Recommendation: The Under Secretary for Health should ensure the RCS Chief Officer evaluates Vet Center productivity expectations for counselors, including (1) obtaining systematic feedback from counselors on any potentially negative effects on client care, and (2) determining whether directors and counselors need additional training or guidance on how the expectations are calculated. (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: The Under Secretary for Health should ensure the RCS Chief Officer develops a plan and time frames for periodically reassessing its productivity expectations for counselors, and implementing any needed changes as appropriate. (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: The Under Secretary for Health should ensure the RCS Chief Officer develops and implements a Vet Center staffing model that incorporates key practices in the design of staffing models. (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: The Under Secretary for Health should ensure the RCS Chief Officer establishes a plan and time frames for assessing and updating its staffing model regularly, and for implementing any needed changes as warranted. (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: The Secretary of Commerce, in consultation with the department-level Executive Resources Board and Office of Executive Resources, should fully implement policy and guidance in development that require the bureaus to maintain career SES reassignment-related documentation in the SES member's Official Personnel Folder, and to provide those documents to the Office of Executive Resources for review and approval before making career SES reassignments. (Recommendation 1)

Agency: Department of Commerce
Status: Open

Comments: In its comments on a draft of this report, Commerce concurred with the recommendation and indicated it will take steps to implement the recommendation. We will continue to monitor Commerce's progress.

Recommendation: The Secretary of Housing and Urban Development should establish a date to finalize its draft standard operating procedures for conducting career SES reassignments, and ensure that the final procedures include (1) obtaining a written moratorium waiver from the career SES member before making the reassignment during the new, noncareer supervisor moratorium, and (2) retaining the waiver in the member's Official Personnel Folder. (Recommendation 2)

Agency: Department of Housing and Urban Development
Status: Open

Comments: In its comments on the draft of the report, HUD said it finalized standard operating procedures for making career SES reassignments, and thus believes it has addressed our recommendation. We will follow up with the department to assess whether its actions fully address the recommendation.

Recommendation: The Acting Director of the Office of Personnel Management should use OPM's oversight authority to monitor career SES reassignments to ensure that federal agencies meet requirements contained in statute or regulation, and follow OPM's related guidance. In situations where OPM finds that an agency has taken a career SES reassignment action contrary to these requirements, it should use its authority to require the agency to take corrective action, as appropriate. (Recommendation 4)

Agency: Office of Personnel Management
Status: Open

Comments: OPM did not concur with our recommendation. In its comment on a draft of the report, OPM said it relies on federal agencies to comply with provisions governing SES reassignments. OPM further stated that it has chosen not to make reassignments a focus of its enforcement efforts, in light of scarce resources and other mandates OPM is required to meet. However, for reasons discussed in the report, we maintain that OPM should use its oversight authority to ensure agencies' reassignments of SES staff are consistent with requirements. We will continue to monitor OPM's progress.

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 Director of the Office of Personnel Management should assist the 24 CFO Act agencies by using OPM FEVS data to analyze the key drivers of retention for veterans in the agencies' workforces to identify strategies for improving veteran retention. OPM should also be available to non-CFO Act agencies that request assistance with the veteran retention analysis.

Agency: Office of Personnel Management
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 Air Force should ensure that a comprehensive metric (or set of metrics) is established to track the progress of its combined accession and retention efforts to obtain sufficient quantities of RPA pilots and sensor operators needed to achieve its objective of implementing the combat-to-dwell policy as planned. (Recommendation 1)

Agency: Department of Defense: Department of the Air Force
Status: Open

Comments: DOD partially concurred with this recommendation. It stated that its ongoing efforts could be better integrated to allow for greater analysis in tracking progress toward meeting the combat-to -dwell policy. DOD also stated that it results from an ongoing study will inform the analysis for this recommendation. We will continue to monitor the status of the study and any other actions the department takes to address the recommendation.

Recommendation: The Secretary of the Air Force should ensure that the number of instructor positions needed at the RPA training unit at Holloman Air Force Base is updated by applying more complete, accurate and timely information to better reflect the training curriculum and instructor needs. (Recommendation 2)

Agency: Department of Defense: Department of the Air Force
Status: Open

Comments: DOD concurred with this recommendation. It noted that it is planning to conduct a study on the appropriate pilot and sensor operator instructor manning. The department estimated that they study would be completed in about a year. We will continue to monitor the status and results of the study.

Recommendation: The USAID Administrator should ensure that OCRD consistently responds to EEO complaints in a timely manner. (Recommendation 1)

Agency: United States Agency for International Development
Status: Open

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

Recommendation: The USAID Administrator should ensure that OCRD consistently analyzes USAID workforce demographic data for trends and potential barriers to equal employment opportunity. (Recommendation 2)

Agency: United States Agency for International Development
Status: Open

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

Recommendation: The USAID Administrator should ensure that OCRD submits required MD-715 reports to EEOC in a timely manner. (Recommendation 3)

Agency: United States Agency for International Development
Status: Open

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

Recommendation: The USAID Administrator should demonstrate senior leadership attention to diversity by ensuring that OCRD has the capacity to perform required EEO functions. (Recommendation 4)

Agency: United States Agency for International Development
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 Director of OPM should routinely track and report retention data for employees with disabilities and make such data available to federal agencies, including EEOC, through a centralized web portal—such as MAX.gov. For example, OPM could track and report such data by General Schedule level pay groupings, which could help pinpoint root causes that contribute to retention rates, inform assessments of government-wide progress on employee retention, and identify needed improvements. (Recommendation 1)

Agency: Office of Personnel Management
Status: Open

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

Recommendation: The Attorney General of the United States should develop and implement policies and procedures for assessing the impact of training provided to agency hiring managers and human resources staff on Schedule A hiring authority. This includes assessing the impact of its training on agency performance goals related to increased hiring of individuals with disabilities and targeted disabilities. (Recommendation 2)

Agency: Department of Justice
Status: Open

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

Recommendation: The Attorney General of the United States should develop and implement policies and procedures for obtaining employee feedback about the agency's reasonable accommodations efforts and use such information to evaluate the ongoing effectiveness of the program. This may include identifying any effects on employee retention, identifying potential risks, and determining any improvements that may be warranted. (Recommendation 3)

Agency: Department of Justice
Status: Open

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

Recommendation: The Administrator of SBA should develop and implement policies and procedures for assessing and tracking the impact of training provided to agency hiring managers and human resources staff on Schedule A hiring authority. This includes assessing the impact of its training on agency performance goals related to increased hiring of individuals with disabilities and targeted disabilities. (Recommendation 4)

Agency: Small Business Administration
Status: Open

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

Recommendation: The Administrator of SBA should develop and implement policies and procedures for obtaining employee feedback about the agency's reasonable accommodations efforts and use such information to evaluate the ongoing effectiveness of the program. This may include identifying any effects on employee retention, identifying potential risks, and determining any improvements that may be warranted. (Recommendation 5)

Agency: Small Business Administration
Status: Open

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

Recommendation: The Commissioner of SSA should develop and implement policies and procedures for assessing and tracking the impact of training provided to agency hiring managers and human resources staff on Schedule A hiring authority. This includes assessing the impact of its training on agency performance goals related to increased hiring of individuals with disabilities and targeted disabilities. (Recommendation 6)

Agency: Social Security Administration
Status: Open

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

Recommendation: The Office of Special Counsel should require federal employees who are filing whistleblower disclosures or retaliation complaints to identify on their complaint forms their status as a permanent or probationary employee.

Agency: Office of Personnel Management: Office of Special Counsel
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 Under Secretary for Health should provide additional information, such as best practices, about how VA medical centers and service providers participating in Coordinated Entry can collaborate with local partners on key activities (for example, making referrals and sharing data) and ensure that this information and other resources are accessible to VA medical center staff and service providers. (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: The Assistant Secretary for DOL's Veterans' Employment and Training Service should document its data quality validation processes for performance data for the Homeless Veterans' Reintegration Program and disseminate these processes to service providers. (Recommendation 2)

Agency: Department of Labor
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 Under Secretary for Health should clearly communicate with local VA staff and service providers about how it measures performance and how to obtain and provide feedback about performance measures. (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: 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 Director of OMB, working with DHS, should develop a government-wide communications strategy to inform and, as appropriate, involve Congress, employees, and other stakeholders in implementation of the reform proposal to solve the cybersecurity workforce shortage. (Recommendation 1)

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

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

Recommendation: The Director of OMB, working with DHS, should establish a dedicated government-wide leadership team with responsibility for implementing the reform proposal to solve the cybersecurity workforce shortage. (Recommendation 2)

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

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

Recommendation: The Director of OMB, working with DHS, should develop a government-wide implementation plan with goals, timelines, key milestones, and deliverables to track and communicate implementation progress of the reform proposal to solve the cybersecurity workforce shortage. (Recommendation 3)

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

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

Recommendation: The Director of OMB, working with DHS, should provide additional information to describe how the projects and activities associated with the reform proposal to solve the cybersecurity workforce shortage will address our high-risk issues related to ensuring the cybersecurity of the nation. (Recommendation 4)

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

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

Recommendation: The Director of OMB, working with DHS, should develop a government-wide workforce plan that assesses the effects of the reform proposal to solve the cybersecurity workforce shortage on the current and future federal workforce. (Recommendation 5)

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

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

Recommendation: The Director of OMB should assess the costs and benefits of options for operating the GEAR Center. (Recommendation 6)

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

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

Recommendation: The Director of OMB should develop an implementation plan that includes outcome-oriented goals, timelines, key milestones, and deliverables to track and communicate implementation progress of the reform proposal to establish the GEAR Center. (Recommendation 7)

Agency: Executive Office of the President: Office of Management and Budget: Office of the Director
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 Smithsonian should develop written guidance for supervisors specific to how to address complaints of sexual harassment filed under the management process—which may include updating current written guidance for supervisors on handling misconduct, such as the Supervisor's Compass and Smithsonian Directives 212 and 213 (Chapter 752). (Recommendation 1)

Agency: Smithsonian Institution
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 Smithsonian should establish a tracking mechanism for complaints of sexual harassment filed under the management process—including procedures for supervisors within the units to convey reports of sexual harassment to the central Smithsonian administration and/or OEEMA. (Recommendation 2)

Agency: Smithsonian Institution
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 Smithsonian should include affiliated persons in measures used to assess organizational climate at the Smithsonian—which may include incorporating affiliated persons into current efforts or developing additional measures specific to these persons. (Recommendation 3)

Agency: Smithsonian Institution
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 Commerce should ensure that the agency's Chief Information Officer updates the telecommunications inventory to include all telecommunications assets and services in use at the agency, and updates Commerce's process for ongoing maintenance of the inventory to include the complete inventory. (Recommendation 1)

Agency: Department of Commerce: Office of the Secretary
Status: Open

Comments: Commerce concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Commerce should ensure that the agency's Chief Information Officer completes efforts to identify future telecommunications needs using a complete inventory of existing telecommunications services; conducts and documents a comprehensive strategic analysis at all bureaus to identify areas for optimization and sharing of telecommunications resources; evaluates the costs and benefits of implementing new telecommunications technology and alternative options at all bureaus; and fully aligns Commerce's telecommunications needs with its long-term IT plans and enterprise architecture. (Recommendation 2)

Agency: Department of Commerce: Office of the Secretary
Status: Open

Comments: Commerce concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Commerce should ensure that the agency's Chief Information Officer finalizes the responsibilities related to the information security management role during the telecommunications transition, and assigns the roles for providing legal expertise during the transition, as well as for managing human capital, telecommunications assets, and information security during the transition, to staff members; describes how changes and disruptions related to the transition will be communicated to end users at all bureaus and identifies the key local and regional agency transition officials responsible for disseminating information about the transition to employees and working with the vendor to facilitate transition activities in Commerce's transition communications plan; and establishes and implements configuration and change management processes for its transition. (Recommendation 3)

Agency: Department of Commerce: Office of the Secretary
Status: Open

Comments: Commerce concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Commerce should ensure that the agency's Chief Information Officer identifies all of the funding needed to support the telecommunications transition; justifies requests for resources related to transition program management staff; conducts an analysis to identify staff resources needed for the entire transition effort; and analyzes training needs for staff assisting with the transition. (Recommendation 4)

Agency: Department of Commerce: Office of the Secretary
Status: Open

Comments: Commerce concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Commerce should ensure that the agency's Chief Information Officer takes into account the agency's telecommunications transition risks, mission critical systems, and contingency plans in Commerce's transition time line. (Recommendation 5)

Agency: Department of Commerce: Office of the Secretary
Status: Open

Comments: Commerce concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Health and Human Services should ensure that the agency's Chief Information Officer develops a policy that requires the agency's components to maintain an inventory of the telecommunications assets and services that they acquire independently from headquarters; updates the telecommunications inventory to include all telecommunications assets and services in use at HHS, and updates the agency's process for ongoing maintenance of the inventory to include the complete inventory. (Recommendation 6)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open

Comments: HHS concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Health and Human Services should ensure that the agency's Chief Information Officer completes efforts to identify future telecommunications needs using a complete inventory of existing telecommunications services; and aligns HHS's telecommunications needs with its long-term IT plans. (Recommendation 7)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open

Comments: HHS concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Health and Human Services should ensure that the agency's Chief Information Officer identifies and documents telecommunications transition roles and responsibilities related to (1) managing assets and human capital during the planning and execution phases of the transition and (2) providing legal expertise during the execution phase of the transition, and assigns the transition information security management role to a staff member; and establishes and implements configuration and change management processes for HHS's transition. (Recommendation 8)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open

Comments: HHS concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Health and Human Services should ensure that the agency's Chief Information Officer identifies all of the funding needed to support the telecommunications transition at each of the agency's components, justifies requests for transition resources related to hardware and software upgrades, conducts an analysis to identify staff resources needed for the entire transition effort, and analyzes training needs for staff assisting with the transition. (Recommendation 9)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open

Comments: HHS concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Health and Human Services should ensure that the agency's Chief Information Officer completes efforts to identify telecommunications transition measures of success that can be used to assess transition progress; and takes into account all of the agency's components, as well as its mission critical systems, contingency plans,and telecommunications transition risks, in HHS's transition time line. (Recommendation 10)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open

Comments: HHS concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of State should ensure that the agency's Chief Information Officer updates the telecommunications inventory to include all telecommunications assets and services in use at the agency, and updates State's process for ongoing maintenance of the inventory to include the complete inventory. (Recommendation 11)

Agency: Department of State: Office of the Secretary
Status: Open

Comments: State concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: he Secretary of State should ensure that the agency's Chief Information Officer completes efforts to identify the agency's future telecommunications needs using a complete inventory of existing telecommunications services; conducts and documents a strategic analysis to justify the sharing of telecommunications resources; and aligns State's telecommunications needs with its long-term IT plans and enterprise architecture. (Recommendation 12)

Agency: Department of State: Office of the Secretary
Status: Open

Comments: State concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of State should ensure that the agency's Chief Information Officer identifies telecommunications transition roles and responsibilities related to (1) managing assets during the planning and execution phases of the transition and (2) providing legal expertise during the execution phase of the transition, and finalizes the responsibilities related to the information security management role for the transition; includes in State's transition communications plan the frequency with which transition status updates and meetings will occur throughout the transition, a description of how changes and disruptions related to the transition will be communicated to end-users, and the key local and regional agency transition officials responsible for disseminating information about the transition to employees and working with the vendor to facilitate transition activities; and establishes configuration management processes for the agency's transition. (Recommendation 13)

Agency: Department of State: Office of the Secretary
Status: Open

Comments: State concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of State should ensure that the agency's Chief Information Officer identifies all of the funding needed to support the telecommunications transition, justifies requests for resources related to transition program management staff, conducts an analysis to identify staff resources needed for the entire transition effort, and finalizes its analysis of training needs for staff assisting with the transition. (Recommendation 14)

Agency: Department of State: Office of the Secretary
Status: Open

Comments: State concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of State should ensure that the agency's Chief Information Officer takes into account the agency's telecommunications transition risks, mission critical systems, and contingency plans in State's transition time line. (Recommendation 15)

Agency: Department of State: Office of the Secretary
Status: Open

Comments: State concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Veterans Affairs should ensure that the agency's Chief Information Officer updates the telecommunications inventory to include all telecommunications assets and services in use at the agency, and updates and finalizes VA's process for ongoing maintenance of the inventory to include the complete inventory. (Recommendation 16)

Agency: Department of Veterans Affairs: Office of the Secretary
Status: Open

Comments: VA concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Veterans Affairs should ensure that the agency's Chief Information Officer completes efforts to identify future telecommunications needs using a complete inventory of existing telecommunications services, and determines and documents that VA's telecommunications needs are aligned with its long-term IT plans. (Recommendation 17)

Agency: Department of Veterans Affairs: Office of the Secretary
Status: Open

Comments: VA concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Veterans Affairs should ensure that the agency's Chief Information Officer includes in its telecommunications transition communications plan the key local and regional agency officials responsible for disseminating information about the transition to employees and working with the vendor to facilitate transition activities; and establishes and uses cost and schedule management processes in the agency's transition. (Recommendation 18)

Agency: Department of Veterans Affairs: Office of the Secretary
Status: Open

Comments: VA concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Veterans Affairs should ensure that the agency's Chief Information Officer identifies and documents all of the funding needed to support the telecommunications transition, including costs for all years of transition planning support; justifies requests for transition resources related to program management staff; conducts an analysis to identify staff resources needed for the entire transition effort; and analyzes training needs for staff assisting with the transition. (Recommendation 19)

Agency: Department of Veterans Affairs: Office of the Secretary
Status: Open

Comments: VA concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Secretary of Veterans Affairs should ensure that the agency's Chief Information Officer completes efforts to identify telecommunications transition measures of success that can be used to assess transition progress; and takes into account the agency's telecommunications transition risks, mission critical systems, and contingency plans in VA's transition time line. (Recommendation 20)

Agency: Department of Veterans Affairs: Office of the Secretary
Status: Open

Comments: VA concurred with this recommendation. We will continue to follow-up on the department's efforts to address it.

Recommendation: The Administrator of the National Aeronautics and Space Administration should ensure that the agency's Chief Information Officer updates the telecommunications inventory to include all telecommunications assets and services in use at the agency, and updates NASA's process for ongoing maintenance of the inventory to include the complete inventory. (Recommendation 21)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. We will continue to follow-up on the agency's efforts to address it.

Recommendation: The Administrator of the National Aeronautics and Space Administration should ensure that the agency's Chief Information Officer completes efforts to identify the agency's future telecommunications needs using a complete inventory of existing telecommunications services. (Recommendation 22)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. We will continue to follow-up on the agency's efforts to address it.

Recommendation: The Administrator of the National Aeronautics and Space Administration should ensure that the agency's Chief Information Officer identifies telecommunications transition roles and responsibilities related to (1) managing human capital during the planning and execution phases of the transition and (2) providing legal expertise during the execution phase of the transition. (Recommendation 23)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. We will continue to follow-up on the agency's efforts to address it.

Recommendation: The Administrator of the National Aeronautics and Space Administration should ensure that the agency's Chief Information Officer conducts an analysis to support the anticipated cost savings identified as part of the agency's justification for its resource requests related to hardware and software upgrades for the telecommunications transition, and justifies its resource requests for transition program management staff; conducts an analysis to identify staff resources needed for the entire transition effort; and analyzes training needs for staff assisting with the transition. (Recommendation 24)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. We will continue to follow-up on the agency's efforts to address it.

Recommendation: The Administrator of the National Aeronautics and Space Administration should ensure that the agency's Chief Information Officer takes into account the agency's mission critical systems and contingency plans in NASA's telecommunications transition time line. (Recommendation 25)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. We will continue to follow-up on the agency's efforts to address it.

Recommendation: The Secretary of HUD should define and document roles and responsibilities for identifying opportunities to promote more efficient shared service usage through business process analyses, including defining roles for monitoring and implementing actions recommended because of these analyses. (Recommendation 1)

Agency: Department of Housing and Urban Development: Office of the Secretary
Status: Open

Comments: In a letter dated May 19 2020, HUD's Chief Financial Officer stated that HUD concurred with this recommendation and will more specifically define who is responsible for identifying and implementing opportunities for achieving efficiencies with service usage, including roles for the business process analyses the Working Capital Fund division conducts from time to time. HUD expects to complete this action by December 31, 2020. When we can confirm what actions HUD has taken in response to this recommendation, we will provide updated information.

Recommendation: The Secretary of HUD, in conjunction with OCFO, should ensure that the results of the WCF Division's business process analyses are assessed to better understand how these analyses contribute to the WCF's established goal to support the efficient delivery of enterprise goods and services. (Recommendation 2)

Agency: Department of Housing and Urban Development: Office of the Secretary
Status: Open

Comments: In a letter dated May 19 2020, HUD's Chief Financial Officer stated that HUD concurred with this recommendation and will add the results of the Working Capital Fund division's business process analyses as a performance metric to its Working Capital Fund performance scorecard. HUD expects to complete this action by December 31, 2020. When we can confirm what actions HUD has taken in response to this recommendation, we will provide updated information.

Recommendation: The Secretary of HUD should ensure that the WCF Committee conducts periodic reviews of WCF business lines, as authorized in the WCF Committee Charter, to ensure effective management, strong performance, and customer satisfaction. (Recommendation 3)

Agency: Department of Housing and Urban Development: Office of the Secretary
Status: Open

Comments: In a letter dated May 19 2020, HUD's Chief Financial Officer stated that HUD concurred with this recommendation and is in the process of implementing this recommendation. According to the letter, reviews of Working Capital Fund business lines are conducted as a part of regular Working Capital Fund Committee meeting discussions. However, the Committee plans to hold formal review sessions dedicated to reviewing the business lines. HUD expects to complete this action by December 31, 2020. When we can confirm what actions HUD has taken in response to this recommendation, we will provide updated information.

Recommendation: The Secretary of State should direct the Assistant Secretary for International Security and Nonproliferation to include additional information about the expenditures it considers in its NEA-mandated reporting for Executive Order 12938.

Agency: Department of State: Office of the Secretary
Status: Open

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

Recommendation: The Director of BLM should establish outcome-oriented performance measures to assess the effectiveness of the reorganization. (Recommendation 1)

Agency: Department of the Interior: Bureau of Land Management
Status: Open

Comments: The department neither agreed nor disagreed with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Recommendation: The Director of BLM should develop an implementation plan for the reorganization that includes milestones and deliverables to track and communicate implementation progress. (Recommendation 2)

Agency: Department of the Interior: Bureau of Land Management
Status: Open

Comments: The department neither agreed nor disagreed with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Recommendation: The Director of BLM should complete a strategic workforce plan that addresses how it will recruit for and fill vacant positions resulting from the relocations. (Recommendation 3)

Agency: Department of the Interior: Bureau of Land Management
Status: Open

Comments: The department neither agreed nor disagreed with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Recommendation: The Secretary of the Interior should ensure its bureau leadership incorporates key practices for effective agency reforms prior to implementing reorganization activities at other Interior bureaus. (Recommendation 4)

Agency: Department of the Interior: Office of the Secretary
Status: Open

Comments: The department neither agreed nor disagreed with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Recommendation: The Commandant of the Coast Guard should establish a systematic mechanism to track implementation and measure the Coast Guard's progress in achieving organizational change goals. (Recommendation 1)

Agency: Department of Homeland Security: United States Coast Guard
Status: Open

Comments: The Coast Guard concurred with this recommendation and said it would establish a policy requiring that requests to change organizational structure include a plan, and establish a mechanism to track implementation and measure progress in achieving organizational change goals. The Coast Guard stated that this will be completed by December 31, 2020.

Recommendation: The Commandant of the Coast Guard should establish a mechanism to periodically seek and monitor employee satisfaction with organizational change efforts. (Recommendation 2)

Agency: Department of Homeland Security: United States Coast Guard
Status: Open

Comments: The Coast Guard concurred with this recommendation and agreed that mechanisms to periodically seek and monitor employee satisfaction with organizational change efforts are valuable. However, they stated that their current feedback mechanisms capture this information therefore they requested we close the recommendation. The Coast Guard also stated its preference to add questions to existing surveys rather than create new survey instruments. However, we found that the Coast Guard's current surveys do not capture employee's perspectives as organizational changes are implemented. This recommendation remains open pending Coast Guard providing evidence of its actions to modify existing surveys with added questions that monitor employee satisfaction with organizational changes.

Recommendation: The Commandant of the Coast Guard should update its Manpower Requirements Manual with guidance for how to execute its manpower requirements determination process, and take steps to ensure the process is implemented. (Recommendation 3)

Agency: Department of Homeland Security: United States Coast Guard
Status: Open

Comments: The Coast Guard concurred with this recommendation and said it would develop a Tactics, Techniques and Procedures document to provide guidance for executing the manpower requirements determination process. This would provide additional guidance on the overall manpower requirements determination process, including explicit directions for the collection and analysis of manpower data, and the establishment of enterprise standards for key factors and allowances used when conducting analysis. The Coast Guard stated that this will be completed by September 30, 2020.

Recommendation: The Commandant of the Coast Guard should track and document the extent to which it has completed manpower requirements analyses and determinations for each unit type. (Recommendation 4)

Agency: Department of Homeland Security: United States Coast Guard
Status: Open

Comments: The Coast Guard concurred with this recommendation and said it would initiate the process to document and track Manpower Requirements in the Coast Guard's human resources system. The Coast Guard stated that this would be completed by December 31, 2020.

Recommendation: The Commandant of the Coast Guard should update its April 2018 Manpower Requirements Plan to include time frames and milestones for completing manpower requirements analyses and determinations for all positions and units. (Recommendation 5)

Agency: Department of Homeland Security: United States Coast Guard
Status: Open

Comments: The Coast Guard concurred with this recommendation and said it would update its Manpower Requirements Plan during the next required periodic report submitted to Congress, in fiscal year 2022. The Coast Guard stated that this would be completed by March 31, 2022.

Recommendation: The Commandant of the Coast Guard should determine the resources its manpower requirements determination program needs, both staff and funding, to achieve its goal of completing manpower requirements determinations for all positions and units. (Recommendation 6)

Agency: Department of Homeland Security: United States Coast Guard
Status: Open

Comments: The Coast Guard concurred with this recommendation and said it would review its 2010 manpower requirements analysis that determined the resources the Coast Guard required for its manpower requirements determination program. Its Office of Human Resources Strategy and Capability will then re-validate the inputs and update the findings for the manpower requirements analysis to reflect the currents needs of the manpower requirements determination program. The Coast Guard stated that this will be completed by September 30, 2020.

Recommendation: The Secretary of HHS should direct the Biodefense Coordination Team to establish a plan that includes change management practices—such as strategies for feedback, communication, and education—to reinforce collaborative behaviors and enterprise-wide approaches and to help prevent early implementation challenges from becoming institutionalized. (Recommendation 1)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open
Priority recommendation

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

Recommendation: The Secretary of HHS should direct the Biodefense Coordination Team to clearly document guidance and methods for analyzing the data collected from the agencies, including ensuring that nonfederal resources and capabilities are accounted for in the analysis. (Recommendation 2)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open
Priority recommendation

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

Recommendation: The Secretary of HHS should direct the Biodefense Coordination Team to establish a resource plan to staff, support, and sustain its ongoing efforts. (Recommendation 3)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open
Priority recommendation

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

Recommendation: The Secretary of HHS should direct the Biodefense Coordination Team to clearly document agreed upon processes, roles, and responsibilities for making and enforcing enterprise-wide decisions. (Recommendation 4)

Agency: Department of Health and Human Services: Office of the Secretary
Status: Open
Priority recommendation

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

Recommendation: The Director of the U.S. Marshals Service should take steps to ensure that supervisory review of division and district investigations is documented in accordance with USMS policy. (Recommendation 1)

Agency: Department of Justice: United States Marshals Service
Status: Open

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

Recommendation: The Director of ATF should develop policy for verifying the accuracy and completeness of information in ATF employee misconduct systems. (Recommendation 2)

Agency: Department of Justice: Bureau of Alcohol, Tobacco, Firearms and Explosives
Status: Open

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

Recommendation: The Director of the U.S. Marshals Service should develop policy for verifying the accuracy and completeness of information in USMS employee misconduct systems. (Recommendation 3)

Agency: Department of Justice: United States Marshals Service
Status: Open

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

Recommendation: The Director of ATF should develop a performance measure to monitor the timeliness of misconduct investigations, according to policy requirements. (Recommendation 4)

Agency: Department of Justice: Bureau of Alcohol, Tobacco, Firearms and Explosives
Status: Open

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

Recommendation: The Director of the U.S. Marshals Service should develop a performance measure to monitor the timeliness of district and division misconduct investigations, according to policy requirements. (Recommendation 5)

Agency: Department of Justice: United States Marshals Service
Status: Open

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

Recommendation: The Director of ATF should modify existing oversight mechanisms to include the monitoring of key internal controls related to employee misconduct investigations. (Recommendation 6)

Agency: Department of Justice: Bureau of Alcohol, Tobacco, Firearms and Explosives
Status: Open

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

Recommendation: The Director of the U.S. Marshals Service should modify existing oversight mechanisms to fully monitor key internal controls related to employee misconduct investigations. (Recommendation 7)

Agency: Department of Justice: United States Marshals Service
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 Agriculture should direct Departmental Administration to work with the mission areas to develop department-level outcome-oriented performance goals and related measures for the business centers, and use them to assess the effectiveness and impact of the business center reforms. (Recommendation 1)

Agency: Department of Agriculture
Status: Open

Comments: In January 2020, USDA officials agreed with our recommendation and stated that the department is evaluating options for the development of performance metrics and inclusion of these metrics and related information as part of the regular and recurring reviews by the department's Deputy Secretary who is identified as the Chief Operating Officer.

