December 3, 2019. She was confirmed by the Senate for a second term, which ended on July 1, 2018. 202-663-4900 / (TTY) 202-663-4494, Call 1-800-669-4000 The agency also continued its joint advocacy and employer outreach efforts. However, OEDA, with input from the Office of Federal Operations, now chairs the Consortium and manages quarterly meetings with the U.S. Census Bureau. In fiscal year 2019, EEOC field legal units filed 144 merits lawsuits, including 100 suits on behalf of individuals, 27 non-systemic suits with multiple victims, and 17 systemic suits. Strategic Objective I Performance Summary, Image The EEOC has great expectations. Appeals that have been pending for more than 500 days now comprise only 3.2 percent of the total pending appeals inventory. During fiscal year 2019 EEOC federal sector staff also coordinated, attended, or hosted 62 no-cost outreach events. An official website of the United States government. Relevant… After a judge sided with the advocates, the EEOC announced that employers would have to report Component 2 data from 2017 and 2018 payrolls by Sept. 30, 2019. Charges of discrimination in our federal workplaces are no less important than in the private sector and reducing the pending inventory in the federal sector was also a priority for the agency during fiscal year 2019. Explore the use of surveys to measure the customer experience and usefulness of its digital services, and to solicit ideas for improvements. Since the EEOC began issuing guidance documents in the 1980s there have been many changes in the laws we enforce. By FY 2022, a significant proportion of the investigations, conciliations, hearings, and appeals meet established quality criteria. The filing deadline was December 31, 2018. Strategy I.B.1: Rigorously and consistently implement the Strategic Enforcement Plan to focus resources on the EEOC's priorities and to integrate agency responsibilities and activities. The EEOC has strengthened our efforts, many in collaboration with our enforcement partners in federal, state, and local government as well as with employer, employee, and academic communities, to maximize the impact of our collective knowledge and resources. Strategy III.A.5: Continuously implement quality practices in all programs. In addition, the EEOC maintains a Training Institute for technical assistance programs. The Report does not merely summarize case law and litigation statistics, but also analyzes the EEOC's successes, setbacks, changes, and strategies. It is a definitive source of information that … Department of Commerce 1.a 2nd level reporting component 2. This will ensure that the agency's efforts align with the EEOC's budget and other programmatic priorities. … The recent focus on the EEOC’s new Component 2 to its EEO-1 Report has been undeniable. Reporting Links. The OIG resolved 435 investigative inquiries. The EEOC receives a congressional appropriation to fund the necessary expenses of enforcing civil rights legislation, as well as prevention, outreach, and coordination of activities within the private and public sectors. Address 2. The EEOC also produced a report for stakeholders that incorporates MD-715 and Form 462 data from fiscal year 2017 - the fiscal year 2017 Annual Statistical Report on the Federal Workforce. Of these, 30,759 were formalized into charges of discrimination (up from 30,565 in fiscal year 2018). Recognizing the value of timeliness and efficiency, the EEOC's regulations at 29 C.F.R. The EEOC filed 17 systemic lawsuits in fiscal year 2019. OPM is assisting the Office of the Chief Human Capital Officer (OCHCO) in determining whether the EEOC's staffing and position alignment reflect current and future job requirements to ensure our workforce is able to efficiently and effectively meet mission demands. The EEOC increased the number of persons with disabilities in its own workforce. The agency participated in over 50 focus groups facilitated by the Office of Personnel Management (OPM) with all levels of the agency's personnel related to the EEOC's climate, including organizational strengths, weaknesses, and communication. In fiscal year 2019, 123,688 Potential Charging Parties (PCPs) initiated inquiries through the system (up from 111,363 in fiscal year 2018). This office ensures federal agency and department compliance with EEOC regulations, provides technical assistance to federal agencies concerning EEO complaint adjudication, monitors and evaluates federal agencies' affirmative employment programs, develops and distributes federal sector educational materials and conducts training for stakeholders, provides guidance and assistance to EEOC administrative judges who conduct hearings on EEO complaints, and adjudicates appeals from administrative decisions made by federal agencies on EEO complaints. Federal government websites often end in .gov or .mil. Sometimes an extension may be given officially by the EEOC or you can request a one time 30-day extension. EEOC Annual Reports (Archives) Agency Financial Report FY 2019. Annual Statewide Equal Employment Opportunity Report - Fiscal Year 2019 . The EEOC also published on its website fiscal year 2018 Form 462 data, which gives the public immediate access to these data prior to the release of the fiscal year 2018 Annual Report. An essential part of the agency's focus on combatting and preventing employment discrimination in fiscal year 2019 was a continued emphasis on reaching a manageable and sustainable private sector inventory, which allows the agency to focus on charges with merit and provide improved customer service. In total, the agency obtained $22.8 million in relief for 2,022 victims of systemic discrimination. The agency established an internal feedback option via an email for recommendations from staff to enhance systems. 