Skip to main content

Human Capital

Jump To:

Recent Reports

View More Reports

Open Recommendations

Special Operations Forces: Documented Policies and Workforce Planning Needed to Strengthen Civilian Oversight
GAO-24-106372
Mar 04, 2024
Show
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
Show
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.

Federal Workforce: Actions Needed to Improve the Transfer of Personnel Security Clearances and Other Vetting Determinations
GAO-24-105669
Jan 22, 2024
Show
8 Open Recommendations
Agency Affected Recommendation Status
Office 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 Planning
GAO-24-106108
Jan 16, 2024
Show
4 Open Recommendations
Agency Affected Recommendation Status
Office 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.
View More Recommendations

Related Pages