Recommendation: The Administrator of USAID should establish outcome-oriented performance measures to assess the effectiveness of USAID's reform projects. (Recommendation 1)

Agency: United States Agency for International Development
Status: Open
Priority recommendation

Comments: USAID concurs with this recommendation, and indicates it will establish a performance-monitoring plan.

Recommendation: The Administrator of USAID should ensure that the agency completes a strategic workforce plan necessary to support its reform efforts. (Recommendation 2)

Agency: United States Agency for International Development
Status: Open

Comments: USAID concurs with this recommendation. It affirmed is in the process of finalizing the strategic workforce plan that it will complete by September 30, 2019 and will submit the plan to Congress as directed. USAID stated it will also provide a framework to meet Congressionally-directed staffing levels across the Foreign Service and Civil Service.

Recommendation: The Director of OMB should clarify and document OMB's procedure for changing official data definition standards for DATA Act reporting, for example, by explicitly describing how change procedures developed for other government-wide initiatives apply to DATA Act definition standards in a public source of guidance or information. (Recommendation 1)

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

Comments: OMB has taken steps to restructure the federal data ecosystem, including issuing government-wide guidance covering all federal data and creating a Business Standards Council. However, given the complexity of recent changes, OMB needs to explicitly and publicly describe how those changes-developed in the context of other government-wide initiatives-apply to DATA Act data element definitions.

Recommendation: The Director of OMB should ensure that the June 2018 policy changes regarding DATA Act data definition standards are clearly identified and explained in the official repository or another authoritative public source of DATA Act standards and guidance, such as by including a revision history along with the current version of the definitions. (Recommendation 2)

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

Comments: In January 2020, OMB staff cited its Federal Spending Transparency Data Standards website and specifically notations on that site regarding the dates of revisions made to those standards as being responsive to this recommendation. However, the specific notations cited by OMB only show changes made back in 2015 and do not reflect nor explain some of the more recent revisions that led to GAO making this recommendation.

Recommendation: OMB's Shared Services Policy Officer should work with GSA to finalize a plan for monitoring the implementation of NewPay. The plan should include:
• implementation goals, a timeline, and milestones for agencies to transition from one provider to another;
• transparent reporting mechanisms on key milestones; and
• a process for capturing and communicating lessons learned.
(Recommendation 1)

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

Comments: OMB staff did not agree or disagree with GAO's March 2019 recommendation. As of January 2020, OMB had not addressed this recommendation. According to OMB staff, they are still deliberating goals and milestones for NewPay. In addition, OMB is working on a knowledge library to capture lessons learned for shared services initiatives. However, OMB staff did not provide a timeline for when they will complete these efforts. Without a detailed monitoring plan that includes goals, transparent reporting mechanisms on key milestones, and a process for capturing and communicating lessons learned, it will be more difficult for OMB and GSA to provide oversight of the transition and its effects on providers and customers, including whether there are interruptions to delivery of services. Additionally, this information could help OMB and GSA avoid gaps in service or costly delays as agencies transition to the new model for obtaining payroll and work management services.

Recommendation: OMB's Shared Services Policy Officer should work with GSA to document key roles and responsibilities, including which agency will be the NewPay Service Management Offices (SMO), who will be assigned to the NewPay Task Order Review Board, how the SMO, the Review Board, and other key stakeholders will work together, and which agency will be responsible for interpreting payroll rules and regulations. (Recommendation 2)

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

Comments: OMB staff did not agree or disagree with GAO's March 2019 recommendation. As of January 2020, OMB had taken some steps to address this recommendation. OMB designated GSA as the Quality Service Management Office (QSMO) for NewPay. As QSMO, GSA will be responsible for managing the payroll marketplace. However, OMB has not documented how GSA and other key stakeholders will work together. For example, OMB has not documented which agency will review and approve task orders. Until OMB and GSA clearly identify, communicate, and document key roles and responsibilities, they run the risk of not achieving their objectives. They also risk repeating past problems associated with the delivery of shared services, such as the inconsistent implementation and interpretation of standards and migrations that encounter costly delays should agencies not follow available guidance.

