2021 budget justification, HHS did not address efforts to develop a comprehensive and coordinated planning approach to guide HHS's health care workforce development programs. Instead, it described its current legislative and budget development effort and proposal to restructure CMS Graduate Medical Education (GME) programs into a discretionary grant program. It noted that such a restructuring would allow the Department to set expectations for program performance in CMS GME and allow the kind of tracking HRSA has been able to implement in the Children's Hospital GME program and its Teaching Hospital GME program. It noted that Congress had not responded to this request. However, this recommendation stands on its own and is separate from any legislative efforts to modify how federal GME funds are distributed. Whether or not legislation is enacted to implement a consolidated federal GME grant program, HHS should take action to develop a comprehensive and coordinated planning approach. Such action is important for HHS to assure that federal programs fully meet workforce needs. Further, the CARES Act of 2020 requires HHS to develop a comprehensive and coordinated strategic plan for HHS health workforce programs. We will be monitoring HHS's implementation of this requirement to determine if it satisfies the intent of this recommendation.

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

Agency: General Services Administration
Status: Open

Comments: As of November 2019, GSA has informed us that it submitted a legislative proposal as part of the FY 2018 and FY 2019 budget cycle that was subsequently not included in the President's budget. We have asked GSA to provide us a copy of this proposal. We will evaluate whether this proposal is sufficient to close this recommendation.

Recommendation: To help inform decision makers on the SAMP's progress as well as the decision regarding the extension of the SAMP's term, the Secretary of Defense should direct the SAMP to define timelines and measures to assess its progress in completing its major tasks.

Agency: Department of Defense
Status: Open

Comments: DOD did not concur with this recommendation, stating that the department will submit its Fiscal Year 2015 National Defense Authorization Act report on military programs and controls regarding professionalism to Congress on September 1, 2015, thereby satisfying the requirements of this recommendation. DOD confirmed its position with regard to this recommendation on October 19, 2015. As of September 16, 2020, DOD has not responded to further inquiries regarding any actions it has taken to implement this recommendation. When we confirm what actions DOD has taken, we will update the status of this recommendation.

Recommendation: To increase assurance that commanders are conducting command climate assessments in accordance with statutory requirements and departmental guidance, the Secretary of Defense should direct the Secretaries of the Air Force, the Army, and the Navy, and the Commandant of the Marine Corps to modify existing guidance or develop new guidance to comply with requirements set forth in the Fiscal Year 2014 National Defense Authorization Act and internal DOD guidance.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation, stating that existing Army practice is consistent with the intent of departmental guidance for command climate survey utilization. DOD confirmed its position with regard to this recommendation on October 19, 2015. As of September 16, 2020, DOD has not responded to further inquiries regarding any actions it has taken to implement this recommendation. When we confirm what actions DOD has taken, we will update the status of this recommendation.

Recommendation: To better inform the department's approach to senior officers' professional development, the Secretary of Defense should direct the Secretary of the Navy, the Commandant of the Marine Corps, and the Chairman of the Joint Chiefs of Staff to assess the need for and feasibility of implementing 360-degree assessments for all general and flag officers.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation, stating that it concurs with the recommendation to assess the need for and feasibility of implementing 360-degree assessments, or 360-degree-like feedback assessments, where they are not already being performed, but that it believes that it should only do so for general and flag officers at the three star ranks and below. DOD confirmed its position with regard to this recommendation on October 19, 2015. At that time, DOD also stated that it believes in a holistic approach to developing and assessing professionalism, noting, as an example, the Joint Staff's use of staff assistance visits and Senior Leader "roundtables" to complement the use of 360-degree assessments. In April 2018, DOD stated that each military department and the Chairman of the Joint Chiefs of Staff had implemented a 360-degree assessment requirement for all general and flag officers. As of September 16, 2020, DOD has not responded to inquiries regarding documentation in support of these actions. When we confirm what actions DOD has taken, we will update the status of this recommendation.

Recommendation: To improve DOD's ability to assess its progress in addressing ethics and professionalism issues, the Secretary of Defense should direct the SAMP, through the Under Secretary of Defense for Personnel and Readiness, or SAMP's successor organization(s), to identify information sources and develop intermediate goals and performance metrics. At minimum, these performance metrics should be clear, quantifiable, and objective, and they should include a baseline assessment of current performance.

Agency: Department of Defense
Status: Open

Comments: DOD concurred, with comment, with this recommendation, noting that the office of the Senior Advisor for Military Professionalism is a temporary office established by Secretary Hagel for a two year term ending no later than March of 2016. DOD confirmed its position with regard to this recommendation on October 19, 2015. In April 2018, DOD identified activities it had undertaken in the spirit and intent of the recommendation. As of September 16, 2020, DOD has not responded to inquiries for documentation in support of these actions and the related development of intermediate goals and performance metrics. When we confirm what actions DOD has taken, we will update the status of this recommendation.

