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Open Recommendations

Davis-Bacon Act: Army Corps of Engineers Provides Guidance on Wage Requirements, but Opportunities Exist to Improve Monitoring

GAO-21-203R
Mar 10, 2021
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3 Open Recommendations
Agency Affected Recommendation Status
Office of the Assistant Secretary (Civil Works) The Assistant Secretary of the Army for Civil Works should ensure the Chief of Engineers and the Commanding General of the Army Corps of Engineers provide clarifying information about determining the proportion of payroll records to review and selecting a sample to review. (Recommendation 1)
Open
DOD agreed with this recommendation but did not comment on any plans to address it.
Office of the Assistant Secretary (Civil Works) The Assistant Secretary of the Army for Civil Works should ensure the Chief of Engineers and the Commanding General of the Army Corps of Engineers clarify payroll review procedures. For example, this could include a checklist with the key elements to review and document, such as correctness of wage rates. (Recommendation 2)
Open
DOD agreed with this recommendation but did not comment on any plans to address it.
Office of the Assistant Secretary (Civil Works) The Assistant Secretary of the Army for Civil Works should ensure the Chief of Engineers and the Commanding General of the Army Corps of Engineers establish a process for consistently documenting on-site inspections, including the number of workers and type of work performed. (Recommendation 3)
Open
DOD agreed with this recommendation. The agency stated that the Corps currently has procedures in place for consistently documenting on-site inspections, including the number of workers and type of work performed, as well as forms to consistently track this information. DOD also stated that it plans to consistently reiterate these procedures in ongoing trainings. We note that the Corps' guidance includes directions to document some information. Nevertheless, we continue to believe that the existing procedures and forms do not constitute a process that staff can consistently follow and that the absence of such a process could lead to inconsistent documentation of on-site inspections. While training is a step in the right direction, we believe the recommendation would improve the agency's monitoring efforts.

Workplace Safety and Health: Actions Needed to Improve Reporting of Summary Injury and Illness Data

GAO-21-122
Feb 18, 2021
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1 Open Recommendations
Agency Affected Recommendation Status
Occupational Safety and Health Administration The Secretary of Labor should evaluate OSHA's current procedures for ensuring that employers electronically report their annual 300A injury and illness data to OSHA when required and implement a plan to remediate identified deficiencies. This should include its efforts related to: (1) encouraging employers to comply with the 300A reporting requirement; and (2) citing employers for non-compliance with this reporting requirement. (Recommendation 1)
Open
OSHA generally agreed with this recommendation. In regards to encouraging compliance, the agency said that they will evaluate efforts and procedures to encourage employers to comply with this reporting requirement and that this will include assessing the effectiveness of existing efforts and identifying additional opportunities to inform employers of their reporting requirements. In regards to citing non-compliance, OSHA committed to assessing whether conducting remote inspections for non-compliance with recordkeeping regulations are an effective and efficient use of resources. We believe this is important, as our report noted that relying only on on-site inspections to enforce non-compliance with this reporting requirement can be problematic because the agency inspects a small percentage of the establishments it oversees each year. Moreover, although OSHA inspects some establishments whose employers may not have reported their 300A data under its SST inspection program, according to officials, the vast majority of SST inspections are targeted toward employers who have submitted their data. This may create an incentive for employers not to report their 300A data as not reporting may reduce their chances of being selected for inspection. Without evaluating its current enforcement procedures and implementing a plan to improve the agency's efforts to deter and address the widespread non-compliance noted in this report, OSHA will continue to lack the necessary data to target inspections to establishments with the highest injury and illness rates and ensure worker safety and health.

Military Spouse Employment: DOD Should Continue Assessing State Licensing Practices and Increase Awareness of Resources

GAO-21-193
Jan 27, 2021
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2 Open Recommendations
Agency Affected Recommendation Status
Department of Defense The Secretary of Defense should ensure that the Deputy Assistant Secretary of Defense for Military Community and Family Policy work with the Defense State Liaison Office to ensure continued assessment and reporting on each state's progress towards implementing best practices for facilitating licensure portability for military spouses, and explore options for assessing whether states' actions are improving spouses' experiences with transferring licenses. (Recommendation 1)
Open
DOD agreed with this recommendation. The agency highlighted several strategies it uses to support states progress towards implementing best practices for facilitating licensure portability for military spouses. Specifically, DOD stated that it relays best practices to policymakers, publicizes licensure improvement successes, and coordinates with the military services regarding standardized assessment and reporting processes. We believe it is also important that DOD continue to provide states with periodic formal assessments that document the areas in which states can improve licensure portability for spouses, and explore options for examining whether states' actions are improving spouses' experiences transferring licenses. Taking these steps would help DOD identify additional actions states could consider to help military spouses transfer their licenses and improve their employment opportunities.
Department of Defense The Secretary of Defense should ensure that the Deputy Assistant Secretary of Defense for Military Community and Family Policy, in coordination with the Secretaries of the military services and external stakeholders, establish strategies for sharing information on their outreach approaches to raise awareness of employment resources among military spouses. (Recommendation 2)
Open
DOD agreed with this recommendation. The agency noted that it holds bi-monthly meetings with spouse employment personnel at military services headquarters, and that it has implemented a quarterly meeting with the services to share information on outreach approaches and raise awareness of employment resources for military spouses. To implement this recommendation, we believe it is also important that they ensure that its efforts include external stakeholders.

Workforce Innovation and Opportunity Act: Additional DOL Actions Needed to Help States and Employers Address Substance Use Disorder

GAO-20-337
Jun 22, 2020
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2 Open Recommendations
Agency Affected Recommendation Status
Department of Labor The Assistant Secretary for Employment and Training should clarify DOL's expectations of the role of state workforce agencies in addressing the employment and training needs of those affected by SUD and how non-targeted WIOA funding can be used to assist job seekers and employers. (Recommendation 1)
Open
DOL agreed with this recommendation. ETA anticipates providing information and technical assistance to help workforce system grantees understand how they can address the impacts of SUD on the workforce. The agency also plans to issue guidance by the end of 2020 to share promising practices and describe how WIOA funds can be used to support job seekers in recovery and employers.
Department of Labor The Assistant Secretary for Employment and Training should share information from targeted grantees with all state workforce agencies, tribal governments, and outlying areas regarding lessons learned and promising practices in addressing the needs of job seekers affected by SUD and potential employers. (Recommendation 2)
Open
DOL agreed with this recommendation, noting that ETA has created resources that are available to all states based on its experience administering some of the targeted grants. ETA officials cited the recently published literature review and companion resource guide, and said they also plan to share the evaluation of the Phase 1 grants widely when it is available, including any resources or tools developed by states that were awarded Phase 1 grants. In addition, ETA plans to host at least one webinar to share additional promising practices from the targeted grants that could be useful to local workforce boards around the country.
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