Background The Secret Service plays a critical role in protecting the President, Vice  President, their immediate families, and national leaders, among others.  In addition, the component is responsible for safeguarding the nation’s  currency and financial payment systems. To accomplish its mission,  Secret Service officials reported that, as of June 2018, the component  had approximately 7,100 employees (including the Uniformed Division,  special agents, and administrative, professional, and technical staff).  These employees were assigned to the component’s headquarters in  Washington, D.C., and 133 field offices located throughout the world  (including 115 domestic offices and 18 international offices). The Secret Service’s employees are heavily dependent on the  component’s IT infrastructure and communications systems to perform  their daily duties. According to data reported on the Office of  Management and Budget’s IT Dashboard, the component planned to  spend approximately $104.8 million in fiscal year 2018 to modernize and  maintain its IT environment. To manage this IT environment, the Secret Service hired a full-time CIO  in November 2015. In addition, in an effort to improve its management  structure, the component consolidated all IT staff and assets under this  new CIO in March 2017. OCIO officials stated that these staff include the  government employees who provide direct and indirect support of the  day-to-day operations of the Secret Service’s enterprise systems and  services. According to Secret Service officials, the component’s IT workforce  included 190 staff, as of July 2018. These officials stated that 166 of  these employees were located in the component’s headquarters in  Washington, D.C., and 24 were located in domestic field offices. The  officials also reported that these July 2018 staffing levels were below their  current approved staffing level of 220 staff (which included 44 positions in  domestic field offices). Secret Service IT staff also deploy to other locations, as necessary, to  provide support for certain security activities. For example, the Secret  Service reported that, in 2017, OCIO deployed over 79 staff to New York,  N.Y., to provide communications support during the United Nations  General Assembly. DHS IT Acquisition  Policies and Guidance As a component of DHS, the Secret Service must follow the department’s  policies and processes for managing acquisitions, including IT  acquisitions. DHS categorizes its acquisition programs according to three  levels that are determined by the life cycle costs of the programs. These  levels then determine the extent of required program and project  management and the acquisition decision authority (the individual  responsible for management and oversight of the acquisition). The  department also categorizes its acquisition programs as major or non- major based on expected cost. Table 1 describes the levels of DHS’s  acquisition programs and their associated acquisition decision authorities. DHS’s policies and processes for managing major acquisition programs  are primarily set forth in its Acquisition Management Directive 102-01 and  Acquisition Management Instruction 102-01-001. In particular, these  policies establish that a major acquisition program’s decision authority is  to review the program at a series of predetermined acquisition decision  events to assess whether the program is ready to proceed through the  acquisition life cycle phases. Figure 1 depicts the acquisition life cycle  established in DHS acquisition management policy. DHS’s Acquisition Management Directive and Instruction do not establish  an acquisition life cycle framework for the department’s non-major  acquisition programs. Instead, according to the Instruction, Component  Acquisition Executives (i.e., the senior acquisition official within a  component that is responsible for implementation, management, and  oversight of the component’s acquisition process) are required to  establish component-specific non-major acquisition policies and guidance  that support the “spirit and intent” of the department’s acquisition policies. To that end, the Secret Service developed a policy that establishes an  acquisition life cycle framework for its non-major acquisition programs.  This acquisition framework for the component’s non-major acquisition  programs is consistent with the acquisition framework that DHS  established for its major acquisition programs. In particular, the Secret  Service’s framework includes the same phases and decision events as  DHS’s framework (e.g., acquisition decision event 2A, the point at which  the acquisition decision authority determines whether a program may  proceed into the obtain phase). In addition, DHS’s Systems Engineering Life Cycle Instruction and  Guidebook outline a framework of major systems engineering activities  and technical reviews that are to be conducted by all DHS programs and  projects, both major and non-major. This framework is intended to  ensure that appropriate systems engineering activities are planned and  implemented, and that a program’s development effort is meeting the  business need. In particular, the systems engineering life cycle framework consists of  nine major activities (e.g., requirements definition, integration, and  testing) and a set of related technical reviews (e.g., preliminary design  review) and artifacts (e.g., requirements documents). DHS policy allows  programs to tailor these activities, technical reviews, and artifacts based  on the unique characteristics of the program (e.g., scope, complexity, and  risk). For example, a program may combine systems engineering  technical reviews and artifacts, or add additional reviews. This tailored  approach must be documented in a program’s systems engineering life  cycle tailoring plan. The systems engineering technical reviews are intended to provide DHS  the opportunity to determine how well a program has completed the  necessary systems engineering activities. Each technical review includes  a minimum set of exit criteria that must be satisfied before a program may  move on to the next systems engineering activity. At the end of the  technical review, the program manager must develop a technical review  completion letter that documents the outcome of the review, including  stakeholder concurrence that the exit criteria were satisfied. Moreover, DHS’s agile instruction, which was first issued in April 2016  and updated in April 2018, identifies agile as the preferred development  approach for the department’s IT programs and projects. Agile is a type  of incremental (i.e., modular) development, which calls for the rapid  delivery of software in small, short increments rather than in the typically  long, sequential phases of a traditional waterfall approach. DHS’s agile  instruction also states that component CIOs are to set modular (i.e.,  incremental) outcomes and target measures to monitor progress in  achieving agile implementation for IT programs and projects. To that end,  the department identified core metrics that its agile IT programs are to  use to monitor progress, including the number of story points completed  per release and the number of releases per quarter. Further, DHS policy and guidance have established an acquisition (i.e.,  contract) review process that is intended to enable the DHS CIO to review  and effectively guide the department’s IT expenditures. According to the  department’s IT acquisition review guidance, DHS components with a  CIO (which includes the Secret Service) are to submit to DHS OCIO for  review, IT acquisitions that (1) have total estimated procurement values of  $2.5 million or more; and (2) are funded by a level 1, 2, or 3 program with  a life cycle cost estimate of at least $50 million (i.e., a major investment,  as defined by DHS’s capital planning and investment control guidance). DHS Policies Outline  Component-Level CIO  Responsibilities DHS policies and guidance also establish numerous responsibilities for  the department’s component-level CIOs that are aimed at ensuring proper  oversight and management of the components’ IT investments. Among  other things, these component-level CIO responsibilities relate to topics  such as IT budgeting, portfolio management, and oversight of programs’  systems engineering life cycles. Table 2 identifies 14 selected IT  oversight responsibilities for DHS’s component CIOs. Overview of the Secret  Service’s IT Portfolio The Secret Service acquires IT infrastructure and services that are  intended to improve its ability to execute its investigation and protection  missions. According to data reported on the Office of Management and  Budget’s IT Dashboard, the Secret Service planned to spend about  $104.8 million on IT in fiscal year 2018, which included approximately  $34.6 million for the development and modernization of its IT  infrastructure and services, and about $70.2 million for the operations and  maintenance of this infrastructure (including 21 existing IT systems). Also  according to data reported on the IT Dashboard, as of April 2018, the  Secret Service had one major IT investment (called the Information  Integration and Technology Transformation and discussed in more detail  later in this report), seven non-major IT investments, and one non- standard infrastructure investment. Figure 2 depicts the Secret Service’s  planned IT spending for fiscal year 2018. The Secret Service  Initiated the Information  Integration and  Technology  Transformation Investment  to Address IT Challenges The Secret Service has faced long-standing challenges in managing its IT  infrastructure. For example, A National Security Agency audit of the Secret Service’s IT  environment in 2008 identified network and system vulnerabilities that  needed immediate remediation to protect the component’s systems  and electronic information. The Secret Service determined in 2010 that it had IT capability gaps  associated with three key areas: network security, information sharing  and situational awareness, and operational communications. The  component reported that it required a significant IT modernization  effort with sustained investment of resources to replace dated and  restrictive network and communications capabilities. The Secret Service also reported in 2010 that it had 42 mission- support applications that were operating on a 1980’s mainframe that  lacked multi-level security (i.e., the ability to view classified  information from two security levels, such as secret and top secret, at  the same time), was beyond its equipment life cycle, and was at risk  of failing. Further, in 2011, DHS’s Office of Inspector General reported that the  Secret Service’s existing infrastructure did not meet current  operational requirements. According to the Secret Service, this  dated infrastructure was unable to support newer technologies (e.g.,  Internet protocol), share common DHS enterprise services, or  migrate to the department’s consolidated data centers. To address challenges with its IT environment, in 2009, the Secret  Service initiated the IITT investment, which is intended to modernize and  enhance the component’s infrastructure, communications systems,  applications, and processes. In particular, IITT is a portfolio of programs  and projects that are meant to, among other things, improve systems  availability in support of the Secret Service’s business operations,  increase interoperability with other government systems and networks,  enhance the component’s system and network security, and enable  scalability to support growth. From 2010 to July 2018, according to OCIO officials, the Secret Service  spent approximately $392 million on IITT. In fiscal year 2018, the  component had planned to spend approximately $42.7 million on IITT  (i.e., about 40 percent of its total planned IT spending for the fiscal year),  according to data reported on the Office of Management and Budget’s IT  Dashboard. In total, the planned life cycle cost estimate for IITT is at least  $811 million. As of June 2018, IITT was a major investment comprised of two programs  (one of which included three projects) and one standalone project (i.e., it  was not part of another program) that had capabilities that were in  planning or development and modernization. These programs and project  were the Enabling Capabilities program, Enterprise Resource  Management System program (which included three projects that were  each being implemented using an agile methodology: Uniformed  Division Resource Management System, Events Management, and  Enterprise-wide Scheduling), and the Multi-Level Security project. Table 3 describes the IITT programs and projects that had capabilities  that were in planning or development and modernization, as of June  2018. The table also includes the associated level, acquisition decision  authority, estimated life cycle costs, and planned or actual dates of  operational capability for each of the programs and projects. (Appendix II  also provides additional information on these programs and projects.) The Enabling Capabilities program within IITT is designated as a major  acquisition program. As such, its acquisition decision authority is the DHS  Under Secretary for Management, and both DHS and the Secret Service  provide oversight to this program. IITT’s other program and project—the  Enterprise Resource Management System program (which includes three  projects, as discussed earlier) and Multi-Level Security project—are  