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Open Recommendations

National Nuclear Security Administration: Guidance Enhancements Could Improve Contractors’ Diversity Plans

GAO-24-107221
Jun 21, 2024
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3 Open Recommendations
Agency Affected Recommendation Status
Department of Energy The Secretary of Energy should update the DOE Acquisition Guide for M&O contractor diversity plans to ensure contractors consider addressing employee involvement in diversity efforts during the development of such plans, consistent with leading practices for diversity management. (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 update the DOE Acquisition Guide for M&O contractor diversity plans to ensure contractors consider diversity training requirements during the development of such plans, consistent with leading practices for diversity management. (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 Secretary of Energy should update the DOE Acquisition Guide for M&O contractor diversity plans to ensure contractors consider succession planning with a diversity focus during the development of such plans, consistent with leading practices for diversity management. (Recommendation 3)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

DHS Hiring: Additional Actions Needed to Enhance Vetting Processes Across the Department

GAO-24-106153
Jun 11, 2024
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4 Open Recommendations
Agency Affected Recommendation Status
Department of Homeland Security The DHS Chief Human Capital Officer should clearly disclose data limitations and associated assumptions it made when compiling time-to-hire data from components when reporting to OPM. (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 The DHS Chief Security Officer should ensure that the IT vetting system that is under development includes enhanced capabilities, such as being able to track information for DHS priority positions and distinguish between different types of reciprocity. (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 The DHS Under Secretary for Management should ensure that component personnel tasked with implementing hiring and vetting are included in working groups and other applicable forums regarding human capital and personnel security so that practices that support faster entry on duty determinations can be regularly shared. (Recommendation 3)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Department of Homeland Security The DHS Under Secretary for Management should develop a candidate experience framework for personnel vetting that implements the DHS-wide customer experience strategy and is aligned with Trusted Workforce 2.0 objectives and other federal guidance. (Recommendation 4)
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.