Recommendation: To provide greater visibility over the extent to which Army UAS units have completed required training to leaders responsible for deployment decisions, the Secretary of Defense should direct the Secretary of the Army to require unit status reports to include information on the readiness levels of UAS pilots in UAS units.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. Since May 2016, the Commanding General of Forces Command (FORSCOM) has chaired a Monthly Aviation Readiness Review (MARR) in which review members assess aviation readiness across all aviation organizations including UAS. In August 2018, Army Headquarters officials stated that the Army plans to update Army Regulation 220-1, Army Unit Status Reporting and Force Registration to "bring UAS Operator reporting in line with other Army weapon systems, as UAS readiness was not previously captured." However, as of November 2019, the revision to the Army Regulation had not been published.

Recommendation: To help ensure that Army UAS pilots receive the highest caliber of training to prepare them to successfully accomplish UAS missions, the Secretary of Defense should direct the Secretary of the Army to take additional steps to mitigate potential risks posed by its waiver of course prerequisites for less experienced UAS pilots attending the course to become instructors, such as by providing additional preparation for current and future instructors who do not meet one or more course prerequisites to enhance their ability to successfully provide training.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. In October 2016, Army Headquarters officials stated that the Army had taken additional steps to mitigate potential risks posed by waiving course prerequisites for less experienced UAS pilots attending the course to become instructors. Specifically, by the end of fiscal year 2016, the Army had put 50 of 106 planned Universal Mission Simulators in place for active duty units and reduced the number of waivers granted for three of four course prerequisites. Army officials also provided documentation to show that the number of waivers granted had decreased in fiscal year 2016. However, an Army official from the Training and Doctrine Command stated that the Army had not provided additional training or preparation for instructors who had previously received a waiver of one of the course prerequisites to attend the instructor course as we had recommended. In July 2018, Army Headquarters officials indicated that the Army continued to use simulators to reduce the need for waivers but they also indicated that they continue to grant waivers to less experienced less experienced UAS pilots to enable them to enter the instructor operator course. In September 2019, the Army headquarters reported that the Army continues to use simulates to reduce the need for waivers to three of the four Army Instructor Operator (IO) course prerequisites (total hours, readiness level and aircraft currency). However as of November 2019 the Army had not provided additional training or preparation for instructors who had previously received a waiver of one of the course prerequisites to attend the instructor course as we had recommended.

Recommendation: To increase opportunities to improve the effectiveness and efficiency of UAS pilot training across DOD, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to address how the services should coordinate with one another in the strategy on UAS pilot training that the Office of the Under Secretary of Defense for Personnel and Readiness is current drafting.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation and stated the Office of the Under Secretary of Defense for Personnel and Readiness was in the process of revising its draft "Department of Defense Training Strategy for Unmanned Aircraft Systems(UAS)" to address inter-service coordination to enable the department to train more efficiently and effectively as a whole. In October 2016, the Director stated that RAND had completed the draft strategy and that the Office of the Assistant Secretary of Defense (Readiness) had begun revising the strategy. An Office of the Assistant Secretary of Defense (Readiness) official working on the revisions stated that the strategy would address our recommendation and coordination among the services. However, as of October 2016, the Office of the Assistant Secretary of Defense (Readiness) had not yet issued the department-wide UAS training strategy. In May 2018, the Director Military Training and Ranges in the Office of the Assistant Secretary of Defense (Readiness)/Force Training engaged a team to review the 2016 draft strategy to recommend a way forward. According to that official, the review was nearing completion and he anticipated presenting their recommendation to the current Deputy Assistant Secretary of Defense for Force Education & Training in late July 2018. In September 2018 this official said that developing a new UAS strategy is not planned and he reiterated again in August 2019 that a UAS training strategy has not been issued. We continue to believe this is a valid recommendation and will keep it open in case the department eventually takes any relevant actions.

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: Although OPM did not initially concur with this recommendation, OPM has taken actions towards addressing it by using the EHRI database, in combination with other sources, to generate workforce data to assist agencies in their efforts to identify skills gaps. In March 2019, OPM reported that it believed that collecting staffing gap targets through an alternative system, MAX Collect, would provide a more efficient and accurate means to collect workforce data than EHRI. In February 2020, OPM officials reported that it has used MAX Collect to address a portion of the recommendation by sharing lessons learned to close skills gaps. MAX Collect also stores and makes relevant tools and training available to users. However, OPM still needs to collect and store a consistent set of staffing and competency data. Without the collection and sharing of this data, OPM cannot perform valuable government-wide analysis to predict and address skills gaps in occupations affecting multiple agencies.

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
Priority recommendation

Comments: SEC management and the union agreed in November 2018 to implement a new performance management system and a new incentive bonus program in 2020. According to SEC officials, SEC plans to work with OPM to validate the new performance management system by conducting focus groups with staff at the midpoint of the 2020 appraisal period and surveying staff on the new system at the conclusion of the 2020 appraisal period. These plans are consistent with our 2013 recommendation that SEC should conduct periodic validations of its performance management system. In August 2020, SEC reported that it began implementation of the new 2-tier performance management program and will complete the annual rating cycle in December 2020, with feedback and appraisal closeout activities occurring in early calendar year 2021. According to SEC, OPM will assess the new program after calendar year 2020 performance cycle activities are completed. We will continue to monitor SEC's progress in validating the new performance management system.