Recommendation: OMB's Shared Services Policy Officer should work with GSA to update provider information on services offered, pricing, and performance and share that information with prospective customers. (Recommendation 3)

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

Comments: OMB staff did not agree or disagree with GAO's March 2019 recommendation. As of January 2020, OMB had not addressed this recommendation. Without up-to-date information on providers -- such as the services OMB and GSA plan to offer, their level of performance, and their costs -- it will be time- consuming and difficult for potential customers to compare providers. This lack of information could slow the rate of shared services adoption.

Recommendation: OMB's Shared Services Policy Officer should work with GSA to implement a process for collecting and tracking cost-savings data that would allow them to assess progress toward the shared services cost-savings goal of an estimated $2 billion over 10 years. (Recommendation 4)

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

Comments: OMB staff did not agree or disagree with GAO's March 2019 recommendation. As of January 2020, OMB had not addressed this recommendation. According to OMB officials, OMB will collect cost-savings data via the integrated data collection process, which requires agencies to publicly post their cost savings and avoidance data. However, OMB has not demonstrated how it plans to use data from the IT Integrated Data Collection Instrument to track cost savings specifically related to shared services overall and for individual projects. Until OMB and GSA finalize a plan for collecting the needed data and evidence to effectively measure cost-savings goals, it will be difficult to demonstrate progress -- a recurring challenge associated with previous shared services efforts.

Recommendation: The Secretary of Defense should ensure that the Assistant Secretary of Defense for Health Affairs, in coordination with Director of the DHA and the Surgeons General of the military departments, define and analyze the 16 operational readiness and installation-specific medical functions currently excluded from transfer to the DHA to determine whether opportunities exist to reduce or better manage duplicative functions and improve efficiencies in the administration of the MTFs. (Recommendation 1)

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with this recommendation. According to responses provided by DOD officials in December 2019, the department provided guidance on the division of the 16 operational readiness and installation-specific medical functions in a March 2019 memorandum from the Office of the Under Secretary of Defense for Personnel and Readiness. However, further detail is needed regarding what analysis DOD completed to assess the 16 functions for duplication.

Recommendation: The Secretary of Defense should ensure that the Assistant Secretary of Defense for Health Affairs, in coordination with DHA Assistant Director for Health Care Administration and the Secretaries of the military departments, validate headquarters-level personnel requirements to determine that they are established at the minimum levels necessary--per DOD guidance--to accomplish missions and achieve objectives before transferring authority, direction, and control of the MTFs to the DHA for the third phase. (Recommendation 2)

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with this recommendation. In December 2019, DOD officials stated that DOD conducted a review of the DHA personnel requirements and that the military departments also conducted reviews. DOD officials also stated that DOD will continue to evaluate the mix of contractors, military, and civilian employees during and after the transition. However, the review of DHA personnel requirements DOD officials referenced in their December 2019 responses, as GAO previously reported in GAO-19-53, did not validate personnel requirements. Further information is needed regarding what steps DOD is taking to validate headquarters-level personnel requirements.

Recommendation: The Secretary of Defense should ensure that the Assistant Secretary of Defense for Health Affairs, in coordination with DHA Assistant Director for Health Care Administration and the Secretaries of the military departments, conduct a comprehensive review to identify the least costly mix--per DOD guidance--of military, civilian, and contractors needed to meet validated requirements--that is, to perform the functions identified at the DHA headquarters and intermediate management organizations and at the military departments' headquarters and intermediate commands. Additionally, this comprehensive review should be completed before transferring authority, direction, and control of the MTFs to the DHA for the third phase. (Recommendation 3)

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with this recommendation. In December 2019, DOD officials stated that through the review of the budget development process, DOD transferred 1,900 personnel to the military departments for the management of their respective readiness missions. Further, DOD officials mentioned a 2018 report concerning a review of DHA personnel requirements. As reported in GAO-19-53, the report on DHA personnel requirements was specific to DHA and did not include information regarding the military departments' headquarters and intermediate commands. Further information is needed to determine whether DOD's efforts included a comprehensive review that considers the least costly mix--per DOD guidance--of military, civilian, and contractor personnel.

