Implement a process to identify teleworkers most at risk of receiving incorrect locality payments, verify that their official duty stations are correct and they are reporting to their official duty stations as required, and if necessary, correct their locality payments.

Determine how to measure the impact of recruitment efforts related to individuals who identiy as Hispanic or Latino.

Implement a process to measure the impact of recruitment efforts related to individuals who identify as Hispanic or Latino.

Implement a process to collect and maintain information about recruitment efforts related to indiviuals who identify as Hispanic or Latino from all HUD program offices and their respective field offices.

HUD’s Office of Administration, in coordination with OCIO, should update and communicate its PII minimization plan. The plan should include detailed procedures to regularly review and remove unnecessary PII collections in accordance with OMB Circular A-130 (IG FISMA metric 35).

HUD OCIO should report at least 80 percent of its government-furnished equipment through the DHS CDM program (IG FISMA metric 2).

HUD OCIO should implement procedures to ensure that digital identity risk assessments have been performed and documented in accordance with HUD’s defined procedures and Federal guidelines (IG FISMA metrics 30 and 31).

HUD OCIO should develop and implement processes to monitor and analyze qualitative and quantitative performance measures for the effectiveness of its ISCM program (IG FISMA metric 47).

Implement a transparent process for reviewing open-ended exit survey results and sharing those results with ODEEO, as appropriate, and program offices while still protecting former employees’ confidentiality.

Assess what departing employees mean when they indicate that organizational culture is a motivation for leaving HUD.

Develop guidance for the program offices to identify the causes behind high attrition rates in governmentwide high-risk MCOs and field offices in large cities.

Develop guidance for program offices to develop program office-specific action plans to address any causes found for high attrition rates in governmentwide high-risk MCOs and field offices in large cities.

Create a single, unified agency-specific MCO list updated to reflect current progress toward closing skills gaps.

Complete and update the system security plans for GMP and DRGR and issue an SSN justification memorandum.

Identify and provide additional role-based training, guidance, and instructions to CPD employees on how to appropriately handle and safeguard PII encountered during monitoring.

Reinforce the use and admissibility of photographs and videos for evidence collection while remote monitoring.

Identify strategic opportunities to use remote monitoring early in the FY to maximize its responsibility to oversee and monitor its grantees and then use remote monitoring when those opportunities arise.

Create a plan and timeline that outlines OFO’s proposal to make necessary improvements to the EBLL tracker, such as moving it to a different platform.

Provide field office staff access to historical data in the EBLL tracker to be readily available as needed, with adequate protection of PII.

Update the EBLL tracker to show whether one or multiple children have an EBLL and whether the unit, building, or development previously had an EBLL reported.