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Recommendations Database

GAO’s recommendations database contains report recommendations that still need to be addressed. GAO’s priority recommendations are those that we believe warrant priority attention. We sent letters to the heads of key departments and agencies, urging them to continue focusing on these issues. Below you can search only priority recommendations, or search all recommendations.

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As of October 25, 2020, there are 4812 open recommendations, of which 473 are priority recommendations. Recommendations remain open until they are designated as Closed-implemented or Closed-not implemented.

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Results:

Subject Term: "Knowledge, skills and abilities"

1 publication with a total of 5 open recommendations including 3 priority recommendations
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IT Workforce: Key Practices Help Ensure Strong Integrated Program Teams; Selected Departments Need to Assess Skill Gaps
GAO-17-8, Nov 30, 2016
Director: Powner, David A
Phone: (202) 512-9286

5 open recommendations
including 3 priority recommendations
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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.