Recommendation: The Director of USCIS should ensure that, in addition to USCIS's basic asylum officer training, all asylum offices provide pre-departure training on the credible and reasonable fear processes before their officers begin screening cases at the family residential centers. (Recommendation 1)

Agency: Department of Homeland Security: United States Citizenship and Immigration Services
Status: Open

Comments: In commenting on a draft of our report, DHS reported that USCIS plans to develop a standardized pre-departure training and provide this training to all detailees prior to deployment to the family residential centers. DHS estimated that these actions would be completed by September 2020. As of August 2020, USCIS told GAO that the number of noncitizens processed under expedited removal has decreased dramatically as a result of Coronavirus Disease 2019. Therefore, details to the Family Residential Centers have largely been paused. USCIS noted that the Asylum Division is reviewing the credible fear and reasonable fear training requirements; working on an enhanced training module; and, developing a standardized pre-departure training by December 31, 2020. USCIS plans to provide the training to all detailees prior to deployment to the Family Residential Centers during calendar year 2021, should the details resume. Providing pre-departure training, in addition to USCIS's basic training for new asylum officers, would help USCIS ensure that officers from all asylum offices are conducting efficient and effective fear screenings of families.

Recommendation: The Director of USCIS should ensure asylum officers systematically record in USCIS's automated case management system if individuals receive credible fear determinations as principal applicants, dependents, or in the interest of family unity, pursuant to regulation or USCIS policy. (Recommendation 3)

Agency: Department of Homeland Security: United States Citizenship and Immigration Services
Status: Open

Comments: In commenting on a draft of our report, DHS reported that USCIS planned to explore ways to modify its case management system so that asylum officers can record whether an individual received a positive credible fear determination as a principal applicant, dependent, or in the interest of family unity. USCIS plans to make any appropriate changes to its case management system and train asylum officers on these changes by December 2020. As of August 2020, USCIS reported that the agency remains on track to complete this work as planned, provided staffing is not affected by USCIS budget issues. Having complete data in its case management system on all outcomes of credible fear screenings at family residential centers would better position USCIS to report on the scope of either the agency's policy for family members who are treated as dependents, pursuant to regulation, or USCIS's use of discretion in the interest of family unity.

Recommendation: The Director of USCIS should collect and analyze additional information on case delays, including specific reasons for delays and how long they last, that asylum officers may face when screening credible and reasonable fear cases. (Recommendation 4)

Agency: Department of Homeland Security: United States Citizenship and Immigration Services
Status: Open

Comments: In commenting on a draft of our report, DHS reported that USCIS will explore ways to collect additional information on credible and reasonable fear case delays in its case management system. USCIS plans to modify the system, as appropriate, to instruct users on the changes, and begin collecting and analyzing the information by December 31, 2020. As of August 2020, USCIS reported that the agency remains on track to accomplish this work by the end of calendar year 2020, provided staffing is not adversely affected by the on-going COVID-19 pandemic and USCIS budget issues. Collecting additional information in its automated case management system on case delays would provide USCIS with more readily available information and analyzing such data could help USCIS identify case delay reasons relevant in the current environment for officers conducting fear screenings and better position USCIS to mitigate the reasons for the delays and improve efficiency in case processing.

Recommendation: The Executive Assistant Administrator / Director of FAMS should identify and utilize a suitable system that provides information about air marshals' medical qualification status. (Recommendation 1)

Agency: Department of Homeland Security: Transportation Security Administration: Office of Law Enforcement - Federal Air Marshal Service
Status: Open

Comments: DHS concurred with this recommendation and in January 2020, DHS officials stated that FAMS is evaluating case management software to track this information and plans to pursue funding for this effort in fiscal year 2021.This action, if fully implemented, should address the intent of the recommendation. When we confirm what actions DHS has taken in response to this recommendation, we will provide updated information.

Recommendation: The Executive Assistant Administrator / Director of FAMS should develop and implement a plan to assess the health and fitness of the FAMS workforce as a whole, including trends over time. (Recommendation 2)

Agency: Department of Homeland Security: Transportation Security Administration: Office of Law Enforcement - Federal Air Marshal Service
Status: Open

Comments: DHS concurred with this recommendation and in January 2020, DHS officials stated that FAMS had established a team to develop a plan for assessing workforce health and wellness issues. Adopting and implementing a plan that assesses the health and fitness of the FAMS workforce as a whole, should address the intent of the recommendation. When we confirm what actions DHS has taken in response to this recommendation, we will provide updated information.

Recommendation: The Executive Assistant Administrator / Director of FAMS should identify and implement a means to monitor the extent to which air marshals' actual shifts and rest hours are consistent with scheduling guidelines. (Recommendation 3)

Agency: Department of Homeland Security: Transportation Security Administration: Office of Law Enforcement - Federal Air Marshal Service
Status: Open

Comments: DHS concurred with this recommendation and in January 2020, DHS officials stated that FAMS will begin tracking air marshals' actual hours and examine the extent to which air marshals' actual and scheduled hours vary. This information could be helpful, for example, in assessing air marshals' schedule predictability. However, to address the intent of this recommendation, FAMS would need to monitor the extent that air marshals' actual work and rest hours are consistent with FAMS's scheduling guidelines. When we confirm what actions DHS has taken in response to this recommendation, we will provide updated information.

Recommendation: The Executive Assistant Administrator / Director of FAMS should take steps to reaffirm and strengthen efforts to prevent discrimination by, for example, updating and following through on its 2012 action plan and renewing leadership commitment to the plan's goals. (Recommendation 6)

Agency: Department of Homeland Security: Transportation Security Administration: Office of Law Enforcement - Federal Air Marshal Service
Status: Open

Comments: DHS concurred with this recommendation and in January 2020, DHS officials stated that FAMS plans to review the goals of its 2012 action plan and develop steps to strengthen efforts to prevent discrimination. These actions, if fully implemented, should address the intent of the recommendation. When we confirm what actions DHS has taken in response to this recommendation, we will provide updated information.

Recommendation: The Associate Administrator for the Office of Disaster Assistance should identify and document risks associated with its disaster response and plans to mitigate these risks in its disaster planning documentation. (Recommendation 1)

Agency: Small Business Administration: Office of Disaster Assistance
Status: Open
Priority recommendation

Comments: SBA agreed with the recommendation. SBA noted that relevant agency offices would collaborate to identify and document known risks associated with SBA's disaster response and implement a risk-informed approach to its direct response and recovery operations.

Recommendation: The Associate Administrator for the Office of Disaster Assistance should identify the key elements of a disaster action plan and provide additional guidance to staff on how to incorporate these elements into future action plans. (Recommendation 2)

Agency: Small Business Administration: Office of Disaster Assistance
Status: Open
Priority recommendation

Comments: SBA agreed with the recommendation. SBA noted that the agency would develop the key elements of and templates for a disaster action plan, provide guidance to field operations centers, and update the agency's Disaster Preparedness and Recovery Plan.

Recommendation: The Associate Administrator for the Office of Disaster Assistance should update its outreach plan to include information on region-specific risks or challenges, such as those encountered after the 2017 hurricanes. (Recommendation 3)

Agency: Small Business Administration: Office of Disaster Assistance
Status: Open

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

Recommendation: The Associate Administrator for the Office of Disaster Assistance should establish metrics to measure the success of its outreach efforts during the response to a disaster. (Recommendation 4)

Agency: Small Business Administration: Office of Disaster Assistance
Status: Open

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

Recommendation: The Associate Administrator for the Office of Capital Access should evaluate the implementation of the Express Bridge Loan Pilot Program to determine why so few loans have been made and if any design changes may be warranted before the end of the pilot. Such an evaluation could include assessing SBA's outreach efforts and seeking feedback from lenders. (Recommendation 5)

Agency: Small Business Administration: Office of Disaster Assistance
Status: Open

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

Recommendation: The FEC, in consultation with DOJ, should review guidance addressing coordination with DOJ, to include the MOU, and once a quorum of commissioners is in place, update that guidance as appropriate based on the review. (Recommendation 1)

Agency: Federal Election Commission
Status: Open

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

Recommendation: The Attorney General, in consultation with the FEC, should review guidance addressing coordination with the FEC, to include the MOU, and once a quorum of commissioners is in place, update that guidance as appropriate based on the review. (Recommendation 2)

Agency: Department of Justice: Office of the Attorney General
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 State should take additional steps to identify diversity issues that could indicate potential barriers to equal opportunity in its workforce. For example, State could conduct additional analyses of workforce data and of employee groups' feedback. (Recommendation 1)

Agency: Department of State
Status: Open

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

Recommendation: The Director of the Secret Service should identify which types of investigations and activities best prepare special agents for protective responsibilities. (Recommendation 1)

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

Comments: The agency has submitted a 180-day letter describing actions it is planning to take in response to this recommendation.

Recommendation: The Director of the Secret Service should develop a framework to help ensure special agents have an opportunity to work, to the extent possible, investigations and activities that best prepare them for protection. (Recommendation 2)

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

Comments: The agency has submitted a 180-day letter describing actions it is planning to take in response to this recommendation.

Recommendation: The Director of the Secret Service should establish a documented process to ensure that Office of Investigations resources are aligned with priority criminal threats. The process should outline key information to be included in plans for addressing priority threats. (Recommendation 3)

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

Comments: The agency has submitted a 180-day letter describing actions it is planning to take in response to this recommendation.

Recommendation: The Director of the Secret Service should identify investigations that address priority criminal threats agencywide and collect data on the resources expended to investigate the threats. (Recommendation 4)

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

Comments: The agency has submitted a 180-day letter describing actions it is planning to take in response to this recommendation.

Recommendation: The Secretary of Defense should ensure that the Assistant Secretary of Defense for Health Affairs, in coordination with the military departments, collect consistent information on the replacement costs of military physicians and dentists and use this information to inform investment decisions in the package of incentives to recruit and retain military physicians and dentists. (Recommendation 1)

Agency: Department of Defense: Office of the Under Secretary for Personnel and Readiness: Defense Health Agency
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 coordination with the military departments, collect consistent information on current and historical retention data, to include data on the percentage of eligible physicians and dentists who accept retention bonuses, and use this information to inform investment decisions in the package of incentives to retain military physicians and dentists. (Recommendation 2)

Agency: Department of Defense: Office of the Under Secretary for Personnel and Readiness: Defense Health Agency
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 coordination with the military departments, collect consistent information on private sector civilian wages and use this information to help inform investment decisions in the package of incentives to recruit and retain military physicians and dentists. (Recommendation 3)

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

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

Recommendation: The Chair of the Securities and Exchange Commission should direct the Chief Operating Officer to develop and implement safeguards to better ensure transparency and fairness in SEC's new performance incentive bonus program. Such safeguards could include multiple levels of review of performance ratings and pay decisions and publishing aggregate data on the results of the performance cycle that allow employees to compare results across various groups within the agency while protecting the confidentiality of individual ratings and pay decisions. (Recommendation 1)

Agency: United States Securities and Exchange Commission
Status: Open
Priority recommendation

Comments: SEC stated that it concurred with, and plans to implement, our recommendation. In August 2020, SEC officials stated that they were continuing to design the performance incentive bonus program's framework and in the process of acquiring consultative services to assist in validating that its design, communication strategy, and operating practices reflect leading practice and support achieving desired outcomes. We will continue to monitor SEC's progress in ensuring transparency and fairness in its performance incentive bonus program.

Recommendation: The Deputy Director for Management of OMB, in conjunction with the PMPC, should develop program and project management standards to include (1) a minimum threshold for determining the extent to which agencies have met the standards, (2) how standards apply differently at the program and project levels, (3) how standards are interrelated to work in a synchronized way, and (4) how standards should be applied across the life cycle of a program or project. (Recommendation 1)

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

Comments: Awaiting 180-day letter.

Recommendation: The Deputy Director for Management of OMB, in conjunction with the PMPC, should create a governance structure to further develop and maintain program and project management standards that fully aligns with key practices for governance structures. (Recommendation 2)

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

Comments: Awaiting 180-day letter.

Recommendation: The Deputy Director for Management of OMB should, when expanding PMIAA to additional program types, design pilot efforts to follow leading practices so that OMB can optimize its efforts to improve and broaden portfolio reviews across a full range of program types. (Recommendation 3)

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

Comments: Awaiting 180-day letter.

Recommendation: The Deputy Director for Management of OMB should communicate program areas and timeframes, and expectations pertinent to annual program portfolio reviews, to be reviewed in future program portfolio reviews. (Recommendation 4)

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

Comments: Awaiting 180-day letter.

Recommendation: The Deputy Director for Management of OMB should clarify for agencies how the different definitions of a "program" relate to each other in OMB guidance. (Recommendation 5)

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

Comments: We added this recommendation as a priority in our OMB priority recommendation letter in April 2020. We recommended that OMB clarify for agencies how different definitions of a "program" relate to each other in OMB guidance. Clarifying the definitions could help agencies and OMB increase transparency and identify synergies across related laws, such as GPRAMA and the Program Management Improvement Accountability Act of 2016.

Recommendation: The Deputy Director for Management of OMB should convene trilateral meetings between OMB, relevant agencies, and us for addressing all high-risk areas during each two-year high-risk cycle (Recommendation 6).

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

Comments: We added this recommendation as a priority in our OMB priority recommendation letter in April 2020. OMB should convene trilateral meetings between OMB, relevant agencies, and us for addressing all areas on our High Risk List during each two-year high-risk cycle. Doing so would better position OMB to enhance the leadership commitment needed to make greater progress on high-risk areas. Meetings with senior OMB and agency officials on individual high-risk areas have proven in the past to be helpful to making progress. These meetings would also help OMB meet statutory requirements to conduct portfolio reviews of programs on GAO's high-risk list.

Recommendation: The Deputy Director for Management of OMB, in conjunction with PMPC, should ensure PMPC meeting agendas include time for discussing high-risk areas during meetings and provide time for the PMPC to make recommendations to OMB about addressing high-risk areas. (Recommendation 7)

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

Comments: Awaiting 180-day letter.

Recommendation: The Deputy Director for Management of OMB, in conjunction with PMPC, should establish measures to assess outcomes of PMIAA, such as establishing a baseline of information on programs or collecting trend data. (Recommendation 8)

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

Comments: Awaiting 180-day letter.

Recommendation: The Secretary of Agriculture should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 1)

Agency: Department of Agriculture
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 Education should ensure that the agency fully implements each of the seven key IT workforce planning activities it did not fully implement. (Recommendation 2)

Agency: Department of Education
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 Energy should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 3)

Agency: Department of Energy
Status: Open

Comments: In July 2020, the department reported actions it had taken to fully implement the activities associated with assessing competencies and needs regularly; assessing gaps in competencies and staffing; monitoring the agency's progress in addressing competency and staffing gaps; and reporting to agency leadership on progress in addressing competency and staffing gaps. The department also reported actions it had taken to address the remaining four activities and provided estimated time frames for fully implementing them. As of August 2020, we were following up with the department to obtain supporting documentation for the activities it claimed it had fully implemented and status updates for the remaining activities.

Recommendation: The Secretary of Homeland Security should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 4)

Agency: Department of Homeland Security
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 Housing and Urban Development should ensure that the agency fully implements each of the seven key IT workforce planning activities it did not fully implement. (Recommendation 5)

Agency: Department of Housing and Urban Development
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 Interior should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 6)

Agency: Department of the Interior
Status: Open

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

Recommendation: The Attorney General should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 7)

Agency: Department of Justice
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 Labor should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 8)

Agency: Department of Labor
Status: Open

Comments: In December 2019, Labor officials provided additional documentation on actions taken to address the recommendation. We plan to review the documentation, and when we confirm what actions the agency has taken, we will provide updated information.

Recommendation: The Secretary of State should ensure that the agency fully implements each of the seven key IT workforce planning activities it did not fully implement. (Recommendation 9)

Agency: Department of State
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 Veterans Affairs should ensure that the agency fully implements each of the five key IT workforce planning activities it did not fully implement. (Recommendation 10)

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 Administrator of the Environmental Protection Agency should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 11)

Agency: Environmental Protection Agency
Status: Open

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

Recommendation: The Administrator of the General Services Administration should ensure that the agency fully implements each of the seven key IT workforce planning activities it did not fully implement. (Recommendation 12)

Agency: General Services Administration
Status: Open

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

Recommendation: The Director of the National Science Foundation should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 13)

Agency: National Science Foundation
Status: Open

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

Recommendation: The Chairman of the Nuclear Regulatory Commission should ensure that the agency fully implements each of the seven key IT workforce planning activities it did not fully implement. (Recommendation 14)

Agency: Nuclear Regulatory Commission
Status: Open

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

Recommendation: The Director of the Office of Personnel Management should ensure that the agency fully implements each of the eight key IT workforce planning activities it did not fully implement. (Recommendation 15)

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: In December 2019, OPM stated that it had partnered with the General Services Administration's IT Modernization Center of Excellence to assess the current state of its IT workforce planning activities, but had not yet implemented any of the eight key planning activities we recommended. We will continue to monitor OPM's efforts to implement the recommendation.

Recommendation: The Administrator of the Small Business Administration should ensure that the agency fully implements each of the seven key IT workforce planning activities it did not fully implement. (Recommendation 16)

Agency: Small Business Administration
Status: Open

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

Recommendation: The Commissioner of the Social Security Administration should ensure that the agency fully implements each of the five key IT workforce planning activities it did not fully implement. (Recommendation 17)

Agency: Social Security Administration
Status: Open

Comments: In November 2019, Social Security Administration officials provided the agency's recently issued IT workforce strategy for fiscal year 2019 to fiscal year 2022. We plan to review the strategy, and when we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Recommendation: The Administrator of the U.S. Agency for International Development should ensure that the agency fully implements each of the seven key IT workforce planning activities it did not fully implement. (Recommendation 18)

Agency: United States Agency for International Development
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 Veterans Affairs should develop a department-wide succession plan for leadership and mission-critical occupations that incorporates key leading practices for succession planning. (Recommendation 1)

Agency: Department of Veterans Affairs
Status: Open

Comments: As of April 2020, VA reported that it is developing a department-wide succession plan for leadership positions and mission-critical occupations. VA estimated it would complete this plan by September 30, 2020. When VA provides us a copy of the completed plan, we will provide updated information.

Recommendation: The Under Secretary for Health should incorporate key leading practices into VHA's succession planning processes, including monitoring and evaluating VHA's succession planning. (Recommendation 2)

Agency: Department of Veterans Affairs: Veterans Health Administration
Status: Open

Comments: As of April 2020, VHA reported that it is developing guidance and metrics, developing a process to assess field-based succession planning actions, and incorporating evaluations and updates of implementation strategies into its succession plan. VHA also indicated that it is developing a new VHA Executive Succession Plan. VHA plans to complete these actions by December 2021. When we receive VHA's updated plans and guidance, we will provide updated information.

Recommendation: The Under Secretary for Benefits should develop a succession planning process for all leadership positions and incorporate key leading practices into VBA's succession planning for leadership positions and mission-critical occupations. These practices include aligning the plans with strategic goals, identifying strategies to close workforce gaps, and monitoring and evaluating VBA's succession planning. (Recommendation 3)

Agency: Department of Veterans Affairs: Veterans Benefits Administration
Status: Open

Comments: As of April 2020, VBA reported that it is developing succession plans that align with VBA's strategic goals and identify succession planning strategies. VBA also indicated that it plans to review, assess, and update the plans annually. According to VBA, its plans will cover mission-critical occupations as well as leadership positions within those mission-critical occupations. However, VBA stated that VA's Corporate Senior Executive Management Office (CSEMO) is responsible for planning related to VBA's senior executives and that VBA will coordinate with CSEMO on succession planning for senior executives. To implement our recommendation, VBA will need to demonstrate that VBA, or CSEMO in coordination with VBA, has developed succession planning processes that cover all leadership positions (including senior executives) and mission-critical occupations. VBA expects to complete its succession plans by September 30, 2020. When we receive VBA's completed plans, we will provide updated information.

Recommendation: The Secretary of Veterans Affairs should update VA's 2003 directive on workforce and succession planning to incorporate relevant legal requirements, including Office of Personnel Management strategic human capital management regulation requirements. (Recommendation 4)

Agency: Department of Veterans Affairs
Status: Open

Comments: As of April 2020, VA reported that its updated directive is going through the Department's internal review and concurrence process. VA estimated it would complete the directive by July 31, 2020. When VA provides us a copy of the directive, we will provide updated information.

Recommendation: The Secretary of the VA should direct the Under Secretary for Health to collect complete staffing data for the Family Caregiver Program that includes Caregiver Support Program Office funded staff, VAMC funded staff, and staff that assist the program as a collateral duty at each VAMC. (Recommendation 1)

Agency: Department of Veterans Affairs
Status: Open

Comments: VA concurred with this recommendation. The Veterans Health Administration (VHA) has reported that the Caregiver Support Program Office had identified a solution for identifying VHA Family Caregiver Program staff in the Human Resource (HR) Smart system. VHA reported that current full- and part-time employees funded by the Caregiver Support Program Office will be identified with a specific specialty code in HR Smart. However, as of April 2020, this capability was not yet available in HR Smart and staffing for the program continued to be manually updated and tracked. Further, the proposed use of HR Smart will still not result in complete information that the Caregiver Support Program Office can use to track all staff who support the program because according to VHA, staff that assist the program as a collateral duty and VAMC-funded staff who support the program will not be tracked through HR Smart. As of July 2020, this recommendation remains open pending further updates from VHA.

Recommendation: The Secretary of the VA should direct the Under Secretary for Health to establish a process to ensure that the Family Caregiver Program staffing data that are collected and reported to the Caregiver Support Program Office are accurate. (Recommendation 2)

Agency: Department of Veterans Affairs
Status: Open

Comments: VHA concurred with this recommendation. In February 2020, the Veterans Health Administration (VHA) reported that the Caregiver Support Program Office had identified a solution for identifying full-time VHA Family Caregiver Program staff in the Human Resource (HR) Smart system through the use of a specific specialty code. VHA reported that once implemented, the use of the HR SMART specialty code would provide more accurate information regarding staffing. In April 2020, VHA stated that were would also be a static field called "position skill type" that would track positions with a skill type category of caregiver and that Veterans Integrated Service Network (VISN) leads for the Family Caregiver Program would use this field to cross check the new specialty code and identify and correct any reporting inconsistencies. As of July 2020, this recommendation remains open pending further updates from VHA.

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 Secretary of the Army should ensure that the Deputy Chief of Staff, G-3/5/7 assess the risk associated with staffing, equipping, and training of new units that it plans to activate in an accelerated manner for the purposes of conducting multi-domain operations, taking into consideration the assessments performed on the first activated ICEWS battalion and the 915th Cyber Warfare Support Battalion. (Recommendation 3)

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

Comments: The Army concurred with this recommendation. In its February 2020 corrective action plan, the Army indicated that it will conduct a FIFA or similar risk assessment in accordance with its policy and procedures before activating any new units for MDO employment. The Army has indicated that it plans to create additional units in support of multi-domain operations in coming years, so we will continue to monitor.

Recommendation: The Secretary of Homeland Security should develop performance metrics for the department's EEO program including a mechanism for tracking progress towards eliminating barriers. (Recommendation 1)

Agency: Department of Homeland Security
Status: Open

Comments: On August 18, 2020, DHS informed us that the work it is undertaking to respond to this recommendation is ongoing.

Recommendation: DHS component EEO Directors, in consultation with the Deputy Officer for EEO and Diversity, should develop policies and procedures to help ensure that their component EEO programs have action plans for addressing deficiencies in their Management Directive 715 (MD-715) reports. (Recommendation 2)

Agency: Department of Homeland Security
Status: Open

Comments: On May 11, 2020, DHS provided GAO with copies of standard operating procedures for addressing EEO program deficiencies for seven out of eight operational components as well as DHS headquarters. Each of the components' standard operating procedures require that action plans are in place to address any outstanding EEO program deficiencies.

Recommendation: The Deputy Officer for EEO and Diversity should develop a formal staffing model for its EEO program. (Recommendation 3)

Agency: Department of Homeland Security
Status: Open

Comments: On August 18, 2020, DHS informed us that the work it is undertaking to respond to this recommendation is ongoing.

Recommendation: DHS component EEO Directors, in collaboration with the Deputy Officer for EEO and Diversity, should develop component formal staffing models. (Recommendation 4)

Agency: Department of Homeland Security
Status: Open

Comments: On August 18, 2020, DHS informed us that the work it is undertaking to respond to this recommendation is ongoing.

Recommendation: The Secretary of Homeland Security—in consultation with the Office for Civil Rights and Civil Liberties (CRCL) and EEOC, and other agencies and components, as relevant—should analyze options for granting additional authorities to the Deputy Officer for EEO and Diversity to ensure DHS components comply with MD-715 guidance, including the authority of the Deputy Officer for EEO and Diversity to certify components' MD-715 reports. (Recommendation 6)

Agency: Department of Homeland Security
Status: Open

Comments: On August 18, 2020, DHS informed us that the work it is undertaking to respond to this recommendation is ongoing.

Recommendation: The Secretary of Homeland Security should ensure that the fiscal year 2019 plan includes the statutorily required elements or discloses why any element was not included in the plan. (Recommendation 1)

Agency: Department of Homeland Security
Status: Open

Comments: DHS agreed with our recommendation and in August 2020, DHS issued the Fiscal Year 2019-2020 Border Security Improvement Plan. The plan includes a description and the status for satisfying of each of the 11 statutorily required elements. GAO has on-going work to review the plan.

Recommendation: The Chief of Border Patrol should develop and implement performance measures to assess its effectiveness at securing the northern border between ports of entry (Recommendation 1).

Agency: Department of Homeland Security: United States Customs and Border Protection: Office of the Commissioner: U.S. Border Patrol
Status: Open

Comments: Border Patrol concurred with this recommendation and in an April 2020 update and stated that it is developing new northern border security metrics. Border Patrol is in the process of evaluating them and coordinating with subject matter experts to ensure they are valid. We will continue to monitor Border Patrol's ongoing efforts.

Recommendation: The Executive Assistant Commissioner of AMO should develop and implement performance measures to assess its effectiveness at securing the northern border between ports of entry in the air and maritime environments (Recommendation 2).

Agency: Department of Homeland Security: United States Customs and Border Protection: Air and Marine Operations
Status: Open

Comments: AMO concurred with this recommendation and in a July 2020 update, stated that it has developed preliminary performance measures and established a working group to assess their effectiveness. According to AMO, they remain on track to implement the performance measures and report on them beginning in fiscal year 2022. We will continue to monitor AMO's efforts.

Recommendation: The Under Secretary for Health should develop a process to assess the overall performance of VISNs in managing and overseeing medical centers. (Recommendation 1)

Agency: Department of Veterans Affairs: Office of the Under Secretary for Health
Status: Open

Comments: VHA concurred with our recommendation. In December 2019, VHA reported efforts to modernize its governance structure with a newly created VHA Governance Board. In February 2020, VHA reported additional efforts to charter governance councils to support the VHA Governance Board and work continues to develop these councils and responsibilities, with a target completion date of September 2020. For closure, VHA will need to provide documentation that shows the process developed to assess the overall performance of VISNs in managing medical centers. Providing documentation explaining how these governance structures plan to assess overall VISN performance, including any metrics or tools that would be used as a part of this process, would be useful in determining if this recommendation can be considered for closure.

