Open Recommendations

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.

EXIM’s Office of the Chair, in cooperation with the Office of Human Capital, should establish a Workforce Development Plan, as outlined in the Office of Personnel Management’s Human Capital Framework, to provide structured pathways for EXIM employees to enhance their skills, advance their careers, and ultimately contribute more effectively to EXIM's mission and objectives.

EXIM’s Office of Chair, in coordination with its senior leadership and the Office of Human Capital, should develop an agency-wide succession plan, using relevant agency workforce data and evidence such as vacancy, hiring, retirement, and current and future skills gaps, which includes identifying and defining “key vacancies,” to ensure compliance with 5 CFR Part 412.

EXIM’s Office of Human Capital should develop curriculum and deliver supervisor training that is tailored to EXIM’s specific human resource management needs.

In coordination with EXIM senior leadership, EXIM’s Office of Human Capital should establish and document leadership, supervisor, Office of Human Capital, and employee roles and responsibilities with regard to human resource management, ensuring compliance with 5 CFR Part 410 and 412.

We recommend that the DOI OCIO update the OCIO Directive on radio communications site standards (OCIO Directive No. 2010-008) to improve consistency by including specific guidance regarding how bureaus should track radio infrastructure inventories and manage their radio programs.

We recommend that the BIA develop and implement an action plan to ensure its radio infrastructure inventory is complete and accurate. This plan should include-at a minimum-steps to be taken, resources needed, and milestones.

We recommend that the BLM complete baseline condition assessments for any radio communication sites that have not been assessed, in accordance with the updated OCIO Directive.

We recommend that the FWS develop and implement an action plan to ensure its radio infrastructure inventory is complete and accurate. This plan should include-at a minimum-steps to be taken, resources needed, and milestones.

We recommend that the NPS develop and implement an action plan to ensure its radio infrastructure inventory is complete and accurate. This plan should include-at a minimum-steps to be taken, resources needed, and milestones.

We recommend that the DOI OCIO develop a mechanism to enforce all radio communications site requirements (OCIO Directive No. 2010-008), including the requirement for bureaus to inventory their radio infrastructure and the requirements for bureaus to complete baseline condition assessments, annual condition assessments, and corrective actions of their radio infrastructure.

We recommend that the BIA complete baseline condition assessments for all radio communication sites in accordance with the updated OCIO Directive.

We recommend that the BIA develop and implement a comprehensive plan to ensure that, in compliance with the updated OCIO Directive, annual condition assessments of all radio infrastructure are completed and corrective actions are promptly taken.

We recommend that the BIA develop and implement a plan to bring the Wolf Mountain radio site into compliance with DOI radio communication standards.

We recommend that the BIA after the issuance of the updated OCIO Directive, develop and implement a policy that includes comprehensive procedures for recording radio infrastructure inventories, conducting condition assessments of radio infrastructure, and addressing identified corrective actions to ensure bureauwide and Departmentwide consistency and compliance with OCIO Directives.

We recommend that the BIA conduct a comprehensive assessment of its radio communications program to determine whether it has the internal controls, appropriate senior responsible official(s), staffing, funding, technology, systems, and other resources necessary to effectively manage radio communications.

We recommend that the BIA develop and implement an action plan with measurable goals and milestones to address gaps identified by the radio communication program assessment.

We recommend that the BLM develop and implement a comprehensive plan to ensure that, in compliance with the updated OCIO Directive, annual condition assessments of all radio infrastructure are completed, and corrective actions are promptly taken.

We recommend that the BLM conduct a comprehensive assessment of its radio communications program to determine whether it has the internal controls, appropriate senior responsible official(s), staffing, funding, technology, systems, and other resources necessary to effectively manage radio communications.