On September 20, the Office of Inspector General (OIG) for the CFPB issued findings in a report entitled The CFPB Can Enhance the Effectiveness of Its Examiner Commissioning Program and On-the-Job Training Program (the Report) stemming from an evaluation to assess the Bureau’s effectiveness when designing, implementing, and executing these two programs.

Examiner Commissioning Program (ECP). The Report found that, despite efforts to enhance the program since it began in 2014, the CFPB's Supervision Learning and Development Division (SL&D)—which is responsible for examiner training—presented several areas in need of improvement, including: (i) where examiners appeared to pursue commissioning before being fully prepared or required multiple attempts to pass commissioning components, which in turn affected the number of examiners available for examinations; (ii) where examiners commenced components of the ECP, despite inadequate training, developmental opportunities, or exposure to certain internal processes; (iii) findings that SL&D lacked a formal method for evaluating and updating the ECP, thus reducing opportunities to identify potential areas for improvement; (iv) inconsistent delivery of ECP requirements to prospective employees; and (v) a lack of clarity on when the start of the five-year time requirement begins for examiners trying to obtain their commissioning, which can create the risk of examiners moving through the ECP before being ready.

On-the-Job Training Program (OJT). The OIG also identified areas for improvement in the CFPB’s implementation of the OJT program. Specifically, the OIG found that due to inconsistent implementation of the OJT program, examiners are unable to clearly understand the program’s requirements and expectations.

Recommendations. The OIG presented the following recommendations: (i) issue guidance documenting an examiner’s readiness, including recommendations from regional management; (ii) update ECP guidance to better prepare examiners in understanding the program’s requirements, including the starting point of the five-year requirement; (iii) implement a formal method to evaluate the ECP program; (iv) develop guidelines for applicants of the ECP program; and (v) reassess the OJT program timeline for module development, communicate guidelines effectively at all regional offices, and develop guidelines for OJT program expectations.