Recommendation: The Under Secretary for Health should establish a comprehensive policy that clearly defines VISN roles and responsibilities for managing and overseeing medical centers. (Recommendation 2)

Agency: Department of Veterans Affairs: Office of the Under Secretary for Health
Status: Open
Priority recommendation

Comments: VHA concurred in principle with our recommendation. In December 2019, VHA told us they were working to streamline reporting structures at all levels, focusing on governance and workflow, including defining consistent levels of authority. In February 2020, VHA told us they were realigning Central Office in addition to making changes to the governance structure to support clarity of roles and responsibilities. VHA plans to crosswalk existing policies to the new structure and organizations, with a target completion date of September 2020. Following completion of VHA's efforts to streamline Central Office and ensure reporting structures are in place, VHA will need to provide policy documentation that clearly outlines VISN roles and responsibilities, including how these governance structures plan to define the VISN's roles and responsibilities. While governance and reporting structures are a first step, it is important for roles and responsibilities to be clearly outlined in a policy vehicle, as VHA requires the use of policy to assign responsibilities for executing a course of action to individuals or groups.

Recommendation: The Under Secretary for Health should establish a process to routinely oversee VISN staffing, to include ensuring VISNs are consistent with VHA's standardized VISN staffing levels and positions, and documenting the rationale for approving staffing that does not adhere to VHA's standardized approach. (Recommendation 3)

Agency: Department of Veterans Affairs: Office of the Under Secretary for Health
Status: Open

Comments: VHA concurred with our recommendation. In December 2019, VHA reported its office for Manpower Management began reviewing changes to VISN organizational structure and positions. In February 2020, VHA provided GAO with the guidance for VISN staffing and a draft Manpower Management directive, with target completion date of May 2020 for approval. For closure, VHA should provide the approved VA Directive 5010 documentation outlining the process developed to routinely oversee VISN staffing, including efforts by the DUSHOM in partnership with Workforce Management and Consulting and Manpower and Management, such as policy directives, organizational charts, amongst others.

Recommendation: The Associate Administrator of AST should develop workload metrics that encompass the whole office and that would allow AST to determine an appropriate workforce size and composition. (Recommendation 1)

Agency: Department of Transportation: Federal Aviation Administration
Status: Open

Comments: As of July 2020, AST has developed an initial set of metrics for the office's workload and is working with the Federal Aviation Administration's Office of Labor Analysis to enhance and validate the metrics.

Recommendation: The Associate Administrator of AST should establish a timeline for finalizing workload projections that extend beyond the 2-year budget cycle and that include an approach for addressing uncertainty. (Recommendation 2)

Agency: Department of Transportation: Federal Aviation Administration
Status: Open

Comments: As of July 2020, AST said that it has extended the projection period of the staffing model to five years and that it is working with the Federal Aviation Administration's Office of Labor Analysis to validate the extended projections and to include an approach to address uncertainty.

Recommendation: The Associate Administrator of AST should ensure that its skills assessment survey collects information from staff on skills and competencies in those areas that are both currently needed and may be needed in the future. (Recommendation 3)

Agency: Department of Transportation: Federal Aviation Administration
Status: Open

Comments: In May 2020, AST provided documentation showing that in November and December 2019, AST administered surveys to engineering staff and supervisors to assess the skills of engineering staff in specific competency areas that are needed to successfully perform their jobs. The documentation provided also showed that the surveys asked engineering staff and supervisors about the skills they believed AST would need in the future.

Recommendation: The Associate Administrator of AST should develop and document a plan for periodically assessing whether staff possess the necessary skills and competencies to achieve programmatic goals, such as annually administering a skills assessment survey. (Recommendation 4)

Agency: Department of Transportation: Federal Aviation Administration
Status: Open

Comments: In July 2020, AST officials told us they plan to assess employee skills and competencies on a 3-year cycle and that they will establish a process to do so by the end of 2020. We will continue to monitor AST's progress in implementing this recommendation.

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 Associate Director of OPM's Retirement Services, working in coordination with the Chief Information Officer, should develop, document, and implement a Retirement Services IT modernization plan for initial project phases that is consistent with key aspects of IT project management, such as determining objectives, costs, and time frames for each initial phase. (Recommendation 1)

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM partially concurred with the recommendation. OPM stated that it has established initial high-level funding estimates for each of its five key IT initiatives. OPM cited that its ability to implement the modernization plan depends on the availability of funding and coordination with the agency's top leadership. In December 2019, OPM stated that it was evaluating what corrective actions it plans to take. In April 2020, GAO contacted OPM about the status of this recommendation and we are awaiting a response.

Recommendation: The Associate Director of OPM's Retirement Services should adopt management practices to enhance the use of performance information on processing timeliness to inform how OPM manages operations, identifies problem areas, and allocates resources. For example, OPM could enhance use of performance measures at the operational level or establish a timeliness performance goal for reviewing disability retirement eligibility. (Recommendation 2)

Agency: Office of Personnel Management
Status: Open

Comments: OPM partially concurred with the recommendation and responded that it measures overtime spending, reviews daily work level in each work unit, and assesses employee productivity in these units. Collecting and reviewing such operational-level data contributes to monitoring efforts; however the recommendation emphasizes the importance of using performance information to better manage operations to align with organizational goals. In April 2020, GAO contacted OPM about the status of this recommendation and we are awaiting a response.

Recommendation: The Associate Director of OPM's Retirement Services should provide explanatory information, such as the range of processing times and the exclusion of disability retirement eligibility determinations, as part of the performance measure on processing timeliness. (Recommendation 3)

Agency: Office of Personnel Management
Status: Open

Comments: OPM partially concurred with the recommendation. OPM agreed to add an explanation about disability retirement eligibility determinations to its public reports. OPM disagreed that reporting data on the range of processing times would be beneficial because, according to OPM, it provides processing information through other means, such as through applicants' online accounts and agency benefit officers. OPM also acknowledged that it already collects and shares such data. In April 2020, GAO contacted OPM about the status of this recommendation and we are awaiting a response.

Recommendation: The Associate Director of OPM's Retirement Services should develop and implement policies and procedures for assessing strategies intended to improve processing times, including collecting and improving data needed to support those strategies, such as collecting better productivity data or staffing data and linking them to processing outcomes. (Recommendation 4)

Agency: Office of Personnel Management
Status: Open

Comments: OPM partially concurred with the recommendation. OPM stated that a new case management system could provide better productivity and staffing data with which to assess effectiveness, but is dependent on funding and IT support. In April 2020, GAO contacted OPM about the status of this recommendation and we are awaiting a response.

Recommendation: The Associate Director of OPM's Retirement Services should examine its process for assessing its assistance to agencies on retirement applications. For example, OPM could incorporate into its assessment process more agency feedback or documentation of assessment results, which could improve its partnership with agencies to strengthen the assistance provided. (Recommendation 5)

Agency: Office of Personnel Management
Status: Open

Comments: OPM concurred with the recommendation. In April 2020, GAO contacted OPM about the status of this recommendation and we are awaiting a response.

Recommendation: The Associate Director of OPM's Retirement Services should work with agencies to determine if there are cost-effective ways to make the retirement application error report that it sends to agencies more user-friendly. For example, explore whether there are cost-effective ways to provide the error report in a format that could be manipulated (e.g., Excel spreadsheet), or to include additional information, such as incorporating disability retirement applications or providing clearer descriptions of errors or trend data, some of which OPM already collects. (Recommendation 6)

Agency: Office of Personnel Management
Status: Open

Comments: OPM partially concurred with the recommendation. OPM stated that it will explore using MS Excel spreadsheets and incorporating clearer descriptions of errors and data trends. OPM also stated that collecting disability application error information is not an inexpensive or simple process change. In April 2020, GAO contacted OPM about the status of this recommendation and we are awaiting a response.

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 Secretary of Defense should ensure that the Assistant Secretary of Defense for the Special Operations and Low-Intensity Conflict updates existing guidance or develops new guidance to clarify the roles and responsibilities of the Assistant Secretary of Defense for SO/LIC and relationships with DOD components that have vested interests in the SOF enterprise—such as the military services, SOCOM, the Under Secretary of Defense for Personnel and Readiness, and the Under Secretary of Defense for Policy. (Recommendation 2)

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with GAO's May 2019 recommendation that ASD-SO/LIC update existing guidance or develop new guidance to clarify the roles and responsibilities of ASD-SO/LIC and relationships with DOD components that have vested interests in the SOF enterprise-such as the military services and SOCOM to name a few. In September 2020, ASD-SO/LIC officials stated that DOD is in the process of revising guidance that would help clarify ASD- SO/LIC's roles and responsibilities. DOD estimated that this will not be completed until January 2025.

Recommendation: Congress should consider requiring Ginnie Mae to evaluate the adequacy of its current guaranty fee for single-family mortgage-backed securities and report to Congress with recommendations, if any, on revising the fee, such as by adopting standards under which the fee should be determined. (Matter for Consideration 1)

Agency: Congress
Status: Open

Comments: As of September 2020, Congress had not enacted legislation to require Ginnie Mae to evaluate the adequacy of its current guaranty fee for single-family mortgage-backed securities and report to Congress with recommendations.

Recommendation: Congress should consider requiring Ginnie Mae to evaluate its reliance on contractors and report to Congress on how it would use fee revenue available to hire contractors to also hire in-house staff. (Matter for Consideration 2)

Agency: Congress
Status: Open

Comments: As of September 2020, Congress had not enacted legislation to require Ginnie Mae to evaluate its reliance on contractors and report to Congress on its findings.

Recommendation: Congress should consider requiring Ginnie Mae to provide a report on how it would use greater flexibility or broader authority to set the compensation of its in-house staff. (Matter for Consideration 3)

Agency: Congress
Status: Open

Comments: As of September 2020, Congress has not enacted legislation to require Ginnie Mae to report on how it would use greater flexibility or broader authority to set the compensation of its in-house staff.

Recommendation: Congress should consider reforms to Ginnie Mae's oversight structure that can help address its increasing risks. (Matter for Consideration 4)

Agency: Congress
Status: Open

Comments: As of September 2020, Congress has not enacted legislation that considers reforms to Ginnie Mae's oversight structure that can help address its increasing risks.

Recommendation: The Chief Risk Officer of Ginnie Mae should periodically conduct an actuarial or similar analysis that includes a stress test to evaluate the extent to which the current level of the guaranty fee for single-family MBS provides Ginnie Mae with sufficient reserves to cover potential losses under different economic scenarios. (Recommendation 1)

Agency: Department of Housing and Urban Development: Government National Mortgage Association (Ginnie Mae)
Status: Open
Priority recommendation

Comments: Ginnie Mae (HUD) agreed with this recommendation. As of September 2020, Ginnie Mae took steps to address this recommendation. First, according to its 2020 budget justification, Ginnie Mae has concluded that it would be advantageous to have the authority to administratively adjust its guarantee fee and requested that the permissible guarantee fee be established within a range. Upon receipt of this authority, Ginnie Mae would then establish an administrative process through which an adjustment could be made. Second, Ginnie Mae has developed a stress test framework and solicited public comment. According to officials, by early 2021, Ginnie Mae plans to have its contractor develop an economic model to explore the current level of the guaranty fee under different economic scenarios including variations in issuer types and across Ginnie Mae programs. To fully implement this recommendation, Ginnie Mae needs to follow through on this effort and provide additional detail on changes to the existing models and its plan to periodically conduct this analysis. We will continue to monitor Ginnie Mae's progress in implementing our recommendation.

Recommendation: The Senior Vice President of Ginnie Mae's Office of Management Operations should analyze the costs of using contractors for its operations and develop a plan to determine the optimal mix of contractor or in-house staff for operations. (Recommendation 2)

Agency: Department of Housing and Urban Development: Government National Mortgage Association (Ginnie Mae)
Status: Open
Priority recommendation

Comments: Ginnie Mae (HUD) agreed with this recommendation. As of September 2020, Ginnie Mae said it procured a contractor to do this analysis on their behalf at the end of fiscal year 2020. Officials expected the cost analysis to commence in early 2021. To fully implement this recommendation, Ginnie Mae should ensure the analysis and plan are completed. We will continue to monitor Ginnie Mae's progress in implementing our recommendation.

Recommendation: The Senior Vice President of Ginnie Mae's Office of Management Operations should assess its contract administration options to determine the most efficient and effective use of funds. (Recommendation 3)

Agency: Department of Housing and Urban Development: Government National Mortgage Association (Ginnie Mae)
Status: Open
Priority recommendation

Comments: Ginnie Mae (HUD) agreed with this recommendation. As of October 2020, Ginnie Mae stated it assesses procurement approaches on a per contract basis on whether to administer a contract within HUD or outsource the contract administration. However, GAO recommends Ginnie Mae comprehensively evaluate whether the outsourcing of its contract administration has met its intended purposes and is the most efficient and effective use of funds. In order to implement this recommendation, Ginnie Mae should reevaluate its decision to use an external provider.

Recommendation: The Chief Financial Officer of Ginnie Mae and Senior Vice President of Ginnie Mae's Office of Management Operations should finalize efforts to assess the costs and benefits of options to revise its compensation structure within current authority and submit proposals, if warranted, to HUD for review and consideration. (Recommendation 4)

Agency: Department of Housing and Urban Development: Government National Mortgage Association (Ginnie Mae)
Status: Open
Priority recommendation

Comments: Ginnie Mae (HUD) agreed with this recommendation. As of September 2020, Ginnie Mae has taken steps to assess options to revise its compensation structure. More specifically, according to Ginnie Mae, in the development of its fiscal year 2020 budget request, Ginnie requested authority to develop alternative pay options, such as premium pay, pay bands and critical pay. In August 2020, Ginnie Mae was given authority to proceed with implementing critical pay by the Office of Personnel Management. Critical Pay authority permits an agency to set a higher rate of basic pay than would otherwise be payable for a position that requires expertise of an extremely high level in a scientific, technical, professional, or administrative field and is critical to the successful accomplishment of an important mission. As of September 2020, Ginnie Mae is working with HUD on developing an implementation plan to implement critical pay within its Office of Enterprise Risk. In addition, Ginne Mae is working with OMB to ensure program execution and outcomes are aligned between the agencies. We will continue to monitor Ginnie Mae's progress in implementing our recommendation.

Recommendation: The Commissioner of the IRS should fully implement the workforce planning initiative, including taking the following actions: (1) conducting enterprise strategy and planning, (2) conducting workforce analysis, (3) creating a workforce plan, (4) implementing the workforce plan, and (5) monitoring and evaluating the results. (Recommendation 1)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open
Priority recommendation

Comments: IRS agreed with this recommendation. As of February 2020, the Internal Revenue Service (IRS) reported it has hired or made final offers to new members of its Workforce Planning branch that will help implement the Workforce Planning initiative. According to IRS, the agency is updating its workforce planning policy, and will establish a workforce plan including an enterprise strategy and initiate related workforce analysis by December 2020. By December 2021, IRS expects to implement the workforce plan and a process to monitor and evaluate the results of the workforce plan. Full implementation of a workforce plan that provides a comprehensive inventory of its current workforce will allow IRS to develop competency and staffing requirements to conduct agency-wide activities associated with identifying and addressing skills gaps.

Recommendation: The Secretary of the Treasury should issue clarifying guidance to IRS about the Integrated Talent Management system, including when the workforce planning and talent management modules will be deployed and available for IRS's use, the functions it will include, and how IRS's existing systems and processes within business divisions and program offices will be affected. (Recommendation 2)

Agency: Department of the Treasury
Status: Open

Comments: Treasury agreed with the recommendation. Treasury stated that it has taken actions to ensure that IRS and all Treasury bureaus have a clear understanding of when the ITM workforce planning module will be available and how it will be used. Treasury stated that they conducted a Workforce Planning offsite in May 2019 to (1) ensure a common understanding of the workforce planning process as it relates to ITM; 2) document the process in preparation of utilizing ITM; and 3) agree on how the agency will accomplish workforce planning in ITM. According to Treasury, goals 1 and 2 were achieved during the offsite and the workforce planning community continues to work on the third goal. Treasury expects to complete the discussion on how to accomplish workforce planning in ITM by the end of calendar year 2019. Treasury's Offices of the Chief Human Capital Officer and the Chief Information Officer are responsible for ensuring effective communication and training are completed as each ITM module is implemented. We will continue to monitor Treasury's progress in implementing this recommendation.

Recommendation: The Commissioner of IRS should ensure the Human Capital Officer improves reporting for its workforce planning initiative in its bi-monthly HRstat information submissions to Treasury. The submissions should include the original implementation schedule, changes to the original schedule, delays in implementation and each of their causes, and IRS's strategy to address the causes of those delays. (Recommendation 3)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: IRS agrees with this recommendation. In its recommendation status letter to us, IRS wrote that they will include workforce planning in their bi-monthly HRstat information submissions to Treasury, and will have an approved implementation schedule for the workforce planning initiative by December 2019. IRS identified the Human Capital Officer as the responsible official for addressing this recommendation. We will continue to monitor IRS's progress in implementing this recommendation.

Recommendation: The Commissioner of IRS should ensure the Human Capital Officer and Deputy Commissioner for Services and Enforcement report the results of efforts to close skills gaps among revenue agents, including lessons learned, that may help inform strategies for conducting skills gap assessment efforts for other mission critical occupations. (Recommendation 4)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: IRS agrees with this recommendation. In its recommendation status letter to us, IRS provided a timetable for implementation. By January 2021, IRS will initiate use of Integrated Talent Management's (ITM) capability to enable workforce planning and analytics. They are still working through requirements and the implementation plan for using this system. By December 2021, IRS will report the results of efforts to close skills gaps among revenue agents, including lessons learned on an annual basis over the next three fiscal years. IRS identified the Human Capital Officer and Deputy Commissioner for Services and Enforcement as the officials responsible for addressing this recommendation. In our 2019 Duplication, Overlap, and Fragmentation report, we determined implementing this recommendation is needed to address IRS's fragmented human capital activities to improve its strategic workforce planning so it can better meet challenges to achieving its mission. We will continue to monitor IRS's progress in implementing this recommendation.

Recommendation: The Commissioner of IRS should ensure the Human Capital Officer and Deputy Commissioner for Services and Enforcement collaborate to develop a work plan or other mechanism that prioritizes and schedules skills assessments for mission critical occupations at highest risk of skills gaps, such as those identified by Treasury or where key activities have been scaled back, for the purposes of developing a strategy to close the gaps. (Recommendation 5)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open
Priority recommendation

Comments: IRS agreed with the recommendation. As of February 2020, IRS reported that it expects to fully implement this action by June 15, 2020. IRS reported that full implementation of related actions has been delayed due to limited resources. To date, the IRS Human Capital Officer has (1) identified mission critical occupations (MCOs), (2) collaborated with the Employment, Talent and Security (ETS) Division to develop an implementation schedule for the assessments, (3) obtained the Worklife Benefits and Performance Division and ETS Division Directors' approval of the implementation schedule, and (4) published and distributed the schedule. Going forward, the IRS Human Capital Office will coordinate with the Chief Financial Office and the Deputy Commissioner for Services and Enforcement in developing a work plan or other mechanism that prioritizes and schedules skills assessments for mission critical occupations. IRS will also validate its list of 22 positions established in coordination with Treasury. A work plan for addressing MCOs and skills gaps could help IRS identify and close skills gaps on a timely basis. Without such a plan, IRS risks continuing to scale back on mission-critical activities, adding to the existing fragmentation of its human capital planning efforts.

Recommendation: Congress should consider legislation requiring comprehensive and timely information on political appointees serving in the executive branch to be collected and made publicly accessible. (Matter for Consideration 1)

Agency: Congress
Status: Open

Comments: As of April 2020, no bills have been introduced related to this matter. When we determine what steps the Congress has taken, we will provide updated information.

Recommendation: The Administrator of the Small Business Administration should implement procedures to track and verify that required employees complete initial ethics training and that completion of this training is documented. (Recommendation 1)

Agency: Small Business Administration
Status: Open

Comments: SBA officials provided documentation, including internal operating procedures for certifying and tracking initial ethics training, to support that they have taken initial steps to address our recommendation. In a letter dated September 13, 2019, SBA's Designated Agency Ethics Official stated that, since February 2019, SBA has used those procedures to document the provision of initial ethics training to political appointees. In that letter, SBA stated that it planned to provide additional documentation to GAO to support this action. When we receive this documentation, we will assess the implementation of SBA;s new procedures to confirm that, in operation, these procedures meet the intent of our recommendation.

Recommendation: The Secretary of the Interior should direct the Departmental Ethics Office, in conjunction with the Chief Human Capital Officer, to develop, document, and implement a strategic workforce planning process that aligns with its ongoing departmental reorganization and that is tailored to the specific needs of the ethics program. As part of this process, Interior should monitor and assess the critical skills and competencies that its ethics program needs presently and is projected to need in the future. (Recommendation 2)

Agency: Department of the Interior
Status: Open

Comments: In a letter dated September 10, 2019, Interior's Assistant Secretary for Policy, Management and Budget stated that Interior concurred with this recommendation and is in the process of reorganizing the Department's ethics program, including working with the Chief Human Capital Officer to develop and implement strategic workforce planning. Interior expects to complete this action by December 31, 2021. When we can confirm what actions Interior has taken in response to this recommendation, we will provide updated information.

Recommendation: The Secretary of the Interior should ensure that the department's ethics program policies and procedures are documented and easily accessible to program staff. (Recommendation 3)

Agency: Department of the Interior
Status: Open

Comments: In a letter dated September 10, 2019, Interior's Assistant Secretary for Policy, Management and Budget stated that Interior concurred with this recommendation and is in the process of developing ethics program policies and procedures. Interior expects to complete this action by December 31, 2021. Once finalized, Interior plans to make ethics program policies and procedures easily accessible to the program staff. When we can confirm what actions Interior has taken in response to this recommendation, we will provide updated information.

Recommendation: The Secretary of Defense should ensure that the Deputy Secretary of Defense makes a determination as to how the CMO is to direct the business-related activities of the military departments. (Recommendation 1)

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with this recommendation. The National Defense Authorization Act for Fiscal Year 2020 mandated that DOD assess the CMO's position, and the accompanying conference report indicated that the conferees intend to disestablish the position, pending the outcome of DOD's assessments. We continue to believe that DOD needs a CMO, codified in statute as a separate position, at the right level, and with the adequate amount of resources and appropriate authority to be responsible and accountable for its business transformation efforts. In light of pending requirements to assess the CMO position, GAO will continue to monitor the department's response to these recommendations as those assessments and any related actions are completed.

Recommendation: The Secretary of Defense should ensure that the Deputy Secretary of Defense makes a determination regarding the CMO's relationship with the DAFAs, including whether additional DAFAs should be identified as providing shared business services and which DAFAs will be required to submit their proposed budgets for enterprise business operations to the CMO for review. (Recommendation 2)

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with this recommendation. The National Defense Authorization Act for Fiscal Year 2020 mandated that DOD assess the CMO's position, and the accompanying conference report indicated that the conferees intend to disestablish the position, pending the outcome of DOD's assessments. We continue to believe that DOD needs a CMO, codified in statute as a separate position, at the right level, and with the adequate amount of resources and appropriate authority to be responsible and accountable for its business transformation efforts. In light of pending requirements to assess the CMO position, GAO will continue to monitor the department's response to these recommendations as those assessments and any related actions are completed.

Recommendation: The Secretary of Defense should ensure that the CMO and Chief Information Officer (CIO) conduct an analysis to determine which responsibilities should transfer from the CIO to the CMO, including identifying any associated resource impacts, and share the results of that analysis with the Congress. (Recommendation 3)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. The National Defense Authorization Act for Fiscal Year 2020 mandated that DOD assess the CMO's position, and the accompanying conference report indicated that the conferees intend to disestablish the position, pending the outcome of DOD's assessments. We continue to believe that DOD needs a CMO, codified in statute as a separate position, at the right level, and with the adequate amount of resources and appropriate authority to be responsible and accountable for its business transformation efforts. In light of pending requirements to assess the CMO position, GAO will continue to monitor the department's response to these recommendations as those assessments and any related actions are completed.

Recommendation: The Secretary of Defense should ensure that the Deputy Secretary of Defense, on the basis of the determinations regarding the CMO's statutory and discretionary authorities, codify those authorities and how they are to be operationalized in formal department-wide guidance. (Recommendation 4)

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: DOD concurred with this recommendation. The National Defense Authorization Act for Fiscal Year 2020 mandated that DOD assess the CMO's position, and the accompanying conference report indicated that the conferees intend to disestablish the position, pending the outcome of DOD's assessments. We continue to believe that DOD needs a CMO, codified in statute as a separate position, at the right level, and with the adequate amount of resources and appropriate authority to be responsible and accountable for its business transformation efforts. In light of pending requirements to assess the CMO position, GAO will continue to monitor the department's response to these recommendations as those assessments and any related actions are completed.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of Agriculture should take steps to review the assignment of the "000" code to any positions in the department in the 2210 IT management occupational series and assign the appropriate National Initiative for Cybersecurity Education (NICE) framework work role codes. (Recommendation 1)

Agency: Department of Agriculture
Status: Open
Priority recommendation

Comments: The Department of Agriculture concurred with our recommendation and stated that it was identifying an internal team of subject-matter experts to collaborate with organizations across the department to review the assignment of the "000" code to positions and assist in determining the appropriate work role codes. As of April 2020, USDA expected to complete this activity by fall 2020. To fully implement this recommendation, USDA will need to provide evidence that it has assigned appropriate NICE framework work role codes to its positions in the 2210 IT management occupational series.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of Commerce should take steps to review the assignment of the "000" code to any positions in the department in the 2210 IT management occupational series and assign the appropriate NICE framework work role codes. (Recommendation 2)

Agency: Department of Commerce
Status: Open
Priority recommendation

Comments: The Department of Commerce concurred with the recommendation, but as of January 2020, it had not yet provided sufficient evidence that it had implemented the recommendation. We will continue to monitor the situation.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of Defense should complete the identification and coding of vacant positions in the department performing IT, cybersecurity, or cyber-related functions. (Recommendation 3)

Agency: Department of Defense
Status: Open

Comments: The Department of Defense concurred with the recommendation but as of January 2020, it had not yet provided sufficient evidence that it had implemented the recommendation. We will continue to monitor the situation.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of Defense should take steps to review the assignment of the "000" code to any positions in the department in the 2210 IT management occupational series, assign the appropriate NICE framework work role codes, and assess the accuracy of position descriptions. (Recommendation 4)

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: The Department of Defense concurred with the recommendation. As of January 2020, it had not yet provided sufficient evidence that it had implemented the recommendation. To fully implement this recommendation, DOD will need to provide evidence that it has assigned appropriate National Initiative for Cybersecurity Education framework work role codes to its positions in the 2210 Information Technology management occupational series and assessed the accuracy of position descriptions.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of Health and Human Services should take steps to review the assignment of the "000" code to any positions in the department in the 2210 IT management occupational series and assign the appropriate NICE framework work role codes. (Recommendation 8)

Agency: Department of Health and Human Services
Status: Open
Priority recommendation

Comments: The Department of Health and Human Services concurred with the recommendation and stated that it would complete a review of the assignment of the "000" code to its positions in the 2210 IT management occupational series and assign the appropriate NICE framework work role codes. As of March 2020, HHS has made significant progress toward reviewing the assignment of work role codes to its positions in the 2210 IT management occupational series and ensuring that such positions are not coded with the "000" code. To fully implement this recommendation, HHS will need to provide evidence that it has assigned the appropriate NICE framework work role codes to all or nearly all of its remaining positions in the 2210 IT management occupational series. We will continue to monitor the situation.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of Homeland Security should take steps to review the assignment of the "000" code to any positions in the department in the 2210 IT management occupational series, assign the appropriate NICE framework work role codes, and assess the accuracy of position descriptions. (Recommendation 9)

Agency: Department of Homeland Security
Status: Open
Priority recommendation

Comments: The Department of Homeland Security (DHS) concurred with our recommendation. DHS conducted an audit of its components' cybersecurity coding efforts in fiscal year 2018 and identified actions that components needed to take to complete the assignment of appropriate NICE framework work role codes and assess the accuracy of position descriptions; a second audit for fiscal year 2019 is underway, and the department expects to complete its coding efforts by December 2020. As of January 2020, DHS has not yet provided sufficient evidence to demonstrate that it has implemented this recommendation. To fully implement this recommendation, DHS will need to provide evidence that it has assigned appropriate NICE framework work role codes to its positions in the 2210 IT management occupational series and assessed the accuracy of position descriptions.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of Housing and Urban Development should take steps to review the assignment of the "000" code to any positions in the department in the 2210 IT management occupational series and assign the appropriate NICE framework work role codes. (Recommendation 10)

Agency: Department of Housing and Urban Development
Status: Open
Priority recommendation

Comments: The Department of Housing and Urban Development (HUD) agreed with this recommendation. In January 2020, HUD stated that it was in the process of reviewing its positions in the 2210 IT management occupational series and assigning appropriate work role codes. To fully implement this recommendation, HUD will need to correctly categorize the work roles and functions performed by IT and cyber-related personnel in order to be able to identify critical cybersecurity staffing needs.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of State should take steps to review the assignment of the "000" code to any positions in the department in the 2210 IT management occupational series, assign the appropriate NICE framework work role codes, and assess the accuracy of position descriptions. (Recommendation 15)

Agency: Department of State
Status: Open
Priority recommendation

Comments: The Department of State concurred with the recommendation. In January 2020, we confirmed that State had assigned National Initiative for Cybersecurity Education (NICE) framework work role codes to its positions in the 2210 IT management occupational series. However, the department has not yet provided sufficient evidence to demonstrate that it has completed its efforts to assess the accuracy of position descriptions. To fully implement this recommendation, State will need to provide evidence that it has assessed the accuracy of position descriptions.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Secretary of Treasury should take steps to review the assignment of the "000" code to any positions in the department in the 2210 IT management occupational series and assign the appropriate NICE framework work role codes. (Recommendation 17)

Agency: Department of the Treasury
Status: Open
Priority recommendation

Comments: Treasury partially concurred with the recommendation and stated that some positions may not align to work roles in the National Initiative for Cybersecurity Education's (NICE) cybersecurity workforce framework. Treasury stated that it planned to review and validate the work role codes of its IT, cybersecurity, or cyber-related positions by March 2019. However, as of February 2020 Treasury had not provided evidence that it has implemented our recommendation. Until it assigns work role codes that are consistent with the IT, cybersecurity, and cyber-related functions performed by these positions, Treasury will continue to have unreliable information about its cybersecurity workforce that the department will need to identify its workforce roles of critical need.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Administrator of the Environmental Protection Agency should complete the identification and coding of vacant positions in the agency performing IT, cybersecurity, or cyber-related functions. (Recommendation 19)

Agency: Environmental Protection Agency
Status: Open

Comments: The Environmental Protection Agency concurred with the recommendation but as of January 2020, it had not yet provided sufficient evidence that it had implemented the recommendation. We will continue to monitor the situation.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Administrator of the Environmental Protection Agency should take steps to review the assignment of the "000" code to any positions in the agency in the 2210 IT management occupational series, assign the appropriate NICE framework work role codes, and assess the accuracy of position descriptions. (Recommendation 20)

Agency: Environmental Protection Agency
Status: Open
Priority recommendation

Comments: The Environmental Protection Agency concurred with the recommendation and stated that it would complete a review of the assignment of the "000" code to its positions in the 2210 IT management occupational series, assign the appropriate NICE framework work role codes, and assess the accuracy of position descriptions. As of January 2020, EPA has not yet provided sufficient evidence to demonstrate that it has implemented this recommendation. To fully implement this recommendation, EPA will need to provide evidence that it has assigned appropriate NICE framework work role codes to its positions in the 2210 IT management occupational series and assessed the accuracy of position descriptions.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Administrator of the National Aeronautics and Space Administration should complete the identification and coding of vacant positions at NASA performing IT, cybersecurity, or cyber-related functions. (Recommendation 23)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: The National Aeronautics and Space Administration did not concur with the recommendation. As of January 2020, it had not yet provided sufficient evidence that it had implemented the recommendation. We will continue to monitor the situation.