designated non-major acquisition programs. In June 2011, DHS’s Under  Secretary for Management delegated acquisition decision authority for  this non-major program and project to the Secret Service Component  Acquisition Executive. As such, oversight of the Enterprise Resource  Management System program (including its three projects) and the Multi- Level Security project is conducted primarily at the component level. The Secret Service also implemented other capabilities that are now in  operations and maintenance (i.e., the capabilities have been fielded and  are operational) as part of the IITT investment, such as a capability to  move data between systems in separate classification levels (e.g., top  secret and secret) and communications interoperability. Table 4 describes  IITT capabilities that are in operations and maintenance. DHS’s Management of  Human Capital Is a High- Risk Effort DHS, including the Secret Service, has faced long-standing challenges in  effectively managing its workforce. In January 2003, we designated the  implementation and transformation of DHS as high risk, including its  management of human capital, because it had to transform 22  agencies—several with major management challenges—into one  department. This represented an enormous and complex undertaking that  would require time to achieve in an effective and efficient manner. Since  that time, the department has made important progress in strengthening  and integrating its management functions. Nevertheless, we have continued to report that significant work remains  for DHS to improve these management functions. Among other things,  we previously reported that the department had lower average employee  morale than the average for the rest of the federal government. We also  reported that, in 2011, based on employee responses to the Office of  Personnel Management’s Federal Employee Viewpoint Survey—a tool  that measures employees’ perceptions of whether and to what extent  conditions characterizing successful organizations are present in their  agency—DHS was ranked 31st out of 33 large agencies on the  Partnership for Public Service’s Best Places to Work in the Federal  Government rankings. The most recent results of these surveys in 2017  showed that DHS continues to maintain its low rankings. DHS’s Office of Inspector General has reported on challenges that the  Secret Service has faced in managing its IT workforce. Specifically, in  October 2016, the Inspector General reported that  the Secret Service CIO did not have oversight of, or authority over, all  IT resources, including the workforce; in particular, almost all of the  component’s IT employees were located in a division outside of  OCIO; and  the Secret Service had vacancies in key positions responsible for  managing IT, including not having a full-time CIO from December  2014 through November 2015. As previously discussed, the Secret Service has taken actions to address  these two issues with the management of its IT workforce. These actions  included hiring its full-time CIO in November 2015 and consolidating the  workforce and all IT assets under this CIO in March 2017. The Secret Service  CIO Fully  Implemented Most of  the Required  Responsibilities Of the 14 selected responsibilities established for component-level CIOs  in DHS’s IT management policies, the Secret Service CIO had fully  implemented 11 responsibilities and had partially implemented 3  responsibilities. Table 5 summarizes the extent to which the Secret  Service CIO had implemented each of the 14 responsibilities. The Secret Service CIO fully implemented 11 of the 14 selected  component-level CIO responsibilities. Examples of the responsibilities  that the CIO fully implemented are as follows: Develop, implement, and maintain a detailed IT strategic plan.  Consistent with DHS’s IT Integration and Management directive, in  January 2017, the Secret Service CIO developed an IT strategic plan  that outlined the CIO’s strategic IT goals and objectives, as well as  tasks intended to meet the goals and objectives. The CIO maintained  this strategic plan, to include updating it in January 2018. The CIO  also took steps to implement the tasks identified within the strategic  plan, such as working to develop an IT training program. In particular,  as part of this effort to develop an IT training program, OCIO identified  recommended training for the office’s various IT workforce groups  (discussed in more detail later in this report). Concur with each program’s and/or project’s systems  engineering life cycle tailoring plan. In accordance with DHS’s  Systems Engineering Life Cycle instruction, the Secret Service CIO  concurred with the systems engineering life cycle tailoring plan for one  program and three projects included in the Secret Service’s IITT  investment. Specifically, the CIO documented his approval via his  signature on the tailoring plans for IITT’s Enabling Capabilities  program, and Multi-Level Security, Uniformed Division Resource  Management System, and Events Management projects. Participate on DHS’s CIO Council, Enterprise Architecture Board,  or other councils/boards as appropriate, and appoint employees  to serve when necessary. As required by DHS’s IT Integration and  Management directive, the Secret Service CIO participated on two  required DHS-level councils/boards, and appointed a delegate to  serve in his place, when necessary. Specifically, the Secret Service  CIO or the CIO’s delegate—the Deputy CIO—attended bi-monthly  meetings of the DHS CIO Council. In addition, another Secret Service  CIO appointee—the component’s Chief Architect—attended an ad  hoc meeting of the Enterprise Architecture Board in June 2017. In addition, the Secret Service CIO had partially implemented three  component-level CIO responsibilities, as follows. Manage the component IT investment portfolio, including  establishing a component-level IT acquisition review process  that enables component and DHS review of component  acquisitions (i.e., contracts) that contain IT. As directed in DHS’s  Capital Planning and Investment Control directive and guidebook, the  Secret Service CIO took steps to manage the component’s IT  investment portfolio, including reviewing certain contracts containing  IT. For example, among our random sample of 33 IT contracts that  the Secret Service awarded between October 1, 2016, and June 30,  2017, we found that the CIO or the CIO’s delegate had reviewed 31 of  these contracts. However, the CIO had not established and documented a defined  process for reviewing contracts containing IT, which may have  contributed to why the CIO or the CIO’s delegate did not review 2 of  the 33 contracts in our sample. OCIO officials were unable to explain  why neither of these officials reviewed the 2 contracts, which had a  combined planned total procurement value of approximately $1.75  million. In particular, one of the contracts, with a planned total  procurement value of about $1,122,934, was to provide credentialing  services for the 2017 Presidential Inauguration. The other contract,  with a planned total procurement value of about $629,337, was to  provide maintenance support for a logistics system. The OCIO  officials acknowledged that both contracts should have been  approved by one of these officials. Without establishing and  documenting an IT acquisition review process that ensures that the  CIO or the CIO’s delegate reviews all contracts containing IT, as  appropriate, the CIO’s ability to analyze the contracts to ensure that  they are a cost-effective use of resources and are aligned with the  component’s missions and goals is limited. Ensure all component IT policies are in compliance and  alignment with DHS IT directives and instructions. As required by  DHS’s IT Integration and Management directive, the Secret Service  CIO had ensured that certain component IT policies were in  compliance and alignment with DHS IT directives and instructions. For  example, in alignment with the department’s IT Integration and  Management directive, the Secret Service’s Investment Governance  for IT policy specifies that the component CIO (in conjunction with  each Secret Service Office) is responsible for developing the  component IT spend plan, as well as developing and maintaining an  IT strategic plan. However, the Secret Service’s enterprise governance policy was not  in compliance with DHS’s IT Integration and Management directive.  Specifically, while the department’s policy states that the Secret  Service CIO is responsible for developing and reviewing the  component’s IT budget formulation and execution, the Secret  Service’s enterprise governance policy does not specify this as the  CIO’s responsibility. According to OCIO officials, the Secret Service CIO participates in the  development and review of the IT budget formulation and execution  as a member of the Executive Resources Board (the Secret Service’s  highest-level governing body, which has the final decision authority  and responsibility for enterprise governance), and the Secret Service  Deputy CIO is a voting member of the Enterprise Governance Council  (the Secret Service’s second-level governance body and advisory  council to the Executive Resources Board). However, the Secret  Service’s enterprise governance policy has not been updated to  reflect these roles. The Secret Service did not update its enterprise  governance policy to properly reflect the CIO’s and Deputy CIO’s  roles on the Executive Resources Board or Enterprise Governance  Council because OCIO officials were not aware that these roles were  not properly documented in the component’s policy until we identified  this issue during our review. Further compounding the issue of the Secret Service’s enterprise  governance policy not properly reflecting the CIO’s and Deputy CIO’s  roles and responsibilities on the component’s governance boards is  that the Secret Service has not developed a charter for its Executive  Resources Board. We have previously reported that a best practice  for effective investment management is to define and document the  board’s membership, roles, and responsibilities. One such way to do  so is via a charter. According to Secret Service officials, the component does not have a  charter for the board because, while the Secret Service has  established the board pursuant to law, there is little statutory guidance  on how the board must be formalized, including whether a charter is  required. The officials acknowledged that development of a board  charter is a best practice. They stated that, in response to our review,  the component has begun efforts to develop a charter for the  Executive Resources Board, but they did not know when it would be  completed. Until the Secret Service updates its enterprise governance policy to  specify (1) the CIO’s current role and responsibilities on the Executive  Resources Board, to include developing and reviewing the IT budget  formulation and execution, and (2) the Deputy CIO’s role and  responsibilities on the Enterprise Governance Council, the CIO’s  ability to develop and review the component’s IT budget may be  limited. Further, until the Secret Service develops a charter for its  Executive Resources Board that specifies the roles and  responsibilities of all board members, including the CIO, the Secret  Service will not be effectively positioned to ensure that all members  understand their roles and responsibilities on the board and will  perform them as expected. Set modular outcomes and target measures to monitor the  progress in achieving agile implementation for IT programs  and/or projects within their component. Consistent with DHS  policy, the Secret Service CIO has set modular outcomes and target  measures to monitor the progress of two IITT projects that the  component is implementing using an agile methodology—Uniformed  Division Resource Management System and Events Management.  For example, the modular outcomes set for these projects included  measuring planned and actual burndown (i.e., the number of user  stories completed). In addition, the projects were to measure their  velocity (i.e., the rate of work completed) for each sprint (i.e., a set  period of time during which the development team is expected to  complete tasks related to developing a piece of working software). However, the modular outcomes and target measures did not include  product quality or post-deployment user satisfaction, although such  measures are leading practices for managing agile projects.  