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Open Recommendations

NAVY READINESS Actions Needed to Improve the Reliability and Management of Ship Crewing Data
GAO-24-105811
Apr 29, 2024
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11 Open Recommendations
Agency Affected Recommendation Status
Department of the Navy The Secretary of the Navy should ensure that the Commander, U.S. Fleet Forces Command and Commander, U.S. Pacific Fleet amend guidance to require documentation of the review process—to include the factors they consider—when determining whether enlisted crewing target levels should be adjusted. (Recommendation 1)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Commander, U.S. Fleet Forces Command, U.S. Pacific Fleet, and Navy Personnel Command Career Management Department—removes the rules that allow junior sailors to count as filling positions of senior sailors in the Navy's fill and fit metrics, including when having to provide such data in certain reports to Congress pursuant to section 597 of the NDAA for Fiscal Year 2020. (Recommendation 2)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Commander, U.S. Fleet Forces Command, U.S. Pacific Fleet, and Navy Personnel Command Career Management Department—reviews all business rules and source system data that inform the calculations for fill and fit metrics and aligns them across relevant documents for consistency to ensure the quality of data it uses to monitor ship readiness. (Recommendation 3)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Commander, U.S. Fleet Forces Command, U.S. Pacific Fleet, and Navy Personnel Command Career Management Department—establishes thresholds for measuring Navy enlisted classification fill and fit metrics against funded positions and personnel requirements, and reports this information to Congress, when required to report pursuant to section 597 of the NDAA for Fiscal Year 2020. (Recommendation 4)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Commander, U.S. Fleet Forces Command and the Commander, U.S. Pacific Fleet—updates guidance related to (1) personnel policies and procedures and (2) enlisted crewing target levels to clearly and consistently describe those personnel requirements and what they represent in TFMMS. (Recommendation 5)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of the Navy The Secretary of the Navy should ensure that the Office of the Chief of Naval Operations—in coordination with the Navy Manpower Analysis Center—updates guidance related to (1) personnel policies and procedures and (2) personnel management data elements and values to clearly and consistently reflect that only NAVMAC can validate personnel requirements for ships. (Recommendation 6)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

National Mediation Board: Agency Should Take Steps to Regularly Update Its Plans and Policies and Ensure Staff Receive Necessary Training
GAO-24-106828
Apr 26, 2024
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4 Open Recommendations
Agency Affected Recommendation Status
National Mediation Board The NMB Board should establish procedures for regularly updating its workforce and succession plan. These procedures should help ensure that NMB's workforce and succession plan is long-term in focus and includes a workforce analysis that identifies skills gaps, an action plan with strategies to close gaps, plans to implement those strategies, and measures to assess progress as described in OPM's Workforce Planning Guide. (Recommendation 1)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
National Mediation Board The NMB Board should establish procedures for regularly updating its agency-wide training policy. (Recommendation 2)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
National Mediation Board The NMB Board should provide officials who are assigned essential additional roles with sufficient training and information, including position descriptions, necessary to understand and carry out the full scope of their responsibilities. (Recommendation 3)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
National Mediation Board The NMB Board should develop procedures to ensure it has all necessary personnel policies in place and that they are regularly reviewed and updated to meet the needs of the agency and comply with federal requirements. (Recommendation 4)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Special Operations Forces: Documented Policies and Workforce Planning Needed to Strengthen Civilian Oversight
GAO-24-106372
Mar 04, 2024
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3 Open Recommendations
Agency Affected Recommendation Status
Department 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 Management
GAO-24-105738
Feb 06, 2024
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5 Open Recommendations
Agency Affected Recommendation Status
National 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.
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