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 2022 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.
As conservator, FHFA is focused on ensuring that each Enterprise builds capital and improves its safety and soundness.
1.
Operate the business in a safe and sound manner.
2.
Promote sustainable and equitable access to affordable housing.
2023 Scorecard
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.
Source: FHFA
FHFA economists and policy experts provide reliable research and policy analysis about critical topics impacting the nation’s housing finance sector. Meet the experts...
Glossaries
COVID-19 Resources
FHFA EEO Policy Statement
FHFA EEO Anti-Harassment Policy Statement
FHFA EEO Affirmative Employment Plan
The Office of Equal Opportunity and Fairness (OEOF) was established in January of 2020 and is a direct report to the Director of the Federal Housing Finance Agency (FHFA). This realignment signaled the critical importance of civil rights, harassment prevention, and conflict resolution, and equality of opportunity to FHFA. OEOF engages in workforce demographic analyses and research to examine agency policy, practices and procedures related to outreach, recruitment, retention and advancement of EEO populations. We believe in our agency values of Fairness, Accountability, Integrity, and Respect (F.A.I.R. Values) that are built on a foundation of Competency, Diversity, Equity, and Inclusion. OEOF, led by Debra C. Chew, is the focal point for fairness at FHFA and serves as a champion for our agency values and grounding principles.
Our OEOF Team includes:
To Contact OEOF:
To cultivate civility, equality of opportunity, and fairness for the Federal Housing Finance Agency.
FHFA has undertaken the Values-based Culture Initiative (VBCI) to look closely at its current culture and define a more unified future culture that is firmly grounded the F.A.I.R. core values of Fairness, Accountability, Integrity, and Respect. FHFA’s culture is driven by employees’ behaviors as we perform our work and interact with each other to further FHFA’s Mission and Vision. To achieve aa values-based culture, these behaviors must reflect on the Foundational Principles of Competence, Diversity, equity, and Inclusion and the F.A.I.R. core values. FHFA has created values-based behaviors to serve as guiding principles for how employees can demonstrate the F.A.I.R. values on day-to-day basis to achieve a values-based culture. These behaviors reflect the Foundational Principles of Competence, Diversity, Equity, and Inclusion.
Further, OEOF advises and assists the FHFA Director and management in carrying out their responsibilities to achieve a Model EEO Program, promote alternative dispute resolution (ADR), and address harassment allegations. OEOF serves as a neutral resource designed to prevent, address, and resolve matters that fall under the auspices of anti-discrimination laws, rules, and regulations.
FHFA has an Inter-Agency Agreement with the Federal Mediation and Conciliation Service (FMCS) to provide Ombuds-related services to the FHFA Workforce. According to the Charter, the Federal Mediation and Conciliation Service (FMCS) Ombuds provides a confidential space in which any employee, supervisor, or leader can express concerns for any type of workplace issue, including concerns of behavior that are antithetical to the FHFA FAIR values. Ombuds use informal approaches to work with individuals, groups, and leaders while also continually assessing the culture and climate of their respective organizations by understanding how people communicate with each other; understanding how people and the organization are making sense of workplace conflict (e.g., identifying, addressing, and perceiving conflict); identifying trends and patterns; and helping the organization address systematic problems.
The Ombuds person is a designated systems leader serving as a confidential, independent, impartial/neutral, and informal resource for the FHFA community.
To contact the Workforce Ombuds Person: FedOmbuds@fmcs.gov
Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Public Law 107-174, and Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020, H.R. 6395, Title XI, Subtitle B (Sections 1131-1138).
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. It became law on May 15, 2002, and became effective on October 1, 2003.
No FEAR Act Data Reporting
2023 No FEAR Act Notice
The No FEAR Act requires each Federal agency to post on its website certain summary statistical data related to equal employment opportunity complaints filed against it. Section 301(b) of the No FEAR Act and 29 CFR 1614.704 describe the specific data to be posted.
Every quarter FHFA updates and publishes the No FEAR Act data. In addition, OEOF submits a yearly report to congress regarding NO FEAR.
If you have questions or concerns about whistleblower rights, contact the Office of Special Counsel at www.osc.gov or call (202) 804-7000.
Whistleblower Protection Enhancement Act Notice
Any nondisclosure policies, forms, or agreements between FHFA and its current or former employees do not supersede, conflict with, or otherwise alter the employee obligations, rights, or liabilities created by existing statute or Executive order relating to (1) classified information, (2) communications to Congress, (3) the reporting to an Inspector General (Hotline – 800-793-7724) of a violation of any law, rule, or regulation, or mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety, or (4) any other whistleblower protection. The definitions, requirements, obligations, rights, sanctions, and liabilities created by controlling Executive orders and statutory provisions are controlling in the case of any conflict with an agency non-disclosure agreement: Executive Order 13526; 5 U.S.C. 2302(b)(8); 10 U.S.C. 1034; 50 U.S.C. 421 et seq.; 18 U.S.C. 641, 793, 794, 798, 952 and 1924; 50 U.S.C. 783(b); 5 U.S.C. Appx. 3; and 5 U.S.C. 7211.
Page Last Updated: 7/12/2023