According to Secret Service OCIO officials, the component does not  mandate the specific metrics that its agile projects are to use; instead,  each project is to determine the metrics based on stakeholder  requirements and unique project characteristics. The officials further  stated that these metrics are to be documented in an acquisition  program baseline and program management plan; this baseline and  program management plan are then to be approved by the CIO. To its  credit, the component’s one agile project that, as of May 2018, had  deployed its system to users—the Uniformed Division Resource  Management System—did measure product quality. OCIO officials  also stated that they regularly receive verbal, undocumented feedback  from users on the system and they plan to conduct a documented  user satisfaction survey on this system by September 2018. Nevertheless, without ensuring that product quality and post- deployment user satisfaction metrics are included in the modular  outcomes and target measures that the CIO sets for monitoring agile  projects, the Secret Service lacks assurance that the Events  Management project or other future agile projects will measure  product quality or post-deployment user satisfaction. Without  guidance specifying that agile projects track these metrics, the  projects may not do so and the CIO may be limited in his knowledge  of the progress being made on these projects. The Secret Service  Did Not Fully  Implement the  Majority of the  Selected Leading  Planning and  Management  Practices for Its IT  Workforce Workforce planning and management is essential for ensuring that  federal agencies have the talent, skill, and experience mix they need to  execute their missions and program goals. To help agencies effectively  conduct workforce planning and management, the Office of Personnel  Management, the Chief Human Capital Officers Council, DHS, the Secret  Service, and we have identified numerous leading practices related to five  workforce areas: strategic planning, recruitment and hiring, training and  development, employee morale, and performance management. Table  6 identifies the five workforce areas and 15 selected leading practices  associated with these areas (3 practices within each area). Of the five selected workforce planning and management areas, the  Secret Service had substantially implemented two of the areas and  minimally implemented three of the areas for its IT workforce. In addition,  of the 15 selected leading practices associated with these workforce  planning and management areas, the Secret Service had fully  implemented 3 practices, partly implemented 8 practices, and did not  implement any aspects of 4 practices. Table 7 summarizes the extent to  which the Secret Service had implemented for its IT workforce the five  selected workforce planning and management areas and 15 selected  leading practices associated with those areas, as of June 2018. The Secret Service  Minimally Implemented  Selected Leading IT  Strategic Workforce  Planning Practices Strategic workforce planning is an essential activity that an agency needs  to conduct to ensure that its human capital program aligns with its current  and emerging mission and programmatic goals, and that the agency is  able to meet its future needs. We previously identified numerous leading  practices related to IT strategic workforce planning, including that an  organization should (1) establish and maintain a strategic workforce  planning process, including developing all competency and staffing  needs; (2) regularly assess competency and staffing needs, and analyze  the IT workforce to identify gaps in those areas; and (3) develop  strategies and plans to address gaps in competencies and staffing. The Secret Service minimally implemented the three selected leading  practices associated with the IT strategic workforce planning area.  Specifically, the component partly implemented two of the practices and  did not implement one practice. Table 8 lists these selected leading  practices and provides our assessment of the Secret Service’s  implementation of the practices. Establish and maintain a strategic workforce planning process,  including developing all competency and staffing needs—partly  implemented. The Secret Service took steps to establish a strategic  workforce planning process for its IT workforce. For example, the  Secret Service CIO developed and maintained a plan that identified  strategic workforce planning tasks, to include analyzing the staffing  requirements of the IT workforce. In addition, the Secret Service  defined general core competencies (e.g., communication and  customer service) for its workforce, including IT staff. However, OCIO did not identify all required knowledge and skills  needed to support this office’s functions. In particular, while OCIO  identified certain technical competencies that its IT workforce needs,  such as cybersecurity, the office did not identify and document all of  the technical competencies that it needs. OCIO officials stated that  they did not identify and document the technical competencies that  the office needs because the Secret Service was focused on  reorganizing the IT workforce under a single, centralized reporting  chain within the CIO’s office. Consequently, the officials stated that  they had not completed the work to identify all required IT knowledge  and skills necessary to support the office. Yet, the Secret Service completed the IT workforce reorganization  effort over a year ago, in March 2017 and, since then, OCIO has not  identified all of the required IT knowledge and skills that the office  needs. OCIO officials told us that they plan to identify all of the  technical competency needs for the IT workforce, but they were  unable to specify a time frame for when these needs would be fully  identified. Until OCIO identifies all of the required knowledge and skills  for the IT workforce, the office will be limited in its ability to identify  and address any competency gaps associated with this workforce. In addition, the Secret Service did not reliably determine the number  of IT staff that it needs in order to support OCIO’s functions.  Specifically, in January 2017, an independent review of the staffing  model that the component used to identify its IT workforce staffing  needs found that the model was not based on any verifiable  underlying data. In late August 2018, Office of Human Resources  officials reported that they had hired a contractor in early August 2018  to update the staffing model to improve the quality of the data. These  officials expected the contractor to finish updating the model by  August 2019. The officials plan to use the updated model to identify  the Secret Service’s IT workforce staffing needs for fiscal year 2021.  Updating the staffing model to incorporate verifiable workload data  should increase the likelihood that the Secret Service is able to  appropriately identify its staffing needs for its IT workforce. Regularly assess competency and staffing needs, and analyze  the IT workforce to identify gaps in those areas—not  implemented. The Secret Service regularly assessed the  competency and staffing needs for 1 of the occupational series within  its IT workforce (i.e., the 2210 IT Specialist series). However, it did not  regularly assess the competency and staffing needs for the remaining  11 occupational series that are associated with the component’s IT  workforce, nor identify any gaps that it had in those areas. OCIO officials stated that they had not assessed these needs or  identified competency or staffing gaps because, among other things,  the Secret Service was focused on reorganizing the IT workforce  under a single, centralized reporting chain within the CIO’s office.  However, as previously mentioned, the component completed this  effort in March 2017, but OCIO did not subsequently assess its  competency and staffing needs, nor identify gaps in those areas. OCIO officials reported that they plan to assess the competencies of  the IT workforce to identify any gaps that may exist; however, they  were unable to identify a specific date by which they expect to have  the capacity to complete this assessment. Until OCIO regularly  analyzes the IT workforce to identify its competency needs and any  gaps it may have, OCIO will be limited in its ability to determine  whether its IT workforce has the necessary knowledge and skills to  meet its mission and goals. Further, Office of Human Resources officials reported that they plan to  update the staffing model that they use to identify their IT staffing  needs to include more reliable workload data. However, as discussed  earlier, the Secret Service had not yet developed that updated model  to determine its IT staffing needs. Office of Human Resources officials  reported that once they update the staffing model they plan to re- evaluate the Secret Service’s IT staffing needs. The officials also  stated that, going forward, they plan to reassess these needs each  year as part of the annual budget cycle. Regular assessments of the  IT workforce’s staffing needs should increase the likelihood that the  Secret Service is able to appropriately identify the number of IT staff it  needs to meet its mission and programmatic goals. Develop strategies and plans to address gaps in competencies  and staffing—partly implemented. The Secret Service developed  recruiting and hiring strategies to address certain competency and  staffing needs (e.g., cybersecurity) for its IT workforce. These  strategies included, among other things, participating in DHS-wide  recruiting events and using special hiring authorities. However, because OCIO did not identify all of its IT competency and  staffing needs, and lacked a current analysis of its entire IT workforce,  the Secret Service could not provide assurance that the recruiting and  hiring strategies it developed were specifically targeted towards  addressing current OCIO competency and staffing gaps. For example,  without an analysis of the IT workforce’s skills, OCIO did not know the  extent to which it had gaps in areas such as device management and  cloud computing. As a result, the Secret Service’s recruiting  strategies may not have been targeted to address any gaps in those  areas. Until the Secret Service updates its recruiting and hiring  strategies and plans to address all IT competency and staffing gaps  identified (after OCIO completes its analysis of the entire IT workforce,  as discussed earlier), the Secret Service will be limited in its ability to  effectively recruit and hire staff to fill those gaps. The Secret Service  Minimally Implemented  Selected Leading  Recruitment and Hiring  Practices According to the Office of Personnel Management, the Chief Human  Capital Officers Council, and our prior work, once an agency has  determined the critical skills and competencies that it needs to achieve  programmatic goals, and identifies any competency or staffing gaps in its  current workforce, the agency should be positioned to build effective  recruiting and hiring programs. It is important that an agency has these  programs in place to ensure that it can effectively recruit and hire  employees with the appropriate skills to meet its various mission  requirements. The Office of Personnel Management, the Chief Human Capital Officers  Council, and we have also identified numerous leading practices  associated with effective recruitment and hiring programs. Among these  practices, an agency should (1) implement recruiting and hiring activities  to address skill and staffing gaps by using the strategies and plans  developed during the strategic workforce planning process; (2) establish  and track metrics to monitor the effectiveness of the recruitment program  and hiring process, including their effectiveness at addressing skill and  staffing gaps, and report to agency leadership on progress addressing  those gaps; and (3) adjust recruitment plans and hiring activities based on  recruitment and hiring effectiveness metrics. The Secret Service minimally implemented the selected three leading  practices associated with the recruitment and hiring workforce area.  Specifically, the component partly implemented one of the three practices  and did not implement the other two practices. Table 9 lists these  selected practices and provides our assessment of the Secret Service’s  implementation of the practices. Implement recruiting and hiring activities to address skill and  staffing gaps by using the strategies and plans developed during  the strategic workforce planning process—partly implemented.  OCIO officials implemented the activities identified in the Secret  Service’s recruiting and hiring plans. For example, as identified in its  recruiting plan, OCIO participated in a February 2017 career fair to  recruit job applicants at a technology conference. In addition, in  August 2017, OCIO participated in a DHS-wide recruiting event.  Secret Service officials reported that, during this event, they  conducted four interviews for positions in OCIO. However, as previously discussed, OCIO did not identify all of its IT  competency and staffing needs, and lacked a current analysis of its  entire IT workforce. Without complete knowledge of its current IT  competency and staffing gaps, the Secret Service could not provide  assurance that the recruiting and hiring strategies that it had  implemented fully addressed these gaps. Establish and track metrics to monitor the effectiveness of the  recruitment program and hiring process, including their  effectiveness at addressing skill and staffing gaps, and report to  agency leadership on progress addressing those gaps—not  implemented. The Secret Service had not established and tracked  metrics for monitoring the effectiveness of its recruitment and hiring  activities for the IT workforce. Officials in the Office of Human  Resources attributed this to staffing constraints and said their priority  was to address existing staffing gaps associated with the Secret  Service’s law enforcement groups. In June 2018, Office of Human Resources officials stated that they  plan to implement metrics to monitor the effectiveness of the hiring  process for the IT workforce by October 2018. The officials also stated  that they were in the process of determining (1) the metrics that are to  be used to monitor the effectiveness of their workforce recruiting  efforts and (2) whether they need to acquire new technology to  support this effort. However, the officials did not know when they  would implement the metrics for assessing the effectiveness of the  recruitment activities and whether they would report the results to  leadership. Until the Office of Human Resources (1) develops and tracks metrics  to monitor the effectiveness of the Secret Service’s recruitment  activities for the IT workforce, including their effectiveness at  addressing skill and staffing gaps; and (2) reports to component  leadership on those metrics, the Secret Service and the Office of  Human Resources will be limited in their ability to analyze the  recruitment program to determine whether the program is effectively  addressing IT skill and staffing gaps. Further, Secret Service  leadership will lack the information necessary to make effective  recruitment decisions. Adjust recruitment plans and hiring activities based on  recruitment and hiring effectiveness metrics—not implemented.  