Open Recommendations

Develop and implement a comprehensive SOP that can help mitigatethe above effects by providing clear guidelines, promoting consistency, and ensuringpreservation activities are conducted effectively, uniformly, and systematically across theorganization

Develop a prioritization method for preservation actions. BudgetRequests should be submitted for any additional resources necessary to complete prioritizedpreservation actions

Review all NARA facilities’ Plans annually to ensure they include allrequired minimum elements and that the Plans are reviewed annually by their respectivefacility director/administrator and Records Emergency Management Team (REMT)

Implement consistent controls across all facilities to maintain evidenceof annual review of the Plans by the facility director/administrator and REMT

Finalize and implement any remaining risk matrices for vulnerableaudio and video formats

We recommend that the Illinois Department of Healthcare and Family Services remediate the four security control findings identified by OIG.

We recommend that the Illinois Department of Healthcare and Family Services develop and implement flaw remediation policies and procedures for effectively identifying vulnerabilities, prioritizing them based on potential impact and exploitability, and remediating them within a defined timeframe as required by NIST SP 800-53, SI-2, Flaw Remediation, or other standards governing security of Federal systems and information.

We recommend that the Illinois Department of Healthcare and Family Services enhance its testing procedures to include performing more robust technical testing of web-facing systems and emulation of an adversary's tactics and techniques on a defined reoccurring basis, in order to better assess the effectiveness of NIST SP 800-53 controls.

We recommend that FSA’s Acting Chief Operating Officer require FSA to establish objectives for returning borrowers torepayment in specific and measurable terms that are easily understood and allow for the assessment of performancetoward achieving objectives.

We recommend that FSA’s Acting Chief Operating Officer require FSA to establish effective quantitative or qualitativeperformance measures and indicators for returning borrowers to repayment.

We recommend that FSA’s Acting Chief Operating Officer require FSA to ensure that appropriate control activities aredesigned and implemented to assess FSA's performance in returning borrowers to repayment, such as reviews ofperformance measures and indicators; comparing achievements to plans, goals, and objectives; and comparing actualperformance to planned or expected results.

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.

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.

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.

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.

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.

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.

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.

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.

EXIM’s Office of Human Capital should develop a Human Capital Operating Plan in compliance with 5 CFR Part 250 Subpart B.

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.

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.

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.

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.

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.