Skip to Navigation
Skip to Main content
OIG Home
OIG Home

IN THIS SECTION

Skip SHARE THIS PAGE section Skip STAY CONNECTED section

CFPB Report: 2015-MO-C-002 March 4, 2015

The CFPB Can Enhance Its Diversity and Inclusion Efforts

available formats

Summary of Recommendations, OIG Report No. 2015-MO-C-002

Rec. no. Report page no. Recommendations Responsible office
1 20

Enhance efforts to

    1. identify and evaluate potential barriers to equal employment opportunity in the CFPB's hiring process.
    2. eliminate or modify any policy, practice, or procedure that creates such barriers, as necessary.
Office of Equal Employment Opportunity
2 27 Complete the Office of Human Capital's work to understand the root causes of the statistically significant differences in performance ratings and use the results to inform the design of the new performance management system. Office of Human Capital
3 29

Ensure that training on the performance management system, including calibration training for supervisors,

    1. is mandatory and provided to all employees at least annually.
    2. is documented through records of attendance to ensure that all employees receive training on the performance management system.
Office of Human Capital
4 29 Enhance the process and metrics used to evaluate the effectiveness of performance management system training and make changes to the training as needed. Office of Human Capital
5 31 Enhance the process for monitoring performance management data for trends, responding to potential problems, and assessing overall program effectiveness. Office of Human Capital
6 32 Develop an internal process to ensure supervisors' compliance with the requirement to counsel employees at risk of falling below the acceptable level of performance; the process should include maintaining documentation of counseling sessions. Office of Human Capital
7 32 Enhance the existing performance measures included in supervisors' individual performance plans to address managing employees who are below the solid performer level. Office of Human Capital
8 34 Enhance measures that relate supervisors' and senior managers' performance assessments to the progress of the CFPB's diversity initiatives, including the addition of specific supervisor and senior manager performance competencies related to promoting diversity and inclusion. Office of Human Capital
9 38 Develop and implement a formal succession planning process that promotes diversity in the CFPB's senior management and in mission-critical positions. Office of Human Capital
10 46

Ensure the accuracy and completeness of equal employment opportunity complaint data by

    1. evaluating publicly reported No FEAR Act data and updating these data, if necessary.
    2. reconciling, as necessary, the equal employment opportunity complaint case files to the complaint data maintained in the tracking spreadsheet currently in use.
Office of Equal Employment Opportunity
11 47

Ensure that any new database or complaint tracking system

    1. facilitates efficient No FEAR Act reporting.
    2. includes internal controls that are designed and implemented to ensure the accuracy and completeness of complaint data.
Office of Equal Employment Opportunity
12 48 Reconcile, as necessary, the negotiated grievance case files to the grievance data maintained in the tracking spreadsheet currently in use. Office of Human Capital
13 48 Design and implement the appropriate internal controls in the negotiated grievance tracking system to ensure the accuracy and completeness of grievance data. Office of Human Capital
14 50 Monitor the effectiveness of the Office of Equal Employment Opportunity's newly created procedures that are designed to prevent duplicate filing of equal employment opportunity complaints and negotiated grievances. Office of Equal Employment Opportunity
15 58 Implement the CFPB's diversity and inclusion strategic plan, which would satisfy the requirement to implement the U.S. Office of Personnel Management's Government-Wide Diversity and Inclusion Strategic Plan. Office of Minority and Women Inclusion
16 59 Formalize as a policy statement the standards on which the Office of Minority and Women Inclusion relies for equal employment opportunity and the racial, ethnic, and gender diversity of the workforce and senior management of the agency. Office of Minority and Women Inclusion
17 60

Ensure that diversity and inclusion training

    1. is mandatory and provided to all employees and supervisors on a regular basis.
    2. is evaluated for effectiveness using performance metrics and that the results are incorporated into the training, as needed.
Office of Minority and Women Inclusion

LINKS TO THE BOARD AND THE CFPB

RELATED SITES AND RESOURCES