While the Secret Service CIO stated in June 2018 that he planned to  adjust the office’s recruiting and hiring strategies to focus on entry- level staff rather than mid-career employees, this planned adjustment  was not based on metrics that the Secret Service was tracking.  Instead, the CIO stated that he planned to make this change because  his office determined that previous mid-career applicants were often  unwilling or unable to wait for the Secret Service’s lengthy, required  background investigation process to be completed. However, as previously mentioned, the Secret Service did not develop  and implement any metrics for assessing the effectiveness of the  recruitment and hiring activities for the IT workforce. As a result, the  Office of Human Resources and OCIO were not able to use such  metrics to inform adjustments to their recruiting and hiring plan and  activities, thus, reducing their ability to target potential candidates for  hiring. Until the Office of Human Resources and OCIO adjust their  recruitment and hiring plans and activities as necessary, after  establishing and tracking metrics for assessing the effectiveness of  these activities for the IT workforce, the Secret Service will be limited  in its ability to ensure that its recruiting plans and activities are  appropriately targeted to potential candidates. In addition, the  component will lack assurance that these plans and activities will  effectively address skill and staffing gaps within its IT workforce. The Secret Service  Minimally Implemented  Selected Leading Training  and Development  Practices An organization should invest in training and developing its employees to  help ensure that its workforce has the information, skills, and  competencies that it needs to work effectively. In addition, training and  development programs are an integral part of a learning environment that  can enhance an organization’s ability to attract and retain employees with  the skills and competencies needed to achieve cost-effective and timely  results. DHS, the Secret Service, and we have previously identified numerous  leading training and development-related practices. Among those  practices, an organization should (1) establish a training and development  program to assist the agency in achieving its mission and goals; (2) use  tracking and other control mechanisms to ensure that employees receive  appropriate training and meet certification requirements, when applicable;  and (3) collect and assess performance data (including qualitative or  quantitative measures, as appropriate) to determine how the training  program contributes to improved performance and results. The Secret Service minimally implemented the selected three leading  practices associated with the training and development workforce area.  Specifically, the component partly implemented two of the three practices  and did not implement one practice. Table 10 lists these selected leading  practices and provides our assessment of the Secret Service’s  implementation of the practices. Establish a training and development program to assist the  agency in achieving its mission and goals—partly  implemented. OCIO was in the process of developing a training  program for its IT workforce. For example, OCIO developed a draft  training plan that identified recommended training for the office’s  various IT workforce groups (e.g., voice communications employees). However, the office had not defined the required training for each IT  workforce group. In addition, OCIO officials had not yet determined  which activities they would implement as part of the training program  (e.g., soliciting employee feedback after training is completed and  evaluating the effectiveness of specific training courses), nor did they  implement those activities. OCIO officials stated that they had not yet fully implemented a training  program because their annual training budget for fiscal year 2018 was  not sufficient to implement such a program. However, resource  constrained programs especially benefit from identifying and  prioritizing training activities to inform training budget decisions. Until  OCIO (1) defines the required training for each IT workforce group, (2)  determines the activities that it will include in its IT workforce training  and development program based on its available training budget, and  (3) implements those activities, the office may be limited in its ability to  ensure that the IT workforce has the necessary knowledge and skills  for their respective positions. Use tracking and other control mechanisms to ensure that  employees receive appropriate training and meet certification  requirements, when applicable—partly implemented. OCIO used  a training system to track that the managers for IITT’s programs had  met certain certification requirements for their respective positions. In  addition, OCIO manually tracked the technical training that certain IT  staff took. However, as discussed earlier, OCIO did not define the required  training for each IT workforce group. As such, the office was unable to  ensure that IT staff received the appropriate training relevant to their  respective positions. Until it ensures that IT staff complete training  specific to their positions (after defining the training required for each  workforce group), OCIO will have limited assurance that the workforce  has the necessary knowledge and skills. Collect and assess performance data (including qualitative or  quantitative measures, as appropriate) to determine how the  training program contributes to improved performance and  results—not implemented. As previously discussed, OCIO did not  fully implement a training program for the IT workforce; as such, the  office was unable to collect and assess performance data related to  such a program. OCIO officials stated that, once they fully implement  a training program, they intend to collect and assess data on how this  program contributes to improved performance. However, the officials  were unable to specify a time frame for when they would do so. Until OCIO collects and assesses performance data (including  qualitative or quantitative measures, as appropriate) to determine how  the IT training program contributes to improved performance and  results (once the training program is implemented), the office may be  limited in its knowledge of whether the training program is contributing  to improved performance and results. The Secret Service  Substantially Implemented  Selected Leading  Practices for Improving the  Morale of Its IT Workforce,  but Did Not Demonstrate  Sustained Improvement Employee morale is important to organizational performance and an  organization’s ability to retain talent to perform its mission. We have  previously identified numerous leading practices for improving employee  morale. Among other things, we have found that an organization should  (1) determine root causes of employee morale problems by analyzing  employee survey results using techniques such as comparing  demographic groups, benchmarking against similar organizations, and  linking root cause findings to action plans; and develop and implement  action plans to improve employee morale; (2) establish and track metrics  of success for improving employee morale, and report to agency  leadership on progress improving morale; and (3) maintain leadership  support and commitment to ensure continued progress in improving  employee morale, and demonstrate sustained improvement in morale. With regard to its IT workforce, the Secret Service substantially  implemented the selected three practices associated with the employee  morale workforce area. Specifically, the component fully implemented two  of the selected practices and partly implemented one practice. Table 11  lists these selected practices and provides our assessment of the Secret  Service’s implementation of the practices. Determine root causes of employee morale problems by  analyzing employee survey results using techniques such as  comparing demographic groups, benchmarking against similar  organizations, and linking root cause findings to action plans.  Develop and implement action plans to improve employee  morale—fully implemented. The Secret Service used survey  analysis techniques to determine the root causes of its low employee  morale, on which we have previously reported. For example, the  component conducted a benchmarking exercise where it compared  the morale of the Secret Service’s employees, including IT staff, to  data on the morale of employees at other agencies, including the U.S.  Capitol Police, U.S. Coast Guard, and the Drug Enforcement  Administration. As part of this exercise, the Secret Service also  compared its employee work-life offerings (e.g., on-site childcare and  telework program) to those available at other agencies. In addition, the Secret Service developed and implemented action  plans for improving employee morale. Among these action plans, for  example, the component implemented a student loan repayment  program and expanded its tuition assistance program’s eligibility  requirements. Establish and track metrics of success for improving employee  morale, and report to agency leadership on progress improving  morale—fully implemented. The Secret Service tracked metrics for  improving employee morale and reported the results to leadership.  For example, the component tracked metrics on the percentage of the  workforce, including IT staff, that participated in the student loan  repayment and tuition assistance programs. In addition, the Chief  Strategy Officer reported to the Chief Operating Officer the results  related to meeting those metrics. Maintain leadership support and commitment to ensure  continued progress in improving employee morale, and  demonstrate sustained improvement in morale—partly  implemented. Secret Service leadership developed and implemented  initiatives that demonstrated their commitment to improving the  morale of the Secret Service’s workforce. For example, since 2014,  the Secret Service had worked with a contractor to identify ways to  improve the morale of its entire workforce, including IT staff. However, as of June 2018, the Secret Service was unable to  demonstrate that it had sustained improvement in the morale of the  component’s IT staff. In particular, the component was only able to  provide IT workforce-specific results from one employee morale  assessment that was conducted subsequent to the consolidation of  this workforce into OCIO in March 2017. These results were from an  assessment conducted by the component’s Inspection Division in  December 2017 (the assessment found that the majority of the Secret  Service’s IT employees rated their morale as “very good” or  “excellent.”) While the component also provided certain employee morale results  from the Office of Personnel Management’s Federal Employee  Viewpoint Survey in 2017, these results were not specific to the IT  workforce. Instead, this workforce’s results were combined with those  from staff in another Secret Service division. According to OCIO  officials, the results were combined because, at the time of the  survey, the IT workforce was administratively identified as being part  of that other division. OCIO officials stated that, going forward, they plan to continue to  assess the morale of the IT workforce on an annual basis as part of  the Federal Employee Viewpoint Survey. In addition, the officials  stated that OCIO-specific results may be available as part of the 2018  survey results, which the officials expect to receive by September  2018. By measuring employee satisfaction on an annual basis, the  Secret Service should have increased knowledge of whether its  initiatives that are aimed at improving employee morale are in fact  increasing employee satisfaction. The Secret Service  Substantially Implemented  Selected Performance  Management Leading  Practices, but Did Not  Explicitly Align  Expectations with  Organizational Goals Agencies can use performance management systems as a tool to foster a  results-oriented organizational culture that links individual performance to  organizational goals. We have previously identified numerous leading  practices related to performance management that are intended to  enhance performance and ensure individual accountability. Among the  performance management practices, agencies should (1) establish a  performance management system that differentiates levels of staff  performance and defines competencies in order to provide a fuller  assessment of performance, (2) explicitly align individual performance  expectations with organizational goals to help individuals see the  connection between their daily activities and organizational goals, and (3)  periodically provide individuals with regular performance feedback. The Secret Service substantially implemented the selected three leading  practices associated with the performance management workforce area.  