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CFPB Report: 2015-MO-C-013 August 26, 2015

The CFPB Can Further Enhance Internal Controls for Certain Hiring Processes

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Appendix B: Analysis of a Sample of Excepted Service and Competitive Service Vacancy Announcements

Table B-1: Summary of Select Testing Results for the 20 CFPB Vacancy Announcements Reviewed by the OIG, Sample From July 1, 2012, Through February 28, 2013
Recruitment or selection step Excepted servicea Competitive service
The hiring manager coordinated with the OHC 13 of 13 had evidence of this step. 7 of 7 had evidence of this step.
A position description and evaluation method was established prior to posting the vacancy announcement. 13 of 13 had evidence of this step. 7 of 7 had evidence of this step.
The position description and job analysis was reviewed and approved by both the hiring manager and an OHC official. 13 of 13 had evidence of this step for the position description.
See this report’s finding related to job analysis forms. 		7 of 7 had evidence of this step for the position description.
See this report’s finding related to job analysis forms.
The position was posted on either USAjobs.gov or consumerfinance.gov. 13 of 13 had evidence of this step. 7 of 7 had evidence of this step.
Noncompetitive reassignment 13 of 13 had evidence of this step. 7 of 7 had evidence of this step.
Applicants’ experience and qualifications were assessed. 13 of 13 had evidence of this step. 7 of 7 had evidence of this step.
The hiring manager made a selection from the certificate of eligibles. 10 of 13 had evidence of this step; according to OHC documents, the remaining 3 had the following explanations:
  • No certificate of eligibles was issued because there was only one qualified applicant for the position.
  • No certificate of eligibles was issued because the opening was for a limited-term appointment, for which OHC policy did not require a certificate of eligibles.
  • No selection was made under the vacancy announcement we reviewed, and no documentation was available regarding why no selection was made. See the report’s section related to recent OHC initiatives, which includes an update to the OHC's hiring policy in this area.
4 of 7 had evidence of this step; according to OHC documents, the remaining 3 had the following explanations:
  • The position was announced as an Interagency Career Transition Assistance Programb vacancy and had no eligible applicants. Afterward, the CFPB attempted to fill the position via the appointment of former ACTION volunteers authority.c The applicant declined the offer; thus, no personnel action was taken.
  • The position was announced as an Interagency Career Transition Assistance Program vacancy and had no eligible applicants. The OHC then noncompetitively reassigned a CFPB employee to the position.
  • The position was announced using both a merit promotion announcement and an excepted service waiver announcement. No selection was made from the merit promotion announcement because the hiring manager made a selection from the excepted service waiver announcement.

Source: OIG analysis of CFPB documents for the sample selected using the methodology in appendix A. Steps taken from CFPB policies and procedures.

a. Eight of the 13 excepted service vacancy announcements in our sample were under waiver authority. Return to table

b. The Interagency Career Transition Assistance Program is a process by which employees who have been displaced may receive selection priority for jobs in agencies other than the one in which they were previously employed (5 C.F.R. part 330, subpart G). Return to table

c. This authority allows an executive agency to noncompetitively appoint (for other than temporary employment) a person who has volunteered in certain approved federal volunteer programs, such as a full-time community service volunteer under part C of title I of Pub. L. No. 93-113 or a Peace Corps volunteer. Return to table

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