In a new report on the CFPB’s hiring processes, the Office of Inspector General (OIG) for the Fed and CFPB found that the CFPB’s Office of Human Capital (OHC) did not always follow established hiring controls.  For example, the OIG found that not all job analysis forms had evidence of managerial  approval.  According to the OIG, such forms are used by the OHC to document the qualifications needed for a position and the analysis informs how the OHC develops its assessment criteria for each position.  The OIG stated that “[w]ithout an appropriately validated and approved job analysis form, the OHC cannot be certain that the knowledge, skills, and abilities essential to a position are identified and considered during the recruitment and selection process.”   The OIG also found instances where sign-on bonuses were not appropriately documented.

While the report discusses several CFPB initiatives to improve internal controls for recruitment and selection, the OIG stated that notwithstanding such improvements, it identified areas in which enhanced controls could assist the OHC in achieving its recruitment and selection goals.  Among the OIG’s recommendations was for the OHC to enhance its monitoring activities for assessing whether internal controls for recruitment and selection are designed and operating effectively.

In a letter accompanying the report, the CFPB’s Chief Human Capital Officer agreed with the OIG’s recommendations and described the steps being taken by the CFPB to address such recommendations.