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As of February 9, 2020, there are 4958 open recommendations, of which 422 are priority recommendations. Recommendations remain open until they are designated as Closed-implemented or Closed-not implemented.
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Recommendation: To ensure that headquarters organizations are properly sized to meet their assigned missions and use the most cost-effective mix of personnel, and to better position DOD to identify opportunities for more efficient use of resources, the Secretary of Defense should conduct a systematic determination of personnel requirements for OSD, the Joint Staff, and the military services' secretariats and staff, which should include analysis of mission, functions, and tasks, and the minimum personnel needed to accomplish those missions, functions, and tasks.
Agency: Department of Defense Status: Open Priority recommendation
Comments: DOD partially concurred with GAO's January 2015 recommendation to conduct a systematic determination of workforce requirements, and in comments to the report, DOD noted that it would continue to use the processes and prioritization that are part of the Planning, Programming, Budgeting, and Execution process, and would also investigate other methods for aligning personnel to missions and priorities. However, DOD did not specify whether any of these actions would include a workforce analysis. In June 2017 the Deputy Secretary of Defense assigned the Deputy Chief Management Officer as the single oversight authority for the governance of manpower resources across the Office of the Secretary of Defense, the Defense Agencies, and DOD Field Activities. The Deputy Chief Management Officer was also tasked with developing a process, within 6 months, to add rigor and strengthen oversight of manpower resources in a manner that can be fully integrated into the programming, planning, budgeting, and execution processes of the department. On July 26, 2017 the Deputy Chief Management Officer further delegated the implementation steps for this process to the Director, Washington Headquarters Service in order to document and codify the standardized and disciplined business practices. However, as of September 2019, DOD had not provided documentation enabling GAO to determine that a systematic determination of workforce requirements within these organizations had taken place and the extent to which the recommendation has been implemented. Without a systematic determination of personnel requirements, DOD headquarters organizations may not be well positioned to identify opportunities for efficiencies and reduce the potential for headquarters-related growth. We will continue to monitor actions DOD takes in response to this recommendation and will provide updated information as appropriate.