Recommendations Database

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As of January 31, 2023, there are 4839 open recommendations that still need to be addressed. 470 of these are priority recommendations, those that we believe warrant priority attention. Learn more about our priority designation on our Recommendations page.

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1 - 7 of 7 Recommendations, including 0 Priority Recommendations

Information Management: Agencies Need to Streamline Electronic Services

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1 Open Recommendations
Agency Recommendation Status
Equal Employment Opportunity Commission The Chair of the Equal Employment Opportunity Commission should establish a reasonable time frame for accepting remote identity proofing with authentication, digitally accepting access and consent forms from individuals who were properly identity proofed and authenticated, and posting access and consent forms on the agency's privacy program website. (Recommendation 9)
Open

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

Equal Employment Opportunity Commission: Oversight of the Length of the Charge Intake Process is Needed

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1 Open Recommendations
Agency Recommendation Status
Equal Employment Opportunity Commission The Chair of the EEOC should monitor field office-level data on the length of the intake process. For example, EEOC could monitor these data by including them in the monthly internal management reports it produces. (Recommendation 1)
Open

EEOC concurred with this recommendation. EEOC officials said that the agency is modernizing its charge management system, and as it does so it will evaluate what additional data points need to be captured to track the length of the intake process. We will monitor the progress of these efforts.

Workforce Diversity: Hispanic Workers Are Underrepresented in the Media, and More Data Are Needed for Federal Enforcement Efforts

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2 Open Recommendations
Agency Recommendation Status
Equal Employment Opportunity Commission The Chair of EEOC should work with FCC to develop a new memorandum of understanding that includes a plan for EEOC to routinely share data with FCC regarding discrimination charges filed against broadcasters and cable and satellite television operators. (Recommendation 1)
Open

EEOC neither agreed nor disagreed with this recommendation, but agreed that federal data sharing can help agencies address employment discrimination. EEOC noted current and planned efforts to address this recommendation. We will monitor the agency's progress and consider closing the recommendation when these efforts are complete.

Equal Employment Opportunity Commission The Chair of EEOC should improve EEOC's approach to routinely identify local unions required to file an EEO-3 report to help ensure that they file such reports on the demographics of union members. (Recommendation 3)
Open

EEOC neither agreed nor disagreed with this recommendation, but agreed that data quality is critical to enforcing the nation's equal employment opportunity laws. EEOC noted current and planned efforts to address this recommendation. We will monitor the agency's progress and consider closing the recommendation when these efforts are complete.

Workplace Sexual Harassment: Experts Suggest Expanding Data Collection to Improve Understanding of Prevalence and Costs

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1 Open Recommendations
Agency Recommendation Status
Equal Employment Opportunity Commission As part of the Equal Employment Opportunity Commission's plans to implement a new data system, the Chair of the Equal Employment Opportunity Commission should assess the feasibility of developing the agency's capacity to systematically analyze retaliation charge data, including the protected activities associated with these charges. (Recommendation 1)
Open

EEOC did not state whether it concurred with this recommendation. The agency noted steps it has taken to improve its ability to collect and use quality data, and highlighted its ability both to analyze demographic information for individuals who file retaliation charges and to examine the bases and issues alleged in retaliation charges. EEOC also questioned how analyzing additional data on retaliation charges would remedy a lack of comprehensive data on sexual harassment's prevalence and costs, but acknowledged that such data may generally help the agency conduct more targeted outreach

Freedom of Information Act: Agencies Are Implementing Requirements but Additional Actions Are Needed

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2 Open Recommendations
Agency Recommendation Status
Equal Employment Opportunity Commission The Chair of EEOC should designate a chief FOIA officer at the assistant secretary level or equivalent. (Recommendation 8)
Open

As of September 2022, GAO is awaiting EEOC's response to GAO recommendations.

Equal Employment Opportunity Commission The Chair of EEOC should take steps to develop and document a plan that fully addresses best practices with regards to reduction of backlogged FOIA requests. (Recommendation 9)
Open

As of September 2022, GAO is awaiting EEOC's response to GAO recommendations.

Have a Question about a Recommendation?

For questions about a specific recommendation, contact the person or office listed with the recommendation. For general information about recommendations, contact GAO's Audit Policy and Quality Assurance office at (202) 512-6100 or apqa@gao.gov.