Recommendation: To complete the appropriate assignment of codes to their positions performing IT, cybersecurity, or cyber-related functions, in accordance with the requirements of the Federal Cybersecurity Workforce Assessment Act of 2015, the Administrator of the National Aeronautics and Space Administration should take steps to review the assignment of the "000" code to any positions at NASA in the 2210 IT management occupational series, assign the appropriate NICE framework work role codes, and assess the accuracy of position descriptions. (Recommendation 24)

Agency: National Aeronautics and Space Administration
Status: Open
Priority recommendation

Comments: The National Aeronautics and Space Administration (NASA) concurred with our recommendation and stated that it would complete a review of the assignment of the "000" code to its positions in the 2210 IT management occupational series, assign the appropriate NICE framework work role codes, and assess the accuracy of position descriptions. In March 2020, NASA indicated that it expected to implement the recommendation by September 30, 2020. To fully implement this recommendation, NASA will need to provide evidence that it has assigned appropriate NICE framework work role codes to its positions in the 2210 IT management occupational series and assessed the accuracy of position descriptions.

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 Director of BLM should identify the reasons internal control reviews were not completed (e.g., human capital and workforce), develop and implement a plan to address those reasons, and monitor state offices' progress toward completing required reviews. (Recommendation 1)

Agency: Department of the Interior: Bureau of Land Management
Status: Open

Comments: In July 2019, BLM's Assistant Secretary for Land and Minerals Management wrote a letter to GAO stating that the bureau agreed that there are additional opportunities to improve the Inspection and Enforcement program's internal control reviews and that policies should be updated and widely circulated. Specifically, BLM wrote that by early August 2020, the bureau will issue updated guidance and procedures for conducting internal control reviews and that this guidance would take the form of a manual, handbook or Instruction Memorandum. BLM also wrote that it is establishing teams to conduct internal control reviews, monitoring the status of any past-due reviews and actively engaging across its multiple state offices to ensure timely resolution. In late August 2020, BLM's Audit Liaison Officer informed GAO that due to competing workload priorities and key management vacancies, BLM now plans to implement this recommendation by the end of June 2021.

Recommendation: The Director of BLM should develop and document procedures for implementing internal control reviews under the July 2012 oversight policy. (Recommendation 2)

Agency: Department of the Interior: Bureau of Land Management
Status: Open

Comments: In responding to our report, BLM stated that its July 2012 oversight policy, which expired in September 2013, should not have been allowed to lapse and given the importance of internal control reviews, the bureau will continue to use the July 2012 policy to conduct future reviews. In July 2019, BLM's Assistant Secretary for Land and Minerals Management wrote a letter to GAO stating that the bureau agreed that there are additional opportunities to improve the Inspection and Enforcement program's internal control reviews and that policies should be updated and widely circulated. In addition, BLM wrote that by early August 2020, the bureau will issue updated guidance and procedures for conducting internal control reviews and that this guidance would take the form of a manual, handbook, or Instruction Memorandum. In late August 2020. BLM's Audit Liaison Officer informed GAO that due to competing workload priorities and key management vacancies, BLM now plans to implement this recommendation by the end of June 2021.

Recommendation: The Director of BLM should implement a risk-informed approach to scheduling and conducting internal control reviews that takes into account the risks to BLM's mission, such as those inherent in field offices' workload and workforce. (Recommendation 3)

Agency: Department of the Interior: Bureau of Land Management
Status: Open

Comments: In July 2019, BLM's Assistant Secretary for Land and Minerals Management wrote a letter to GAO stating that the bureau agreed that there are additional opportunities to improve the Inspection and Enforcement program's internal control reviews and that policies should be updated and widely circulated. Specifically, BLM wrote that by early August 2020, the bureau will issue updated guidance and procedures for conducting internal control reviews and that this guidance would take the form of a manual, handbook, or Instruction Memorandum. In addition, BLM noted that the guidance will help ensure that the bureau completes internal control reviews in a timely manner using a consistent risk-based approach. In late August 2020. BLM's Audit Liaison Officer informed GAO that due to competing workload priorities and key management vacancies, BLM now plans to implement this recommendation by the end of June 2021.

Recommendation: The Secretary of the Air Force should review its management oversight process that provides information and documents the justifications of the Air Force's non-operational staff positions requiring aviator expertise, including RPA positions, to identify opportunities for increased efficiency and effectiveness and take any necessary actions. (Recommendation 1)

Agency: Department of Defense: Department of the Air Force
Status: Open

Comments: In S. Rpt. 116-48 accompanying the FY 2019 NDAA, the Senate Armed Services Committee (SASC) directed the Secretary of the Air Force to establish a mechanism to review the justifications for non-operational staff positions requiring pilot expertise at regular intervals and to report to the committee by September 30 2020, on the mechanism to be established to accomplish these periodic reviews. The Secretary's review and report shall include evaluation of the mix of positions requiring pilot expertise as well as the mix of operational positions and support positions required to support operations. Because the SASC has directed further action related to the Air Force's ability to review the justifications of its non-operational staff positions which require pilot expertise and that action is not directed to be completed until the end of fiscal year 2020, this recommendation should remain open pending any actions taken by the Air Force.

Recommendation: The Secretary of the Air Force should develop annual retention goals for aircraft maintainers by skill level—for both loss and reenlistment rates—in alignment with authorized levels. (Recommendation 1)

Agency: Department of Defense
Status: Open

Comments: The Air Force concurred with this recommendation. As of January 2020, the Air Force stated that it was analyzing a more deliberate promotion rate to fill maintainer staffing gaps at the 5- and 7- levels within the next three years while retaining experienced maintainers longer in those skill levels.

Recommendation: The Secretary of the Air Force should develop an aircraft maintainer retention strategy, including initiatives that are tailored to the specific needs and challenges of maintainers to help ensure that the Air Force can meet and retain required staffing levels. (Recommendation 2)

Agency: Department of Defense
Status: Open

Comments: The Air Force concurred with this recommendation. As of January 2020, the Air Force stated that it was developing monetary and non-monetary levers that incentivize behaviors to influence retention as well as unit level retention programs and tools, a "Master Technician" Program, and repurposing selective reenlistment bonuses to target mission generation functions versus inventory numbers.

Recommendation: The Secretary of the Army, in conjunction with the U.S. Army Materiel Command, should assess the effectiveness of the Army depots' hiring, training, and retention programs. (Recommendation 1)

Agency: Department of Defense
Status: Open

Comments: The Army concurred with our recommendation. In February 2020 the Army provided GAO with an outline of a corrective action plan that identified how the Army plans to address our recommendation. Some of the planned milestone dates for these action items occur in fiscal year 2021. As of June 30, 2020 we consider the actions the Army taking to address our rec as ongoing, and will follow up with the Army later this year or early 2021 to obtain a status update on this rec and attempt to close the rec.

Recommendation: The Secretary of the Navy, in conjunction with the Naval Sea Systems Command and Naval Air Systems Command, should assess the effectiveness of the Navy's shipyards' and fleet readiness centers' hiring, training, and retention programs. (Recommendation 2)

Agency: Department of Defense
Status: Open

Comments: The Navy concurred with our recommendation. In response to our recommendation that the Secretary of the Navy, in conjunction with the Naval Sea Systems Command and Naval Air Systems Command, should assess the effectiveness of the Navy's shipyards' and fleet readiness centers' hiring, training, and retention programs; the Navy is in the process of collecting information to assess the effectiveness of these programs and considers these efforts ongoing.

Recommendation: The Commandant of the Marine Corps, in conjunction with the Marine Corps Logistics Command, should assess the effectiveness of the Marine Corps depots' hiring, training, and retention programs. (Recommendation 3)

Agency: Department of Defense
Status: Open

Comments: The Marine Corps concurred with our recommendation. In December of 2019 we began working with the Department of Defense, including each of the Military Service Components to determine how each component would address our recommendation. We successfully heard back from each component except the Marine Corps. As of June 30, 2020 GAO is still engaging with the Department of Defense and the Marine Corps to obtain a status update on the actions taken by the Marine Corps to address our recommendation. GAO will continue following up on this recommendation in 2020 and during the 2021 fiscal year to determine how the Marine Corps has addressed our recommendation so we can close this recommendation if possible.

Recommendation: The Secretary of the Air Force, in conjunction with the Air Force Materiel Command, should assess the effectiveness of the Air Force air logistics complexes' hiring, training, and retention programs. (Recommendation 4)

Agency: Department of Defense
Status: Open

Comments: The Air Force concurred with our recommendation. In December 2019 the Air Force provided GAO with an outline of a corrective action plan that identified how the Air Force plans to address our recommendation. Many of the planned milestone dates for these action items occur in fiscal year 2021. As of June 30, 2020 we consider the actions the Air Force is taking to address our rec as ongoing and will follow up with the Air Force later this year or early 2021 to obtain a status update on this rec and attempt to close the rec.

Recommendation: The Secretary of the Army should ensure that the Surgeon General of the Army Medical Command (1) collaborate with the Navy Bureau of Medicine and Surgery and the Air Force Medical Service to develop a common set of planning standards to be used to help determine dental clinic staffing needs, and (2) incorporate these standards into the Army's dental corps staffing model. (Recommendation 1)

Agency: Department of Defense: Department of the Army
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 Surgeon General of the Navy Bureau of Medicine and Surgery (1) collaborate with the Army Medical Command and the Air Force Medical Service to develop and implement a common set of planning standards to be used to help determine dental clinic staffing needs, and (2) incorporate these standards into the Navy's dental corps staffing model. (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 the Air Force should ensure that the Surgeon General of the Air Force Medical Service (1) collaborate with the Army Medical Command and the Navy Bureau of Medicine and Surgery to develop and implement a common set of planning standards to be used to help determine dental clinic staffing needs, and (2) incorporate these standards into the Air Force's dental corps staffing model. (Recommendation 3)

Agency: Department of Defense: Department of the Air Force
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 Army should ensure that the Surgeon General of the Army Medical Command evaluates the effectiveness of its recruitment and retention programs for military dentists, including the need for and effectiveness of the recruitment and retention incentives currently offered. (Recommendation 4)

Agency: Department of Defense: Department of the Army
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 Surgeon General of the Navy Bureau of Medicine and Surgery evaluates the effectiveness of its recruitment and retention programs for military dentists, including the need for and effectiveness of the recruitment and retention incentives currently offered. (Recommendation 5)

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 Air Force should ensure that the Surgeon General of the Air Force Medical Service evaluates the effectiveness of its recruitment and retention programs for military dentists, including the need for and effectiveness of the recruitment and retention incentives currently offered. (Recommendation 6)

Agency: Department of Defense: Department of the Air Force
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 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 Director of OPM, in consultation with the Chief Human Capital Officers (CHCO) Council, should establish and implement a process for regularly updating the performance management website to include all available guidance and resources, making this information easily accessible, and providing links to other related websites. (Recommendation 1)

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM agreed with this recommendation. As of January 2020, OPM stated that they had identified available guidance and resources and updated the OPM Performance Management website. Additionally, OPM stated that they were establishing and documenting a process, which will be documented via standard operating procedures, to regularly update the performance management website with available guidance and resources. To fully address this recommendation, OPM needs to implement that process, which it indicated it plans to do by the end of fiscal year 2020.

Recommendation: The Director of OPM, in consultation with the CHCO Council, should develop and implement a mechanism for agencies to routinely and independently share promising practices and lessons learned, such as through allowing agencies to post such information on OPM's Performance Management portal. (Recommendation 2)

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM agreed with this recommendation. As of January 2020, OPM stated that they had developed and implemented a mechanism for agencies to routinely and independently share promising practices and lessons learned on OPM's Performance Management Portal and would evaluate its effectiveness moving forward. To fully implement the recommendation. OPM stated they are continuing to engage agency stakeholders and evaluate the effectiveness of their efforts. OPM stated they plan to be able to to close this recommendation during fiscal year 2020.

Recommendation: The Director of OPM, in consultation with the CHCO Council, should develop a strategic approach for identifying and sharing emerging research and innovations in performance management. (Recommendation 3)

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM agreed with this recommendation. As of January 2020, OPM stated that it is working with OMB, Cross-Agency Priority Goal Leaders, and other representatives from across government to develop a comprehensive strategic approach for identifying and sharing emerging research and innovations. According to OPM, the next working group meeting is scheduled for the summer of 2020. As of January 2020, OPM stated they are implementing certain strategic approaches for identifying and sharing emerging research and innovations in performance management. OPM stated they are also developing a white paper on agency reskilling efforts, likely focusing on engagement and retention, which would better position supervisors to engage in innovative performance management practices on a routine basis. OPM stated they aim to to close this recommendation by the end of the calendar year.

Recommendation: The Director should update the enterprise governance policy to specify (1) the CIO's current role and responsibilities on the Executive Resources Board, to include developing and reviewing the IT budget formulation and execution; and (2) the Deputy CIO's role and responsibilities on the Enterprise Governance Council. (Recommendation 2)

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

Comments: DHS concurred with this recommendation. In March 2020, Secret Service officials stated that the component had drafted a revised enterprise governance policy that outlines the CIO's and Deputy CIO's roles and responsibilities. We will continue to monitor the component's efforts to finalize this policy.

Recommendation: The Director should ensure that the Secret Service develops a charter for its Executive Resources Board that specifies the roles and responsibilities of all board members, including the CIO. (Recommendation 3)

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

Comments: DHS concurred with this recommendation. In March 2020, Secret Service officials stated that the component had drafted a charter for its Executive Resources Board that specifies the roles and responsibilities of Board members, including the CIO. We will continue to monitor the component's efforts to finalize this charter.

Recommendation: The Director should ensure that the CIO includes product quality and post-deployment user satisfaction metrics in the modular outcomes and target measures that the CIO sets for monitoring agile projects. (Recommendation 4)

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

Comments: Secret Service officials stated that Secret Service acquisition directives require the component to conduct a Post Implementation Review of IT programs after such a program achieves Initial Operating Capability. However, it is unclear whether and how this requirement applies to agile projects, and if the Secret Service has included post-deployment user satisfaction metrics in the modular outcomes and target measures that the CIO sets for monitoring such projects. DHS's draft agile guidance strongly recommends that user satisfaction be assessed at the end of each production deployment, not just one time after Initial Operating Capability. Moreover, the Secret Service has not yet demonstrated that the CIO has included product quality in the modular outcomes and target measures that the CIO sets for monitoring agile projects. We will continue to monitor the department's efforts to implement this recommendation.

Recommendation: The Director should ensure that the CIO identifies all of the required knowledge and skills for the IT workforce. (Recommendation 5)

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

Comments: In 2018 and 2019, the Secret Service participated in the Department of Homeland Security's Strategic Workforce Planning initiative, during which the department identified critical competencies and target proficiency levels for various IT workforce roles across the department (e.g., systems analysis, network management). However, it is unclear whether the Secret Service's participation in this initiative included the identification of the required knowledge and skills for all of the roles within the component's IT workforce, or just certain roles. In addition, while the Secret Service also established a standard operating procedure document in December 2019 that, among other things, identified recommended training and certifications for each OCIO division (e.g., network management, cyber security), this procedure document did not identify the required knowledge and skills for the workforce roles within each of those OCIO divisions. We will continue to monitor the component's efforts to implement this recommendation.

Recommendation: The Director should ensure that the CIO regularly analyzes the IT workforce to identify its competency needs and any gaps it may have. (Recommendation 6)

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

Comments: According to Secret Service officials, the component analyzed its IT workforce to identify its competency needs, as well as determined the projected staffing and competency gaps that it would have in fiscal year 2019. However, it has not yet provided supporting documentation of the analyses that the CIO conducted to determine these competency needs and projected competency gaps. We will continue to follow-up with the Secret Service for documentation of its efforts to implement this recommendation.

Recommendation: The Director should ensure that, after OCIO completes an analysis of the IT workforce to identify any competency and staffing gaps it may have, the Secret Service updates its recruiting and hiring strategies and plans to address those gaps, as necessary. (Recommendation 7)

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

Comments: According to Secret Service officials, the component determined that it had a projected staffing gap for fiscal year 2019 of 35 staff within the 2210 occupational job series (i.e., IT management staff). The officials also said that they had identified projected competency gaps related to positions such as Cyber Intelligence Analyst and Intelligence Research Specialist. While the Secret Service has not yet provided documentation of the analyses it conducted to determine these gaps, the component provided documentation to demonstrate that it targeted its fiscal year 2019 recruiting events to focus on addressing IT staffing and competency gaps. For example, among other things, in fiscal year 2019 the component conducted outreach and recruiting events focused on defense, cyber, IT, and intelligence hiring, as well as conducted a targeted cyber security hiring campaign with a large online job search service. We will continue to follow-up with the Secret Service for documentation of the analyses the OCIO conducted to determine its IT staffing and competency gaps, in order to verify whether the 2019 recruiting events conducted were focused on addressing such gaps.

Recommendation: The Director should ensure that the Office of Human Resources (1) develops and tracks metrics to monitor the effectiveness of the Secret Service's recruitment activities for the IT workforce, including their effectiveness at addressing skill and staffing gaps; and (2) reports to component leadership on those metrics. (Recommendation 8)

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

Comments: Secret Service officials stated that the component has conducted recruitment and outreach efforts focused on IT, cyber, and engineering careers, and monitors the effectiveness of these efforts. However, the Secret Service has not yet provided supporting documentation demonstrating that it has (1) developed and tracked metrics to monitor the effectiveness of these recruitment activities, including their effectiveness at addressing skill and staffing gaps within the IT workforce; and (2) reported to component leadership on those metrics. We will continue to monitor the Secret Service's efforts to implement this recommendation.

Recommendation: The Director should ensure that the Office of Human Resources and OCIO adjust their recruitment and hiring plans and activities, as necessary, after establishing and tracking metrics for assessing the effectiveness of these activities for the IT workforce. (Recommendation 9)

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

Comments: The Secret Service has not yet demonstrated that it has established and tracked metrics for assessing the effectiveness of its recruitment and hiring plans and activities for the IT workforce. As such, the component is not yet able to demonstrate that its Office of Human Resources and OCIO have adjusted their recruitment and hiring plans and activities based on these metrics. We will continue to monitor the Secret Service's efforts to implement this recommendation.

Recommendation: The Director should ensure that the CIO (1) defines the required training for each IT workforce group, (2) determines the activities that OCIO will include in its IT workforce training and development program based on its available training budget, and (3) implements those activities. (Recommendation 10)

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

Comments: In December 2019, the Secret Service established a standard operating procedure document that identifies, among other things, recommended training and certifications for each OCIO division (e.g., network management, cyber security). However, this procedure document does not identify required training for each of these divisions. In March 2020, Secret Service officials stated that OCIO supervisors issued individual development plans to their team members that identified training requirements for continued professional development. However, the Secret Service has not yet provided documentation of these training requirements, nor evidence to support that the planned professional development activities are based on the required training for each IT workforce group. Moreover, the officials stated that, in response to the Coronavirus Disease 2019 (COVID-19), training is suspended. As such, the component is not implementing IT workforce training activities at this time. The officials plan to continue staff training once it is reinstated. We will continue to monitor the component's efforts to implement this recommendation.

Recommendation: The Director should ensure that the CIO ensures that the IT workforce completes training specific to their positions (after defining the training required for each workforce group). (Recommendation 11)

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

Comments: While Secret Service officials stated that the component's Office of Training establishes the required curriculum for Secret Service personnel, the component has not yet demonstrated that the CIO has defined the training required for each IT workforce group, as we previously recommended. As such, the component is also not able to demonstrate that it is ensuring that each IT workforce group completes the training specific to their positions, as we also recommended. We will continue to monitor the Secret Service's efforts to implement this recommendation.

Recommendation: The Director should ensure that the CIO collects and assesses performance data (including qualitative or quantitative measures, as appropriate) to determine how the IT training program contributes to improved performance and results (once the training program is implemented). (Recommendation 12)

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

Comments: Secret Service officials stated that they are assessing how IT training has contributed to improved performance and results by comparing IT course completion results to the results of related training exercises that the component conducts (for example, the Secret Service may compare the completion rates for an IT security awareness training course to the results of a related IT security awareness exercise that the component conducts). However, the Secret Service has not yet provided supporting documentation of these assessments. We will continue to monitor the component's efforts to implement this recommendation.

Recommendation: The Director should ensure that the CIO updates the performance plans for each occupational series within the IT workforce to include the relevant technical competencies, once identified, against which IT staff performance should be assessed. (Recommendation 13)

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

Comments: According to Secret Service officials, the component has implemented a performance management system that enables OCIO supervisors to update the individual performance plans of each IT workforce staff member to include the relevant technical competencies against which each staff member's performance is to be assessed. However, the Secret Service has not yet provided supporting documentation demonstrating that OCIO has updated the performance plans for each IT workforce staff member to include the relevant technical competencies. We will continue to monitor the component's efforts to address this recommendation.

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 State should determine the estimated effects of cost inflation on planned CSCP embassy construction capacity and time frames and update this information for stakeholders on a regular basis, such as through the annual budgeting process. (Recommendation 1)

Agency: Department of State
Status: Open
Priority recommendation

Comments: State concurred with this recommendation. As of March 2020, State/OBO had developed a worldwide construction inflation rate and had integrated this rate into its bureau budget request for fiscal year 2021. According to OBO officials, OBO is working to update its budget guidance to ensure the inflation rate is updated and integrated into future bureau budget requests on a regular basis. We will continue to monitor State's implementation of this recommendation.

Recommendation: The Secretary of State should ensure that the Director of OBO conducts an OBO-wide workforce analysis to assess staffing levels and workload capacity needed to carry out the full range of OBO's mission goals, to include the CSCP. Such an assessment could provide a basis for broader stakeholder discussion of OBO's human capital needs and potential prioritization of activities. (Recommendation 3)

Agency: Department of State
Status: Open
Priority recommendation

Comments: State concurred with this recommendation. As of March 2020, State/OBO was working with the Institute for Defense Analysis to conduct an OBO-wide workforce analysis, with initial findings and recommendations planned for early 2020. We will continue to monitor State's implementation of this recommendation.

Recommendation: The Secretary of Homeland Security should create corresponding processes and procedures to help implement the mission, roles, and responsibilities defined in the delegation of authority or similar document to help ensure predictability, repeatability, and accountability in departmentwide and crosscutting strategy and policy efforts. (Recommendation 2)

Agency: Department of Homeland Security
Status: Open

Comments: The Department of Homeland Security agreed with GAO's recommendation, and finalized a delegation of authority, which is a requisite step in being able to complete this action, in December 2019. As of February 2020, however, the agency had not taken action that addresses GAO's September 2018 recommendation to create processes and procedures corresponding to the mission, roles, and responsibilities defined in the delegation of authority. To close this recommendation, PLCY will need to create such processes and procedures to help ensure predictability, repeatability, and accountability in department-wide and crosscutting strategy and policy efforts. Until DHS creates these processes and procedures, the Office of Strategy, Policy, and Plans' ability to lead and coordinate policy will continue to be limited. Taking this recommended action would enhance the department's efficiency and reduce risks associated with fragmentation in the development of department-wide and crosscutting strategies, policies, and plans

Recommendation: The Under Secretary for Strategy, Policy, and Plans should use the DHS Workforce Planning Guide to help identify and analyze any gaps in PLCY's workforce, design strategies to address any gaps, and communicate this information to DHS leadership. (Recommendation 3)

Agency: Department of Homeland Security
Status: Open

Comments: On December 3, 2019, PLCY restated its concerns with this recommendation--specifically, that due to changes in administration and secretarial priorities, PLCY has to recalibrate and base budget and staffing projections on what officials expect will be needed, rather than current needs due to changing priorities. PLCY's ability to properly align resources with current needs must remain flexible and the workforce planning guidance that GAO references does not allow for that in whole. GAO maintains that utilizing the workforce planning guidance can be done while still maintaining the desired flexibility.

Recommendation: The Under Secretary for Strategy, Policy, and Plans should enhance the use of collaboration and communication mechanisms to connect with staff in the components with responsibilities for policy and strategy to better identify and address emerging needs. (Recommendation 4)

Agency: Department of Homeland Security
Status: Open

Comments: On March 5, 2019, PLCY officials told us PLCY has instituted many cross-component efforts to more clearly define its roles and responsibilities. For example, PLCY convenes frequent engagements with components via the Immigration Policy Council, the Strategy and Policy Executive Steering Committee, the Deputies Management Action Group, and the Threat Prevention and Security Policy Council. On December 3, 2019, PLCY officials told us that the pending delegation of authority will help address this recommendation, and the delegation of authority is expected to be completed in calendar year 2020. To close this recommendation, PLCY must provide documentary evidence of collaboration and communication mechanisms to connect staff and better identify emerging needs.

