| 1 |
No |
$0 |
$0 |
|
|
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 |
No |
$0 |
$0 |
|
|
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 |
No |
$0 |
$0 |
|
|
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 |
No |
$0 |
$0 |
|
|
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 |
No |
$0 |
$0 |
|
|
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 |
No |
$0 |
$0 |
|
|
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 |
No |
$0 |
$0 |
|
|
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 |
No |
$0 |
$0 |
|
|
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 |
No |
$0 |
$0 |
|
|
EXIM’s Office of Human Capital should develop a Human Capital Operating Plan in compliance with 5 CFR Part 250 Subpart B.
|
| 10 |
No |
$0 |
$0 |
|
|
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.
|
| 11 |
No |
$0 |
$0 |
|
|
EXIM’s Office of the Chair, in coordination with the Office of Human Capital, should direct an agency-wide organizational and workforce study used to develop a strategic workforce plan that accurately identifies and portrays actual, current, and future workforce needs that align to EXIM’s work requirements in furtherance of its mission.
|
| 12 |
Yes |
$0 |
$0 |
|
|
EXIM’s Office of the Chair, in cooperation with the Office of Human Capital, should conduct an agency-wide technical, functional, and leadership competency assessment and gap analysis, and develop mitigation strategies for any identified gaps in accordance with 5 CFR Part 250.203 Subpart B.
|
| 13 |
No |
$0 |
$0 |
|
|
EXIM’s Office of Human Capital should consolidate the agency’s Performance Management programs into a singular program according to federal benchmarks and organization design principles and develop a plan to expand the Performance Management program through programs that link human capital initiatives to organizational performance.
|
| 14 |
No |
$0 |
$0 |
|
|
EXIM's Office of Human Capital should conduct an EXIM-wide workforce analysis, which may include analysis of grade distribution, career path opportunities, supervisory ratios, delayering, and position management to form the basis of a plan for career progression, pathways, and succession planning.
|
| 15 |
No |
$0 |
$0 |
|
|
EXIM’s Office of the Chair, in cooperation with the Office of Human Capital, should establish a Workforce Development Plan, as outlined in the Office of Personnel Management’s Human Capital Framework, to provide structured pathways for EXIM employees to enhance their skills, advance their careers, and ultimately contribute more effectively to EXIM's mission and objectives.
|
| 16 |
Yes |
$0 |
$0 |
|
|
EXIM’s Office of Chair, in coordination with its senior leadership and the Office of Human Capital, should develop an agency-wide succession plan, using relevant agency workforce data and evidence such as vacancy, hiring, retirement, and current and future skills gaps, which includes identifying and defining “key vacancies,” to ensure compliance with 5 CFR Part 412.
|
| 17 |
No |
$0 |
$0 |
|
|
EXIM’s Office of Human Capital should develop curriculum and deliver supervisor training that is tailored to EXIM’s specific human resource management needs.
|
| 18 |
No |
$0 |
$0 |
|
|
In coordination with EXIM senior leadership, EXIM’s Office of Human Capital should establish and document leadership, supervisor, Office of Human Capital, and employee roles and responsibilities with regard to human resource management, ensuring compliance with 5 CFR Part 410 and 412.
|