Specifically, the component fully implemented one of the three practices  and partly implemented the other two practices. Table 12 lists these  selected leading practices and provides our assessment of the Secret  Service’s implementation of the practices. Establish a performance management system that differentiates  levels of staff performance and defines competencies in order to  provide a fuller assessment of performance—partly  implemented. The Secret Service’s performance management  process requires leadership to make meaningful distinctions between  levels of staff performance. In particular, the component’s  performance plans for IT staff, which are developed by the Office of  Human Resources and tailored by OCIO, as necessary, specify the  criteria that leadership use to determine if an individual has met or  exceeded the expectations associated with each competency  identified in their respective performance plan. The performance plans  include pre-established, department-wide competencies that are set  by DHS, as well as occupational series-specific goals that may be  updated by the Secret Service. However, because OCIO did not fully define and document all of its  technical competency needs for the IT workforce, as discussed  earlier, the Secret Service’s performance plans for IT staff did not  include performance expectations related to the full set of technical  competencies required for their respective positions. In addition,  because OCIO officials were unable to specify a time frame for when  they will identify all of the technical competency needs for the IT  workforce (as previously discussed), the officials were also unable to  specify a time frame for when they would update the IT workforce’s  performance plans to include those relevant technical competencies. Until OCIO updates the performance plans for each occupational  series within the IT workforce to include the relevant technical  competencies, once identified, against which IT staff performance  should be assessed, the office will be limited in its ability to provide IT  staff with a complete assessment of their performance. In addition,  Secret Service management will have limited knowledge of the extent  to which IT staff are meeting all relevant technical competencies. Explicitly align individual performance expectations with  organizational goals to help individuals see the connection  between their daily activities and organizational goals—partly  implemented. The Secret Service’s performance plans for IT staff  identified certain goals that appeared to be related to organizational  goals and objectives. For example, the performance plan for the  Telecommunications Specialist occupational series (which is one of  the series included in OCIO’s IT workforce) identified a goal for staff to  support the voice, wireless, radio, satellite, and video systems serving  the Secret Service’s protective and investigative mission. This  performance plan goal appeared to be related to the component’s  strategic goal on Advanced Technology, which included an objective  to create the infrastructure needed to fulfill mission responsibilities. However, the Secret Service was unable to provide documentation  that explicitly showed how individual employee performance links to  organizational goals, such as a mapping of the goals identified in  employee performance plans to organizational goals. Specifically,  while Office of Human Resources officials stated that each Secret  Service directorate is responsible for ensuring that employee goals  map to high-level organizational goals, OCIO officials stated that they  did not complete this mapping. The officials were unable to explain  why they did not align the goals in their employees’ performance  plans to the component’s high-level goals. According to the officials, the Secret Service is in the process of  implementing a new automated tool that will require each office to  explicitly align individual performance expectations to organizational  goals. The officials stated that OCIO plans to use this tool to create  employees’ fiscal year 2019 performance plans. By explicitly  demonstrating how individual performance expectations align with  organizational goals, the Secret Service’s IT staff should have a better  understanding of how their daily activities contribute towards  achieving the Secret Service’s goals. Periodically provide individuals with regular performance  feedback—fully implemented. Secret Service leadership periodically  provided their IT staff with performance feedback. Specifically, on an  annual basis, OCIO staff received feedback during a mid-year and  end-of-year performance feedback assessment. In our prior work, we  have stressed that candid and constructive feedback can help  individuals maximize their contribution and potential for understanding  and realizing the goals and objectives of an organization. Further, this  feedback is one of the strongest drivers of employee engagement. The Secret Service  and DHS  Implemented  Selected Leading  Monitoring Practices  for the IITT  Investment According to leading practices of the Software Engineering Institute,  effective program oversight includes monitoring program performance  and conducting reviews at predetermined checkpoints or milestones. This  is done by, among other things, comparing actual cost, schedule, and  performance data with estimates in the program plan and identifying  significant deviations from established targets or thresholds for  acceptable performance levels. In addition, the Software Engineering Institute previously identified  leading practices for effectively monitoring the performance of agile  projects. According to the Institute, agile development methods focus on  delivering usable, working software frequently; as such, it is important to  measure the value delivered during each iteration of these projects. To  that end, the Institute reported that agile projects should be measured on  velocity (i.e., number of story points completed per sprint or release),  development progression (e.g., the number of user stories planned and  accepted), product quality (e.g., number of defects), and post-deployment  user satisfaction. DHS and the Secret Service had fully implemented the selected leading  practice for monitoring the performance of one program and three  projects within the IITT investment, and conducting reviews of this  program and these projects at predetermined checkpoints. In addition,  with regard to the selected leading practice for monitoring agile projects,  the Secret Service had fully implemented this practice for one of its two  projects being implemented using agile and had partially implemented  this practice for the other project. Table 13 provides a summary of DHS’s  and the Secret Service’s implementation of these leading practices, as  relevant for one program and three projects within IITT. Monitor program performance and conduct reviews at  predetermined checkpoints or milestones. Consistent with leading  practices, DHS and the Secret Service monitored the performance of  IITT’s program and projects by comparing actual cost, schedule, and  performance information against planned targets and conducting  reviews at predetermined checkpoints. For example, within the Secret  Service: The Enabling Capabilities program and Multi-Level Security  project monitored their contractors’ costs spent to-date on a  monthly basis and compared them to the total contract amounts. OCIO used integrated master schedules to monitor the schedule  performance of the Enabling Capabilities program and Multi-Level  Security project. OCIO also monitored the cost, schedule, and performance of the  Uniformed Division Resource Management System and Events  Management projects during monthly status reviews. In addition, DHS and the Secret Service conducted acquisition  decision event reviews and systems engineering life cycle technical  reviews of IITT’s program and projects at predetermined checkpoints  and, when applicable, identified deviations from established cost,  schedule, and performance targets. For example: Secret Service OCIO met with DHS’s Office of Program  Accountability and Risk Management in February 2017, and with  DHS’s Acting Under Secretary for Management in June 2017, to  discuss a schedule breach for the Enabling Capabilities program.  In particular, the Enabling Capabilities program informed DHS that  the program needed to change the planned date for acquisition  decision event 3 (the point at which a decision is made to fully  deploy the system) in order to conduct tests in an operational  environment prior to that decision event. This delay was due to the  Secret Service misunderstanding the tests that it was required to  conduct prior to that decision event. Specifically, the Enabling  Capabilities program had conducted tests on “production  representative” systems, but these tests were not sufficient to  meet the requirements for acquisition decision event 3. The project team for Multi-Level Security identified that certain  technical issues they had experienced would delay system  deployment and full operational capability (the point at which an  investment becomes fully operational). As such, in October 2017,  the project notified the Secret Service Component Acquisition  Executive of these expected delays. In particular, the web  browser that was intended to provide users on “Sensitive But  Unclassified” workstations the ability to view information from  different security levels, experienced technical delays in meeting  personal identity verification requirements. The project team also  described for the executive how the schedule delay would affect  the project’s performance metrics and funding, and subsequently  updated the project plan accordingly. Measure and monitor agile projects on, among other things,  velocity (i.e., number of story points completed per sprint or  release), development progression (e.g., the number of features  and user stories planned and accepted), product quality (e.g.,  number of defects), and post-deployment user satisfaction.  Secret Service OCIO measured its two agile projects—Uniformed  Division Resource Management System and Events Management— using certain agile metrics. In particular, OCIO officials measured the  Uniformed Division Resource Management System and Events  Management projects using key metrics related to velocity and  development progression. For example, the officials measured  development progression for both projects on a daily basis. In  addition, OCIO officials monitored each project’s progress against  these metrics during bi-weekly reviews that they conducted with each  project team. The OCIO officials also tracked product quality metrics for the  Uniformed Division Resource Management System. For example,  on a monthly basis, the officials tracked the number of helpdesk  tickets that had been resolved related to the system. In addition, on a  quarterly basis, they tracked the number of Uniformed Division  Resource Management System defects that (1) had been fixed and  (2) were in the backlog. However, while OCIO officials received certain post-deployment user  satisfaction information from end-users of the Uniformed Division  Resource Management System by, among other things, tracking the  number of helpdesk tickets related to the system and via daily verbal,  undocumented feedback from certain Uniformed Division officers,  OCIO officials had not fully measured and documented post- deployment user satisfaction with the system, such as via a survey of  employees who use the system. The officials stated that they had not  conducted and documented a survey because they were focused on  (1) addressing software performance issues that occurred after they  deployed the system to a limited number of users, and (2) continuing  system deployment to the remaining users after they addressed the  performance issues. OCIO officials stated that they plan to conduct such a documented  survey by the end of September 2018. The results of the user  satisfaction survey should provide OCIO with important information on  whether the Uniformed Division Resource Management System is  meeting users’ needs. Conclusions The Secret Service’s full implementation of 11 of 14 component-level CIO  responsibilities constitutes a significant effort to establish CIO oversight  for the component’s IT portfolio. Additional efforts to fully implement the  remaining 3 responsibilities, including ensuring that all IT contracts are  reviewed, as appropriate; ensuring that the Secret Service’s enterprise  governance policy appropriately specifies the CIO’s role in developing  and reviewing the component’s IT budget formulation and execution; and  ensuring agile projects measure product quality and post-deployment  user satisfaction, will further position the CIO to effectively manage the  Secret Service’s IT portfolio. When effectively implemented, IT workforce planning and management  activities can facilitate the successful accomplishment of an