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EOIR’s Goals, Objectives, and Strategies

Objective 4.1: Improve Upon Existing Feedback Structures to Ensure All EOIR Offices Are Aligned and Working Together to Achieve the Agency Mission

EOIR employees are the backbone of the organization. Continuing to promote constructive and responsive communication between EOIR leadership and staff will reap benefits for the agency and stakeholders alike. An employee who feels appreciated is more engaged in their duties and is better positioned to serve the agency and help address its challenges.

Increased productivity is the byproduct of an employee feeling supported by their leadership, as evidenced by research demonstrating the impact of transformational leadership on employee performance.[1] When leadership actively promotes positive interactions in open-door or feedback-loop policies, employees thrive.[2] When employees thrive, the mission benefits.

Table 16. Objective 4.1 Strategies and Lead Components

Supports DOJ Strategic Objective(s)

Objective 4.1 Strategies

Lead EOIR Component(s)

1.1, 1.2,

3.4, & 5.1

1. Promote effective use and recording of temporary duty assignments between relevant components.

All Components

2. Standardize existing channels and increase levels of communication within and between components.


3. Ensure EOIR’s structure and centralization level is conducive to communication and management.















[1] Khan, H., Rehmat, M., Butt, T.H. et al. Impact of transformational leadership on work performance, burnout, and social loafing: a mediation model. Future Bus J 6, 40 (2020).

[2] Frazier, M. L., & Tupper, C. (2018). Supervisor Prosocial Motivation, Employee Thriving, and Helping Behavior: A Trickle-Down Model of Psychological Safety. Group & Organization Management43(4), 561–593.