Recommendation: WMATA's General Manager should conduct a comprehensive assessment of the financial risks to which WMATA is exposed from its pension plans and communicate the results to its pension plan trustees and other stakeholders, such as its Board of Directors. This assessment should include information about WMATA's current and potential future required payments and unfunded liabilities, including under potentially adverse economic scenarios. (Recommendation 1)

Agency: Washington Metropolitan Area Transit Authority
Status: Open

Comments: As of June 2020, WMATA stated that the authority periodically evaluates the risks posed by the unfunded liabilities for its pension plans and other post-employment benefits. Specifically, WMATA officials stated that consulting agencies are used to conduct sensitivity analysis regarding the funded status of WMATA's five pension plans under various economic scenarios. However, WMATA has not yet provided GAO with these analyses to assess what information they contain and whether they include information on potential future required payments and unfunded liabilities under adverse scenarios. GAO will continue to work with WMATA to obtain these analyses and monitor WMATA's progress in addressing this recommendation.

Recommendation: WMATA's General Manager should develop a strategic workforce planning process that (1) sets a strategic direction for WMATA's workforce planning and involves employees and other stakeholders in developing and communicating the process, and (2) includes a data-driven assessment of the critical skill and competencies WMATA needs to fill any gaps. (Recommendation 2)

Agency: Washington Metropolitan Area Transit Authority
Status: Open

Comments: As of June 2020, WMATA officials stated that the Authority did not provide funding in 2019 to obtain a consultant to assist with authority-wide strategic workforce planning, as WMATA had previously planned. WMATA officials told us that the Authority is evaluating funding availability for this effort in the upcoming fiscal year, but in consideration to the impacts of the coronavirus crisis, broad economic uncertainties, and other challenges facing the Authority. WMATA did not provide information as to whether it would be conducting additional workforce planning efforts using its in-house staff and resources. GAO will continue to monitor WMATA's efforts to address this recommendation.

Recommendation: WMATA's General Manager should establish comprehensive policies and procedures for both of its performance management systems that document the goals of the systems and individuals' responsibilities for implementing these systems; align employee performance objectives with all of WMATA's strategic goals; and define performance objectives, rating categories, and competencies tailored to individual positions' responsibilities. (Recommendation 3)

Agency: Washington Metropolitan Area Transit Authority
Status: Open

Comments: As of June 2020, WMATA created documented procedures for managers and staff who are not represented by a union to use in the performance management cycles for fiscal years 2019 and 2020. These included guidance, instructional videos, or other tools for setting employee performance objectives in relation to WMATA's strategic priorities, and conducting mid-year reviews and end-of year performance evaluations. WMATA reported that it also intends to develop procedures to support performance management for some of its union-represented employees, starting in fiscal year 2021 with the Metro Transit Police Department. WMATA expects to implement changes for other represented employee groups beginning in fiscal year 2022. GAO will continue to monitor WMATA's progress in addressing this recommendation.

Recommendation: WMATA's General Manager should establish controls to ensure supervisors fully and accurately complete employee performance reviews and submit them to human resources within established timeframes. (Recommendation 4)

Agency: Washington Metropolitan Area Transit Authority
Status: Open

Comments: As of June 2020, WMATA has taken steps to establish controls for its employee performance management system. Specifically, WMATA developed an automated tool to track employee and supervisor compliance with WMATA's performance management requirements, and provided GAO with information on how WMATA used this tool to set employee performance objectives and complete mid-year reviews in the fiscal year 2020 performance cycle. WMATA reported that end-of-year performance evaluations would be completed by the end of July 2020. GAO will review WMATA's completion of the 2020 performance cycle to process to assess whether WMATA has fully implemented our recommendation.

Recommendation: WMATA's General Manager should develop a documented process to use employee performance management information to monitor progress toward WMATA's strategic goals. (Recommendation 5)

Agency: Washington Metropolitan Area Transit Authority
Status: Open

Comments: As of June 2020, WMATA officials told us that its automated performance management tool will provide information on employee performance information across the organization and allow for data-driven decision making. Specifically, WMATA stated that managers can view year-end ratings and other information for every employee within their chain of command, and WMATA's senior leadership have a global view of the ratings to compare performance ratings distributions across departments. WMATA reported that it is currently completing its fiscal year 2020 performance cycle, which ends July 31, 2020. GAO will continue to follow WMATA's progress addressing this recommendation, including assessing whether the information in its automated performance management tool will help WMATA monitor progress toward achieving its strategic goals.

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.

Recommendation: The NSF Director of Human Resource Management should complete the development of an agency-wide workforce strategy for balancing the agency's use of IPA and VSEE rotators with permanent staff as part of NSF's current agency reform planning efforts or updates to its human capital operating plan. (Recommendation 1)

Agency: National Science Foundation
Status: Open

Comments: NSF agreed with this recommendation but, as of March 2020, had not completed its plans for implementing it. Specifically, in November 2018, NSF indicated that it planned to initiate an effort to help identify current and future workforce needs. NSF stated that this effort would include identifying specific competencies needed for the future and how different hiring authorities-including permanent and temporary appointments-can be used to meet those needs. In addition, the information gained from this effort would contribute to an agency-wide workforce strategy. We will continue to monitor NSF's efforts and provide updated information when it becomes available.

Recommendation: The NSF Director of Human Resource Management should evaluate the contributions of the IPA and VSEE rotator programs toward NSF's human capital goals and the contributions the programs have made toward achieving programmatic results. (Recommendation 2)

Agency: National Science Foundation
Status: Open

Comments: NSF agreed with this recommendation but, as of March 2020, had not completed its plans for implementing it. In November 2018, indicated that the agency planned to build on existing reviews to evaluate the contributions of the rotator program towards advancing the progress of science. We will continue to monitor NSF's efforts and provide updated information when it becomes available.

Recommendation: The Director of IHS should obtain, on an agency-wide basis, information on temporary provider contractors, including their associated cost and number of full-time equivalents, and use this information to inform decisions about resource allocation and provider staffing. (Recommendation 1)

Agency: Indian Health Service
Status: Open

Comments: In February 2020, IHS reported that challenges in rolling-up contractor information on a national level stem from the fact that the agency often uses single contract vehicles, such as staffing companies, to hire multiple providers for temporary periods of time. IHS's contract databases do not centrally track the numbers of individual providers through such staffing contracts. The ability to analyze and compare detailed actual costs of federal hires vs. contract hires is currently limited to local information sources and on a narrow area of focus, such as one provider category or one facility at a time. IHS reported that the agency is implementing a monthly reporting requirement for IHS Areas and plans to use this information to inform decisions about resource allocation and provider staffing. We will review these reporting requirements when they have been fully implemented.

Recommendation: The Commissioner of CBP should revise policy or guidance to ensure documentation of required control activities in its case management system, such as legal review of adverse actions, and data verification (Recommendation 1).

Agency: Department of Homeland Security: United States Customs and Border Protection
Status: Open

Comments: In February 2020, CBP provided documentation of a data verification checklist used by its Office of Professional Responsibility for the Joint Integrity Case Management System. However, CBP also needs to develop a similar tool or method to verify case management data contained in its Human Resource Business Engine system. And to fully implement this recommendation, CBP needs to revise policy or guidance to ensure documentation of control activities (data verification and legal review of adverse actions) in its case management systems. We are continuing to follow-up on the actions taken by CBP to implement this recommendation.

Recommendation: The Commissioner of CBP should monitor the duration of all cases beginning-to-end by stage and by case type (Recommendation 4).

Agency: Department of Homeland Security: United States Customs and Border Protection
Status: Open

Comments: In October 2018, CBP told us that it is currently updating one of its case management systems to better monitor cases beginning-to-end by stage and by case type. Once implemented, CBP's Office of Professional Responsibility will develop an internal management report that includes information on caseload and associated timelines. The estimated completion date for this recommendation is September 30, 2019. As of September 2020, we are continuing to follow up with CBP on its actions to implement this recommendation.

Recommendation: The Commissioner of CBP should monitor the timeliness of misconduct cases according to established targets for management inquiries, administrative inquiries, and criminal and non-criminal investigations using case management system data (Recommendation 5).

Agency: Department of Homeland Security: United States Customs and Border Protection
Status: Open

Comments: In October 2018, CBP stated that it is currently updating one of its case management systems to better monitor the timeliness of misconduct cases according to established targets. Once updated, CBP's Office of Professional Responsibility will develop an internal management report that includes information on caseload and associated timelines. The estimated completion date for this recommendation is September 30, 2019. As of September 2020, we are continuing to follow up with CBP on its actions to implement this recommendation.

Recommendation: The Commissioner of CBP should define and document the case management system data fields to be used for monitoring all established performance targets and provide related guidance to staff (Recommendation 6).

Agency: Department of Homeland Security: United States Customs and Border Protection
Status: Open

Comments: In October 2018, CBP stated that its Office of Professional Responsibility will define the case management system data fields used to measure established performance targets, and it will provide the appropriate guidance to staff. The estimated completion date of this recommendation is September 30, 2019. As of September 2020, we are continuing to follow up with CBP on its actions to implement this recommendation.

Recommendation: The Director of ICE should require staff to document the investigative findings (case resolution codes) of management inquiries in the case management system (Recommendation 8).

Agency: Department of Homeland Security: United States Immigration and Customs Enforcement
Status: Open

Comments: In November 2018, ICE provided documentation of related communication provided to staff. However, this documentation did not include revised policy or guidance documents that requires staff to document the investigative findings in the employee misconduct case management system. As of September 2020, we are continuing to follow-up on ICE's actions to implement this recommendation.

Recommendation: The Director of ICE should modify ICE's annual self-inspection program to track the status of related corrective actions to ensure they are implemented in a timely manner (Recommendation 9).

Agency: Department of Homeland Security: United States Immigration and Customs Enforcement
Status: Open

Comments: In October 2018, ICE stated that it is revising its policy for its self-Inspection program to track the status of related corrective actions. ICE also stated that it will review three program offices for compliance with these revised policies and procedures during fiscal year 2019. The estimated completion date of this recommendation is June 28, 2019. As of September 2020, we are continuing to follow-up on ICE's actions to implement this recommendation.

Recommendation: The Director of ICE should monitor the duration of all cases beginning-to-end by stage and by case type (Recommendation 10).

Agency: Department of Homeland Security: United States Immigration and Customs Enforcement
Status: Open

Comments: In October 2018, ICE stated that beginning in fiscal year 2019, a project team will develop the capability to monitor the duration of all employee misconduct cases beginning-to-end by stage and by case type. The estimated completion date of this recommendation is June 28, 2019. As of September 2020, we are continuing to follow-up on ICE's actions to implement this recommendation.

Recommendation: The Director of ICE should monitor the timeliness of misconduct cases according to established targets for management inquiries and Employee Relations specialist review of proposal and decision of disciplinary outcomes using case management system data (Recommendation 11).

Agency: Department of Homeland Security: United States Immigration and Customs Enforcement
Status: Open

Comments: In October 2018, ICE stated that its Office of Professional Responsibility developed guidance regarding established targets for the completion of management inquiries and will distribute the guidance to applicable staff. ICE also stated that it is developing timeliness targets for Employee Relations specialist review of proposals and decisions of disciplinary outcomes and will also distribute this guidance to applicable staff. The estimated completion date for this recommendation is June 28, 2019. As of September 2020, we are continuing to follow-up on ICE's actions to implement this recommendation.

Recommendation: The Director of ICE should define and document the case management system data fields and methodology to be used for monitoring all established performance targets and provide related guidance to staff (Recommendation 12).

Agency: Department of Homeland Security: United States Immigration and Customs Enforcement
Status: Open

Comments: In October 2018, ICE stated that it will work to define and document the case management system data fields and methodology to be used for monitoring all established performance targets and will provide related guidance to applicable staff. The estimated completion date for this recommendation is June 28, 2019. As of September 2020, we are continuing to follow-up on ICE's actions to implement this recommendation.

Recommendation: The Administrator of TSA should monitor the duration of all cases beginning-to-end by stage and case type (Recommendation 16).

Agency: Department of Homeland Security: Transportation Security Administration
Status: Open

Comments: In September 2020, TSA provided documentation of internal reports that measure duration. However, the reports do not provide management information on the duration of all case types from beginning-to-end and, by stage. TSA needs to provide evidence that it monitors the duration of all cases, including a description of which process stages are measured and which data fields are used to measure the total duration from beginning-to-end and by stage. We are continuing to follow up on the actions taken by TSA to implement this recommendation.

Recommendation: The Administrator of TSA should monitor the timeliness of misconduct cases according to established targets for management inquiries (fact finding) and administrative inquiries, and the proposal and decision stages, using case information system data (Recommendation 17).

Agency: Department of Homeland Security: Transportation Security Administration
Status: Open

Comments: In September 2020, TSA provided evidence of reports it uses to measure duration. However, these reports do not show how TSA performs with regards to established targets. TSA needs to provide evidence of how it monitors the timeliness of all established targets , including which specific data fields are used to measure these targets. We are continuing to follow up on the actions taken by TSA to implement this recommendation.

Recommendation: The Administrator of TSA should define and document the case management system data fields and methodology to be used for monitoring all established performance targets and provide related guidance to staff (Recommendation 18).

Agency: Department of Homeland Security: Transportation Security Administration
Status: Open

Comments: In May 2019, TSA provided guidance to its staff related to monitoring performance targets. However, these documents do not specify which system data should be used as part of the methodology for monitoring all established performance targets. TSA needs to provide documentation of guidance to staff that defines and documents all the specific case management system data field names (in the various databases, as applicable) and methodology staff should use to monitor all established timeliness targets. We are continuing to follow up on the actions taken by TSA to implement this recommendation.

Recommendation: The Deputy Commissioner for Hearings Operations should evaluate the costs versus the benefits of changing system limitations that hinder users' ability to correctly and efficiently identify and transfer batches of cases. (Recommendation 2)

Agency: Social Security Administration
Status: Open

Comments: SSA agreed and in May 2019 stated that it is in the early stages of developing and rolling out a new case processing system to replace its Case Processing and Management System called the Hearings and Appeals Case Processing System (HACPS). HACPS will provide end-to-end disability claims processing infrastructure to support the full life-cycle of a disability claim and give users greater flexibility in correctly and accurately transferring cases to and from hearing sites process. It will include hearings and appeals case processing functionality. In early 2020, SSA reported that there were six releases of HACPS from November 2018 through September 2019 and they expect full implementation by early FY 2021.

Recommendation: The Director of OPM, after consultation with the chief human capital officer (CHCO) Council, should explore the feasibility of improving the quality of data on employee misconduct by providing additional guidance to agencies on how to record instances of misconduct in OPM's databases. (Recommendation 1)

Agency: Office of Personnel Management
Status: Open

Comments: OPM disagreed with this recommendation and cautioned against creating a comprehensive catalog of forms of misconduct because such an approach could expose agencies to the argument that any conduct that was not captured by OPM is not a permissible basis for discipline. In January 2020, OPM stated they are compiling disciplinary data collected from agencies under Executive Order 13839 and anticipate the data will be posted in the near future on OPM.gov.

Recommendation: The Director of OPM, after consultation with the CHCO Council, should broadly disseminate to agencies the promising practices and lessons learned, such as those described in this report, as well as work with agencies through such vehicles as the CHCO Council, to identify any additional practices. (Recommendation 2)

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM partially agreed with this recommendation. In December 2018, OPM stated that it plans to continue to use promising practices and to issue guidance on progressive discipline and tables of penalties. On July 2, 2019, OPM restated it partially concurs with this recommendation. OPM stated that it issued a guidance memorandum to Federal agencies on October 10, 2018, to aid in the implementation of Executive Order 13839, section 5, Ensuring Integrity of Personnel Files. As of January, 2020, OPM stated they are finalizing compiling disciplinary data collected from agencies under that Executive Order and anticipates it will be posted in the near future on OPM.gov. OPM also stated they are in the process of updating online employee relations training to be made available to human resources practitioners and managers later this year.

Recommendation: The Director of OPM, after consultation with the CHCO Council, should provide guidance to agencies to enhance the training received by managers/supervisors and human capital staff to ensure that they have the guidance and technical assistance they need to effectively address misconduct and maximize the productivity of their workforces. (Recommendation 3)

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM partially agreed with this recommendation. On September 17, 2019, OPM published a proposed rule pertaining to probationary periods, performance-based actions, and adverse actions. The public comment period for this proposed rule closed on October 17, 2019. As of January 2020, OPM said they received comments from 1,199 individuals. OPM stated that they are reviewing, analyzing, and adjudicating all comments received in order to prepare a final rule later in 2020. Once the final rule is published, OPM stated they will work with the CHCO Council to educate supervisors on the new rule in accordance with Executive Order 13839.

Recommendation: The Commissioner of the IRS should ensure the operational analysis for IMF fully addresses greater utilization of technology or consolidation of investments to better meet organizational goals. (Recommendation 1)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In August 2019, IRS provided its fiscal year 2018 Operational Analysis Results report, dated June 24, 2019. The report demonstrated that IRS, in response to our recommendation, had ensured that the operational analysis for IMF fully addressed greater utilization of technology or consolidation of investments to better meet organizational goals. However, the operational analysis did not reflect IRS's progress to date in modernizing IMF and the associated challenges. As we reported, this omission is concerning given the risk exposure from the agency's continued use of the legacy assembly language code. In order to close the recommendation, IRS needs to update the operational analysis to reflect its progress modernizing IMF.

Recommendation: The Commissioner of the IRS should ensure the operational analysis for Telecommunications Systems and Support (TSS) addresses the extent to which the investments support customer processes as designed, and how well the investments are delivering the goods or services they were designed to deliver. (Recommendation 3)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In August 2019, IRS provided its fiscal year (FY) 2018 Operational Analysis Results report, dated June 24, 2019. While the report included a summary of the FY 2018 operational analysis for TSS, it did not identify the metrics used to determine whether TSS supported customer processes or delivered the goods and services that it is intended to deliver. To close this recommendation, IRS will need to provide the detailed operational analysis for TSS incorporating these metrics. As of December 2019, IRS has not provided the full TSS operational analysis to GAO. Upon receiving the document, we will review it to determine if IRS has implemented the recommendation.

Recommendation: The Commissioner of the IRS should ensure the operational analysis for TSS includes a comparison of current performance with a pre-established cost baseline. (Recommendation 4)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In August 2019, IRS provided GAO its fiscal year (FY) 2018 Operational Analysis Results report. While the report included a summary of the FY 2018 operational analysis for the Telecommunications Systems and Support (TSS) investment , including planned and actual cost figures for FY2018, the report did not indicate whether the planned cost figure for FY2018 accounted for reimbursable costs and user fees, as we reported. To address this recommendation, IRS will need to provide a full operational analysis for TSS, as well as documentation showing whether reimbursable costs and user fees are included in the planned cost figure. As of December 2019, IRS has not provided a full TSS operational analysis to GAO. Upon receiving the document, we will review it to determine if IRS has implemented the recommendation.

Recommendation: The Commissioner of the IRS should ensure the operational analysis for End User Systems and Services includes a comparison of current performance with a pre-established cost baseline. (Recommendation 5)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In August 2019, IRS provided its fiscal year (FY) 2018 Operational Analysis Results report, dated June 24, 2019. While the report included a summary of the FY 2018 operational analysis for End User Systems and Services (EUSS) investment, including planned and actual cost figures for FY2018, it did not specify whether the planned cost figure accounted for multi-year funding and user fees, as we reported. To address this recommendation, IRS will need to provide a full operational analysis for EUSS, as well as documentation showing whether multi-year funding and user fees are included in the planned cost figure. As of December 2019, IRS has not provided the full EUSS operational analysis to GAO. Upon receiving it, we will review it to determine if IRS has implemented the recommendation.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with preparing for risk management for the IMF investment. (Recommendation 7)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates on the status of the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with analyzing risk for the IMF investment. (Recommendation 8)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates on the status of the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice for prioritizing risk for the IMF investment. (Recommendation 9)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates indicating whether the agency has implemented the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with mitigating risk for the IMF investment. (Recommendation 10)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates on the status of the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with monitoring, reporting, and controlling risk for the IMF investment. (Recommendation 11)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates on the status of the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with preparing for risk management for the IDRS investment. (Recommendation 12)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates indicating whether the agency has implemented the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with analyzing risk for the IDRS investment. (Recommendation 13)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates on the status of the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with mitigating risk for the IDRS investment. (Recommendation 14)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates indicating whether the agency has implemented the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with monitoring, reporting, and controlling risk for the IDRS investment. (Recommendation 15)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by November 2019. As of December 2019, IRS has not provided any updates indicating whether the agency has implemented the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with preparing for risk management for the MSSS investment. (Recommendation 16)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In November 2019, IRS provided its IT Enterprise Operations Mainframe and Servers Services and Support (MSSS) Risk Management Plan, dated October 7, 2019. While the plan addressed most of the activities associated with the preparing for risk management key practice, it did not identify risk constraints, risk assumptions, or risk tolerance for the MSSS investment. Upon receiving further information, we will review it to determine if IRS has fully addressed this recommendation.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with analyzing risk for the MSSS investment. (Recommendation 18)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by October 2019. In November 2019, IRS provided its IT Enterprise Operations Mainframe and Servers Services and Support (MSSS) Risk Management Plan, dated October 7, 2019, along with several other documents associated with the agency's IT risk management process. However, the documents do not demonstrate that IRS has implemented the activities associated with the Analyze Risk key practice. Specifically, while the plan describes a risk analysis process in which risks are classified as high, medium, or low risk, neither the plan nor any of the other documents describes criteria for evaluating and quantifying risk likelihood and severity (impact) levels. Additionally, the Risk Management Plan does not indicate whether analysis of MSSS risks includes both inherent and residual risks. Upon receiving additional information indicating that IRS has addressed these activities, we will review it to determine if IRS has implemented the recommendation.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with mitigating risk for the MSSS investment. (Recommendation 19)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by October 2019. In November 2019, IRS provided its IT Enterprise Operations Mainframe and Servers Services and Support (MSSS) Risk Management Plan, dated October 7, 2019, along with several other documents associated with the agency's IT risk management process. However, the documents do not demonstrate that IRS has established threshold values for MSSS risk categories or alternative courses of action for critical risks. Upon receiving additional information indicating that it has addressed these activities. we will review it to determine if IRS has implemented the recommendation.

Recommendation: The Commissioner of the IRS should fully implement the risk management key practice associated with monitoring, reporting, and controlling risk for the MSSS investment. (Recommendation 20)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it would implement the recommendation by October 2019. In November 2019, IRS provided its IT Enterprise Operations Mainframes and Servers Services and Support (MSSS) Risk Management Plan, dated October 7, 2019, along with several other documents associated with the agency's IT risk management process. However, the documents do not demonstrate that IRS has fully implemented all of the activities associated with the monitoring, reporting, and controlling key practice. Specifically, our review of the documents shows that IRS has not established threshold values for MSSS risk categories, and as a result is unable to compare the status of risks to acceptability thresholds to determine the need for implementing a risk mitigation plan. In addition, although the MSSS Risk Management Plan was updated in October 2019, its previous revision occurred in October 2017, indicating that IRS has not yet reviewed all aspects of the risk management program at least once a year. Upon receiving additional information that IRS has addressed these activities, we will review it to determine if IRS has implemented the recommendation.

Recommendation: The Commissioner of the IRS should fully implement IT workforce planning practices, including the following actions (1) setting the strategic direction for workforce planning; (2) analyzing the workforce to identify skill gaps; (3) developing strategies and implementing activities to address skill gaps; and (4) monitoring and reporting on progress in addressing skill gaps. (Recommendation 21)

Agency: Department of the Treasury: Internal Revenue Service
Status: Open

Comments: In September 2018, IRS told GAO it had initiated efforts to address workforce planning agency-wide. The agency stated that the Human Capital Office in coordination with the Information Technology organization prioritizes critical skills gaps to develop gap mitigation strategies, which are implemented through IT annual training plans and succession planning efforts. IRS also stated that the mitigation plans will be monitored in the current Project and Portfolio Management System and that the Human Capital and Information Technology organizations will monitor resource capacity, skills, assigned work effort, and staff availability. In addition, IRS stated that it would utilize special hiring authorities as a competency and staffing mitigation strategy. The agency noted that the special authorities are subject to the availability of resources and agency approval. Further, IRS stated that, due to the diversion of IT resources to the Tax Cuts and Jobs implementation, development of a plan for scaling and expansion of workforce planning efforts will commence after the opening of Filing Season 2020. IRS stated that, due to those constraints, it could not provide a date for fully implementing the recommendation. As of December 2019, IRS has not provided any updates indicating whether it has implemented the recommendation. When we confirm what actions IRS has taken, we will provide updated information.

Recommendation: The Secretary of Defense should ensure that the Commandant of the Marine Corps develops and implements mechanisms to consistently capture information on pilots' post-service employment, including the number of those going to the commercial airlines, such as through revising existing exit surveys, or working in coordination with the National Pilot Sourcing Forum specifically to monitor commercial airline hiring to supplement the information DOD collects. (Recommendation 3)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of April 2020, this recommendation remains open.

Recommendation: The Secretary of Defense should ensure that the Secretary of the Air Force analyzes staffing levels by officer grade for each pilot community as part of its annual business case for aviation retention bonus payments to help ensure that aviation retention bonuses are targeted to the appropriate pilot communities. (Recommendation 4)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of April 2020, DOD officials stated that the Air Force plans to make changes to its upcoming business case analysis to break out control grade from field grade officers to better delineate the staffing challenges it faces as well as the targeted effect of aviation bonus offerings. Officials stated that this change is part of an ongoing study with RAND that should be completed in early summer 2020.

Recommendation: The Secretary of Commerce should evaluate the level of preparedness for cybersecurity personnel not currently holding certifications to take certification exams, identify strategies for mitigating any gaps identified, and report this information to Congress. (Recommendation 1)

Agency: Department of Commerce
Status: Open

Comments: Department of Commerce (Commerce) officials concurred with our recommendation and planned to evaluate the level of preparedness for cybersecurity personnel not currently holding certifications to take certification exams, and to identify strategies for mitigating any gaps identified. As of August 2020, Commerce had not provided sufficient evidence that it had implemented the recommendation. We will continue to monitor the situation.

Recommendation: The Secretary of Energy should evaluate the level of preparedness for cybersecurity personnel not currently holding certifications to take certification exams and report this information to Congress. (Recommendation 5)

Agency: Department of Energy
Status: Open

Comments: Department of Energy (DOE) officials concurred with our recommendation and planned to evaluate the level of preparedness for cybersecurity personnel not currently holding certifications to take certification exams using the National Initiative for Cybersecurity Education (NICE) certification mapping that is due for release in November 2018. DOE officials plan to develop criteria to identify personnel who are prepared to take certification exams and will perform a department-wide evaluation, after which they plan to report to Congress by a target date of September 30, 2019. As of August 2020, DOE had not provided evidence that it had implemented this recommendation. We will continue to monitor the situation.

Recommendation: The Secretary of the Interior should evaluate the level of preparedness for cybersecurity personnel not currently holding certifications to take certification exams and report this information to Congress. (Recommendation 11)

Agency: Department of the Interior
Status: Open

Comments: Department of the Interior (Interior) concurred with our recommendation. Officials from the department stated they were developing a plan to assess the workforce's preparedness to complete and maintain certifications. Interior officials stated that they were planning to leverage its learning and performance management system for assessing the level of preparedness of cybersecurity personnel to take certification exams and planned to report to Congress by March 2021. As of August 2020, HUD had not provided evidence that it had implemented this recommendation. We will continue to monitor the situation.

Recommendation: The Administrator of the National Aeronautics and Space Administration should evaluate the level of preparedness for cybersecurity personnel not currently holding certifications to take certification exams and report this information to Congress. (Recommendation 16)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: National Aeronautics and Space Administration (NASA) did not concur with our recommendation and has not yet provided evidence that it has implemented the recommendation as of August 2020. We will continue to monitor the situation.

