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To accomplish our objectives, we gained an understanding of the CFPB's employee recruitment and selection processes by interviewing staff in the OHC. We reviewed the CFPB's recruitment and selection policies and procedures, including the CFPB Human Capital Strategic Plan FY2013–FY2015, the OHC's SOP for recruitment, the incentive policy, the Career Ladder Promotions Checklist, and the Standard Operating Procedure Initiative. In addition, we reviewed applicable laws and regulations and relevant guidance, including GAO's Standards for Internal Control in the Federal Government, OPM's End-to-End Hiring Initiative, and the Presidential Memorandum.
To assess the efficiency, effectiveness, and compliance of the CFPB's employee recruitment and selection processes against the applicable criteria, we performed the following:
In addition, to assess the extent to which the OHC has processes to identify control deficiencies within recruitment and selection activities, we evaluated the OHC's implementation of certain monitoring activities through December 2014. To test control activities, we also judgmentally selected a sample of vacancy announcements, recruitment incentives, and noncompetitive promotions and reassignments, factoring in the variables outlined below. We compiled the population of vacancy announcements for July 1, 2012, through February 28, 2013, from information provided by the CFPB. We selected our samples to include
Because we used a judgmental sampling method, the results of our testing are not representative of the entire population. We used certain laws and regulations, the CFPB's policies and procedures related to employee recruitment and selection, and other relevant guidance as criteria for our detailed testing.
(number of activities identified)
(number of activities reviewed)
|Competitive service vacancy announcement||130||7|
|Excepted service vacancy announcement||250||13a|
Source: The OIG compiled the population for July 1, 2012, through February 28, 2013, based on information provided by the CFPB. Competitive service and excepted service information was recorded in BFS ARC's Classification and Recruitment Reporting System, and recruitment and relocation incentives and noncompetitive promotions and reassignments were recorded in the National Finance Center Reporting System. The National Finance Center is an OPM-certified shared service provider of human resources and payroll services within the U.S. Department of Agriculture.
We did not review the CFPB's workforce planning, compensation and benefits (with the exception of recruitment incentives), onboarding processes, or diversity and inclusion programs.22
We conducted our evaluation fieldwork from March 2013 through December 2014. We conducted this evaluation in accordance with the Quality Standards for Inspection and Evaluation issued by the Council of the Inspectors General on Integrity and Efficiency.