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Executive Summary

Employees are the most valuable asset of the Executive Office for Immigration Review (EOIR). This Strategic Management of Human Capital and Workforce Plan (Plan) reflects EOIR’s commitment to provide the necessary support, training, and leadership for its employees so that all can work together to fulfill EOIR’s critical mission to provide for the fair, efficient, and consistent interpretation and application of immigration law. Accomplishing that mission – and EOIR’s overall goal of reducing the pending caseload of immigration cases – entails developing, recruiting, and retaining a highly professional workforce consistent with the human capital goal identified in EOIR’s strategic plan, which will be discussed further in the following sections.

This Plan was developed and organized based on the Office of Personnel Management’s (OPM) Human Capital Framework (HCF) and the Department of Justice (DOJ) and EOIR’s strategic plans. The four systems that structure the Human Capital Framework, and which serve as EOIR’s goals in this Plan, are: Strategic Planning and Alignment, Talent Management, Performance Culture, and Evaluation. These systems will be used to drive EOIR’s actions and decisions, from overall mission to individual programs.

EOIR is taking several steps to better manage its human capital, including developing a workforce planning model, conducting a component-wide skills gap analysis, developing new performance and awards policies, and refining metrics for evaluating our progress, among other initiatives. EOIR has also taken steps to expand its recruitment strategies and improve retention, including creating a rebranding committee comprised of representatives of EOIR components that focuses on such efforts. The committee continues to implement employee engagement, retention, and recruitment strategies (including Diversity, Equity, Inclusion, and Accessibility considerations), as well as an overall revitalization of the agency before both internal and external stakeholders.

Additionally, EOIR will work to develop component business profiles so that the EOIR workforce, which includes 34 active career series,[1] will be tied to the overall EOIR Strategic Plan and provide the basis for long-range workforce planning. As reflected in this plan, EOIR is committed to continually assessing and meeting its human capital needs now and in the future.