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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. We await DOD's update on its progress to implement this recommendation.
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. We await DOD's update on its progress to implement this recommendation.
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. We await information from DOD about any efforts to address this recommendation.

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
1 Priority
Agency Affected Recommendation Status
Occupational Safety and Health Administration
Priority Rec.
This is a priority recommendation.
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. The agency is currently reviewing how it encourages employers required to submit 300A data to do so and how it addresses non-compliance. This includes evaluating the use of postcards to encourage potentially non-compliant employers to submit their data and reviewing the effectiveness of the on-line tools it uses to publicize this reporting requirement within its regulatory community. As of March 2022. the agency was also developing a computer match to better identify employers who are not complying with this reporting requirement for enforcement action during OSHA's regular inspection process. It does not include, however, developing such actions outside of the regular inspection process. We will close this recommendation when OSHA has evaluated and developed plans to: 1) better encourage employers required to submit this data to do so and 2) more fully take enforcement action against employers who are required to submit this data, but do not.

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. Additionally, the Defense State Liaison Office (DSLO) has worked with the Military Departments to coordinate feedback to states on progress made on licensure laws, practices and approval of compacts. DSLO also contracted for research to assess state licensing board support of military spouses in six occupations across all 50 states. DOD said that the results of this evaluation will provide DSLO feedback on the experience of obtaining a license as a military spouse. While these are positive steps, 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. This 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. DOD stated that it has also added an agenda element to its quarterly Spouse Ambassador Network meetings to share best practices with external stakeholders. We will close this recommendation when DOD shares further examples and documentation that these actions are taking place on an on-going basis.

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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1 Open Recommendations
Agency Affected Recommendation Status
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, and ETA officials stated that they plan to share the evaluation of the Phase 1 grants widely when it is available in fall 2021, including any resources or tools developed by Phase 1 grantees. In the meantime, ETA officials have created resources that are available to all states based on its experience administering some of the targeted grants. For example, ETA has published a related literature review and companion resource guide. ETA officials also reported hosting a webinar on promising practices for local workforce boards; staging in-person and virtual presentations regarding the role of American Job Centers is addressing SUD; and sharing examples of practices, partnerships, and resources in a Training and Employment Notice.
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