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Open Recommendations

Office of Congressional Workplace Rights: Using Key Management Practices Would Help to Fully Implement Statutory Requirements

GAO-20-222
Dec 30, 2019
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6 Open Recommendations
Agency Affected Recommendation Status
Other The Executive Director of OCWR, in collaboration with relevant managers, should establish a policy that requires a schedule of tasks to be developed, documented, and updated throughout the lifetime of IT system projects. (Recommendation 1)
Open

Recommendation status is Open.

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Other The Executive Director of OCWR should identify and assess risks in establishing and maintaining a permanent records retention program, and develop policies and procedures to ensure that risks are properly addressed. (Recommendation 2)
Open

Recommendation status is Open.

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Other The Executive Director of OCWR should identify desired performance results, develop performance measures that demonstrate the degree to which the desired results were achieved, and report progress toward those results in OCWR's annual reports. (Recommendation 3)
Open

Recommendation status is Open.

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Other The Executive Director of OCWR should collect relevant data through a survey or other mechanisms, and use the information to evaluate the effectiveness of education and outreach efforts and the extent to which they are reaching all covered legislative branch populations. (Recommendation 4)
Open

Recommendation status is Open.

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Other The Executive Director of OCWR should integrate IT planning and implementation into the agency's strategic planning process. (Recommendation 5)
Open

Recommendation status is Open.

When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Other The Executive Director of OCWR should incorporate key strategic human capital management practices, such as developing strategies to recruit and retain staff with mission-critical skills, into the strategic planning process. (Recommendation 6)
Open

Recommendation status is Open.

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

Department of Veterans Affairs: Improved Succession Planning Would Help Address Long-Standing Workforce Problems

GAO-20-15
Oct 10, 2019
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4 Open Recommendations
Agency Affected Recommendation Status
Department of Veterans Affairs The Secretary of Veterans Affairs should develop a department-wide succession plan for leadership and mission-critical occupations that incorporates key leading practices for succession planning. (Recommendation 1)
Open

Recommendation status is Open.

VA concurred with this recommendation and stated that it plans to update department-wide policies and guidance on succession planning for leadership and mission-critical occupations. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Veterans Health Administration The Under Secretary for Health should incorporate key leading practices into VHA's succession planning processes, including monitoring and evaluating VHA's succession planning. (Recommendation 2)
Open

Recommendation status is Open.

VA concurred with this recommendation and stated that VHA plans to monitor and evaluate its succession plan by developing guidance and metrics, developing a process to assess field-based succession planning actions, and incorporating evaluations and updates of implementation strategies into its succession plan. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Veterans Benefits Administration The Under Secretary for Benefits should develop a succession planning process for all leadership positions and incorporate key leading practices into VBA's succession planning for leadership positions and mission-critical occupations. These practices include aligning the plans with strategic goals, identifying strategies to close workforce gaps, and monitoring and evaluating VBA's succession planning. (Recommendation 3)
Open

Recommendation status is Open.

VA concurred with this recommendation and stated that VBA plans to develop a succession plan for leadership positions and mission-critical occupations that incorporates leading practices. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Veterans Affairs The Secretary of Veterans Affairs should update VA's 2003 directive on workforce and succession planning to incorporate relevant legal requirements, including Office of Personnel Management strategic human capital management regulation requirements. (Recommendation 4)
Open

Recommendation status is Open.

VA concurred with this recommendation and stated that it is currently updating its directive to incorporate relevant legal requirements, including requirements under the Office of Personnel Management's strategic human capital management regulations. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Defense Workforce: Steps Needed to Identify Acquisition Training Needs for Non-Acquisition Personnel [Reissued with revisions on Oct. 2, 2019.]

GAO-19-556
Oct 02, 2019
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2 Open Recommendations
Agency Affected Recommendation Status
Department of Defense The Secretary of Defense should ensure that the Under Secretary of Defense for Acquisition and Sustainment designates an accountable official responsible for (a) developing job specialty descriptions to help identify non-acquisition personnel supporting services acquisitions; and (b) establishing a schedule to identify these personnel. (Recommendation 1)
Open

Recommendation status is Open.

DOD concurred with this recommendation. In its concurrence, DOD described the roles of the Office of the Secretary of Defense (OSD) and the DOD components. DOD noted that OSD would develop and provide the guidance and job specialty descriptions for components to use for identifying acquisition and non-acquisition personnel supporting services acquisitions. DOD also noted that the Director of Human Capital Initiatives has deployed an enterprise-wide coding capability for components to use in identifying acquisition and non-acquisition civilians across DOD. Both of these actions are positive steps, and the multiple organizations involved in the actions further illustrate the need to designate an accountable official responsible for efforts to help identify non-acquisition personnel supporting services acquisitions.
Department of Defense The Secretary of Defense should ensure that the Component Acquisition Executives provide non-acquisition personnel training needs to the Defense Acquisition University as part of the annual planning, programming, budgeting, and execution process. (Recommendation 2)
Open

Recommendation status is Open.

DOD concurred with this recommendation. When we confirm what actions DOD has taken in response to this recommendation, we will provide updated information.

USAID Reform: Efforts Address Most Key Practices but Could Improve in Performance Assessment and Strategic Workforce Planning

GAO-19-609
Sep 11, 2019
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2 Open Recommendations
Agency Affected Recommendation Status
United States Agency for International Development The Administrator of USAID should establish outcome-oriented performance measures to assess the effectiveness of USAID's reform projects. (Recommendation 1)
Open

Recommendation status is Open.

USAID concurs with this recommendation, and indicates it will establish a performance-monitoring plan.
United States Agency for International Development The Administrator of USAID should ensure that the agency completes a strategic workforce plan necessary to support its reform efforts. (Recommendation 2)
Open

Recommendation status is Open.

USAID concurs with this recommendation. It affirmed is in the process of finalizing the strategic workforce plan that it will complete by September 30, 2019 and will submit the plan to Congress as directed. USAID stated it will also provide a framework to meet Congressionally-directed staffing levels across the Foreign Service and Civil Service.