agency’s  mission. However, the Secret Service had not fully implemented all of the  15 selected practices for its IT workforce for any of the five areas— strategic planning, recruitment and hiring, training and development,  employee morale, and performance management. The Secret Service’s  lack of (1) a strategic workforce planning process, including the  identification of all required knowledge and skills, assessment of  competency gaps, and targeted strategies to address specific gaps in  competencies and staffing; (2) targeted recruiting activities, including  metrics to monitor the effectiveness of the recruitment program and  adjustment of the recruitment program and hiring efforts based on  metrics; (3) a training program, including the identification of required  training for IT staff, ensuring that staff take required training, and  assessment of performance data regarding the training program; and (4)  a performance management system that includes all relevant technical  competencies, greatly limits its ability to ensure the timely and effective  acquisition and maintenance of the Secret Service’s IT infrastructure and  services. On the other hand, by monitoring program performance and conducting  reviews at predetermined checkpoints for one program and three projects  associated with the IITT investment, in accordance with leading practices,  the Secret Service and DHS provided important oversight needed to  guide that program and those projects. Measuring projects on leading  agile metrics also provided the Secret Service CIO with important  information on project performance. Recommendations for  Executive Action We are making the following 13 recommendations to the Director of the  Secret Service:  The Director should ensure that the CIO establishes and documents an IT  acquisition review process that ensures the CIO or the CIO’s delegate  reviews all contracts containing IT, as appropriate. (Recommendation 1) The Director should update the enterprise governance policy to specify  (1) the CIO’s current role and responsibilities on the Executive Resources  Board, to include developing and reviewing the IT budget formulation and  execution; and (2) the Deputy CIO’s role and responsibilities on the  Enterprise Governance Council. (Recommendation 2) The Director should ensure that the Secret Service develops a charter for  its Executive Resources Board that specifies the roles and responsibilities  of all board members, including the CIO. (Recommendation 3) The Director should ensure that the CIO includes product quality and  post-deployment user satisfaction metrics in the modular outcomes and  target measures that the CIO sets for monitoring agile projects.  (Recommendation 4) The Director should ensure that the CIO identifies all of the required  knowledge and skills for the IT workforce. (Recommendation 5) The Director should ensure that the CIO regularly analyzes the IT  workforce to identify its competency needs and any gaps it may have.  (Recommendation 6) The Director should ensure that, after OCIO completes an analysis of the  IT workforce to identify any competency and staffing gaps it may have,  the Secret Service updates its recruiting and hiring strategies and plans to  address those gaps, as necessary. (Recommendation 7) The Director should ensure that the Office of Human Resources (1)  develops and tracks metrics to monitor the effectiveness of the Secret  Service’s recruitment activities for the IT workforce, including their  effectiveness at addressing skill and staffing gaps; and (2) reports to  component leadership on those metrics. (Recommendation 8) The Director should ensure that the Office of Human Resources and  OCIO adjust their recruitment and hiring plans and activities, as  necessary, after establishing and tracking metrics for assessing the  effectiveness of these activities for the IT workforce. (Recommendation 9) The Director should ensure that the CIO (1) defines the required training  for each IT workforce group, (2) determines the activities that OCIO will  include in its IT workforce training and development program based on its  available training budget, and (3) implements those activities.  (Recommendation 10) The Director should ensure that the CIO ensures that the IT workforce  completes training specific to their positions (after defining the training  required for each workforce group). (Recommendation 11) The Director should ensure that the CIO collects and assesses  performance data (including qualitative or quantitative measures, as  appropriate) to determine how the IT training program contributes to  improved performance and results (once the training program is  implemented). (Recommendation 12) The Director should ensure that the CIO updates the performance plans  for each occupational series within the IT workforce to include the  relevant technical competencies, once identified, against which IT staff  performance should be assessed. (Recommendation 13) Agency Comments  and Our Evaluation DHS provided written comments on a draft of this report, which are  reprinted in appendix III. In its comments, the department concurred with  all 13 of our recommendations and provided estimated completion dates  for implementing each of them. For example, with regard to recommendation 2, the department stated  that the Secret Service would update its enterprise governance policy and  related policies to outline the roles and responsibilities of the CIO and  Deputy CIO, among others, by March 31, 2019. In addition, for  recommendation 13, the department stated that the Secret Service OCIO  will include relevant technical competencies in performance plans, as  appropriate, in the next performance cycle that starts in July 2019. If  implemented effectively, these actions should address the weaknesses  we identified. The department also identified a number of other actions that it said had  been taken to address our recommendations. For example, in response  to recommendation 8, which calls for the Office of Human Resources to  (1) develop and track metrics to monitor the effectiveness of the Secret  Service’s recruitment activities for the IT workforce and (2) report to  component leadership on those metrics, DHS stated that the Secret  Service’s Office of Human Resources’ Outreach Branch provides to the  department metrics on recruitment efforts toward designated priority  mission-critical occupations. However, for fiscal year 2017, only 1 of the 12 occupational series  associated with the Secret Service’s IT workforce was designated as a  mission-critical occupation for the component (i.e., the 2210 IT Specialist  series). The 11 other occupational series were not designated as mission- critical occupations. In addition, for fiscal year 2018, none of these 12  occupational series were designated as mission-critical occupations. As  such, metrics on recruiting for these IT series may not have been  reported to DHS leadership. Moreover, while we requested documentation of the recruiting metrics for  the Secret Service’s IT workforce and, during the course of our review,  had multiple subsequent discussions with the Secret Service regarding  such metrics, the component did not provide documentation that  demonstrated it had established recruiting metrics for its IT workforce.  Tracking such metrics and reporting the results to Secret Service  leadership, as we recommended, would provide management with  important information necessary to make effective recruitment decisions. Further, in response to recommendation 10, which among other things,  calls for the CIO to define the required training for each IT workforce  group, the department stated that the Secret Service OCIO recently  developed training requirements for each workforce group, which were  issued during our audit. However, while during our audit OCIO provided a  list of recommended training courses, the office did not identify them as  being required courses. Defining training that is required for each IT  workforce group, as we recommended, would inform OCIO of the  necessary training for each position and enable the office to prioritize this  training, to ensure that its staff have the needed knowledge and skills. In addition to the aforementioned comments, we received technical  comments from DHS and Secret Service officials, which we incorporated,  as appropriate. We are sending copies of this report to the appropriate congressional  committees, the Secretary of Homeland Security, the Director of the  Secret Service, and other interested parties. In addition, this report is  available at no charge on the GAO website at http://www.gao.gov. Should you or your staffs have any questions on information discussed in  this report, please contact me at (202) 512-4456 or HarrisCC@gao.gov.  Contact points for our Offices of Congressional Relations and Public  Affairs may be found on the last page of this report. GAO staff who made  major contributions to this report are listed in appendix IV. Appendix I: Objectives, Scope, and  Methodology Our objectives were to evaluate the extent to which: (1) the U.S. Secret  Service (Secret Service) Chief Information Officer (CIO) has  implemented selected information technology (IT) oversight  responsibilities, (2) the Secret Service has implemented leading  workforce planning and management practices for its IT workforce, and  (3) the Secret Service and the Department of Homeland Security (DHS)  have implemented selected performance and progress monitoring  practices for the Information Integration and Technology Transformation  (IITT) investment. To address the first objective, we analyzed DHS’s policies and guidance  on IT management to identify the responsibilities that were to be  implemented by the component-level CIO related to overseeing the  Secret Service’s IT portfolio, including existing systems, acquisitions, and  investments. From the list of 33 responsibilities that we identified, we  then excluded the responsibility that was associated with information  security, which is expected to be addressed as part of a separate,  subsequent GAO review. We also excluded those responsibilities that  were significantly large in scope (e.g., implement an enterprise  architecture) or that, in our professional judgment, lacked specificity (e.g.,  provide timely delivery of mission IT services). As a result, we excluded  from consideration for this review a total of 10 CIO responsibilities. For the 23 that remained, we then combined certain responsibilities that  overlapped with other related responsibilities. For example, we combined  related responsibilities on the component CIO’s review of IT contracts. As  a result, we identified 14 responsibilities for review. We validated with the  acting DHS CIO that these responsibilities were key responsibilities for  the department’s component-level CIOs. We then included all 14 of the  responsibilities in our review. The 14 selected component-level CIO responsibilities were:  1.  Develop and review the component IT budget formulation and  execution.  2.  Manage the component IT investment portfolio, including establishing  an IT acquisition review process that enables component and DHS  review of component acquisitions (i.e., contracts) that contain IT.  3.  Develop, implement, and maintain a detailed IT strategic plan.  4.  Ensure all component IT policies are in compliance and alignment  with DHS IT directives and instructions.  5.  Concur with each program’s and/or project’s systems engineering life  cycle tailoring plan.  6.  Support the Component Acquisition Executive to ensure processes  are established that enable systems engineering life cycle technical  reviews and that they are adhered to by programs and/or projects.  7.  Ensure that all systems engineering life cycle technical review exit  criteria are satisfied for each of the component’s IT programs and/or  projects.  8.  Ensure the necessary systems engineering life cycle activities have  been satisfactorily completed as planned for each of the component’s  IT programs and/or projects.  9.  Concur with the systems engineering life cycle technical review  completion letter for each of the component’s IT programs and/or  projects.  10. Maintain oversight of their component’s agile development approach  for IT by appointing the responsible personnel, identifying investments  for adoption, and reviewing artifacts.  11. With Component Acquisition Executives, evaluate and approve the  application of agile development for IT programs consistent with the  component’s agile development approach.  12. Set modular outcomes and target measures to monitor the progress in  achieving agile implementation for IT programs and/or projects within  their component.  13. Participate on DHS’s CIO Council, Enterprise Architecture Board, or  other councils/boards as appropriate, and appoint employees to serve  when necessary.  14. Meet the IT competency requirements established by the DHS CIO,  as required in the component CIO’s performance plan. To determine the extent to which the Secret Service CIO has  implemented these responsibilities, we obtained and assessed relevant  component documentation and compared it to the responsibilities.  