Open Recommendations

In the interim, establish procedures to verify completion of annual recertifications by defining parameters, timing, and other requirements as needed, including expected OCIO response times when the HUBZone program office requires manual HCTS processing.

Develop a plan that includes a timeline within which a preservation review will be performed of all NARA owned or leased records storage facilities to mitigate potential risks and ensure the long-term preservation and accessibility of valuable records;

Update policies and procedures to include established frequency ofreviews

Develop contingency plans for assigning responsibilities if a key role inthe entity is vacated. In addition, contingency plans should include implementation ofalternative procedures for preservation reviews when on-site visit is not possible or curtailedin the future. As an alternative, consider performing part of the preservation reviews remotewhere possible (i.e. review of preservation plans, inquiries of facility personnel, etc.)

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 EAC coordinate with MDOS to assess and update, if necessary, the office’s policies and procedures for monitoring subrecipients to ensure that equipment purchased with federal funds is being used, managed, and disposed of in accordance with federal regulations.

Develop and implement a process to verify only employees who are present during the Heat Illness Prevention Program training are certified using the bulk certification option.

Communicate expectations to facility management for conducting the required Heat Illness Prevention Program training video in group settings to promote participation.

Review the Heat Illness Prevention Program policy statement for uploading weekly heat-related safety talks in HERO and revise, as appropriate, to align with expectations.

Reiterate guidance on the required tasks to complete before certifying the Heat Illness Prevention Program as complete in HERO.

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.

This is a recoupment.

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.