Evaluation of EXIM’s Human Capital Function

Submitting OIG:

Export-Import Bank of the United States OIG

Date Issued:

Wednesday, August 14, 2024

Agency Reviewed / Investigated:

Export-Import Bank

Submitting OIG-Specific Report Number:

OIG-EV-24-03

Location(s):

Agency-Wide

Type of Report:

Inspection / Evaluation

Questioned Costs:

Funds for Better Use:

Number of Recommendations:

Report updated under NDAA 5274:

Yes

View Document:

Attachment	Size
Evaluation-EXIMs-Human-Capital-Function-Final-Report-08142024.pdf	2.1 MB

Recommendation Number	Recommendation Status	Significant Recommendation
1	Open	No
EXIM’s Office of Human Capital should conduct a staffing needs analysis for its office to determine the appropriate staffing levels needed to support a human capital function in alignment with federal regulations and guidance and develop a plan to implement the results of its assessment.
2	Open	No
EXIM’s Office of Human Capital should develop a workforce succession plan to support the continuity of the agency’s human capital operations, to include a comparative assessment of required specialist and generalist tasks and skills and identification of single points of failure.
3	Open	No
EXIM’s Office of Human Capital should establish an EXIM working group to research and provide recommended solutions to standardize, streamline, and track processes, including the hiring process.
4	Open	No
EXIM’s Office of Human Capital, in coordination with the Office of the Chief Information Officer, should conduct a business case analysis to assess the return on investment of acquiring and utilizing a Human Resources Information System or human resource platforms that can integrate with EXIM’s existing human capital systems.
5	Open	No
EXIM’s Office of the Chair should identify the human capital functions that affect EXIM’s ability to achieve its mission and develop a plan to measure and mitigate risks.
6	Open	No
EXIM’s Office of the Chair, in collaboration with EXIM’s Office of Human Capital, should conduct an agency-wide culture assessment to identify ways to improve EXIM’s culture, retention, and employee engagement.
7	Open	No
EXIM's Office of the Chair should implement an advisory group, led by the Office of Human Capital, to identify cultural issues affecting EXIM’s workforce and make appropriate recommendations aimed at mitigating the agency's human capital challenges.
8	Open	No
EXIM’s Office of Human Capital should develop and formalize in writing human capital strategies and strategic goals that align with the Human Capital Framework and the Federal Workforce Priorities Report to meet regulatory compliance with 5 CFR Part 250.
9	Open	No
EXIM’s Office of Human Capital should develop a Human Capital Operating Plan in compliance with 5 CFR Part 250 Subpart B.
10	Open	No
Pursuant to the Federal Workforce Priorities Report and in coordination with EXIM senior leadership, EXIM’s Office of Human Capital should conduct a risk assessment to identify the most critical workforce and organizational risks facing the agency and develop an interim monitoring and evaluation program that informs the establishment of a Human Capital Operating Plan and Human Capital Evaluation Framework.

Recommendation Number

Recommendation Status

Significant Recommendation

Additional Details

Open

EXIM’s Office of Human Capital should conduct a staffing needs analysis for its office to determine the appropriate staffing levels needed to support a human capital function in alignment with federal regulations and guidance and develop a plan to implement the results of its assessment.

Open

EXIM’s Office of Human Capital should develop a workforce succession plan to support the continuity of the agency’s human capital operations, to include a comparative assessment of required specialist and generalist tasks and skills and identification of single points of failure.

Open

EXIM’s Office of Human Capital should establish an EXIM working group to research and provide recommended solutions to standardize, streamline, and track processes, including the hiring process.

Open

EXIM’s Office of Human Capital, in coordination with the Office of the Chief Information Officer, should conduct a business case analysis to assess the return on investment of acquiring and utilizing a Human Resources Information System or human resource platforms that can integrate with EXIM’s existing human capital systems.