This annual report describes FHFA's accomplishments, as well as challenges, the agency faced in meeting the strategic goals and objectives during the past fiscal year.
Read about the agency’s 2018 examinations of Fannie Mac, Freddie Mac and the Home Loan Bank System.
Submit comments and provide input on FHFA Rules Open for Comment by clicking on Rulemaking and Federal Register.
Implement critical reforms that will produce a stronger and more resilient housing finance system.
FOSTER competitive, liquid, efficient, and resilient (CLEAR) national housing finance markets that support sustainable homeownership and affordable rental housing; OPERATE in a safe and sound manner appropriate for entities in conservatorship; and PREPARE for eventual exits from the conservatorships.
2019 Conservatorships Strategic Plan
FHFA experts provide reliable data, including all states, about activity in the U.S. mortgage market through its House Price Index, Refinance Report, Foreclosure Prevention Report, and Performance Report.
FHFA economists and policy experts provide reliable research and policy analysis about critical topics impacting the nation’s housing finance sector. Meet the experts...
Language Translation Disclosure
The majority of pages on this website are accessible to individuals with disabilities in accordance with Section 508 of the Rehabilitation Act.
The Federal government launched a comprehensive Digital Government Strategy to encourage agencies to identify ways to use innovative technologies to streamline their delivery of services to lower costs, decrease service delivery times, and improve the customer experience. FHFA details its efforts to adhere to the principles of the strategy.
FHFA prohibits discrimination in all aspects of its personnel policies, program practices and operations. We promote programs of inclusive recruitment and employment at all levels of FHFA. It is our goal to build upon the diversity of our organization. The No FEAR Act is intended to increase the accountability of Federal agencies for acts of discrimination or reprisal against employees, former employees, and applicants. FHFA posts certain summary statistical data related to equal employment opportunity complaints filed against it.
This policy provides guidance as to how the public should make written and oral communications, including at meetings, to FHFA during the rulemaking process.
FHFA is required under OMB Circular A-130 and the Paperwork Reduction Act to disseminate information to the public in a timely, equitable, efficient, and appropriate manner and to maintain inventories of information dissemination products. FHFA posts any updates to final determination of inventories, priorities, and schedules.
FHFA complies with all instructions in President’s Open Government memorandum in January 2009 to ensure the public has access to important information about the agency’s work to meet its mission.
FHFA is committed to writing new documents in plain language using the Federal Plain Language Guidelines requiring federal agencies to write "clear Government communication that the public can understand and use."
FHFA is required to provide these informational materials by the Office of Special Counsel to notify employees of
Prohibited Personnel Practices (PPP), which lists what federal employees are prohibited from doing under federal law, and
Your Rights as a Federal Employee, which outlines PPP rights and remedies.
FHFA provides reasonable accommodations to qualified employees and job applicants with disabilities where appropriate. Employees and job applicants requiring reasonable accommodations should contact Joyce.Wilson@FHFA.gov. Determinations on requests for reasonable accommodations will be made on a case-by-case basis.
FHFA believes in public trust through records integrity, and takes steps to adequately and properly document the organization, functions, policies, decisions, procedures and essential transactions of the agency.
The Whistleblower Protection Act (WPA) prohibits taking or not taking a personnel action (or threatening either) with respect to any employee or applicant because of any disclosure of information by an employee or applicant which he or she reasonably believes evidences a violation of any law, rule, or regulation or gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety, unless the employee or applicant is prohibited from making the disclosure due to national security reasons.
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