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EOIR Strategic Plan

EOIR Strategic Plan
EOIR’s Goals, Objectives, and Strategies

Objective 2.3: Provide an Employee-Based Performance Feedback Structure to Evaluate Employee Efficiency, Effectiveness, and Fairness

EOIR will continue to assess and improve the performance evaluation process to comport with agency human capital needs. EOIR will provide performance feedback to assist employees in developing a robust skill set. As an example, EOIR will conduct periodic reviews of its performance appraisal program.

Additionally, EOIR utilizes numerous court performance metrics to ensure that courts are operating efficiently and consistent with EOIR’s mission. For example, EOIR tracks and measures a variety of data regarding scheduled hearings, case initiations and completions, continuances, pending motions, custody redeterminations, reserved decisions, case flow management enrollments, and credible fear reviews. In addition to ensuring efficiency, these metrics assist EOIR leadership with identifying courts that may need additional support or resources.

Table 9. Objective 2.3 Strategies and Lead Components

Supports DOJ Strategic Objective(s)

Objective 2.3 Strategies

Lead EOIR Component(s)

1.2, 3.4, & 5.1

1. Use new or existing surveys to provide an additional avenue for employees to communicate with leadership and collect data that could provide insight into employee satisfaction and organizational efficiency.

OA

2. Assess the performance evaluation process and make any necessary procedural changes to improve the evaluation process, in support of the EOIR mission success.

OA

3. Position EOIR workforce to be more agile and successful in responding to changes.

All Components

4. Evaluate EOIR employee satisfaction with the annual Federal Employment Viewpoint Survey.

OA