Image

Open Recommendations

National Labor Relations Board: Meaningful Performance Measures Could Help Improve Case Quality, Organizational Excellence, and Resource Management

GAO-21-242
Mar 29, 2021
Show
6 Open Recommendations
Agency Affected Recommendation Status
National Labor Relations Board The Board and General Counsel of NLRB should develop objective and quantifiable performance measures, with associated target levels of performance, for quality under Goals 1 and 2 (timeliness and quality for unfair labor practice and representation cases), and track and report performance results in the annual Performance and Accountability Reports. (Recommendation 1)
Open
NLRB agreed with this recommendations. The agency noted that as part of developing a new strategic plan for fiscal years 2022 through 2026, it will reassess its measures to assess the quality of its case processing with input from stakeholders. We will consider closing this recommendation when NLRB develops and reports on relevant goals.
National Labor Relations Board The Board and General Counsel should develop objective and quantifiable performance measures, with associated target levels of performance, for Goal 3 (organizational excellence) and track and report performance results in the annual Performance and Accountability Reports. For example, one or more of the measures could include results from the Federal Employee Viewpoint Survey. (Recommendation 2)
Open
NLRB agreed with this recommendation. The agency stated that it would review its Federal Employee Viewpoint Survey results to consider whether the agency could use the results as measures to track performance. We will monitor the progress of NLRB's efforts.
National Labor Relations Board The Board and General Counsel should develop objective and quantifiable performance measures, with associated target levels of performance, for Goal 4 (resource management) and track and report performance results in the annual Performance and Accountability Reports. (Recommendation 3)
Open
NLRB agreed with this recommendation. The agency highlighted actions it has taken to address it, such as by putting new key measures in place to prevent large unobligated balances. We will monitor the progress of NLRB's efforts.
National Labor Relations Board The Board and General Counsel should develop mechanisms to ensure that the quality review of case files is conducted in a manner consistent with agency guidance, such as ensuring that quality review memoranda are issued and that critical errors are tracked and addressed. (Recommendation 4)
Open
NLRB agreed with this recommendations, and discussed ongoing or planned actions to address it. The agency noted that as part of developing a new strategic plan for fiscal years 2022 through 2026, it will reassess its measures to assess the quality of its case processing with input from stakeholders. We will monitor the progress of NLRB's efforts.
National Labor Relations Board The Board and General Counsel should, in collaboration with employees and NLRB unions, evaluate performance pressure on personnel and make resource adjustments as necessary. (Recommendation 5)
Open
NLRB agreed with this recommendation. The agency said it is evaluating staffing needs through its regional offices and has begun to address those concerns. For example, NLRB stated that it adjusted its fiscal year 2021 operating plan to fund additional positions. We will consider closing this recommendation when NLRB completes these efforts.
National Labor Relations Board The Board and General Counsel should develop mechanisms to improve communication with key internal stakeholders, such as the NLRB unions, to increase transparency and collaboration in implementing agency policies. (Recommendation 6)
Open
NLRB agreed with this recommendation. The agency stated that it has taken steps to reestablish more collaborative relationships with both NLRB unions, and sought feedback from internal stakeholders on how to improve communication. We will monitor the progress of NLRB's efforts to develop mechanisms to improve communication.

Bureau of Prisons: Opportunities Exist to Better Analyze Staffing Data and Improve Employee Wellness Programs

GAO-21-123
Feb 24, 2021
Show
7 Open Recommendations
Agency Affected Recommendation Status
Bureau of Prisons The Director of BOP should develop and implement a reliable method, or amend existing methods, for calculating staffing levels at BOP institutions. (Recommendation 1)
Open
DOJ concurred with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Bureau of Prisons The Director of BOP should develop and implement a plan for analyzing data to help identify and address the causes and potential impacts of staffing challenges on staff and inmates. (Recommendation 2)
Open
DOJ concurred with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Bureau of Prisons The Director of BOP should conduct a risk assessment of its overtime and augmentation use, including identifying risks to staff, inmates, and institution security; and determining actions to respond, as appropriate. (Recommendation 3)
Open
DOJ concurred with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Bureau of Prisons The Director of BOP should assess the outcomes of the staffing incentives it utilizes by developing performance measures and goals, measuring outcomes against them, and adjusting incentives, as appropriate. (Recommendation 4)
Open
DOJ concurred with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Bureau of Prisons The Director of BOP should develop and implement a method that ensures its Employee Assistance Program participation and cost data are collected in a more timely and reliable manner. (Recommendation 5)
Open
DOJ concurred with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Bureau of Prisons The Director of BOP should develop and implement a method to routinely collect and evaluate employee feedback on its Employee Assistance Program such as leveraging existing tools or creating new ones, as applicable. (Recommendation 6)
Open
DOJ concurred with our recommendation. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

DHS Employee Morale: Some Improvements Made, but Additional Actions Needed to Strengthen Employee Engagement

GAO-21-204
Jan 12, 2021
Show
3 Open Recommendations
Agency Affected Recommendation Status
Department of Homeland Security DHS OCHCO should, through its planned written guidance to components on the employee engagement action planning process, establish the elements required in component engagement action plans, including leveraging information such as their key drivers to identify root causes, setting output-based implementation targets, and setting goals through outcome-based performance measures. (Recommendation 1)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Homeland Security DHS OCHCO should, through its planned written guidance to components on the employee engagement action planning process, require the approval of OCHCO and the heads of the components to finalize the employee engagement action plans. (Recommendation 2)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Homeland Security DHS OCHCO should monitor components' implementation of the OPM action planning cycle to ensure the components review and assess the results of their actions to adjust, reprioritize, and identify new actions needed to improve employee engagement. (Recommendation 3)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Senior Executive Service: Opportunities for Selected Agencies to Improve Their Career Reassignment Processes

GAO-20-559
Sep 16, 2020
Show
2 Open Recommendations
Agency Affected Recommendation Status
Department of Commerce The Secretary of Commerce, in consultation with the department-level Executive Resources Board and Office of Executive Resources, should fully implement policy and guidance in development that require the bureaus to maintain career SES reassignment-related documentation in the SES member's Official Personnel Folder, and to provide those documents to the Office of Executive Resources for review and approval before making career SES reassignments. (Recommendation 1)
Open
In its comments on a draft of this report, Commerce concurred with the recommendation and indicated it will take steps to implement the recommendation. We will continue to monitor Commerce's progress.
Office of Personnel Management The Acting Director of the Office of Personnel Management should use OPM's oversight authority to monitor career SES reassignments to ensure that federal agencies meet requirements contained in statute or regulation, and follow OPM's related guidance. In situations where OPM finds that an agency has taken a career SES reassignment action contrary to these requirements, it should use its authority to require the agency to take corrective action, as appropriate. (Recommendation 4)
Open
OPM did not concur with our recommendation. In its comment on a draft of the report, OPM said it relies on federal agencies to comply with provisions governing SES reassignments. OPM further stated that it has chosen not to make reassignments a focus of its enforcement efforts, in light of scarce resources and other mandates OPM is required to meet. However, for reasons discussed in the report, we maintain that OPM should use its oversight authority to ensure agencies' reassignments of SES staff are consistent with requirements. We will continue to monitor OPM's progress.
GAO Contacts