Recommendation: The Administrator of the Small Business Administration should conduct a baseline assessment of the department's cybersecurity workforce that includes (1) the percentage of personnel with IT, cybersecurity, or other cyber-related job functions who hold certifications; (2) the level of preparedness of other cyber personnel without existing credentials to take certification exams; and (3) a strategy for mitigating any gaps identified with appropriate training and certification for existing personnel. (Recommendation 25)

Agency: Small Business Administration
Status: Open

Comments: Small Business Administration (SBA) officials concurred with our recommendation. SBA officials stated that they have made significant progress in the workforce assessment area, and have recently completed an assessment of the SBA's IT workforce and reported on existing skills gaps. SBA officials stated that they plan to execute against the IT workforce plan to include addressing requirements within the Federal Cybersecurity Workforce Assessment Act of 2015. As of August 2020, SBA had not provided evidence that it had implemented the recommendation. We will continue to monitor the situation.

Recommendation: The Administrator of the Small Business Administration should submit a report of its baseline assessment of its existing cybersecurity workforce to the appropriate congressional committees of jurisdiction. (Recommendation 26)

Agency: Small Business Administration
Status: Open

Comments: Small Business Administration (SBA) officials concurred with our recommendation. SBA officials stated that they have made significant progress in the workforce assessment area, and have recently completed an assessment of the SBA's IT workforce and reported on existing skills gaps. SBA officials stated that they plan to execute against the IT workforce plan to include addressing requirements within the Federal Cybersecurity Workforce Assessment Act of 2015. As of August 2020, SBA had not provided evidence that it had implemented the recommendation. We will continue to monitor the situation.

Recommendation: The Administrator should direct the Chief Information Officer to address, in conjunction with the Chief Human Capital Officer, gaps in IT workforce planning by fully implementing the eight key IT workforce planning activities noted in this report. (Recommendation 3)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA did not concur with this recommendation. As of October 2019, the agency reported that the Office of the Chief Information Officer was beginning its involvement with the agency's Mission Support Architecture Program which aims at re-aligning mission support functions from a decentralized model to an enterprise model. The office's participation in the re-alignment effort has an estimated completion date in fiscal year 2023.

Recommendation: The Administrator should direct the Chief Information Officer to address weaknesses in oversight practices and ensure routine oversight of all investments by taking action to document criteria for escalating investments among governance boards and establish procedures for tracking corrective actions for underperforming investments. (Recommendation 6)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. In July 2018, NASA reported that the agency intended to address this recommendation by documenting its approach for governing IT investments. In February 2020, NASA reported that the agency remained committed to taking action to address this recommendation and reported that the Office of the Chief Information Officer had established a process to govern IT investment funds and had planned additional modifications for that framework. The agency now expects to complete actions to address this recommendation by November 2020.

Recommendation: The Administrator should ensure that the Chief Information Officer fully defines policies and procedures for developing the portfolio criteria, creating the portfolio, and evaluating the portfolio. (Recommendation 7)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. In July 2018, NASA reported that it had begun updating policies and procedures for developing the portfolio criteria. In April 2019, NASA provided copies of its updated guidance. Among other things, the guidance described criteria for the portfolio and defined policies and procedures for creating the portfolio. As of April 2020, the agency had not yet provided evidence that it had developed policies and procedures for evaluating the portfolio. We plan to continue following up on the status of efforts to address this recommendation.

Recommendation: The Administrator should direct the Chief Information Officer to establish an agency-wide approach to managing cybersecurity risk that includes a cybersecurity strategy that, among other things, makes explicit the agency's risk tolerance, accepted risk assessment methodologies, a process for consistently evaluating risk across the organization, response strategies and approaches for monitoring risk over time, and priorities for risk management investments. (Recommendation 8)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. In July 2018, NASA reported that it had hired a Chief Cybersecurity Risk Officer in April 2018 and that it had also approved a charter for an agency-wide Cybersecurity Integration Team. As of September 2020, NASA reported that it intends to deliver a cybersecurity risk management strategy that addresses the elements outlined in this recommendation by 2021.

Recommendation: The Administrator should direct the Chief Information Officer to establish an agency-wide approach to managing cybersecurity risk that includes policies and procedures with well-defined roles and responsibilities that are integrated and reflect NASA's current security practices and operating environment. (Recommendation 10)

Agency: National Aeronautics and Space Administration
Status: Open

Comments: NASA concurred with this recommendation. As of September 2020, NASA reported that the Chief Information Officer had initiated a review of the agency's cyber policy management framework and that any related updates were expected to be completed by 2021.

Recommendation: The Administrator of General Services should ensure that the appropriate GSA offices develop guidance including, but not limited to, how agencies can use telework as a strategic space-planning tool for reducing and optimizing office space efficiency and that the offices make the guidance readily available. (Recommendation 1)

Agency: General Services Administration
Status: Open

Comments: As of February 2020, GSA has provided GAO with some documents that indicate steps toward addressing this recommendation. For example, the documents cover topics on workplace and space design. GSA officials said that they are working on a document that focuses on the relationship between space planning and telework that will more directly address this recommendation. The estimated completion date for this document is the end of fiscal year 2020.

Recommendation: The Secretary of the Treasury, as the chair of CFIUS, and working with member agencies, should coordinate member agencies' efforts to better understand the staffing levels needed to address the current and projected CFIUS workload associated with core committee functions. (Recommendation 1)

Agency: Department of the Treasury
Status: Open
Priority recommendation

Comments: In commenting on the report in February 2018, Treasury concurred with the recommendation. In December 2018, Treasury noted that the Foreign Investment Risk Review Modernization Act of 2018 requires each CFIUS member agency to submit detailed spending plans annually for seven years to appropriate congressional committees, including estimated expenditures and staffing levels, and requires annual testimony for seven years from the CFIUS staff chairperson regarding anticipated resource needs. As of November 2019, GAO continues to monitor this recommendation.

Recommendation: The Chief of Naval Operations should clarify workforce planning policies to identify circumstances in which federal civilian employees and private sector contractors may serve in operational roles and what the benefits and limitations are of using federal civilians and private sector contractors as alternative workforces. (Recommendation 1)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. However, it has not fully implemented it as of November 2019.

Recommendation: The Chief of Naval Operations should, after clarifying workforce planning policies, apply the revised policies to evaluate the use of alternative workforces (including federal civilian employees and private sector contractors) for future unmanned system operators. (Recommendation 2)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. However, it has not fully implemented it as of November 2019.

Recommendation: The Commandant of the Marine Corps should clarify workforce planning policies to identify circumstances in which federal civilian employees and private sector contractors may serve in operational roles and what the benefits and limitations are of using federal civilians and private sector contractors as alternative workforces. (Recommendation 3)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. However, it has not fully implemented it as of November 2019.

Recommendation: The Commandant of the Marine Corps should, after clarifying workforce planning policies, apply the revised policies to evaluate the use of alternative workforces (including federal civilian employees and private sector contractors) for future unmanned system operators. (Recommendation 4)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. However, it has not fully implemented it as of November 2019.

Recommendation: The Commander, Naval Air Systems Command, in coordination with the Deputy Commandant of the Marine Corps for Combat Development and Integration, should update the Marine Corps personnel requirements associated with the RQ-21 Blackjack UAS based on the most current and enduring concept of operations and utilize the updated requirements in planning for UAS squadron personnel requirements. (Recommendation 5)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. However, it has not fully implemented it as of November 2019.

Recommendation: The Commander, Naval Air Systems Command, should update the life cycle cost estimate for the RQ-21 Blackjack UAS to make adjustments as appropriate after updating the personnel requirements for the system. (Recommendation 6)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. However, it has not fully implemented it as of November 2019.

Recommendation: The Deputy Chief of Naval Operations for Warfare Systems (N9), in coordination with the Deputy Commandant for Aviation, should prioritize continued efforts to fully evaluate policies for operating and maintaining UAS of different sizes and capabilities, such as group 3 UAS--to include establishing completion time frames, determining whether reductions to personnel requirements could be accomplished, and identifying any associated cost savings and the benefits to the UAS squadrons' ability to complete missions--and update such policies as needed. (Recommendation 7)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. However, it has not fully implemented it as of November 2019.

Recommendation: The Secretary of the Navy should clarify overarching goals for unmanned systems' personnel requirements, including related priority levels for resourcing purposes, and communicate them to requirements planners and budget decision makers. (Recommendation 8)

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. However, it has not fully implemented it as of November 2019.

Recommendation: The Chief of Naval Personnel and the Deputy Commandant for Manpower and Reserve Affairs should assess civilian supply, demand, and wages in the commercial drone industry and use the results to inform retention approaches, including the use of special and incentive pays for UAS operators. (Recommendation 9)

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation. DOD has not fully implemented it as of November 2019.

Recommendation: The Deputy Commandant for Aviation and the Deputy Commandant for Manpower and Reserve Affairs should examine the use of additional human capital flexibilities that could improve the career satisfaction and retention of experienced UAS operators and maximize their availability to squadrons. Such flexibilities could include authorizing available special and incentive pays; permitting UAS operators to extend their enlistments to serve longer within squadrons; ensuring the availability of career- and promotion-enhancing opportunities for professional military education; considering the use of a potential insignia device for operators; or extending UAS operator contract lengths. (Recommendation 10)

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation. DOD has not fully implemented it as of November 2019.

Recommendation: The Assistant Administrator for Recovery should develop a detailed workforce plan that documents steps for hiring, training, and retaining key appeals staff. The plan should also address staff transitions resulting from deployments to disasters. (Recommendation 3)

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

Comments: DHS concurred with this recommendation and said it would take steps to implement it. According to FEMA, to prepare for the potential production of a detailed regional workforce plan, PAAB (Public Assistance Appeals Branch) has been collecting information from the Regions regarding the percentage of time (on a monthly basis) that each Regional appeals analyst has worked on appeals. In August 2018, PAAB shared with the Regions its preliminary analysis of this information and asked the Regions to provide feedback regarding the methods used to analyze this information. PAAB said that they intend to assess first-level appeals' regional inventory and timeliness issues, as well as the work needed to prepare and finalize a detailed regional workforce plan. According to FEMA, PAAB is also analyzing second-level appeal inventory and timeliness, and will continue to monitor second-level appeal timeliness. In April 2020, we met with FEMA to discuss additional information and documentation they sent us involving their analysis of appeal inventories and whether this analysis is part of a larger effort to develop a detailed workforce plan as called for in the recommendation. As a result of this meeting, we received further documentation from FEMA in July 2020, and are in the process of evaluating this to determine whether FEMA has fully addressed this recommendation.

Recommendation: The Assistant Administrator for Recovery should work with Regional Administrators in all 10 regional offices, to establish and use goals and measures for processing first-level PA appeals to monitor performance and report on progress. (Recommendation 4)

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

Comments: DHS concurred with this recommendation and said it would take steps to implement it. According to FEMA, in July 2018, the Public Assistance Division and PAAB transmitted a survey to the Regions containing questions about how each Region establishes goals for processing first-level appeals and how each Region measures and monitors performance with respect to those goals. Thereafter, the Regions provided survey responses to PAAB. According to FEMA, PAAB has begun analyzing the survey responses for the purpose of enabling FEMA's Associate Administrator for the Office of Response and Recovery and FEMA's Chief of Staff to work with all FEMA Regional Administrators to establish and use goals and measures for processing first-level PA appeals to monitor performance and report on progress. In April 2020, we met with FEMA to discuss additional information and documentation they sent us involving these efforts and their development of performance metrics that reflect best practices for the timely processing, tracking, and reporting of first appeals. As a result of this meeting, we received further documentation from FEMA in July 2020, and are in the process of evaluating this to determine whether FEMA has fully addressed this recommendation.

Recommendation: The Director of OPM, together with the CHCO Council, should track government-wide data to establish a baseline and analyze the extent to which the seven Title 5 special payment authorities are effective in improving employee recruitment and retention, and determine what potential changes may be needed to improve the seven authorities' effectiveness. (Recommendation 1)

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: OPM partially concurred with the recommendation and said that by August 2018, OPM would (1) track Governmentwide data to establish a baseline of agency use of the seven Title 5 special payment authorities by occupation with a focus on mission-critical occupations; and (2) work with the CHCO Council to determine what changes may be needed to improve the seven authorities' effectiveness. OPM said agencies are in the best position to analyze the extent to which special pay authorities, when used in conjunction with other human resources flexibilities, improve their ability to recruit and retain their employees. However, we noted that by working with the agencies through the CHCO Council, OPM would be better positioned to track government-wide data to analyze the extent to which Title 5 special payment authorities improve employee recruitment and retention. In December 2018, OPM told us that it established a baseline to measure changes over time, on an annual basis, regarding the use of the seven special payment authorities. OPM also stated that it is working with the CHCO Council to administer a survey to obtain agency input on how to improve the authorities' effectiveness. In May 2019, OPM provided documented analyses of the extent agencies use special payment authorities for various occupations, but provided no information on actions taken with the CHCO council as we recommended. More specifically, to fully implement the recommendation OPM needs to work with the CHCO Council to analyze changes in government-wide data and the extent to which the seven special payment authorities are effective. We will update the status of actions to implement this recommendation as OPM provides any documentation responsive to it, as we requested in September 2019 and further coordinated with OPM in June 2020.

Recommendation: The Director of OPM, together with the CHCO Council, should provide guidance on assessing effectiveness and tools--such as best practices or frequently asked questions--for the range of Title 5 special payment authorities. (Recommendation 2)

Agency: Office of Personnel Management
Status: Open

Comments: OPM concurred with recommendation and said that by February 2019, it would (1) develop guidance on assessing the effectiveness for the range of Title 5 special payment authorities, and (2) work on any guidance or tools that the CHCO Council identifies that would improve their use of the special payment authorities. After our report was issued in December 2017, OPM also posted new templates on its website to help agencies provide required information and facilitate the request and approval process for waivers of the normal payment limitations on recruitment, relocation, and retention incentives. We will update the status of actions to implement this recommendation as OPM provides any documentation responsive to it, as we requested in September 2019 and further coordinated with OPM in June 2020.

Recommendation: The Director of OPM should establish documented procedures to assess special payment authority requests requiring OPM approval and periodically review approval procedures to consider ways to streamline them. (Recommendation 3)

Agency: Office of Personnel Management
Status: Open

Comments: OPM concurred with the recommendation and, in December 2018, provided documented procedures for reviewing agency requests to waive the normal payment limitations on recruitment, relocation, and retention incentives; and for reviewing agency requests for special rates and critical position pay. However, the procedures generally restated the types of information that agencies must submit and did not provide criteria to assess the information supporting requests. For example, the procedures for assessing special rates and critical position pay requests only referred to lists of required information items. Furthermore, the guidance on assessing agency requests to waive the normal payment limitations on recruitment, relocation, and retention incentives did not provide criteria, such as to assess the soundness of the methodology or reliability of underlying data for calculating payment amounts or the sufficiency of prior agency efforts to recruit and retain employees without having to resort to additional pay. Although the procedures documents OPM provided referred to periodic annual reviews of the procedures beginning in May 2019, the documents did not provide information on whether and how such reviews were to consider and identify ways to streamline the procedures. We will update the status of actions to implement this recommendation as OPM provides any additional documentation responsive to it, as we requested in September 2019 and further coordinated with OPM in June 2020.

Recommendation: The Undersecretary for Health should develop and implement a process to accurately count all physicians providing care at each medical center, including physicians who are not employed by VHA. (Recommendation 1)

Agency: Department of Veterans Affairs: Veterans Health Administration
Status: Open
Priority recommendation

Comments: As of January 2020, VHA continues to disagree with the recommendation and has not taken any action. Although VA responded to our report by stating that the ability to count physicians does not affect its ability to assess workload, we maintain that an accurate count of all physicians providing care at each medical center is necessary for accurate workforce planning. To implement the first recommendation, VHA needs to develop a system-wide process to collect information on all physicians providing care at VAMCs, including physicians that are not employed by VHA. This information should be available at the local level for workforce planning purposes.

Recommendation: The Undersecretary for Health should develop and issue guidance to the VAMCs on determining appropriate staffing levels for all mission-critical physician occupations. (Recommendation 2)

Agency: Department of Veterans Affairs: Veterans Health Administration
Status: Open

Comments: VHA concurred with this recommendation. In November 2017, VHA's Executive in Charge chartered the Specialty Care Provider Staffing and Network Model Workgroup to develop a methodology for determining the scope and complexity of specialty care services. The Workgroup also developed an analytical tool to support local decision-making around specialty staffing levels. According to VHA, the Specialty Care Services Staffing model has been validated across some VHA regions. The Workgroup was directed to develop an Executive Decision Memorandum for an official determination as to implementation of the model. As of January 2020, VHA was awaiting the results of the Governing Board's decision on the Executive Decision Memorandum, the guidance documents, and analytical template. VHA reported the target date for completion is March 2020.

Recommendation: The Undersecretary for Health should establish a system-wide method to share information about physician trainees to help fill vacancies across VAMCs. (Recommendation 4)

Agency: Department of Veterans Affairs: Veterans Health Administration
Status: Open

Comments: VHA concurred with this recommendation. VHA is working to develop the necessary capacity to enable a system-wide method for sharing information about physician trainees to help fill vacancies. In April 2019, VHA anticipated having this system in place by the end of fiscal year 2019. However, VHA has not submitted any additional information since April 2019. VHA has also created a VHA-Trainee Recruitment and Hiring Workgroup (the Workgroup). The Workgroup serves as the advisory group on trainee recruitment and hiring, for the purpose of developing a permanent Trainee Recruitment and Hiring Function. The Workgroup is holding Virtual Trainee Recruitment Events for critical occupations. Until GAO sees evidence of a system-wide method for sharing information about physician trainees, this recommendation will remain open.

Recommendation: The Director of the USMS should develop and implement a mechanism to provide specific feedback to employees on the results of the promotion process, including their readiness for promotion. (Recommendation 2)

Agency: Department of Justice: United States Marshals Service
Status: Open

Comments: USMS concurred with this recommendation and said that it is taking steps to implement it. In August 2018, USMS began providing feedback reports to employees completing the redesigned competency assessment process, which include detailed breakouts of scores by competency. However, these reports do not contain specific feedback, including the employee's readiness for promotion. As of June 2019, USMS is finalizing plans to provide training to employees on the GS-13 and GS-14 competencies. As of August 2020, USMS is building development programs and computer-based courses for each grade level, including GS-13 and GS-14. To fully address this recommendation, USMS should provide information on efforts or plans to provide specific feedback to employees, including on their readiness for promotion, and provide final training plans.

Recommendation: To better address current and future staffing needs, the Director of EOIR should develop and implement a strategic workforce plan that addresses, among other areas, key principles of effective strategic workforce planning, including (1) determining critical skills and competencies needed to achieve current and future programmatic results; (2) developing strategies that are tailored to address gaps in number, deployment, and alignment of human capital approaches for enabling and sustaining the contributions of all critical skills and competencies; and (3) monitoring and evaluation of the agency's progress toward its human capital goals and the contribution that human capital results have made toward achieving programmatic results.

Agency: Department of Justice: Executive Office for Immigration Review
Status: Open
Priority recommendation

Comments: In December 2019, EOIR officials told us that EOIR is continuing to develop an agency-wide strategic plan that will address workforce planning, among other issues. In addition, EOIR completed a review of the Office of the Chief Immigration Judge workforce in October 2018, which resulted in a new organizational structure and staffing plan for each court. According to EOIR officials, the staffing plan addresses and mitigates gaps and updates position descriptions to more clearly define roles and responsibilities. To fully address our recommendation, EOIR needs to continue to develop, and then implement, a strategic workforce plan that addresses key principles of effective strategic workforce planning. Once this strategic workforce plan is completed, EOIR needs to monitor and evaluate the agency's progress toward its human capital goals.

Recommendation: To better address EOIR's immigration judge staffing needs, the Director of EOIR should: (1) assess the immigration judge hiring process to identify opportunities for efficiency; (2) use the assessment results to develop a hiring strategy that targets short- and long-term human capital needs; and (3) implement any corrective actions related to the hiring process resulting from this assessment.

Agency: Department of Justice: Executive Office for Immigration Review
Status: Open
Priority recommendation

Comments: In April 2017, the Attorney General approved a revised Immigration Judge hiring process. As part of the development of the revised process, the Office of the Deputy Attorney General, in consultation with EOIR, assessed the immigration judge hiring process, identified opportunities for efficiency, and proposed changes to the hiring process that address those opportunities. In December 2019, EOIR officials told us that EOIR is continuing to develop an agency-wide strategic plan that will address the immigration judge hiring process, among other issues. To fully implement our recommendation, EOIR will need to continue to improve its hiring process by developing a hiring strategy targeting short- and long-term human capital needs.

Recommendation: To help ensure that EOIR meets its cost and schedule expectations for ECAS, the EOIR Director should document and implement an oversight plan that is consistent with best practices for overseeing IT projects, including (1) establishing how the oversight body is to monitor program performance and progress toward expected cost, schedule, and benefits; (2) ensuring that corrective actions are identified and assigned to the appropriate parties at the first sign of cost, schedule, or performance slippages; and (3) ensuring that corrective actions are tracked until the desired outcomes are achieved.

Agency: Department of Justice: Executive Office for Immigration Review
Status: Open
Priority recommendation

Comments: As of April 2019, EOIR reported that it had selected the EOIR Investment Review Board as the ECAS oversight body with the EOIR Office of Information Technology directly responsible for the management of the ECAS program. Since that time, EOIR has shared documents with us that, according to EOIR, collectively serve as its oversight plan for ECAS. In particular, in January 2020, EOIR provided a copy of its Investment Review Guidance, a document that outlines the process, roles and responsibilities, and criteria it uses to assess selected IT investments, including ECAS. EOIR also provided documentation illustrating assessment of the ECAS investment performance towards expected schedule and benefits, and identification of areas where performance was not deemed very good or excellent. However, the documentation EOIR provided does not assign corrective actions to appropriate parties or establish how EOIR is monitoring program performance and progress toward expected costs. To fully address this recommendation, EOIR should document and implement a plan that describes how the EOIR Investment Review Board and OIT will oversee the full implementation of ECAS, including how these bodies will, consistent with best practices for overseeing IT projects, monitor program performance and progress toward expected costs; assign corrective actions to the appropriate parties at the first sign of cost, schedule, or performance slippages; and ensure that corrective actions are tracked until the desired outcomes are achieved.

Recommendation: To provide further assurance that EOIR's use of VTC in immigration hearings is outcome-neutral, the Director of EOIR should use these and other data to assess any effects of VTC on immigration hearings and, as appropriate, address any issues identified through such an assessment.

Agency: Department of Justice: Executive Office for Immigration Review
Status: Open

Comments: In December 2019, EOIR modified its case management system so that users must manually select the hearing medium type--telephonic, VTC, or in-person--when scheduling a hearing. In February 2018, EOIR also reported that it initiated a pilot project to collect data on Board of Immigration Appeals (BIA) appeals in which the use of VTC formed some basis for the appeal. These efforts should provide EOIR more complete and reliable data it can use to assess the effects of VTC on immigration hearings. To fully address this recommendation, EOIR should analyze the data it collects through the change to its case management system and through its collection of data on appeals in which the use of VTC formed the basis for the appeal, analyze those data to assess the effects of VTC on immigration hearings and, as appropriate, address any issues identified through such an assessment.

Recommendation: To better assess court performance and use data to identify potential management challenges, the Director of EOIR should update policies and procedures to ensure the timely and accurate recording of Notices to Appear.

Agency: Department of Justice: Executive Office for Immigration Review
Status: Open

Comments: In January 2020, EOIR officials reported that the agency was taking steps to implement electronic filing of Notices to Appear which they anticipated would ensure the timely and accurate recording of Notices to Appear. At that time, EOIR officials estimated that it would take 2 years to implement electronic filing of Notices to Appear at all existing immigration courts. In the interim, to fully implement this recommendation, EOIR should update its policies and procedures to better ensure the timely and accurate recording of Notices to Appear.

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 support the consistent application of agency telework policy throughout the agency, the Secretaries of the Departments of Education and Labor and the Chair of the Securities and Exchange Commission should implement controls to verify that supervisors have completed telework training prior to entering into telework agreements with their employees and that completion of this training is documented.

Agency: Department of Labor
Status: Open

Comments: In a letter to GAO dated May 26, 2017, the Department of Labor stated that the department currently offers interactive manager/supervisor telework training to all supervisors, the completion of which is documented in the manager and supervisor training records. However, officials said this training was strongly encouraged but not required. In fiscal year 2019, telework training was added as a mandatory course for all managers and supervisors, the completion of which is documented in manager and supervisor training records and reported to departmental leadership. As of August 2020, the Department of Labor was developing and testing a telework tracking application system that will require and document completion of manager/supervisor telework training through the Department's internal learning development system before a supervisor can use the system to approve telework agreements. The Department of Labor anticipates the system will be ready for implementation in FY 2021. We will continue to follow up with the Department of Labor on this and will provide an update when available.

Recommendation: To help ensure that telework agreements accurately reflect telework participation, and to further ensure the accuracy of telework data reported internally and externally, the Secretary of the Department of Labor, the Administrator of the General Services Administration, and the Chair of the Securities and Exchange Commission should require documentation of regular or periodic reviews of all telework agreements in agency telework policies.

Agency: Department of Labor
Status: Open

Comments: In a letter to GAO dated May 26, 2017, the Department of Labor stated that the current policy requires supervisors to conduct an annual review of telework agreements to ensure the arrangement is current and the needs of the agency are being met. In October 2019, Department of Labor officials stated the department is revising its telework processes to include a defined procedure for managers/supervisors to document and report the annual reviews. As of August 2020, the Department of Labor was developing and testing a telework tracking application system that will require and document annual telework agreement recertification for all telework program participants and their supervisors to ensure a regular review of telework agreements. The Department of Labor anticipates the system will be ready for implementation in FY 2021. When we confirm that Labor has fully completed these actions, we will provide updated information.

Recommendation: To improve the accuracy of telework data transmitted to OPM, the Secretary of the Department of Labor should direct the Chief Human Capital Officer to work with the Telework Managing Officer to develop and implement a plan to modernize Labor's telework agreement tracking system to enable more timely access to accurate telework data.

Agency: Department of Labor
Status: Open

Comments: In a letter to GAO dated May 26, 2017, the Department of Labor stated that it will benchmark best practices used by other federal agencies to explore options for utilizing its existing telework agreement tracking system to facilitate more timely access to telework agreement data. As of October 2019, Labor is developing a telework tracking application to improve access to telework data and the quality of telework data reported by its agencies. It is projected this tracking application will be launched as part of a broader internal web-based collaborative platform in FY 2021. When we confirm that Labor has fully completed these actions, we will provide updated information.

Recommendation: To provide additional guidance to agencies and encourage the elimination of barriers to increased telework opportunities consistent with the act, and to ensure the accuracy of telework information OPM annually reports to Congress, the Director of OPM should strengthen controls for reviewing, validating, and reporting telework data in annual Status of Telework in the Federal Government reports. Specifically, OPM should follow up with agency officials on data outliers, including significant changes in year-to-year data.

Agency: Office of Personnel Management
Status: Open

Comments: In a letter dated May 16, 2017, the acting director stated that OPM did not agree with the recommendation. While OPM recognizes the importance of data accuracy to effectively evaluate federal telework programs, OPM does not agree that the Telework Enhancement Act imposes any obligation on OPM to allocate significant resources necessary to validate telework data collected from agencies or that a year-over-year comparison of survey data is needed or advantageous to ensuring a reasonable and rigorous data analysis. We agree that OPM should not independently validate agency data, but OPM should take the steps necessary to identify and explain data outliers and limitations. Because OPM is the agency responsible for reporting telework data, OPM should ensure its annual reports to Congress include a clear discussion of data reliability limitations. Following up on data outliers and large year-to-year changes can help OPM identify data errors that could be corrected by agencies and provide OPM with the opportunity to discuss data limitations with agencies. Including such information clearly in the annual telework reports to Congress can make them more useful to Congress and to others. As of January 2020, OPM has not taken action on this recommendation. If we confirm that OPM does take action in response to this recommendation, we will provide updated information.

Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Under Secretary of Defense (Comptroller), in coordination with the military services, to explore cost-effective approaches to collect and report S&I pay program data for the Reserve Components.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. In its initial response, DOD noted that it will maintain its focus on the recruiting and retention pays for both the active and reserve components, and will continue to work with the Reserve Components to strengthen the collection of the remaining special and incentive pays. As of November 2019, DOD had not taken action on this recommendation.

Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, in coordination with the military services, to review whether S&I pay programs have incorporated key principles of effective human capital management and used resources efficiently, and prioritize and complete the establishment of measures for the efficient use of resources.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation. In DOD's initial response, it stated that DOD does use key principles of effective human capital management, and although not articulated as GAO's principles, DOD's and GAO's principles share common goals and results. In addition, DOD stated that it will support the opportunity to review and improve upon the principles and methods to assess the efficiency of its S&I pay programs, and, where appropriate, will incorporate these principles in future DOD policy issuances and updates. In May 2018, DOD stated that it believed it was in compliance with this recommendation and that the action was complete. DOD stated that this assessment was based on our finding that most of the Department's S&I pay programs either met or partially met the key principles of effective human capital management. But our finding was on select pay programs. Further, DOD's response did not document what actions the Department has taken to ensure all programs fully meet the key principles. As of November 2019 DOD had not taken action on this recommendation. We continue to believe that fully implementing the key principles of effective human capital management that we identified would help DOD and the services to ensure that S&I pay programs are effectively designed and that resources are optimized for the greatest return on investment.

Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, in coordination with the military services, to routinely assess the impact of non-monetary incentive approaches on retention behavior and on the necessary levels of S&I pays.

Agency: Department of Defense
Status: Open

Comments: DOD concurred with this recommendation. As of August 2017, DOD had submitted a proposal to conduct a study focused on aviation officers that will examine the military services' methodologies used to accomplish their retention goals to determine the primary reasons aviation officers remain or leave the service and the degree to which these reasons affect their retention decisions. According to DOD officials, a portion of the study will consider the interaction between monetary and non-monetary incentives such as duty assignments, flying opportunities, reduced administrative burdens, and quality of life. In May 2018, DOD stated that the Military Departments continue to utilize non-monetary incentives as their first approach to access and retain quality servicemembers. DOD added that these incentives consist of choice of career path, duty assignment, selective military training, educational benefits, as well as the career intermission program. DOD noted that the Army's Career Satisfaction Program is just one example of using non-monetary pay incentives to improve retention. According to DOD, this program increases the retention of Army officers at no additional cost to the Army by offering academy cadets and senior ROTC cadets the choice of occupational specialty and assignment location upon commissioning in exchange for extending their active duty service obligation for an additional 3 years. DOD also stated that the Navy currently uses both monetary and non-monetary incentives to retain its surface warfare officer (SWO) community to ensure it retains adequate numbers of officers to fill critical SWO Department Head positions in the rank of Lieutenant and Lieutenant Commander. The Department concluded that it believes the recommendation is closed, as it has offered and continues to offer non-monetary incentives as part of its S&l pay program, and continues to encourage the use of non-monetary incentives as an alternative to cash incentives. While the programs DOD mentioned in its response demonstrate progress toward fully implementing our recommendation, we believe that this recommendation should remain open until more progress is made. As of November 2019, DOD had not taken additional actions on this recommendation.

Recommendation: To facilitate DOD's oversight of the military services' S&I pay programs, and to fully ensure the effectiveness of these programs, the Secretary of Defense should direct the Secretaries of the Military Departments to develop approaches to directly target Selective Reenlistment Bonuses to cybersecurity skill sets.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation. In DOD's initial response, it stated that the services are responsible for developing their personnel requirements in order to meet individual service needs and that it has provided the services with the necessary staffing tools to recruit and retain servicemembers in the cybersecurity skill sets. DOD also noted that it is crucial for the services to retain their flexibility to utilize these pays and benefits to address service-specific shortfalls within their cybersecurity workforce and noted that it will assist the services in growing and maintaining their cybersecurity workforce through existing and future DOD policies. In August 2018, DOD reiterated that the services have responsibility for developing their manpower requirements and employing the necessary manpower tools, such as bonuses and incentives, to achieve their goals, including those for the cybersecurity workforce. DOD added that the current suite of special and incentive pays already provides the services the necessary authorities and flexibilities to access and retain servicemembers in their cybersecurity communities. DOD concluded that it believed their actions to address this recommendation were complete. We recognize that the services are responsible for their specific personnel requirements and that flexibility is important. However, as noted in our report, each military service has assigned cybersecurity personnel to military occupational specialties that include other types of personnel skill sets, such as intelligence or information technology. As a result, because the services offer SRBs by military occupational specialty, the services may award SRBs to specialties that include non-cybersecurity personnel for whom the SRB is unneeded. Therefore, we continue to believe that there are benefits to developing approaches to target cybersecurity personnel in non-designated cybersecurity fields and that this recommendation should remain open. As of November 2019, DOD had not taken additional actions on this recommendation.

Recommendation: To help the Air Force in its effort to address UAS pilot shortfalls, and to help ensure that the Air Force strategies to address UAS pilot shortages are tailored to address remaining issues, such as the significant amount of pilots who are temporarily assigned to the UAS pilot career, the limited amount of cadet interest in the UAS pilot career, and the workload of UAS pilots, the Secretary of Defense should direct the Secretary of the Air Force to revise the Get Well Plan to address these issues.

Agency: Department of Defense
Status: Open

Comments: Although the Air Force has taken some steps to address issues such as the use of pilots temporarily assigned to the UAS pilot career and has accelerated its efforts to increase recruit interest in this particular field, high operational tempo, manning shortages and increased workload among UAS pilots still exist. As noted earlier, in July 2018, the Air Force established a new office within its headquarters a focal point for overseeing RPA personnel matters throughout the Air Force and it established a career field manager (CFM) specifically for RPA personnel, placing the career field on par with manned aircraft pilot career fields. These latest efforts show that the Air Force is taking actions to address challenges to the RPA community beyond the stated goals of the Get Well Plan that we identified and on an enterprise-wide level. Because the Air Force efforts are newly instituted and it remains to be seen how UAS aircrew workloads will be affected, we believe that as of November 2019 this recommendation should remain open until more progress is made.

Recommendation: To help the Air Force in its effort to address UAS pilot shortfalls, and to help the Air Force ensure that its strategies are having the intended effects, the Secretary of Defense should direct the Secretary of the Air Force to monitor the extent to which that achieving the human capital goals in its strategy helps the Air Force achieve its programmatic goals.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation. According to headquarters Air Force officials, the Air Force has three program goals that are related to addressing UAS pilot shortfalls: to (1) meet combat demand, (2) staff enough personnel to UAS units to allow UAS pilots time to train and take part in development activities, and (3) provide surge UAS combat capabilities when needed. As of September 2019, the Air Force does not have enough personnel in UAS units to allow UAS pilots time to train and take part in developmental activities-known as being in "dwell." As of November 2019, Air Force officials state that they are able to "meet combat demand" but are not able to provide enough manpower to "surge UAS combat capabilities when needed." Therefore, we believe this recommendation should remain open.

Recommendation: To help the Air Force in its effort to address UAS pilot shortfalls, and to help the Air Force ensure that it is poised to meet future needs for UAS pilots, the Secretary of Defense should direct the Secretary of the Air Force to explore the potential use of additional flexibilities that would enable it to increase the number of UAS pilots in its workforce.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation. In a March 2018 report to Congress, the Air Force stated it had developed a deliberate plan to integrate enlisted pilots in the RQ-4 Global Hawk UAS as it provided the ideal environment to expand mission flexibility. Further, as another way to build capability in support of human capital strategies by using flexibilities, an Air Force selection board met in July 2017 to consider total force officer as well as civilian candidates for various test pilot positions to include test UAS pilots. Finally, the Air Force is seeking legislative changes to allow the Air Reserve Component to perform full time, 24/7, 365 operational missions such as the UAS mission, in Active Guard Reserve status. Additionally, in July 2018, Air Force is in the process of establishing a new division to be the Headquarters focal point for overseeing RPA personnel matters throughout the Air Force and they also stated the Air Force established a career field manager (CFM) specifically for RPA personnel, placing the career field on par with manned aircraft pilot career fields. Further, the Air Force is working on an initiative that would enable it to provide UAS pilots with "dwell time"-a time during which servicemembers are at their home station during which they are able to take leave, attend training, and recuperate. As of November 2019, the Air Force had not implemented this initiative. Additionally, the Air Force has increased the maximum annual retention pay for UAS pilots (and all other pilots) to $35,000. While the Air Force has taken some steps, it is too early to tell whether these steps will result in effective workforce planning outcomes that reduce Air Force UAS pilot shortages. Therefore, we believe that this recommendation should remain open until more progress is made.

Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army identify challenges that UAS pilots face in completing their training, the Secretary of Defense should direct the Secretary of the Army to collect feedback from UAS pilots in UAS units, such as by surveying, or conducting focus groups with them.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation. In its initial comments, DOD stated that incorporating feedback from the field is already an element of the Army's strategy for improving the sustainability, maturity, and health of its UAS workforce. DOD stated that our findings will reinforce the importance of using feedback to improve and refine the Army's overall strategy. In September 2019, Army Headquarters officials reiterated previous statements that they made that the Army has multiple agencies and systems that gather feedback to refine and improve UAS programs. However, the Army has not collected feedback from UAS pilots in UAS units via surveys, focus groups, to help the Army identify challenges that UAS pilots face in completing their training.

Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army identify challenges that UAS pilots face in completing their training, the Secretary of Defense should direct the Secretary of the Army to incorporate such feedback into the Army's strategy to address UAS training shortfalls.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation, and in its initial comments, DOD stated that incorporating feedback from the field is already an element of the Army's strategy for improving the sustainability, maturity, and health of its UAS workforce. DOD stated that our findings will reinforce the importance of using feedback to improve and refine the Army's overall strategy. In July 2018, Army Headquarters officials stated that the Army has multiple agencies and systems that gather feedback to incorporate and improve UAS programs. The officials listed a number of the systems in place to gather feedback on UAS units. However, the Army did not describe any efforts to collect feedback from UAS pilots in UAS units such as by surveying them or conducting focus groups with them. In September 2019, Army officials reiterated their 2018 comments and stated that Army has a number of the systems in place to gather feedback on UAS units. However, the Army has not collected feedback from UAS pilots in UAS units such as by surveying them or conducting focus groups with them and incorporated such feedback into an Army strategy to address UAS training shortfalls.

Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help ensure that Army Shadow units meet minimum training requirements, the Secretary of Defense should direct the Secretary of the Army to revise its strategy to address UAS training shortfalls to ensure that it is fully tailored to address training issues and address factors such as lack of adequate facilities, lack of access to airspace, and the inability to fly more than one UAS at a time.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with our recommendation that the Army revise its strategy to address UAS training shortfalls to ensure that it is fully tailored to address training issues and address factors such as lack of adequate facilities, lack of access to airspace, and the inability to fly more than one UAS at a time. DOD stated that the Army has already taken steps to continuously improve its training strategy and that our findings will underline the importance of those initiatives, but that additional direction related to our recommendation is not necessary. In their July 2018 written update, Army officials responded to this recommendation by discussing a regulation regarding readiness reporting; however, the response did not clarify how the regulation might address our recommendation. As of November 2019, the Army has not issued an updated UAS strategy that addresses UAS training shortfalls including a lack of adequate facilities, lack of access to airspace, and the inability to fly more than one UAS at a time.

Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army ensure that it is basing its decisions to select individuals for UAS pilot training on sound evidence and to help it take advantage of the key benefits associated with effective personnel selection that could include reducing training costs, improving job performance, improving retention of qualified personnel, enabling leadership development, and enhancing organizational effectiveness, the Secretary of Defense should direct the Secretary of the Army to validate that the Armed Services Vocational Aptitude Battery is an effective predictor of UAS pilot candidate performance in UAS pilot training and job performance.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with our recommendation that the Army validate that the Armed Services Vocational Aptitude Battery is an effective predictor of UAS pilot candidate performance in UAS pilot training and job performance. DOD stated that it believes that the current graduation rate of soldiers from its UAS pilot school of 98 percent is an indication that the existing personnel resource predictors and practices are sufficient. It also stated that periodic re-validation is prudent, but specific direction to do so is not necessary. In its July 2018 written update about this recommendation, Army officials stated that the successful graduation rate from UAS Advanced Individual Training and suggested that this graduation rate may indicate that the existing Army approach is adequate. As we stated in our report, Army officials told us that senior Army leaders pressure officials at the Army UAS pilot schoolhouse to ensure that UAS pilot candidates make it through training. As a result, graduation rates may not provide the Army with reliable evidence that its approach to selecting personnel to serve as UAS pilots is providing the Army with personnel who have the aptitude for this career. Validating that the Armed Services Vocational Aptitude Battery is an effective predictor of training and job performance of UAS pilot is an important step that would help the Army ensure that it is basing its decisions to select individuals for the UAS pilot career field on sound evidence. As of November 2019, the Army continued to maintain that the successful graduation rate from UAS Advanced Individual Training and suggests that the existing Army approach is adequate.

Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army ensure that it is basing its decisions to select individuals for UAS pilot training on sound evidence and to help it take advantage of the key benefits associated with effective personnel selection that could include reducing training costs, improving job performance, improving retention of qualified personnel, enabling leadership development, and enhancing organizational effectiveness, the Secretary of Defense should direct the Secretary of the Army to assess existing research that has been performed that identifies UAS pilot competencies.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with our recommendations that the Army assess existing research that has been performed that identifies UAS pilot competencies. In its comments, DOD stated that incorporating findings regarding UAS pilot competencies is already an integral part of both workforce and community management and that effective and efficient resource management, as well as force shaping and management processes, will help ensure that the Army's selection of candidates is consistent with the findings of existing research in this area. DOD stated that it does not believe it is necessary to provide additional direction or guidance to the Army to leverage existing research that identifies UAS pilot competencies. In it's July 2018 written update about this recommendation, Army officials indicated that the Army will assess existing research on UAS operator competencies to improve UAS operator selection. As of November 2019, the Army continued to express interest in assessing existing research on UAS operator competencies to improve UAS operator candidate selection.

Recommendation: To help the Army in its effort to address UAS unit training shortfalls, and to help the Army ensure that it is basing its decisions to select individuals for UAS pilot training on sound evidence and to help it take advantage of the key benefits associated with effective personnel selection that could include reducing training costs, improving job performance, improving retention of qualified personnel, enabling leadership development, and enhancing organizational effectiveness, the Secretary of Defense should direct the Secretary of the Army to incorporate relevant findings from such research into the Army's approach for selecting UAS pilot candidates, as appropriate.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with our recommendations that the Army incorporate relevant findings from such research into the Army's approach for selecting UAS pilot candidates, as appropriate. DOD stated that incorporating findings regarding UAS pilot competencies is already an integral part of both workforce and community management and that effective and efficient resource management, as well as force shaping and management processes, will help ensure that the Army's selection of candidates is consistent with the findings of existing research in this area. DOD stated that it does not believe it is necessary to provide additional direction or guidance to the Army to leverage existing research that identifies UAS pilot competencies. In its July 2018 written update on this recommendation, Army officials indicated that the Army will consider a cost benefit analysis on techniques that would potentially improve a process, product, or result related to selecting UAS pilot candidates. Officials went on to state that once the assessment is complete, the Army will incorporate relevant findings into the approach for selecting UAS pilot candidates. As of November 2019, the Army expressed interest in incorporating findings from relevant research into processes for selecting UAS pilot candidates.

Recommendation: To improve VA's ability to accurately track employees' use of official time, the Secretary of Veterans Affairs should direct the Assistant Secretary for Human Resources and Administration to increase efforts to ensure timekeepers at all facilities receive training and consistent guidance on recording official time in VATAS.

Agency: Department of Veterans Affairs
Status: Open

Comments: VA stated that the Office of Labor Management Relations (LMR) revised its policy in December 2016 to include specific directions to human resource offices to begin recording official time in the VA Time and Attendance System (VATAS) once VATAS has been implemented at their respective facilities. The formal concurrence process, which precedes the final publication of the policy, is ongoing. We will consider closing this recommendation when the agency provides documentation of the revised policy.

Recommendation: To improve VA's ability to accurately track employees' use of official time, the Secretary of Veterans Affairs should direct the Assistant Secretary for Human Resources and Administration to standardize the methods used by facilities for determining the amount of official time used prior to the agency-wide implementation of VATAS by encouraging facilities to rely on time and attendance records when calculating the amount of official time used at the facility level.

Agency: Department of Veterans Affairs
Status: Open

Comments: VA stated that the Office of Human Resources and Administration is in the process of developing a memo directing facilities to rely on time and attendance records when calculating the amount of official time used at the facility level. We will consider closing this recommendation when the agency has provided documentation that they have completed this effort.

Recommendation: To improve VA's ability to accurately track employees' use of official time, the Secretary of Veterans Affairs should direct the Assistant Secretary for Human Resources and Administration to, in preparation for the full implementation of VATAS, take steps to transition from using the LMR system to VATAS to collect and compile information on the amount of official time used agency-wide.

Agency: Department of Veterans Affairs
Status: Open

Comments: VA stated that the Office of Labor Management Relations (LMR) will transition from using the LMR Official Time Tracking System to collect and compile data on official time and will coordinate with the Financial Services Center to use VATAS to create a report on the agency-wide use of official time. VA is still in the process of rolling out VATAS and standardizing the input of official time requests within VATAS. We will consider closing this recommendation when the agency has demonstrated efforts to use VATAS for capturing the use of official time and producing reports.

Recommendation: To accelerate efforts to develop a modern, credible, and effective performance management system the Assistant Secretary for HR&A should, with input from VHA stakeholders, ensure that meaningful distinctions are being made in employee performance ratings by (1) developing and implementing a standardized, comprehensive performance management training program for supervisors of Title 5, Title 38, and Title 38-Hybrid employees based on leading practices and ensuring procedures are in place to support effective performance conversations between supervisors and employees; (2) reviewing and revising Title 5 and Title 38 performance management policies consistent with leading practices (e.g., require definition of all performance levels); and (3) developing and implementing a process to standardize performance plan elements, standards, and metrics for common positions across VHA that are covered under VA's Title 5 performance management system.

Agency: Department of Veterans Affairs: Assistant Secretary for Human Resources and Administration
Status: Open
Priority recommendation

Comments: VA partially agreed with GAO's December 2016 recommendation. As of January 2020, VA has made progress toward addressing this recommendation. VA officials described a new pilot performance management system that is being used to develop an enterprise-wide performance management solution. VA officials also stated that they were developing policy revisions for performance management that are scheduled to be completed later this year. These actions, when fully implemented, should help VA make meaningful distinctions in performance and hold employees accountable.

Recommendation: To accelerate efforts to develop a modern, credible, and effective performance management system, the Assistant Secretary for HR&A should, with input from VHA stakeholders, develop a plan for how and when it intends to implement a modern information technology (IT) system to support employee performance management processes.

Agency: Department of Veterans Affairs: Assistant Secretary for Human Resources and Administration
Status: Open
Priority recommendation

Comments: The Department of Veterans Affairs (VA) partially agreed with GAO's December 2016 recommendation and as of January 2020 has made progress toward implementing the recommendation. For example, VA officials told GAO that they implemented a pilot project to develop a standard IT performance management system that started with about 12,000 employees and has expanded to about 67,00 employees. They told GAO that they are currently in the process of developing an enterprise-wide performance management IT solution. Activities such as finalizing a business case and analyzing alternatives are still in progress. GAO will continue to monitor VA's progress on this effort. Successful planning and implementation of a modern IT system should help VA capture reliable, timely, department-wide employee performance information and may also help VA realize cost savings by eliminating inefficient paper-based procedures.

Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of Commerce should require the Chief Information Officer, Chief Human Capital Officer, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) establish and maintain a workforce planning process; (2) develop competency and staffing requirements; (3) assess competency and staffing needs regularly; (4) assess gaps in competencies for all components of the workforce; (5) develop strategies and plans to address gaps in competencies and staffing; (6) implement activities that address gaps, including an IT acquisition cadre, cross-functional training of acquisition and program personnel, a career path for program managers, and special hiring authorities, if justified and cost-effective; (7) monitor the department's progress in addressing IT competency and staffing gaps; and (8) report to department leadership on progress in addressing competency and staffing gaps.

Agency: Department of Commerce
Status: Open
Priority recommendation

Comments: The department agreed with the recommendation and stated that it plans to fully implement it. In October 2019 (in GAO-20-129), we reported the results of our evaluation of the department's progress in implementing the eight IT workforce planning activities. Specifically, we reported that the department had substantially implemented the activity to develop competency and staffing requirements, minimally or partially implemented four activities, and not implemented the remaining three activities. In July 2020, the department provided a summary of actions it claimed it had taken to close the recommendation. The department also provided supporting documentation. We are reviewing the documentation to determine whether it fully addresses the recommendation.

Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of Defense should require the Chief Information Officer, the Under Secretary of Defense for Personnel and Readiness, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) develop competencies for all staff; (2) assess competency needs regularly for all positions; (3) assess gaps in competencies for all components of the workforce; (4) develop strategies and plans to address gaps in competencies; (5) implement activities that address gaps, including developing a program management career path, if justified and cost-effective; (6) monitor the department's progress in addressing competency gaps identified for IT staff; and (7) report to department leadership on progress in addressing competency gaps.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with our recommendation. In October 2019 (in GAO-20-129), we reported the results of our evaluation of the Department of Defense's progress in implementing the eight IT workforce planning activities. Specifically, we reported that the department had fully implemented the activities to develop competency and staffing requirements and assess competency and staffing needs regularly, substantially implemented four other activities, and partially implemented the remaining two activities. We will continue to monitor the department's efforts to address our recommendation.

Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of Health and Human Services should require the Chief Information Officer, Chief Human Capital Officer, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) establish and maintain a workforce planning process inclusive of all staff; (2) develop staffing requirements for all positions; (3) assess staffing needs regularly; (4) assess gaps in competencies and staffing for all components of the workforce; (5) develop strategies and plans to address gaps in competencies and staffing; (6) implement activities that address gaps, including an IT acquisition cadre, if justified and cost-effective; (7) monitor the department's progress in addressing competency and staffing gaps; and (8) report to department leadership on progress in addressing competency and staffing gaps.

Agency: Department of Health and Human Services
Status: Open

Comments: The department agreed with our recommendation and identified plans for (1) collecting and analyzing additional workforce data and (2) conducting targeted recruitment, staff planning, career development, and training. In October 2019 (in GAO-20-129), we reported the results of our evaluation of the department's progress in implementing the eight IT workforce planning activities. Specifically, we reported that the department had substantially implemented the activity to develop competency and staffing requirements, partially implemented three other activities, and either minimally or not implemented the remaining four activities. We will continue to monitor the department's efforts to address our recommendation.

Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of Transportation should require the Chief Information Officer, Chief Human Capital Officer, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) establish a time frame for when the department is to finalize its draft workforce planning process and maintain that process; (2) develop staffing requirements for all positions; (3) assess competency and staffing needs regularly for all positions; (4) assess gaps in staffing for all components of the workforce; (5) develop strategies and plans to address gaps in competencies and staffing; (6) implement activities that address gaps, including an IT acquisition cadre, cross-functional training of acquisition and program personnel, a career path for program managers, and use of special hiring authorities, if justified and cost-effective;e (7) monitor the department's progress in addressing competency and staffing gaps; and (8) report to department leadership on progress in addressing competency and staffing gaps.

Agency: Department of Transportation
Status: Open
Priority recommendation

Comments: The department agreed with the recommendation and stated that it plans to fully implement it. In October 2019 (in GAO-20-129), we reported the results of our evaluation of the department's progress in implementing the eight IT workforce planning activities. Specifically, we reported that the department had fully implemented the activity to develop competency and staffing requirements, but had not yet fully implemented the remaining seven activities, including developing a workforce planning process. In January 2020, the department stated that its Office of the Chief Information Officer and Office of Human Resource Management had established a workgroup to lead and conduct workforce planning activities, and had defined the strategic goals and objectives for the department's IT workforce. The department also stated that the workgroup was planning on subsequently completing additional activities, including completing a workforce analysis with a competency gap assessment, by the end of calendar year 2020, and developing strategies to address any identified gaps by the end of 2021. We will continue to monitor the department's efforts to implement our recommendation.

Recommendation: To facilitate the analysis of gaps between current skills and future needs, the development of strategies for filling the gaps, and succession planning, the Secretary of the Treasury should require the Chief Information Officer, Chief Human Capital Officer, and other senior managers as appropriate to address the shortfalls in IT workforce planning noted in this report, including the following actions: (1) establish and maintain a workforce planning process; (2) develop competency and staffing requirements for all positions; (3) assess competency and staffing needs regularly; (4) assess gaps in competencies and staffing for all components of the workforce; (5) develop strategies and plans to address gaps in competencies and staffing for all components of the workforce; (6) implement activities that address gaps, including a career path for program managers and special hiring authorities, if justified and cost-effective; (7) monitor the department's progress in addressing competency and staffing gaps; and (8) report to department leadership on progress in addressing competency and staffing gaps for all components of the workforce.

Agency: Department of the Treasury
Status: Open
Priority recommendation

Comments: The department agreed with our recommendation and identified planned and ongoing efforts to address it. In October 2019 (in GAO-20-129), we reported the results of our evaluation of the department's progress in implementing the eight IT workforce planning activities. Specifically, we reported that it had fully implemented the activity to develop competency and staffing requirements, but had not yet fully implemented the remaining seven activities, including developing a workforce planning process. In January 2020, the department stated that its Office of the Chief Human Capital Officer and Office of the Chief Information Officer would be presenting a decision paper to the Human Capital Advisory Council that month to request approval and resources to complete an IT Competency Framework, conduct a competency assessment, and conduct a department-wide workforce planning study for the 2210 (IT management) occupation. We will continue to monitor the department's efforts to implement our recommendation.

Recommendation: To help ensure the accuracy of MSPB's reporting on whistleblower appeals received and closed, the Chairman of MSPB should update MSPB's data entry user guide to include additional guidance and procedures to help improve the identification of appropriate whistleblower appeal closing codes to use.

Agency: Merit Systems Protection Board
Status: Open

Comments: MSPB is finalizing finalized expanded guidance and procedures on coding whistleblower data. MSPB is committed to ensuring that procedures are in place for identifying and using appropriate whistleblower codes; however, MSPB is limited by its various legacy applications with regard to the improvements related to data entry that can be implemented at this time. MSPB currently is in the process of designing new core business applications that will incorporate appropriate data quality, integrity, and accountability measures to further improve its data management practices. Until the new case management system is in production in FY 2020 or early FY 2021, MSPB remains committed to utilizing the resources necessary to ensure the accuracy of its reported data. To achieve this objective, experienced attorneys reviewed, validated, and, where necessary, corrected agency whistleblowing data prior to public release in FY 2016, FY 2017, and FY 2018. MSPB is committed to this extra layer of review for FY 2019, and will continue to evaluate how to achieve this objective given other workload and available resources. According to MSPB it expects additional progress on its efforts by July 2020.

Recommendation: To help ensure the accuracy of MSPB's reporting on whistleblower appeals received and closed, the Chairman of MSPB should add a quality check in MSPB's data analysis and reporting process to better identify discrepancies or other anomalies in data queries and the resulting datasets.

Agency: Merit Systems Protection Board
Status: Open

Comments: MSPB stated that it completed drafting the data integrity study mentioned in our previous response, looking at the current processes and integrity of case-related data as a whole throughout the agency. As explained above and highlighted in MSPB's FY 2018 Annual Report, MSPB's initiative to design and configure new core business applications currently is underway, and the findings in the study are integral to incorporating the appropriate data integrity processes, including quality checks and controls, into these new applications. According to MSPB it expects additional progress on its efforts by July 2020.

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 improve the accessibility and reliability of SNF expenditure data, the Acting Administrator of CMS should take steps to improve the accessibility of SNF expenditure data, making it easier for public stakeholders to locate and use the data.

Agency: Department of Health and Human Services: Centers for Medicare and Medicaid Services
Status: Open

Comments: In September 2016, GAO recommended that CMS improve the accessibility and reliability of SNF expenditure data, thereby making it easier for public stakeholders to locate and use the data. The agency concurred with this recommendation in 2016 and stated that it would review the feasibility of increasing the accessibility of this data. However, in August 2017, HHS told GAO that it now believes that the cost of implementing this recommendation would outweigh its benefits. HHS confirmed in July 2019 that its position on this recommendation has not changed. GAO continues to hold that data on SNFs' relative expenditures should be readily accessible to the public to ensure transparency in SNF expenditures.

Recommendation: To improve the accessibility and reliability of SNF expenditure data, the Acting Administrator of CMS should take steps to ensure the accuracy and completeness of SNF expenditure data.

