| Congress |
To support its ability to conduct oversight, Congress should consider implementing an annual reporting requirement to help ensure EM prioritizes workforce management and addresses recurring workforce problems. Such a requirement could include annual reporting on EM's efforts to implement recommendations and strategies, or additional direction on how EM and DOE should address workforce problems that numerous reports have identified. (Matter 1) |
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| Department of Energy |
The Senior Advisor for EM should revise EM's workforce planning to align with leading practices, including being forward-looking, clearly documenting human capital performance targets and measures, and developing comprehensive succession plans, while also ensuring that internal and external planning documents align. (Recommendation 1) |
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| Department of Energy |
The Secretary of Energy should ensure the Office of the Chief Human Capital Officer and EM review and update their MOA to address key collaboration practices including reviewing and updating guidance, use and access of human capital data, and a regular feedback mechanism to identify and address problems continually as service needs change. (Recommendation 2) |
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| Department of Energy |
The Senior Advisor for EM should ensure that EM provides guidance and training to hiring and resource managers on the use of all available recruitment, hiring, and retention flexibilities, benefits, and incentives. (Recommendation 3) |
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| Department of Energy |
The Senior Advisor for EM should develop and implement a strategy for a multigenerational pipeline, which includes, where appropriate, reclassifying vacant EM positions to cover a broader range of GS levels and prioritizing the use of intern and fellowship programs that provide authority to convert such staff to permanent appointments. (Recommendation 4) |
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| Department of Energy |
The Senior Advisor for EM should develop a strategy, based on forwardlooking planning, for using EK and EJ positions across the complex, which, depending on its authority, may be used to propose the authorization of additional EK or EJ positions for EM. (Recommendation 5) |
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| Department of Energy |
The Senior Advisor for EM should work with the DOE Office of the Chief Human Capital Officer to request additional direct hire authorities from OPM to include EM's mission-critical job series, as well as positions where EM encounters a severe shortage of candidates. (Recommendation 6) |
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| Department of Energy |
The Senior Advisor for EM should ensure that EM (1) establishes a training program for each occupation series and (2) collects training data and assesses training curricula, on a recurring basis, to ensure that training aligns with needed competencies. (Recommendation 7) |
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| Department of Energy |
The Senior Advisor for EM should ensure that, as EM develops mentoring and knowledge transfer programs, EM improves access to, and develops information repositories to help ensure a standardized knowledge transfer approach. (Recommendation 8) |
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| Department of Energy |
The Senior Advisor for EM should update and distribute an EM-wide strategy for telework, including remote work that clarifies eligibility and the administrative process for remote work requests. (Recommendation 9) |
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| Department of Energy |
The Senior Advisor for EM should ensure that EM regularly conducts a stay survey to be proactive in retention. (Recommendation 10) |
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