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      Recent Reports
    Clinical Research: FDA Should Evaluate Its Efforts to Recruit and Retain Its Inspection WorkforceGAO-24-106383
      
	Published:  Feb 22, 2024


	Publicly Released: Mar 25, 2024
          Central America: USAID Should Strengthen Staffing and Fraud Risk Management for Initiative Addressing Migration to the U.S.GAO-24-106232
      
	Published:  Mar 14, 2024


	Publicly Released: Mar 14, 2024
          Coast Guard: Action Needed to Evaluate Efforts to Address Sexual Assault and HarassmentGAO-24-107388
      
	Published:  Mar 06, 2024


	Publicly Released: Mar 06, 2024
          Human Capital: Characteristics and Administration of the Federal Wage SystemGAO-24-106657
      
	Published:  Mar 05, 2024


	Publicly Released: Mar 05, 2024
          Special Operations Forces: Documented Policies and Workforce Planning Needed to Strengthen Civilian OversightGAO-24-106372
      
	Published:  Mar 04, 2024


	Publicly Released: Mar 04, 2024
          DHS Employee Misconduct: Actions Needed to Better Assess Differences in Supervisor and Non-Supervisor DisciplineGAO-24-105820
      
	Published:  Feb 14, 2024


	Publicly Released: Feb 14, 2024
    
    

  
  View More ReportsOpen Recommendations
        Special Operations Forces: Documented Policies and Workforce Planning Needed to Strengthen Civilian OversightGAO-24-106372
      
						Mar 04, 2024
              Show
          3Open Recommendations

          Agency Affected
                                                  Recommendation
                                                  StatusDepartment of Defense
                                                                                        The Secretary of Defense should ensure that the Assistant Secretary of Defense for Special Operations and Low-Intensity Conflict implements a systematic approach for identifying and addressing areas that require documented policies. (Recommendation 1)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Department of Defense
                                                                                        The Secretary of Defense should ensure that the Assistant Secretary of Defense for Special Operations and Low-Intensity Conflict develops a staffing plan for the Secretariat for Special Operations that incorporates strategic workforce planning principles, including aligning with the Secretariat's mission and goals, identifying critical skill gaps, and developing strategies to address any gaps. (Recommendation 2)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Department of Defense
                                                                                        The Secretary of Defense should ensure that the Assistant Secretary of Defense for Special Operations and Low-Intensity Conflict and the Under Secretary of Defense for Policy finalize their ongoing efforts by documenting an agreement that clarifies their respective administrative roles, including those related to the Secretariat's hiring, office space, and IT needs. (Recommendation 3)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
          Federal Hiring: USA Staffing System Supports Hiring Needs, but Actions Are Needed to Strengthen Training and Program ManagementGAO-24-105738
      
						Feb 06, 2024
              Show
          5Open Recommendations

          Agency Affected
                                                  Recommendation
                                                  StatusNational Park Service
                                                                                        The Secretary of the Interior should direct the Director of NPS to ensure that USA Staffing Program Managers at their agency routinely solicit and analyze training feedback from human capital professionals and use such information to improve training resources that address human capital professionals' needs. (Recommendation 1)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Internal Revenue Service
                                                                                        The Commissioner of Internal Revenue should direct the Human Capital Officer at IRS to ensure that USA Staffing Program Managers at their agency routinely solicit and analyze training feedback from human capital professionals and use such information to improve training resources that address human capital professionals' needs. (Recommendation 2)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Office of Personnel Management
                                                                                        The Director of OPM should ensure the Associate Director of OPM's Human Resources Solutions promotes the quality of USA Staffing IAA data by documenting roles and responsibilities of key personnel responsible for IAA data management in USA Staffing manual records. (Recommendation 3)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Office of Personnel Management
                                                                                        The Director of OPM should ensure the Associate Director of OPM's Human Resources Solutions promotes the quality of USA Staffing IAA data by documenting timeframes for recording IAA data in OPM's Delphi system and manual records. (Recommendation 4)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Office of Personnel Management
                                                                                        The Director of OPM should ensure the Associate Director of OPM's Human Resources Solutions promotes the quality of USA Staffing IAA data by documenting procedures to ensure IAA data housed in different repositories are consistent. (Recommendation 5)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
          Federal Workforce: Actions Needed to Improve the Transfer of Personnel Security Clearances and Other Vetting DeterminationsGAO-24-105669
      
