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Open Recommendations

Coast Guard: Monitoring of Disability Evaluation System Could Be Improved
GAO-26-107161
Dec 10, 2025
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1 Open Recommendations
Agency Affected Recommendation Status
United States Coast Guard The Commandant of the Coast Guard should ensure that the Commander of the Personnel Service Center fully applies relevant leading practices for program monitoring to DES, including establishing performance goals; developing and implementing a monitoring plan; evaluating results; and taking action. (Recommendation 1)
Open
DHS agreed with this recommendation. The agency stated that it plans to promulgate a new Coast Guard manual by July 31, 2026. The updated policy will provide field units with clearly defined roles and standardized procedures and establish a governance framework for disability case management. They will also determine appropriate action necessary to complete and institutionalize performance goals, monitoring plans and evaluation criteria for the DES, estimated to be completed by December 31, 2026. Some of these planned actions, DHS noted, would be subject to the availability of funds. We will monitor the progress of these efforts.

Rental Housing: Use and Federal Oversight of Property Technology
GAO-25-107196
Aug 11, 2025
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1 Open Recommendations
Agency Affected Recommendation Status
Department of Housing and Urban Development The Secretary of HUD should ensure that the Assistant Secretary for Public and Indian Housing provides additional written direction to public housing agencies on the use of facial recognition technology. For example, this direction could specify permitted uses of the technology, define what constitutes renter consent, and address data management and accuracy concerns.
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Federal Domestic Violence Assistance: HHS Should Assess Accessibility-Related Technical Assistance for Local Centers
GAO-24-106366
Sep 19, 2024
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1 Open Recommendations
Agency Affected Recommendation Status
Department of Health and Human Services The Secretary of HHS should ensure that the Administration for Children and Families establishes and implements a process to systematically review whether the accessibility-related technical assistance that it supports under the family violence prevention program is reaching and meeting the needs of local centers and, if warranted, take steps to improve the quality and dissemination of technical assistance and ensure that it covers needed topics. For example, HHS could use its revised monitoring tools to collect input from grantees and subgrantees on their accessibility-related technical assistance needs, consider accessibility-related technical assistance when selecting training to observe, or improve the consistency of the data on requests that national resource centers receive for accessibility-related technical assistance from local centers. (Recommendation 1)
Open
HHS agreed with our recommendation. As of March 2025, HHS reported implementing changes to its data collection that the agency had planned as of when our report was issued in September 2024, which could provide useful information for a review of its accessibility-related technical assistance. For example, in December 2024, HHS implemented its revised annual Performance Progress Reports submitted by states, territories, tribes, and state coalitions, and its newly developed Performance Progress Report submitted by domestic violence resource centers. The new reports include spaces for information on accessibility-related technical assistance provided to local centers, how state coalitions identify their technical assistance priorities, and on responses to underserved populations, including those with physical and cognitive disabilities. HHS is currently reviewing over 300 performance progress reports and working with grant recipients to verify data that has been submitted. In addition, HHS told us they plan to develop a survey of grant recipients to assess their technical assistance needs for serving people with disabilities. In order for us to consider this recommendation implemented, HHS would need to complete its verification process and implement their planned survey and demonstrate that they are using this information to systemically review the accessibility-related technical assistance that the agency supports.

IRS Workforce: Actions Needed to Address Barriers to Diversity, Equity, Inclusion, and Accessibility
GAO-24-105785
Sep 09, 2024
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8 Open Recommendations
Agency Affected Recommendation Status
Internal Revenue Service The Commissioner of Internal Revenue should ensure that the Office of Equity, Diversity, and Inclusion updates its barrier analysis policies and procedures to incorporate the regular use of many information sources for trigger identification. (Recommendation 1)
Open
In August 2024, IRS stated that it agreed with this recommendation and would take steps to implement it. However, in March 2025, IRS stated that, in light of Executive Orders 14151 and 14173 issued in January 2025, the agency had ended its DEIA programs and would not take action to address the recommendation. The criteria upon which this recommendation is based is grounded in legal authorities which remain in effect. GAO will continue monitoring developments related to this recommendation, including any additional Executive Orders, guidance, and court decisions.
Internal Revenue Service The Commissioner of Internal Revenue should ensure that the Office of Equity, Diversity, and Inclusion uses relevant results from our analyses of its workforce composition and of outcomes related to employee promotion, salary, and separation to inform its next annual barrier analysis effort. (Recommendation 2)
Open
In August 2024, IRS stated that it agreed with this recommendation and would take steps to implement it. However, in March 2025, IRS stated that, in light of Executive Orders 14151 and 14173 issued in January 2025, the agency had ended its DEIA programs and would not take action to address the recommendation. The criteria upon which this recommendation is based is grounded in legal authorities which remain in effect. GAO will continue monitoring developments related to this recommendation, including any additional Executive Orders, guidance, and court decisions.
Internal Revenue Service The Commissioner of Internal Revenue should ensure that the Office of Equity, Diversity, and Inclusion updates its barrier analysis policies and procedures to ensure regular consultation and collaboration with stakeholders, including employee groups and equal employment opportunity program staff, throughout the barrier analysis process. (Recommendation 3)
Open
In August 2024, IRS stated that it agreed with this recommendation and would take steps to implement it. However, in March 2025, IRS stated that, in light of Executive Orders 14151 and 14173 issued in January 2025, the agency had ended its DEIA programs and would not take action to address the recommendation. The criteria upon which this recommendation is based is grounded in legal authorities which remain in effect. GAO will continue monitoring developments related to this recommendation, including any additional Executive Orders, guidance, and court decisions.
Internal Revenue Service The Commissioner of Internal Revenue should ensure that the Office of Equity, Diversity, and Inclusion conducts a comprehensive assessment of and develops recommendations to address staffing issues hampering its ability to perform barrier analyses. (Recommendation 4)
Open
In August 2024, IRS stated that it agreed with this recommendation and would take steps to implement it. However, in March 2025, IRS stated that, in light of Executive Orders 14151 and 14173 issued in January 2025, the agency had ended its DEIA programs and would not take action to address the recommendation. The criteria upon which this recommendation is based is grounded in legal authorities which remain in effect. GAO will continue monitoring developments related to this recommendation, including any additional Executive Orders, guidance, and court decisions.
Internal Revenue Service The Commissioner of Internal Revenue should ensure that the Office of Equity, Diversity, and Inclusion uses the results of its comprehensive staffing assessment to take actions to address staffing issues hampering IRS's barrier analyses. (Recommendation 5)
Open
In August 2024, IRS stated that it agreed with this recommendation and would take steps to implement it. However, in March 2025, IRS stated that, in light of Executive Orders 14151 and 14173 issued in January 2025, the agency had ended its DEIA programs and would not take action to address the recommendation. The criteria upon which this recommendation is based is grounded in legal authorities which remain in effect. GAO will continue monitoring developments related to this recommendation, including any additional Executive Orders, guidance, and court decisions.
Internal Revenue Service The Commissioner of Internal Revenue should ensure that the Office of Equity, Diversity, and Inclusion establishes a unified DEIA strategic plan to determine goals for and guide the development and implementation of agencywide DEIA initiatives. (Recommendation 6)
Open
In August 2024, IRS stated that it agreed with this recommendation and would take steps to implement it. However, in March 2025, IRS stated that, in light of Executive Orders 14151 and 14173 issued in January 2025, the agency had ended its DEIA programs and would not take action to address the recommendation. The criteria upon which this recommendation is based is grounded in GAO's work on leading practices for workforce management and internal controls, which remains valid. GAO will continue monitoring developments related to this recommendation, including any additional Executive Orders, guidance, and court decisions.
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