Agency: Department of Health and Human Services: Centers for Medicare and Medicaid Services
Status: Open

Comments: In September 2016, GAO recommended that CMS take steps to ensure the accuracy and completeness of SNF expenditure data. However, the agency did not concur with this recommendation. HHS reported in 2016 that the amount of time and resources to verify the accuracy and completeness of SNF expenditure data could be substantial, without assurance of benefit to the agency and the public. However, during the course of our work, GAO found that CMS uses this expenditure data to update overall SNF payment rates, in addition to more general purposes. GAO continues to believe that CMS should take steps to ensure reliable expenditure data are accurate and complete. As of July 2019, the agency continues to non-concur with this recommendation.

Recommendation: In order to more fully implement key practices and meet requirements and to better institutionalize standards and practices, the Secretary of HUD should establish a process and schedule for regularly reviewing, revising, and updating HUD's human capital strategic plan, strategic workforce plan, and succession plan.

Agency: Department of Housing and Urban Development
Status: Open

Comments: In response to our recommendation, HUD developed an internal management calendar and associated standard operating procedures. The purpose of the management calendar is to document recurring processes of program offices across the agency, assist in planning and managing the agency's deliverables to ensure that critical deadlines are met, and provide information on ongoing reporting requirements occurring across the agency. We will determine whether HUD has fully implemented our recommendation when the agency provides documentation showing how the management calendar is used for updating human capital, workforce, and succession plans.

Recommendation: In order to more fully implement key practices and meet requirements and to better institutionalize standards and practices, the Secretary of HUD should establish a process and schedule for reviewing and updating policies and procedures to help ensure that policies and procedures for key management functions remain current and complete.

Agency: Department of Housing and Urban Development
Status: Open

Comments: In response to our recommendation, HUD developed an internal management calendar and associated standard operating procedures. The purpose of the management calendar is to document recurring processes of program offices across the agency, assist in planning and managing the agency's deliverables to ensure that critical deadlines are met, and provide information on ongoing reporting requirements occurring across the agency. We will determine whether HUD has fully implemented our recommendation when the agency provides documentation showing how the management calendar is used for updating policies and procedures for key management functions.

Recommendation: To strengthen USDA's ability to better manage and monitor the progress of the Blueprint, including efforts to streamline and improve administrative services, the Secretary of Agriculture should direct the Assistant Secretary for Administration to develop a complete list identifying all of the Blueprint efforts under way and document key information needed to monitor their progress, such as status of implementation, time frames for completion, and related performance measures.

Agency: Department of Agriculture
Status: Open

Comments: As of June 2020, GAO is working with the agency to determine what actions the agency has taken related to this recommendation.

Recommendation: To strengthen USDA's ability to better manage and monitor the progress of the Blueprint, including efforts to streamline and improve administrative services, the Secretary of Agriculture should direct the Assistant Secretary for Administration to reexamine the adequacy of the staff and budget resources committed to the day-to-day management of the Blueprint, and further leverage existing departmental resources as needed.

Agency: Department of Agriculture
Status: Open

Comments: As of June 2020, GAO is working with the agency to determine what actions the agency has taken related to this recommendation.

Recommendation: To improve USDA's efforts to identify and track the benefits of the Blueprint, the Secretary of Agriculture should direct the Assistant Secretary for Administration to document the methodologies used to calculate any savings claimed for the Blueprint effort to ensure any such estimate is based on quality information.

Agency: Department of Agriculture
Status: Open

Comments: As of June 2020, GAO is working with the agency to determine what actions the agency has taken related to this recommendation.

Recommendation: To improve USDA's efforts to identify and track the benefits of the Blueprint, the Secretary of Agriculture should direct the Chief Financial Officer to develop a cost-effective method, using existing data systems, to collect and track USDA's spending on administrative services to identify baseline spending and target areas for future cost savings.

Agency: Department of Agriculture
Status: Open

Comments: As of June 2020, GAO is working with the agency to determine what actions the agency has taken related to this recommendation.

Recommendation: To improve USDA's efforts to identify and track the benefits of the Blueprint, the Secretary of Agriculture should direct the Assistant Secretary for Administration to systematically identify and track nonfinancial benefits from USDA's Blueprint efforts to better gauge the Blueprint's progress and more fully report its results.

Agency: Department of Agriculture
Status: Open

Comments: As of June 2020, GAO is working with the agency to determine what actions the agency has taken related to this recommendation.

Recommendation: To enhance USDA's efforts to share lessons learned from the Blueprint, the Secretary of Agriculture should direct the Assistant Secretary for Administration to maintain and promote existing web-based collaboration tools, including keeping information in these tools current, for agencies and staff offices to report their experiences and lessons learned from their Blueprint efforts to help strengthen internal information sharing and inform future efforts.

Agency: Department of Agriculture
Status: Open

Comments: As of June 2020, GAO is working with the agency to determine what actions the agency has taken related to this recommendation.

Recommendation: To help ensure that the department can better achieve business process reengineering and enterprise architecture outcomes and benefits, the Secretary of Defense should utilize the results of our portfolio manager survey to determine additional actions that can improve the department's management of its business process reengineering and enterprise architecture activities.

Agency: Department of Defense
Status: Open

Comments: DOD has made progress implementing the recommendation. Specifically, in January 2017, the department issued a business enterprise architecture improvement plan. The plan was intended to address business enterprise architecture usability and deficiencies in information supporting the investment management process. As part of its planning efforts, the department identified opportunities to address the results of our survey. For example, according to the plan, our survey results were used to identify opportunities for improving management and integration of existing enterprise business processes and investments; assessing duplication early in the analysis phase and finding process and capability reuse across the department; and providing a federated business enterprise architecture information environment and capabilities to discover and exchange information from other sources. The plan included delivering three major capabilities. In October 2019, the office of the Chief Management Officer (CMO) demonstrated its new capabilities to GAO. Further, in October 2019, staff within the office of the CMO were working to move the capabilities to a government-approved host environment, although the office had not yet finalized its plan to do so. As of November 2019, the department had not yet deployed the capabilities.

Recommendation: To improve the internal control environment for oversight using information from CAS and develop a consistent approach to the use of information from CAS in M&O contractor oversight and performance evaluation across the nuclear security enterprise, the Administrator of NNSA should establish comprehensive NNSA policies and guidance, beyond a general framework as included in NAP-21, for using information from CAS to conduct oversight of M&O contractors, clarifying whether CAS is to cover mission-related activities, and describing how to conduct assessments of risk, CAS maturity, and the level of the contractor's past performance.

Agency: Department of Energy: National Nuclear Security Administration
Status: Open
Priority recommendation

Comments: We recommended that NNSA establish comprehensive policies and guidance, beyond a general framework, for using information from contractor assurance systems (CAS) to conduct oversight of management and operating (M&O) contractors, clarifying whether CAS is to cover mission-related activities and describing how to conduct assessments of risk, CAS maturity, and the level of the contractor's past performance. NNSA agreed with the recommendation and has taken an important step to revise its policy. However, NNSA needs to take additional action. Specifically, NNSA approved a revised corporate site governance policy in August 2016, and NNSA further revised its policy in October 2019. The revised policy improves on the agency's prior policy by clarifying one element in our recommendation that CAS is to cover mission-related activities. However the policy is still a general framework and NNSA has not established associated implementing guidance. Specifically, NNSA needs to develop guidance for NNSA headquarters' and field offices' procedures to use information from CAS and appropriately balance use of information from CAS with other more direct activities to oversee M&O contractors. As of April 2020, this recommendation remains open.

Recommendation: To improve the classification system and to strengthen OPM's management and oversight, the Director of OPM, working through the Chief Human Capital Officer Council, and in conjunction with key stakeholders such as the Office of Management and Budget, unions, and others, should use prior studies and lessons learned from demonstration projects and alternative systems to examine ways to make the GS system's design and implementation more consistent with the attributes of a modern, effective classification system. To the extent warranted, develop a legislative proposal for congressional consideration.

Agency: Office of Personnel Management
Status: Open
Priority recommendation

Comments: In January 2020, OPM told us that it continues to concur with GAO's recommendation, however, in order to pursue examining such changes, OPM would need to be appropriately resourced. OPM reported that during 2019, it began studies to identify challenges agencies may experience with implementing OPM-issued classification standards. OPM believe this information, in addition to other prior studies and lessons learned, would help inform the examination going forward at a point in time OPM is resourced to do so. OPM reported it has continued to review and update individual series, despite broader efforts to evaluate the GS system as a whole. To fully implement the recommendation, OPM still needs to work in conjunction with key stakeholders such as OMB and unions; complete its review of studies and lessons learned; and if warranted, develop a legislative proposal to make the GS system's design and implementation more consistent with the attributes of a modern, effective classification system.

Recommendation: To improve the classification system and to strengthen OPM's management and oversight, the Director of OPM should develop cost-effective mechanisms to oversee agency implementation of the classification system as required by law, and develop a strategy that will enable OPM to more effectively and routinely monitor agencies' implementation of classification standards.

Agency: Office of Personnel Management
Status: Open

Comments: In September 2018, OPM reported that it is active in monitoring oversight of classification policy and in issuing classification appeals decisions. However, OPM has experienced staff turnover in the past several months, resulting in the need for key subject matter experts to reconsider the actions proposed in this recommendation. OPM plans to provide GAO with an additional status update at the end of 2018. We will continue to monitor the steps OPM is taking to address this recommendation. GAO reached out to the agency in November 2019 and January 2020 and have yet to receive an update. GAO will continue to monitor the progress.

Recommendation: To ensure appropriate levels of employees' supervision and guidance for the workforces of USDA's service center agencies, consistent with OPM guidance, the Secretary of Agriculture, through the Chief Human Capital Officer, should revise departmental policy targeting a uniform supervisory ratio so that the service center agencies can identify appropriate supervisory ratios based on a documented analysis of their specific customer needs and workload distribution.

Agency: Department of Agriculture
Status: Open

Comments: As of May 2020, the Department of Agriculture has not taken action to implement this recommendation.

Recommendation: Until such time that DOD is able to accurately project contractor FTE estimates it presents in budget submissions using the inventories and required reviews, the Secretary of Defense should direct the Under Secretary of Defense (Comptroller) to include an explanation in annual budget exhibits of the methodology used to project contractor FTE estimates and any limitations of that methodology or the underlying information to which the methodology is applied.

Agency: Department of Defense
Status: Open

Comments: DOD partially concurred with this recommendation and stated in its agency comments that it will strengthen the annual guidance as improvements are made in the inventory of contracted services. Further, DOD stated that if a component's methodology deviates from the process defined in the annual guidance, a footnote explaining the deviation will be included in the contracted services section of the Operation and Maintenance Overview book within the budget. The department could not provide any evidence of steps taken in response to this recommendation, as such we consider this recommendation to be open.

Recommendation: To effectively implement key components of DOD's business systems modernization program, the Secretary of Defense should direct the Deputy Chief Management Officer to define by when and how the department plans to develop an architecture that would extend to all defense components and include, among other things, (a) information about the specific business systems that support business enterprise architecture (BEA) business activities and related system functions; (b) business capabilities for the Hire-to-Retire and Procure-to-Pay business processes; and (c) sufficient information about business activities to allow for more effective identification of potential overlap and duplication.

Agency: Department of Defense
Status: Open

Comments: DOD has made significant progress addressing the recommendation; however, as of November 2019, more remained to be done. In particular, in 2015, we reported that the department had taken steps to improve the integration of business enterprise architecture information with other existing information, which allows DOD to identify information such as mapping of existing business systems to system functions. More recently, in 2017, the department awarded a contract to improve its business enterprise architecture. According to the department, the objective of the contract was to improve business and system optimization by providing mechanisms to ingest and discover enterprise architecture content from all department components and allow for cross-domain portfolio reviews to include duplication analysis. More specifically, the contract called for developing three major capabilities, including the ability to conduct process and system reviews within and across domains. In October 2019, the Office of the Chief Management Officer (CMO) demonstrated that it had completed development of the three planned capabilities and the office said it was working to host the capabilities in a government-approved cloud environment. With regard to including business capabilities for the Hire-to-Retire and Procure-to-Pay business processes in the business enterprise architecture, the department stated that the new architecture is to identify the business capabilities and processes associated with Lines of Business, which will be defined as a decomposition of the products and services that the business enterprise delivers to the department's components. In September 2019, officials from the Office of the CMO stated that the department plans to review end-to-end processes that comprise the current business enterprise architecture for currency and relevancy. However, the officials did not indicate when they expect to complete this review.

Recommendation: To effectively implement key components of DOD's business systems modernization program, the Secretary of Defense should direct the Deputy Chief Management Officer to ensure that the functional strategies include all of the critical elements identified in DOD investment management guidance, including performance measures to determine progress toward achieving the goals that incorporate all of the attributes called for in the department's guidance.

Agency: Department of Defense
Status: Open

Comments: As of November 2019, the Department of Defense (DOD) had not addressed the recommendation. In May 2013, we reported that, for the fiscal year 2013 certification of business systems, functional strategies included many, but not all, of the critical elements required by DOD's guidance. Specifically, not all functional strategies demonstrated linkages to business goals in DOD's strategic management plan, and not all included expected outcomes for all functional area goals. In addition, some, but not all, had performance measures in place for assessing progress toward achieving stated goals. However, none of the functional strategies included performance measures that reflected all of the key attributes identified in DOD's guidance. We also reported that for the 2014 certification cycle, the functional strategies had been improved. However, not all of them had performance measures that included all key attributes called for in the guidance. Specifically, all performance measures did not include baseline and target measures, and provide a rationale for the identified targets. In June 2018, DOD revised the required functional strategy elements in its defense business system investment management guidance. However, as of November 2019, the department had not ensured that its functional strategies include all of the elements identified in the guidance. The guidance still requires that functional strategies include business outcomes that link to goals in DOD's strategic management plan. In addition, while the guidance no longer calls for the key performance measure attributes that we assessed in our 2013 report (i.e., baseline and target measures and a rationale for identified targets), the new guidance requires that business outcomes include measurable targets. However, none of the fiscal year 2019 functional strategies fully addressed most of the required elements. For example, none of the functional strategies demonstrated that business outcomes were clearly linked to the department's strategic management plan goals, as required by the 2018 investment management guidance. In addition, none of the strategies included measurable targets, An official from the office of the Chief Management Officer (CMO) demonstrated that the department's Integrated Business Framework-Data Alignment Portal, which is used to record functional strategies, includes business outcomes that are aligned to goals and objectives in the National Defense Business Operations Plan (i.e., the agency strategic plan). The official also demonstrated that most functional strategies link to at least one performance measure from the National Defense Business Operations Plan. However, the official agreed that the published functional strategies did not clearly link outcomes to the department's strategic management plan. Further, officials from the office of the CMO stated in September 2019 that the functional strategies for fiscal year 2019 were not revised for fiscal year 2020.

Recommendation: To effectively implement key components of DOD's business systems modernization program, the Secretary of Defense should direct the Deputy Chief Management Officer to select and control its mix of investments in a manner that best supports mission needs by (a) documenting a process for evaluating portfolio performance that includes the use of actual versus expected performance data and predetermined thresholds; (b) ensuring that portfolio assessments are conducted in key areas identified in our IT investment management framework: benefits attained; current schedule; accuracy of project reporting; and risks that have been mitigated, eliminated, or accepted to date; and (c) ensuring that the documents provided to the Defense Business Council as part of the investment management process include critical information for conducting all assessments.

Agency: Department of Defense
Status: Open

Comments: As of November 2019, DOD had not addressed the recommendation. In 2013, we reported that the department's investment management guidance did not specify a process for conducting an assessment or call for the use of actual versus expected performance data and predetermined thresholds for evaluating portfolio performance. In addition, the department did not call for assessments to be conducted in four key areas-benefits attained, current schedule; accuracy of project reporting; and risks that have been mitigated, eliminated or accepted to date. We also reported in 2013, that the department's investment management guidance identified four criteria and specified the associated assessments that were to be conducted when reviewing and evaluating components' organization execution plans in order to make a portfolio-based investment decision. However, the guidance did not call for the department's organizational execution plans to include critical information for conducting assessments associated with three of the four criteria. Specifically, it did not include information for conducting assessments associated with strategic alignment (i.e., information on alignment with the capital planning and investment control practices and Better Buying Power guidance), utility (i.e., interoperability among systems and system scalability to support additional users) and total cost (i.e., cost in relationship to return on investment). In September 2019, the department stated that the Office of the Chief Management Officer's investment management guidance, investment management training materials, and organizational execution plan, addressed elements of the recommendation. However, the documents did not specify a process for evaluating portfolio performance that includes the use of actual versus expected performance data and predetermined thresholds. Regarding ensuring that portfolio assessments are conducted in key areas identified in our IT investment management framework: benefits attained; current schedule; accuracy of project reporting; and risks that have been mitigated, eliminated, or accepted to date, the June 2018 investment management guidance requires organization execution plans to include risks and risk mitigation strategies. In addition, the investment management guidance requires the plans to include information about benefits attained. Specifically, the plans are to include progress against targets for business goals documented in functional strategies. However, the guidance does not address the remaining key areas identified in our IT investment management framework: current schedule; accuracy of project reporting; and risks that have been eliminated or accepted to date. In addition, the guidance does not call for this information to be used as part of portfolio assessments. Regarding ensuring that the documents provided to the Defense Business Council as part of the investment management process include critical information for conducting assessments, in September 2019, the department stated in a written response that business system certification decisions are made in accordance with criteria established in 10 U.S. Code Section 2222. However, as of November 2109, the department had not demonstrated that it established guidance that calls for documents to include critical information on alignment with the capital planning and investment control practices and Better Buying Power guidance), utility (i.e., interoperability among systems and system scalability to support additional users) and total cost (i.e., cost in relationship to return on investment), which are criteria it established in its investment management guidance for making certification decisions.

Recommendation: To ensure that the geographic combatant commands are properly sized to meet their assigned missions and to improve the transparency of the commands' authorized manpower, assigned personnel, and mission and headquarters-support costs, the Secretary of Defense should direct the Chairman of the Joint Chiefs of Staff to revise Chairman of the Joint Chiefs of Staff Instruction 1001.01A to require a comprehensive, periodic evaluation of whether the size and structure of the combatant commands meet assigned missions.

Agency: Department of Defense
Status: Open
Priority recommendation

Comments: The Department of Defense (DOD) did not concur with our recommendation, stating that the combatant commands had already been reduced during previous budget and efficiency reviews. The department also noted that any periodic review of the combatant commands' size and structure must include a review of assigned missions, and that a requirement for a mission review was not appropriate for inclusion in the commands' guiding instruction on personnel requirements. However, DOD has taken some actions to better manage the combatant command headquarters activities and personnel as GAO recommended in May 2013. First, DOD has taken actions to control management headquarters authorized positions and funding levels across the department, including those at the combatant commands, through the budget process. For example, in a May 2017 memorandum entitled: Lifting the Hiring Freeze for Civilian Employees, the Deputy Secretary of Defense stated that components must operate within the full-time equivalent authorization and funding limits established in the fiscal year 2017 President's budget, including the Future Years Defense Program. Notably, current baselines, divestiture requirements, and hiring limitations applicable to major headquarters activities remain in effect. Major headquarters activities billet adjustments or growth was not authorized unless approved through the program review and budget process. Additionally, in the conference report accompanying the National Defense Authorization Act for Fiscal Year 2020, Congress directed the Secretary of Defense to provide a report to the defense committees by January 1, 2020 that provides a description of the headquarters staff of each geographic combatant command, as well as each sub-unified command and service component command under the geographic combatant command. According to DOD officials, as of March 2020, the Department has not completed the report and they could not provide an estimated timeframe for its completion. As part of this effort, the Secretary of Defense was also directed to submit a report by January 1, 2021 recommending the number of military and civilian personnel required in the headquarters element to execute the missions and functions of each geographic combatant command. Further, in a January 6, 2020 memorandum entitled: Department of Defense Reform Focus in 2020, the Secretary of Defense announced plans to lead a series of reviews with the combatant commands in 2020, to focus on strategic priorities, harvest opportunities to reduce costs, and realign forces and manpower in order to support National Defense Strategy priorities and rebuild readiness. This effort includes establishing a common baseline understanding of all tasks, missions, and overall resources and costs within the commands. According to the memorandum, the goal is to review all the commands in time to inform the fiscal year 2022-2026 program budget review. GAO will continue to monitor DOD's efforts to better manage the combatant command headquarters activities and personnel. Although the department has taken some positive steps, GAO continues to believe that institutionalizing a comprehensive, periodic evaluation of the combatant commands would help to ensure efficient use of resources.

Recommendation: To ensure reliable measurement of veterans' wait times for medical appointments, the Secretary of VA should direct the Under Secretary for Health to take actions to improve the reliability of wait time measures either by clarifying the scheduling policy to better define the desired date, or by identifying clearer wait time measures that are not subject to interpretation and prone to scheduler error.

Agency: Department of Veterans Affairs
Status: Open
Priority recommendation

Comments: VA agreed with our recommendation. VA has taken actions intended to address the reliability of appointment wait times through improvements in appointment scheduling, including issuing a revised scheduling policy, providing and documenting scheduler training and improving oversight through scheduler audits. While the revised scheduling policy and subsequent guidance changed the terminology of wait time measures, it did not substantively clarify or define the desired date, one of the dates used for measuring appointment wait times. Therefore, we continue to believe that the desired date is still subject to interpretation and prone to scheduler error, which poses concerns for the reliability of wait times measured using the patient's desired date. Furthermore, in its internal audit report dated February 2019, VA reported it was unable to evaluate the accuracy and reliability of its wait-time data due to the lack of business rules for calculating them, indicating that additional efforts are needed to address this issue. In January 2020, VA reported to us that the internal audit did not test whether schedulers entered the patient's desired date into the scheduling system in compliance with VHA policy because of the lack of verifiable source documentation. Given our continued concerns about VA's ability to ensure the reliability of the wait-time data, we have requested additional information from VA about its wait time methodology and assessment of evidence underlying the audit findings.

Recommendation: To improve timely medical appointments and to address patient and staff complaints about telephone access,the Secretary of VA should direct the Under Secretary for Health to ensure that all VAMCs provide oversight of telephone access and implement best practices outlined in its telephone systems improvement guide.

Agency: Department of Veterans Affairs
Status: Open

Comments: VA concurred with this recommendation and stated that VISN and VA Medical Center leadership would use best practices to develop and implement improved telephone service plans. As of March 2015, VA had developed a standardized telephone assessment tool and requested that facilities that care for 5,000 or more veterans complete the assessment and select actions for improvement based on its existing telephone systems improvement guide. Based on this request, VA received telephone assessment and improvement plans from 286 facilities that care for 5,000 or more veterans. VA is monitoring the facilities' telephone performance and is re-baselining call center infrastructure at each facility with a survey and new performance goals. In September 2015, VA issued an updated Telephone Access and Contact Management Improvement Guide. VA has also drafted an update to its directive on telephone access to outpatient care. As of July 2019, VA decided not to advance the draft policy for review and approval at this time, because of the significant uncertainty due to ongoing development of VA clinical contact centers and telehealth services. VA stated that it remains committed to developing sound policy related to virtual (telephone, video, and web-chat) access to clinical care.

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 ensure that DOD continues to implement the full range of institutional management controls needed to address its business systems modernization high-risk area, the Secretary of Defense should ensure that the Deputy Secretary of Defense, as the department's Chief Management Officer, establish a policy that clarifies the roles, responsibilities, and relationships among the Chief Management Officer, Deputy Chief Management Officer, DOD and military department Chief Information Officers, Principal Staff Assistants, military department Chief Management Officers, and the heads of the military departments and defense agencies, associated with the development of a federated business enterprise architecture (BEA). Among other things, the policy should address the development and implementation of an overarching taxonomy and associated ontologies to help ensure that each of the respective portions of the architecture will be properly linked and aligned. In addition, the policy should address alignment and coordination of business process areas, military department and defense agency activities associated with developing and implementing each of the various components of the BEA, and relationships among these entities.

Agency: Department of Defense
Status: Open

Comments: While the Department of Defense (DOD) had taken steps to improve its business enterprise architecture, it had not implemented the recommendation as of November 2019. In August 2013, the department established the Business Enterprise Architecture Configuration Control Board, which is chaired by the business enterprise architecture chief architect (Office of the DOD CMO) and includes representatives from the Defense Business Council member organizations. These organizations include, among others, DOD's CIO and the military department CMOs. According to its charter, the Business Enterprise Architecture Configuration Control Board is the principal body for managing the disposition of proposed architecture requirements and change requests. However, the charter does not discuss roles and responsibilities associated with the development of the business enterprise architecture. Specifically, it does not address alignment and coordination of business process areas or military department and defense agency activities associated with developing and implementing each of the various components of the business enterprise architecture, and the relationships among these entities. In addition, in September 2018, the department stated that it was drafting a business enterprise architecture concept of operations that was to outline roles and responsibilities associated with the development of the architecture. However, as of November 2019, the department had not completed the concept of operations or otherwise demonstrated that it had established roles and responsibilities for the development of the architecture. In October 2018, an official from the Office of the CMO described the department's new approach to developing its business enterprise architecture. In addition, the department demonstrated that it had developed a taxonomy for the architecture and was in the process of developing an ontology to help ensure that each of the respective portions of the architecture would be appropriately linked and aligned. In November 2019, the official stated that the ontology had been implemented in the department's new business enterprise architecture tool; however, the department did not demonstrate that it had finished developing the ontology. Specifically, the department's October 2019 ontology document identifies basic concepts, such as "Goal", "Objective", and "LOB" (i.e., line of business) as classes, and the properties and attributes of, and relationships among, classes. However, the document does not include annotations such as for the "description" attribute for an LOB, which would provide information needed to create a specific instance of a class applicability; and had not demonstrated that it had developed ontologies for its business domains, such as acquisition, human resource management, and financial management. Also, the document does not demonstrate if allowed values have been defined for some attributes, such as the options allowed in an "option list" for "status" attributes. Further, the department had not documented general information about the ontology, such as its scope and intended applicability; and had not demonstrated that it had developed ontologies for its business domains, such as acquisition, human resource management, and financial management.

Recommendation: To help ensure that FEMA's agencywide workforce planning and training efforts are conducted in a comprehensive and integrated manner, the FEMA Administrator should identify and document long-term and quantifiable mission critical goals that reflect the agency's priorities for workforce planning and training.

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

Comments: In October 2016, agency officials said they had contracted for the development of a Workforce Strategic Plan that is intended to assess current steady state staffing needs based on mission requirements and establish workforce models capable of determining future needs based on workload drivers. Further, they said the plan will monitor and evaluate FEMA's progress towards mission critical goals and the contribution that human capital results have made towards achieving programmatic priorities. In July 2017, they provided an updated estimate that the plan will be completed by June 2020. Pending completion of this effort, the recommendation will remain open. As of February 2020, GAO is awaiting additional information about these actions.

Recommendation: To help ensure that FEMA's agencywide workforce planning and training efforts are conducted in a comprehensive and integrated manner, the FEMA Administrator should establish a time frame for completing the development of quantifiable performance measures related to workforce planning and training efforts.

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

Comments: In October 2016, agency officials said they had contracted for the development of a Workforce Strategic Plan that is intended to assess current steady state staffing needs based on mission requirements and establish workforce models capable of determining future needs based on workload drivers. Once complete, they said the plan will identify performance metrics to track FEMA's progress towards mission critical goals regarding workforce planning and training efforts. In July 2017, they provided an updated estimate that the plan will be completed by June 2020. Pending completion of this effort, the recommendation will remain open. As of February 2020, GAO is awaiting additional information about this effort.

Recommendation: To better inform FEMA's decision-making related to agencywide workforce planning and training efforts, the FEMA Administrator should develop systematic processes to collect and analyze workforce and training data.

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

Comments: In July 2017, officials reported that FEMA's Chief Component Human Capital Office was preparing a Training Plan that will outline the collection and analysis methodology of training data with an estimated completion date of September 2018. Pending documentation of the results of these efforts, this recommendation will remain open. As of February 2020, GAO is awaiting additional information about these efforts.

Recommendation: To promote an efficient use of resources and to better plan for the design of a new performance management system, the Secretary of Defense should direct the Deputy Assistant Secretary of Defense for Civilian Personnel Policy to, in conjunction with the DOD Comptroller, help ensure that information identifying and supporting the costs of the NSPS termination and new performance management system is documented, reliable, traceable to a source document, and readily available for examination.

Agency: Department of Defense
Status: Open

Comments: GAO staff met with DOD officials in October 2019 to discuss the status of the department's new performance management system and any efforts to address this recommendation. DOD officials agreed to provide documentation related to these efforts, but, as of November 2019, this documentation. has not been received. 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 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.