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Open Recommendations

Nuclear Waste Cleanup: Changes Needed to Address Current and Growing Shortages in Mission-Critical Positions

GAO-24-106479
Jul 18, 2024
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11 Open Recommendations
Agency Affected Recommendation Status
Congress To support its ability to conduct oversight, Congress should consider implementing an annual reporting requirement to help ensure EM prioritizes workforce management and addresses recurring workforce problems. Such a requirement could include annual reporting on EM's efforts to implement recommendations and strategies, or additional direction on how EM and DOE should address workforce problems that numerous reports have identified. (Matter 1)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Energy The Senior Advisor for EM should revise EM's workforce planning to align with leading practices, including being forward-looking, clearly documenting human capital performance targets and measures, and developing comprehensive succession plans, while also ensuring that internal and external planning documents align. (Recommendation 1)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Energy The Secretary of Energy should ensure the Office of the Chief Human Capital Officer and EM review and update their MOA to address key collaboration practices including reviewing and updating guidance, use and access of human capital data, and a regular feedback mechanism to identify and address problems continually as service needs change. (Recommendation 2)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Energy The Senior Advisor for EM should ensure that EM provides guidance and training to hiring and resource managers on the use of all available recruitment, hiring, and retention flexibilities, benefits, and incentives. (Recommendation 3)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Energy The Senior Advisor for EM should develop and implement a strategy for a multigenerational pipeline, which includes, where appropriate, reclassifying vacant EM positions to cover a broader range of GS levels and prioritizing the use of intern and fellowship programs that provide authority to convert such staff to permanent appointments. (Recommendation 4)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Energy The Senior Advisor for EM should develop a strategy, based on forwardlooking planning, for using EK and EJ positions across the complex, which, depending on its authority, may be used to propose the authorization of additional EK or EJ positions for EM. (Recommendation 5)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

NOAA Mariner Recruitment and Retention: Actions Needed to Develop a Strategic Workforce Planning Process

GAO-24-106958
Jul 08, 2024
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1 Open Recommendations
Agency Affected Recommendation Status
Office of Marine and Aviation Operations The Director of OMAO should develop and implement a workforce planning process that covers both the NOAA Corps and professional mariners and incorporates key principles of effective strategic workforce planning. (Recommendation 1)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

National Nuclear Security Administration: Improvements Needed for Overseeing Contractor Workforce Recruitment and Retention Efforts

GAO-24-106861
May 29, 2024
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2 Open Recommendations
Agency Affected Recommendation Status
National Nuclear Security Administration The Associate Administrator for NNSA's Office of Partnership and Acquisition Services should track the time it takes to review official human resources requests and use that information to determine if changes in its process are needed. (Recommendation 1)
Open
NNSA concurred with this recommendation. In its April 2024 response letter, NNSA indicated it will develop a list of management and operating (M&O) human resources requested to be tracked, including target processing timelines. In addition, NNSA said it will work with the M&O contractors to come to a mutual understanding of when NNSA's review officially begins and the factors that impact timing and key decisions. We will update the status of this recommendation when NNSA provides additional information on the actions taken.
National Nuclear Security Administration The Associate Administrator for NNSA's Office of Partnership and Acquisition Services should fully assess and identify the information it needs to oversee M&O contractors' recruitment and retention efforts, including whether collecting additional information could inform its oversight efforts. (Recommendation 2)
Open
NNSA concurred with this recommendation. In its April 2024 response letter, NNSA indicated it will review recruitment and retention related information that M&O contractors provide to NNSA to identify the current set of data used for oversight. In addition, NNSA said it will work with M&O contractors to identify opportunities where other existing information can be leveraged to further enhance oversight efforts. We will update the status of this recommendation when NNSA provides additional information on the actions taken.

National Nuclear Security Administration: Actions to Recruit and Retain Federal Staff Could Be Improved

GAO-24-106167
May 29, 2024
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3 Open Recommendations
Agency Affected Recommendation Status
National Nuclear Security Administration The Director of the NNSA Office of Human Resources should collaborate with relevant stakeholders—including program, functional, mission-enabling, and field offices—to develop a continuing process for systematically analyzing and sharing information agencywide on challenges recruiting and retaining staff. (Recommendation 1)
Open
NNSA agreed in principle with this recommendation. In its April 2024 response letter, NNSA stated that the NNSA Office of Human Resources will review its communication and distribution processes to identify potential opportunities to enhance awareness and use of available information. NNSA estimates completing this action by September 30, 2024.
National Nuclear Security Administration The Director of the NNSA Office of Human Resources should regularly assess the results of NNSA's recruitment and retention actions using outcome-based performance measures. (Recommendation 2)
Open
NNSA agreed in principle with this recommendation. In its April 2024 response letter, NNSA stated that the NNSA Office of Human Resources plans to document its strategies for using performance measures to assess the results of its recruitment and retention actions and develop standard operating procedures for recruitment. NNSA estimates completing these actions by December 31, 2024.
National Nuclear Security Administration The Director of the NNSA Office of Learning and Career Management should establish a process to monitor offices' progress implementing actions to address the results of their Federal Employee Viewpoint Survey results. (Recommendation 3)
Open
NNSA agreed in principle with this recommendation. In its April 2024 response letter, NNSA stated that the NNSA Office of Learning and Career Management is taking action to establish a more structured process for monitoring the implementation of offices' actions and will work to identify additional opportunities to document more fully and enhance its existing processes. NNSA estimates completing this action by September 30, 2024.