Audit of the Department of Defense Strategic Planning for Overseas Civilian Positions

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Date Issued

Tuesday, November 16, 2021

Submitting OIG

Department of Defense OIG

Other Participating OIGs

Department of Defense OIG

Agencies Reviewed/Investigated

Department of Defense

Components

United States Southern Command (USSOUTHCOM)

United States Northern Command (USNORTHCOM)

United States Navy (USN)

United States Indo-Pacific Command (USINDOPACOM)

United States European Command (USEUCOM)

United States Central Command (USCENTCOM)

United States Army (USA)

United States Air Force (USAF)

United States Africa Command (USAFRICOM)

Under Secretary of Defense for Personnel and Readiness

Defense Logistics Agency (DLA)

Report Number

DODIG-2022-036

Report Type

Audit

Agency Wide

Yes

Number of Recommendations

Questioned Costs

Funds for Better Use

Open Recommendations

This report has 7 open recommendations.

Recommendation Number	Significant Recommendation	Recommended Questioned Costs	Recommended Funds for Better Use
D-2022-0036-D000RM-0001-0001.a	No	$0	$0
Rec. 1.a: The DoD OIG recommended that the Under Secretary of Defense for Personnel and Readiness ensure the Defense Civilian Human Resources Management System, when fully implemented, provides human resources officials within the Department the capability to match individual civilian personnel to specific authorized and budgeted positions across all DoD Components in order to assist in identification and closing of skill gaps.
D-2022-0036-D000RM-0001-0001.b1	No	$0	$0
Rec. 1.b.1: The DoD OIG recommended that the Under Secretary of Defense for Personnel and Readiness, in coordination with the Military Departments and DoD Components, identify relevant performance metrics related to hiring a sufficient and well-qualified DoD overseas civilian workforce (such as vacancy/hire/fill rates) that account for unique overseas conditions.
D-2022-0036-D000RM-0001-0001.b2	No	$0	$0
Rec. 1.b.2: The DoD OIG recommended that the Under Secretary of Defense for Personnel and Readiness, in coordination with the Military Departments and DoD Components, incorporate the metrics in relevant human capital planning documents or systems.
D-2022-0036-D000RM-0001-0001.b3	No	$0	$0
Rec. 1.b.3: The DoD OIG recommended that the Under Secretary of Defense for Personnel and Readiness, in coordination with the Military Departments and DoD Components, use the metrics to monitor improvement in the hiring of the overseas civilian workforce.
D-2022-0036-D000RM-0001-0001.c1	No	$0	$0
Rec. 1.c.1: The DoD OIG recommended that the Under Secretary of Defense for Personnel and Readiness, in coordination with the civilian human resources agencies of the Military Departments and DoD Components, capture and disseminate overseas civilian hiring guidance that identifies best practices to allow workforce owners to collect and report data on vacant positions, also known as skills gaps, in a standardized format to support DoD-wide analysis.
D-2022-0036-D000RM-0001-0001.c2	No	$0	$0
Rec. 1.c.2: The DoD OIG recommended that the Under Secretary of Defense for Personnel and Readiness, in coordination with the civilian human resources agencies of the Military Departments and DoD Components, capture and disseminate overseas civilian hiring guidance that identifies best practices to allow workforce owners to supplement the Office of Personnel Management 80-day, end-to-end hiring initiative to account for the additional hiring actions, including the permanent change of station process, needed to onboard employees at overseas locations.
D-2022-0036-D000RM-0001-0001.c3	No	$0	$0
Rec. 1.c.3: The DoD OIG recommended that the Under Secretary of Defense for Personnel and Readiness, in coordination with the civilian human resources agencies of the Military Departments and DoD Components, capture and disseminate overseas civilian hiring guidance that identifies best practices to allow workforce owners to assist human resources officials at overseas locations in developing practical local hiring timelines to minimize the quantity and duration of vacancies among overseas positions and to aid in the transition of duties.