Recommendation: The Secretary of Defense should ensure that the CMO, with input from the human resources management team, requires that all DOD human resources providers adopt consistent time-to-hire measures, as one process for assessing performance. (Recommendation 2)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation and noted planned actions. DOD's Human Resources Reform Team has 3 objectives as part of its reform agenda, including civilian hiring improvements. DOD issued its initial plan for business operations reform in April 2019, which includes detailed information and timelines for actions carried out and planned for this reform team. It stated that the team would conduct an annual review of components' time-to-hire plans and work towards establishment of common DOD process and metrics for civilian hiring and establishing baselines and goals for quality metrics through the end of fiscal year 2019. Further, quarterly assessment of survey data using baseline quality metrics is planned to begin in early fiscal year 2020. DOD officials stated that a departmentwide Time-to-Hire Workgroup was established in March 2019 and conducted six workshops to develop a reengineered process map for civilian hiring and an associated implementation plan. Implementation is to occur along with a new IT system for civilian human resources that is expected to be deployed in fiscal year 2021, but we have not received documentation of the specific requirements for implementation.

Recommendation: The Secretary of Defense should ensure that the CMO, through the human resources management reform team, identifies time frames and deliverables for identifying and adopting optimal IT solutions for human resources and fully assessing, identifying, and implementing the most effective and efficient means of human resources service delivery. (Recommendation 3)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation and noted planned actions. In its written comments, DOD stated the department is on track to achieve substantial savings through its reform team efforts and CMO emphasis on strong management practices, integrated processes, and best value business investments. DOD issued its initial plan for business operations reform in April 2019, which included detailed information regarding the department's plans for reforming its human resources service delivery. Subsequently, DOD identified 3 human resources management IT system reform projects aimed as identifying and adopting optimal IT systems for its overall civilian human resource management, the defense travel program, and overall training and learning. The reform management group has overseen these reform projects. DOD officials stated that it expects these optimal IT systems to be fully operational later in fiscal year 2020 and 2021. Further, DOD has identified timeframes throughout fiscal year 2023 for identifying and implementing an effective and efficient shared service delivery model for human resources. DOD has made considerable progress in identifying optimal IT systems and service delivery model for its human resources services, and we will continue to monitor the assessment and implementation of these systems and delivery models.

Recommendation: The Secretary of Defense should ensure that the CMO, through the human resources management reform team, collects information on the overhead costs charged by all DOD human resources service providers to assist in determining the most effective, economical, and efficient model of human resources service delivery within the department. (Recommendation 4)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation and noted planned actions. In its written comments, DOD stated the department is on track to achieve substantial savings through its reform team efforts and CMO emphasis on strong management practices, integrated processes, and best value business investments. DOD issued its initial plan for business operations reform in April 2019, which included detailed information regarding the department's plans for reforming its human resources service delivery. As part of this effort, DOD officials stated that the department has collected data and information on services, performance, and pricing to provide basis for common definitions and standards as they determine the most effective, economical, and efficient model of human resources service delivery. Further, efforts are continuing to develop a standardized costing model for human resources service delivery, which officials estimate will be approved for use by early fiscal year 2021.

Recommendation: The Secretary of Defense should ensure that the CMO routinely and comprehensively monitors and evaluates ongoing efficiency initiatives within the department, including those related to the reform teams. This monitoring should include establishing baselines from which to measure progress, periodically reviewing progress made, and evaluating results. (Recommendation 5)

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with this recommendation. In April 2019, DOD submitted to Congress its initial plan for business operations reform. It included an initial plan, schedule, and cost estimate for conducting these reforms. The plan states that a reform initiative framework was implemented to track and report progress of initiatives, and that financial savings will be monitored by a validation process. In December 2019, DOD issued a follow-up report providing additional baseline estimates related to the four areas. DOD officials stated that a reform initiative framework has been implemented to track and report progress of initiatives and that financial savings will be monitored by a validation process. The charter for the Reform Management Group, issued February 2019, directs the governance body to reform and align business functions of the department as well as tracking the progress of those reform efforts. Further, DOD reported on baselines in its January 2020 report to Congress to fulfill the requirements of Section 921 from the FY2019 National Defense Authorization Act. As of June 2020, DOD provided a corrective action plan that details plans to further evaluate results and financial savings associated with its efficiency initiatives. We will continue to review DOD's efforts throughout the year to ensure this monitoring and evaluation is occurring.