Specifically, we obtained and analyzed documentation including evidence  of the CIO’s participation on the Secret Service governance board that  has final decision authority and responsibility for enterprise governance,  including the IT budget; monthly program management reports showing  the CIO’s oversight of IT programs, projects, and systems; monthly status  reports on program spending; the Secret Service’s IT strategic plan; the  Secret Service’s enterprise governance policy; meeting minutes from the  DHS board and council on which the CIO participated (i.e., the CIO  Council and Enterprise Architecture Board); and documentation  demonstrating whether the CIO met the IT competency requirements. In addition, we obtained and analyzed relevant documentation related to  the CIO’s oversight of the major IT investments on which the Secret  Service was spending development, modernization, and enhancement  funds during fiscal year 2017. As of July 2017, the component had one  investment—IITT—that met this criterion. IITT is a portfolio investment  that, as of July 2017, included two programs (one of which included three  projects) and one standalone project (i.e., it was not part of another  program) that had capabilities that were in planning or development and  modernization: the Enabling Capabilities program, Enterprise Resource  Management System program (which included three projects, called  Uniformed Division Resource Management System, Events Management,  and Enterprise-wide Scheduling), and Multi-Level Security project. In particular, we obtained and analyzed documentation related to the  CIO’s oversight of the systems engineering life cycles for IITT’s Enabling  Capabilities program and the Uniformed Division Resource Management  System, Events Management, and Multi-Level Security projects. This  documentation included acquisition program baselines, systems  engineering life cycle tailoring plans, and systems engineering life cycle  technical review briefings and completion letters. We then compared the  documentation against the five selected systems engineering life cycle  oversight responsibilities (responsibilities 5, 6, 7, 8, and 9). We also obtained and analyzed documentation related to the CIO’s  oversight of two projects that the Secret Service was implementing using  an agile methodology—Uniformed Division Resource Management  System and Events Management. Specifically, we obtained and  assessed documentation of (1) the CIO’s approval for these projects to be  implemented using an agile methodology and (2) the agile development  metrics that the CIO established for each of these projects. We then  compared this documentation to the three agile development-related  component-level CIO responsibilities (responsibilities 10, 11, and 12). Further, to determine the extent to which the Secret Service CIO had  established an IT acquisition (i.e., contract) review process that enabled  component and DHS review of component contracts that contain IT  (which is part of responsibility 2), we first asked Secret Service officials to  provide us with a list of all new, unclassified IT contracts that the  component awarded between October 1, 2016, and June 30, 2017. The  Secret Service officials provided a list of 54 contracts. We validated that  these were contracts for IT or IT services by: (1) searching for them in the  Federal Procurement Data System – Next Generation; (2) identifying  their associated product or service codes, as reported in that system;  and (3) determining whether those codes were included in the universe of  79 IT product or service codes identified by the Category Management  Leadership Council. In validating the list of 54 contracts provided by the Secret Service, we  determined that 5 of the contracts were not associated with an IT product  or service code. As such, we removed those contracts from the list. In  addition, we found that three other items identified by the component  were not in the Federal Procurement Data System – Next Generation.  Secret Service officials subsequently confirmed that these three items  were not contracts. We therefore removed these three items from the list.  As such, the final list of validated contracts identified by the Secret  Service included 46 IT contracts. In addition, to identify any IT contracts that were not included in the list  provided by the Secret Service, we conducted a search of the Federal  Procurement Data System – Next Generation to identify all unclassified  contracts that (1) the component awarded between October 1, 2016, and  June 30, 2017; (2) were not a modification of a contract; and (3) were  associated with 1 of the 79 IT product or service codes identified by the  Category Management Leadership Council. Based on these criteria, we  identified 144 Secret Service IT contracts in the Federal Procurement  Data System – Next Generation (these 144 contracts included the 46  contracts previously identified by Secret Service officials). We then asked  Secret Service officials to validate the accuracy, completeness, and  reliability of these data, which they did. From each of these two lists of IT contracts (i.e., the list of 46 IT contracts  identified by the Secret Service and the list of 144 IT contracts that we  identified from the Federal Procurement Data System – Next Generation),  we then selected random, non-generalizable samples of contracts, as  described below. First, from the list of 46 IT contracts identified by Secret Service  officials, we removed 4 contracts that had total values of less than  $10,000. To ensure that we selected across all contract sizes, we  randomly selected 12 contracts from the remaining list of 42 contracts,  using the following cost ranges: $10,000 to $50,000 (4 contracts), more than $50,000 to less than $250,000 (4 contracts), and more than $250,000 (4 contracts). Second, from our list of 144 IT contracts that we identified from the  Federal Procurement Data System – Next Generation, we removed  the 46 contracts identified by Secret Service officials. We also  removed 12 contracts that had total values of less than $10,000. To  ensure that we selected across all contract sizes, we randomly  selected 21 contracts from the remaining list of 86 contracts, using the  following cost ranges: $10,000 to $50,000 (7 contracts), more than $50,000 to less than $250,000 (7 contracts), and more than $250,000 (7 contracts). In total, we selected 33 IT contracts for review. We separated the  contracts into the three cost ranges identified above in order to ensure  that contracts of different value levels had been selected. This enabled us  to determine the extent to which the CIO appropriately reviewed contracts  of all values. To determine the extent to which the CIO had established an IT contract  approval process that enabled the Secret Service and DHS, as  appropriate, to review IT contracts, we first asked Secret Service Office of  the CIO (OCIO) officials for documentation of their IT contract approval  process. These officials were unable to provide such documentation.  Instead, the officials stated that the Secret Service CIO or the CIO’s  delegate approves all IT contracts prior to award. The officials also  provided documentation that identified four staff to whom the CIO had  delegated his approval authority. Further, the officials stated that, in  accordance with DHS’s October 2016 IT acquisition review guidance,  they submitted to DHS OCIO for approval any IT contracts that met  DHS’s thresholds for review, including those that (1) had total estimated  procurement values of $2.5 million or more, and (2) were associated with  a major investment. Based on the IT acquisition review process that Secret Service OCIO  officials described, we then obtained and analyzed each of the 33  selected IT contracts and associated approval documentation to  determine whether or not the Secret Service CIO or the CIO’s delegate  had approved each of the contracts. In particular, we (1) reviewed the  name of the contract approver on the approval documentation, and (2)  compared the signature dates that were on the contracts to the signature  dates that were identified on the associated approval documentation. In addition, to determine whether or not the Secret Service CIO submitted  to DHS OCIO for approval the IT contracts that (1) had total estimated  procurement values of $2.5 million or more, and (2) were associated with  major investments, we first analyzed the 144 Secret Service IT contracts  that we had previously pulled from the Federal Procurement Data System  – Next Generation to determine which contracts met the $2.5 million  threshold. We identified 4 contracts that met this threshold. We then  requested that OCIO identify the levels (i.e., major or non-major) of the  investments associated with these contracts. According to OCIO officials,  3 of the 4 contracts were associated with non-major investments and 1  was not associated with an investment. As such, based on DHS’s  October 2016 IT acquisition review guidance, none of these contracts  needed to be submitted to DHS OCIO for review. We also interviewed Secret Service officials, including the CIO and  Deputy CIO, regarding the CIO’s implementation of the 14 selected  component-level responsibilities. We assessed the evidence against the  selected responsibilities to determine the extent to which the CIO had  implemented them. To address the second objective—determining the extent to which the  Secret Service had implemented leading workforce planning and  management practices for its IT workforce—we first identified seven  topic areas associated with human capital management based on the  following sources: The Office of Personnel Management’s Human Capital Framework. Office of Personnel Management and the Chief Human Capital  Officers Council Subcommittee for Hiring and Succession Planning,  End-to-End Hiring Initiative. GAO, High-Risk Series: Progress on Many High-Risk Areas, While  Substantial Efforts Needed on Others. GAO, IT Workforce: Key Practices Help Ensure Strong Integrated  Program Teams; Selected Departments Need to Assess Skill Gaps. GAO, Department of Homeland Security: Taking Further Action to  Better Determine Causes of Morale Problems Would Assist in  Targeting Action Plans. GAO, Human Capital: A Guide for Assessing Strategic Training and  Development Efforts in the Federal Government. GAO, Results-Oriented Cultures: Creating a Clear Linkage between  Individual Performance and Organizational Success. DHS acquisition guidance. Secret Service acquisition guidance. Among these topic areas, we then selected five areas that, in our  professional judgment, were of particular importance to successful  workforce planning and management. They were also previously  identified as part of our high-risk and key issues work on human capital  management. These areas include: (1) strategic planning, (2) recruitment  and hiring, (3) training and development, (4) employee morale, and (5)  performance management. We also reviewed these same sources and identified numerous leading  practices associated with the five topic areas. Among these leading  practices, we then selected three leading practices within each of the five  areas (for a total of 15 selected practices). The selected practices were  foundational practices that, in our professional judgment, were of  particular importance to successful workforce planning and management. Table 14 identifies the five selected workforce areas and 15 selected  associated practices. To determine the extent to which the Secret Service had implemented the  selected leading workforce planning and management practices for its IT  workforce, we obtained and assessed documentation and compared it  against the 15 selected practices. In particular, we analyzed the Secret  Service’s human capital strategic plan, human capital staffing plan, IT  strategic plan, documentation of the component’s staffing model that it  used to determine the number of IT staff needed, an independent  verification and validation report on the component’s staffing models,  documentation of the current number of IT staff, the Secret Service’s  recruitment and outreach plans, documentation of DHS’s hiring  authorities (which are applicable to the Secret Service), the Secret  Service’s training strategic plan, IT workforce training plan, action plans  for improving employee morale, and templates used for measuring and  reporting employee performance. We also interviewed Secret Service officials—including the CIO, Deputy  CIO, and workforce planning staff—about the component’s workforce- related policies and documentation. Further, we discussed with the  officials the Secret Service’s efforts to implement the selected workforce  practices for its IT workforce. Regarding our assessments of the Secret Service’s implementation of the  15 selected workforce planning and management practices, we assessed  a practice as being fully implemented if component officials provided  supporting documentation that demonstrated all aspects of the practice.  