Recommendation: To further the integration of operational contract support into all areas of the operation planning process, the Secretary of Defense should direct the Chairman of the Joint Chiefs of Staff to focus its training about operational contract support, which is currently focused on the logistics planners, on training all planners at the combatant commands and components as necessary.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with our recommendation. As of September 2019, DOD has taken steps to focus OCS training to all planners, including those outside the logistics directorate. In December 2015, the Joint Staff J7 certified the Joint OCS Planning and Execution (JOPEC) course of instruction for Joint training. The Joint Staff, per this training certification, is working with the Joint Deployment Training Center and the Joint Force Staff College to provide student administrative and course catalog support for future JOPEC training. Additionally, OSD officials stated in August 2019 that the updated OCS instruction will also address training for planners beyond the logistics directorate; officials anticipated the instruction being issued in 2020 but as of September 2020, it had not yet been issued. We will continue to monitor these efforts and this recommendation will remain open at this time.

Recommendation: To improve federal training investment decision-making processes, the Director of OPM should include in existing or new OPM guidance or technical assistance additional information in the following areas: (1) Steps agencies should take and factors they should consider when prioritizing federal training investments agency-wide, including developing a process to rank training using criteria, such as expected demand for the investment from internal sources, availability of resources to support the effort, potential for increased revenue, and risk of unfavorable consequences if investments are not made. (2) Steps agencies should take and factors they should consider for comparing the merits of different delivery mechanisms and determining the mix of mechanisms to use, in order to ensure efficient and cost-effective delivery of federal training. Such guidance could include requesting that agencies consistently utilize Standard Form-182 to document and report training costs associated with the different delivery mechanisms employed.

Agency: Office of Personnel Management
Status: Open

Comments: On July 19, 2017, OPM officials provided a document that summarized efforts that are underway to address the recommendation. According to the document, proposed changes/recommendations to training elements and to the SF-182 were presented to the Chief Learning Officers Council at their monthly meeting on June 19, 2017. According to OPM, its ongoing connection with the CLO Council will include gathering information through focus groups in the Fall of 2017 on agencies' talent development processes, tools, and procedures. Questions on how an agency prioritizes training and tools used to do so will be included. OPM says it will use information gathered to develop criteria for ranking training. OPM provided a sample training summary it prepares for each agency. The summary contains a section on utilization of learning by source type and utilization of learning by delivery method. These sections also contain data that can be used when comparing the merits of different delivery mechanisms and determining future use. On June 11, 2020, OPM told us that program officials are gathering support for its implementation of the recommendation and would soon provide that information to GAO.

Recommendation: To improve federal training investment decision-making processes, the Director of OPM should, in line with statutory and regulatory provisions on maintenance and reporting of training information, work with the CHCO Council to improve the reliability of agency training investment information by: (1) ensuring that agencies are familiar with and follow guidance outlined in OPM's Guide for the Collection and Management of Training Information regarding which training events should be documented as training and reported to OPM; (2) developing policies to strengthen the utilization of Standard Form- 182 to document and report training costs; (3) encouraging agencies through guidance and technical assistance, to develop policies that require consistent reporting of training data to their learning management systems; and (4) encouraging each agency to assess its existing training information system(s) and identify whether it is providing complete and reliable data and, if not, to develop approaches to improve the system(s), in order to do so.

Agency: Office of Personnel Management
Status: Open

Comments: On July 19, 2017 OPM provided a document that summarized efforts that are underway to address the recommendation. According to the document, OPM provided a refresher to the Chief Learning Officers Council on OPM's guidance on Reporting of Training Data. This included reviewing OPM's and agencies' responsibilities for the collection and reporting of data and reviewing the process of how agency data is transmitted to EHRI. Further, OPM says it highlighted the Guide to Human Resources Reporting as the source for the required format for reporting training data to EHRI and provided the Guide for Collection and Management of Training Information. Both guides are also located on OPM's website. OPM's training data report summaries encourage agencies to review their data, to check for submission errors and consistencies in reporting, and to validate that all training events are included. OPM reported that 3 CHCO agencies that did not submit any data for FY 14 submitted data for FY 15 and that EHRI is assisting agencies with data quality transmission and PII issues. On June 11, 2020, OPM told us that program officials are gathering support for its implementation of the recommendation and would soon provide that information to GAO.

Recommendation: To establish accountability for meeting the programs' goal of increasing the participation of traditionally underrepresented groups in the highway construction workforce, the Secretary of Transportation should direct the FHWA Administrator to create and implement an oversight mechanism that (1) holds states accountable for meeting federal training criteria and (2) clearly stipulates how FHWA will assess state program effectiveness, including what type of program achievement data states are to submit and how such data will be used. This oversight mechanism should include assessing the effectiveness of its division offices in overseeing state activities.

Agency: Department of Transportation
Status: Open

Comments: FHWA has taken initial steps to implement a mechanism for state oversight, which includes collecting program implementation information from each state. FHWA plans to convene a working group to review this information and provide feedback to states on their programs. FHWA officials then anticipate sharing best practices and essential requirements for the program through webinars and other technical assistance. As of August 2019, FHWA has gathered information from states and is in the early stages of implementing this oversight mechanism.