						Jan 22, 2024
              Show
          8Open Recommendations

          Agency Affected
                                                  Recommendation
                                                  StatusOffice of the Director of National Intelligence
                                                                                        The Director of National Intelligence should follow best practices for evaluating the reliability of the data that agencies submit related to security clearance reciprocity. Such best practices include interviewing knowledgeable officials about their data systems, reviewing data system documentation to determine if data entry controls are sufficient, and tracing a sample of data to or from source documents to assess the accuracy and completeness of the data. (Recommendation 1)
                                                                                        Open
ODNI did not state whether it concurred with the recommendations directed to it.Office of the Director of National Intelligence
                                                                                        The Director of National Intelligence should develop and implement a plan that addresses agencies' concerns that led them to mistrust some other agencies' security clearance processes. (Recommendation 2)
                                                                                        Open
ODNI did not state whether it concurred with the recommendations directed to it.Office of the Director of National Intelligence
                                                                                        The Director of National Intelligence should facilitate access to secure facilities and systems for agencies to ensure they can make reciprocity determinations. (Recommendation 3)
                                                                                        Open
ODNI did not state whether it concurred with the recommendations directed to it.Office of the Director of National Intelligence
                                                                                        The Director of National Intelligence, in coordination with the Director of the Defense Counterintelligence and Security Agency, should develop and implement a plan to ensure that current and future IT systems used for personnel vetting contain complete and accurate information required to make security clearance reciprocity determinations. (Recommendation 4)
                                                                                        Open
ODNI did not state whether it concurred with the recommendations directed to it.Office of Personnel Management
                                                                                        The Director of the Office of Personnel Management, in coordination with the Director of the Defense Counterintelligence and Security Agency, should develop and implement a plan to ensure that current and future IT systems used for personnel vetting contain complete and accurate information required to make suitability, fitness, and credentialing reciprocity determinations. (Recommendation 5)
                                                                                        Open
OPM concurred with this recommendation. While OPM did not specifically state how it would address this recommendation, it agreed that enhancements to the reciprocity system are needed to improve the mobility of individuals. OPM also stated that it will continue to work with DCSA regarding the requirements for the National Background Investigation Services IT system. We will continue to follow-up on the status of this recommendation.Office of the Director of National Intelligence
                                                                                        The Director of National Intelligence should issue clarifying guidance, such as by updating Security Executive Agent Directive 7, to address whether communicating with prior agencies is permitted in the security clearance reciprocity process and, if so, under what circumstances. (Recommendation 6)
                                                                                        Open
ODNI did not state whether it concurred with the recommendations directed to it.
          Public Health Preparedness: HHS Emergency Agency Needs to Strengthen Workforce PlanningGAO-24-106108
      
						Jan 16, 2024
              Show
          4Open Recommendations

          Agency Affected
                                                  Recommendation
                                                  StatusOffice of the Assistant Secretary for Preparedness and Response
                                                                                        The Assistant Secretary for Preparedness and Response should establish specific goals and related performance measures to use for its new in-house hiring office once it is fully operational. This could include goals and performance measures to help address areas of concern the new office was intended to address, including time-to-hire, service quality, and unique workforce needs. (Recommendation 1)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Office of the Assistant Secretary for Preparedness and Response
                                                                                        The Assistant Secretary for Preparedness and Response should develop tailored recruitment and hiring strategies to address government-wide shortages of human capital staff to meet the hiring needs of its in-house hiring office. (Recommendation 2)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Office of the Assistant Secretary for Preparedness and Response
                                                                                        The Assistant Secretary for Preparedness and Response should identify the critical areas that need workforce assessments and develop plans to implement such assessments, before its planned in-house hiring office is fully established. Such plans could include determining which assessments need to be conducted, when they will be conducted, and related resource needs. (Recommendation 3)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.Office of the Assistant Secretary for Preparedness and Response
                                                                                        The Assistant Secretary for Preparedness and Response should conduct an agency-wide workforce assessment—that considers workforce needs identified by individual area assessments and available resources—to prioritize the skills and competencies of greatest need to achieve agency-wide goals and mission, as identified in its strategic plan. (Recommendation 4)
                                                                                        Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
    
    

  
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