We assessed a practice as not implemented if the officials did not provide  any supporting documentation for that practice, or if the documentation  provided did not demonstrate any aspect of the practice. We assessed a  practice as being partly implemented if the officials provided supporting  documentation that demonstrated some, but not all, aspects of the  selected practice. In addition, related to our assessments of the Secret Service’s  implementation of the five selected overall workforce areas, we assessed  each area as follows, based on the implementation of the three selected  practices within each area: Fully implemented: The Secret Service provided evidence that it had  fully implemented all three of the selected practices within the  workforce area; Substantially implemented: The Secret Service provided evidence that  it had either  fully implemented two selected practices and partly implemented  the remaining one selected practice within the workforce area, or  fully implemented one selected practice and partly implemented  the remaining two selected practices within the workforce area; Partially implemented: The Secret Service provided evidence that it  had partly implemented each of the three selected practices within the  workforce area; Minimally implemented: The Secret Service provided evidence that it partly implemented two selected practices and not implemented  the remaining one selected practice within the workforce area, or partly implemented one selected practice and not implemented  the remaining two selected practices within the workforce area; or Not implemented: The Secret Service did not provide evidence that it  had implemented any of the three selected practices within the  workforce area. To address the third objective—determining the extent to which the  Secret Service and DHS have implemented selected performance and  progress monitoring practices for IITT—we reviewed leading project  monitoring practices and guidance from the Software Engineering  Institute. First, we reviewed the practices within the Project Monitoring  and Control process area of the Institute’s Capability Maturity Model  Integration® for Acquisition. Based on our review, we identified four  practices associated with monitoring program performance and progress.  In our professional judgment, all four of these practices were of  significance to managing the IITT investment given the phase of the life  cycle that the investment was in. As such, we elected to include all four of  these practices in our review, and combined them into one practice, as  follows: Monitor program performance and conduct reviews at predetermined  checkpoints or milestones by, among other things, comparing actual  cost, schedule, and performance data with estimates in the program  plan and identifying significant deviations from established targets or  thresholds for acceptable performance levels. Next, given the agile development methodology that the Secret Service  was using for certain projects within IITT, we reviewed the Software  Engineering Institute’s technical note on the progress monitoring of agile  contractors. Based on our review, and in consultation with an internal  expert, we selected four agile metrics that the Institute identified as  important for successful agile implementations and that, in our  professional judgment, were of most significance to monitoring the  performance of IITT’s agile projects. We then combined these four  metrics into one practice, as follows: Measure and monitor agile projects on velocity (i.e., number of story  points completed per sprint or release), development progression  (e.g., the number of features and user stories planned and accepted),  product quality (e.g., number of defects), and post-deployment user  satisfaction. To determine the extent to which DHS and the Secret Service had  implemented the first selected practice, we analyzed relevant program  management and governance documentation for IITT’s Enabling  Capabilities program, and Multi-Level Security, Uniformed Division  Resource Management System, and Events Management projects. In  particular, we analyzed acquisition program baselines, DHS acquisition  decision event memorandums, artifacts from DHS and Secret Service  program oversight reviews, cost monitoring reports, program integrated  master schedules, and program status briefings, and compared this  documentation to the selected practice. We also interviewed Secret  Service OCIO officials regarding the Secret Service’s and DHS’s efforts to  monitor the IITT investment’s performance and progress. To determine the extent to which the Secret Service had implemented the  second selected practice related to measuring and monitoring agile  projects on agile metrics (i.e., velocity, development progression, product  quality, and post-deployment user satisfaction), we obtained and  analyzed agile-related documentation for the two projects that the Secret  Service was implementing using an agile methodology—Uniformed  Division Resource Management System and Events Management.  Specifically, to determine the extent to which the Secret Service was  measuring and monitoring these two projects on metrics for velocity and  development progression, we obtained and analyzed documentation,  such as sprint burndown charts and monthly program status reports, and  compared it to the selected practice. In addition, the agile metrics for product quality and post-deployment user  satisfaction were only applicable to projects that had been deployed to  users. As such, these metrics were applicable to the Uniformed Division  Resource Management System (which the Secret Service had deployed  to users) and were not applicable to Events Management (which the  Secret Service had not yet deployed to users, as of early May 2018). We therefore obtained and analyzed documentation demonstrating that  Secret Service OCIO measured product defects for the Uniformed  Division Resource Management System. We also requested  documentation demonstrating that OCIO had measured and monitored  post-deployment user satisfaction for this project, including via a survey.  OCIO officials stated that they had not conducted such a survey and were  unable to provide documentation demonstrating they had measured post- deployment user satisfaction for the Uniformed Division Resource  Management System. To assess the reliability of the cost, schedule, and agile-related data that  were in DHS and the Secret Service’s program management and  governance documentation for the IITT investment, we (1) analyzed  related documentation and assessed the data against existing agency  records to identify consistency in the information, and (2) examined the  data for obvious outliers, incomplete, or unusual entries. We determined  that the data in these documents were sufficiently reliable for our  purpose, which was to evaluate the extent to which DHS and the Secret  Service had implemented processes for monitoring the IITT investment’s  performance and progress. We conducted this performance audit from May 2017 to November 2018  in accordance with generally accepted government auditing standards.  Those standards require that we plan and perform the audit to obtain  sufficient, appropriate evidence to provide a reasonable basis for our  findings and conclusions based on our audit objectives. We believe that  the evidence obtained provides a reasonable basis for our findings and  conclusions based on our audit objectives. Appendix II: Description of the U.S. Secret  Service’s Information Integration and  Technology Transformation Investment’s  Programs and Projects As of June 2018, the Secret Service’s Information Integration and  Technology Transformation (IITT) investment included two programs (one  of which included three projects) and one project that had capabilities that  were in planning or development and modernization, as described below: Enabling Capabilities. This program is intended to, among other  things, (1) modernize and enhance the Secret Service’s information  technology (IT) network infrastructure, including increasing bandwidth  and improving the speed and reliability of the Secret Service’s IT  system performance; (2) enhance cybersecurity to protect against  potential intrusions and viruses; and (3) provide counterintelligence  and data mining capabilities to improve officials’ ability to perform the  Secret Service’s investigative mission. Enterprise Resource Management System. This program comprises  three projects that are intended to provide: a system that will enable the Secret Service’s Uniformed Division  to efficiently and effectively plan, provision, and schedule missions  (this project is referred to as Uniformed Division Resource  Management System), a system that will unify the logistical actions (e.g., assigning  personnel) surrounding special events that Secret Service agents  need to protect, such as the United Nations General Assembly  (this project is referred to as Events Management), and a capability for creating schedules for Secret Service agents and  administrative, professional, and technical staff, as well as the  ability to generate reports on information such as monthly hours  worked (this project is referred to as Enterprise-wide Scheduling). Multi-Level Security. This project is intended to enable authorized  Secret Service users to view two levels of classified information on a  single workstation. Previously, data at various security levels were  contained and used in multiple disparate systems. Multi-Level  Security is intended to streamline users’ access to information at  different security levels in order to enable them to more quickly and  effectively perform their duties. Table 15 provides the planned life cycle cost and schedule estimates  (threshold values) for each IITT program and project that had capabilities  in planning or development and modernization, as of June 2018. In  addition, the table describes any changes in those cost and schedule  estimates, as well as the key reasons for any changes, as identified by  officials from the Secret Service’s Office of the Chief Information Officer. Appendix III: Comments from the  Department of Homeland Security Appendix IV: GAO Contact and Staff  Acknowledgments GAO Contact Staff  Acknowledgments In addition to the contact named above, the following staff made key  contributions to this report: Shannin O’Neill (Assistant Director), Emily  Kuhn (Analyst-in-Charge), Quintin Dorsey, Rebecca Eyler, Javier Irizarry,  and Paige Teigen.
Commonly known for protecting the President, the Secret Service also plays a leading role in investigating and preventing financial and electronic crimes. To accomplish its mission, the Secret Service relies heavily on the use of IT infrastructure and systems. In 2009, the component initiated the IITT investment—a portfolio of programs and projects that are intended to, among other things, improve systems availability and security in support of the component's business operations. GAO was asked to review the Secret Service's oversight of its IT portfolio and workforce. This report discusses the extent to which the (1) CIO implemented selected IT oversight responsibilities, (2) Secret Service implemented leading IT workforce planning and management practices, and (3) Secret Service and DHS implemented selected performance monitoring practices for IITT. GAO assessed agency documentation against 14 selected component CIO responsibilities established in DHS policy; 15 selected leading workforce planning and management practices within 5 topic areas; and two selected leading industry project monitoring practices that, among other things, were, in GAO's professional judgment, of most significance to managing IITT. The U.S. Secret Service (Secret Service) Chief Information Officer (CIO) fully implemented 11 of 14 selected information technology (IT) oversight responsibilities, and partially implemented the remaining 3. The CIO partially implemented the responsibilities to establish a process that ensures the Secret Service reviews IT contracts; ensure that the component's IT policies align with the Department of Homeland Security's (DHS) policies; and set incremental targets to monitor program progress. Additional efforts to fully implement these 3 responsibilities will further position the CIO to effectively manage the IT portfolio. Of the 15 selected practices within the 5 workforce planning and management areas, the Secret Service fully implemented 3 practices, partly implemented 8, and did not implement 4 (see table). Within the strategic planning area, the component partly implemented the practice to, among other things, develop IT competency needs. While the Secret Service had defined general core competencies for its workforce, the Office of the CIO (OCIO) did not identify all of the technical competencies needed to support its functions. As a result, the office was limited in its ability to address any IT competency gaps that may exist. Also, while work remains to improve morale across the component, the Secret Service substantially implemented the employee morale practices for its IT staff. Secret Service officials said the gaps in implementing the workforce practices were due to, among other things, their focus on reorganizing the IT workforce within OCIO. Until the Secret Service fully implements these practices for its IT workforce, it may be limited in its ability to ensure the timely and effective acquisition and maintenance of the component's IT infrastructure and services. Of the two selected IT project monitoring practices, DHS and the Secret Service fully implemented the first practice to monitor the performance of the Information Integration and Technology Transformation (IITT) investment. In addition, for the second practice—to monitor projects on incremental development metrics—the Secret Service fully implemented the practice on one of IITT's projects and partially implemented it on another. In particular, OCIO did not fully measure post-deployment user satisfaction with the system on one project. OCIO plans to conduct a user satisfaction survey of the system by September 2018, which should inform the office on whether the system is meeting users' needs.