Sec. 509. GAO study and report on hiring challenges at FDA

391 words·~2 min read·/bill/117/s/3799/is/section-509

A research copy — for the controlling text, always check the official state or federal source. Not legal advice.

Not later than 18 months after the date of enactment of this Act, the Comptroller General of the United States shall submit to the Committee on Health, Education, Labor, and Pensions of the Senate and the Committee on Energy and Commerce of the House of Representatives a report assessing the policies, practices, processes, and programs of the Food and Drug Administration with respect to hiring, recruiting, and retention, and the impact of such policies, practices, processes, and programs on the agency’s ability to carry out its public health mission, including the agency’s ability to respond to the COVID–19 public health emergency.

Such report may involve policies, practices, processes, and programs of the Department of Health and Human Services and other agencies, as applicable. The report required under subsection

(a)shall include an assessment of— challenges related to the efficient hiring, recruiting, professional development, and retention of the Food and Drug Administration workforce, including, as applicable, the end-to-end hiring process, time to hire, multiple hiring authorities, salary levels, vacancy rates, and identification and availability of candidates with necessary expertise; causes of the challenges identified under paragraph (1), including an analysis of relevant policies, practices, processes, programs, organizational structure, resources, training, remote work capabilities, and data systems; challenges facing the Food and Drug Administration workforce, including with respect to workload, diversity, employee engagement, and morale; the impact of challenges identified under paragraphs

(1)and

(3)on operations of the Food and Drug Administration, including on meeting user fee agreement performance goals and inspection activities; any hiring or retention plans of the Food and Drug Administration, and progress towards implementation and the metrics to measure success of such plans; successful or efficient hiring policies or authorities, including any relevant hiring authorities that resulted in efficient hiring for vacant positions, such as temporary direct hiring authorities during the COVID–19 public health emergency response; whether policies, practices, processes, and programs related to hiring, recruiting, professional development, and retention are implemented consistently across the Food and Drug Administration; recommendations to address challenges identified, including recommendations regarding improvements to policies, practices, processes, and programs of the Food and Drug Administration with respect to hiring, recruiting, professional development, and retention; and challenges related to hiring, recruiting, and retaining a qualified workforce to meet public health emergency response needs, including any such challenges identified during the COVID–19 public health emergency.