45% of federal agencies have compliant reasonable accommodation procedures. The OIG issued six audit and evaluation reports and one written advisory. info@eeoc.gov The EEOC continues to partner with the Department of Labor, Office of Federal Contracts Compliance Program, the Small Business Administration, Department of Justice, Department of Veteran Affairs, National Science Foundation, state and local Fair Employment Practices Agencies and Tribal Employment Rights Offices. $100.6 million for federal employees and applicants. Addendum to the FY 2016 PAR. For the first time in recent memory, the agency has the resources to systematically undertake a complete overhaul of our internal digital systems. In addition, many of the data-related tasks and projects called for by the agency's Research and Development Plan for 2016-2019 have now been superseded by the creation of the EEOC's Chief Data Officer position and reorganization of the former Office of Research, Information and Planning into the new Office of Enterprise Data and Analytics. In doing so, the agency has made maximum use of our resources to achieve the greatest return on the investment of taxpayer dollars. The EEO-3 Report, formally known as the Local Union Report, is a biennial survey conducted every other year in the even calendar years. We welcome your comments on how we can make this report more informative for our readers. The EEOC plays a critical role in demonstrating the value of diversity and inclusion in the workplace. Resolving 173 lawsuits and achieving favorable results in approximately 95 percent of all district court resolutions. Both are essential for good customer service and effective charge processing. Starting this year, the PAR has been bifurcated into two separate reports. The results generated 11,000 followers and helped boost the web traffic to the Small Business Resource Center by 22 percent. In addition to the Commissioners, the President appoints a General Counsel to provide direction, coordination, and supervision to the EEOC's litigation program. If the individual who filed the complaint does not agree with the agency's decision, he or she can file an appeal with the EEOC. Search. This year the EEOC also expanded our Public Portal to provide online services to public sector constituents, bringing the EEOC's federal sector online services to par with its private sector services. In FY 2010, 84 or 92.3% of the 91 agencies (with 100 or more employees) timely submitted the EEOC Form 462 Report, up from the 87% timely submitted in FY 2009. During fiscal year 2019, the EEOC acquired systems and services that will enhance security capabilities related to advanced threat protection, continuous monitoring, and network access control. EEOC Form 462 Reports are due on or before October 31 st of each year. The EEOC's technological advances, including the Public Portal, Respondent Portal, and the entire Digital Charge System (DCS), have greatly improved private sector efficiency and customer service, while requiring fewer resources. The Commissioners participate equally in the development and approval of Commission policies, issue charges of discrimination where appropriate, and authorize the filing of certain lawsuits. For the federal sector, Performance Measure 5, Sub-Measure 1b builds on the Federal Sector Quality Practices (FSQP) approved by the Commission on January 10, 2017, which includes quality components for hearings and appeals. In fiscal year 2019, the EEOC provided portal services to our public sector constituents - providing federal employees and applicants with the capability to submit hearings and appeals requests online, update their contact information and preferences, review status, and submit/receive electronic documents with email notification. Those fees totaled approximately $19,000. All covered agencies must file Form 462 Reports with the Commission. The conference offered over 80 workshops that covered a wide array of subjects that were of interest to EEO practitioners. The EEOC implemented numerous projects identified in the agency's technology plan to increase the public's access to information. At the end of fiscal year 2019, a total of 60 cases on the active docket were systemic cases, accounting for 21.4 percent of all active merits suits. The court held that the job functions McLeod identified were not essential and, moreover, appending the qualifier "safe" to them only "muddles the analysis." Produce or update at least two resource or guidance documents on priority list. The agency employs seven individuals as IIRs who were hired in coordination with the National Telecommuting Institute (NTI), a non-profit organization whose mission is to identify and develop work-at-home jobs for home-based individuals who are physically disabled. The agency conducted the ADR program annual survey and surveyed participants in the EEOC's 22nd Annual EXCEL conference held in August 2019. Respectful and inclusive workplaces with equal employment opportunity for all. $39.1 million for charging parties and other aggrieved individuals through litigation; and. Education and outreach programs to vulnerable communities continued to be critically important to the work of the EEOC in fiscal year 2019, as these efforts promote understanding of the law by workers who might not be familiar with their right to be free from employment discrimination. The EEOC also continued to promote the Small Business Resource Center. The U.S. Of these, 30,759 were formalized into charges of discrimination (up from 30,565 in the previous fiscal year). Equal Employment Opportunity Commission on May 15, 2019. We do not focus solely on improving FEVS scores because that is only one snapshot of agency performance. During fiscal year 2019, the EEOC continued monitoring the approved pilots in an effort to determine whether they improved complaint processing efficiency. Additionally, through the Office of Field Program's State, Local, and Tribal Program, the EEOC maintains work sharing agreements and a contract services program with 92 state and local Fair Employment Practices Agencies (FEPAs) for the purpose of coordinating the investigation of charges dual-filed under state and local laws and federal law, as appropriate. Favorable results include cases decided by court order and concluded through a consent decree or a settlement agreement in litigation. Many of the performance measures identified in the agency's strategic plan and discussed throughout this report, address the agency's efforts to deliver greater impact through innovation, increasing effectiveness and efficiency, and providing better customer service. In summer 2019, the EEOC launched a campaign focused on providing easy-to-use information from our Small Business Resource Center to human resources professionals on LinkedIn. Management Directive 715 (MD-715) is the policy guidance that the Equal Employment Opportunity Commission (EEOC) provides to federal agencies, including the Department of State, for use in establishing and maintaining effective programs of equal employment opportunity under Section 717 of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, 42 U.S.C. Across the federal government, agencies are recognizing the importance of data-driven decision-making and the transformative role data can have to make the federal government more efficient and to better serve the American people. Achieving success for this measure will ensure that we continue to exercise our prosecutorial discretion responsibly, while allowing us to take on challenging issues and litigate complex cases, including cases of systemic discrimination. We believe we can facilitate effective interactions that can lead to reducing or eliminating employment barriers. Performance and Accountability Report FY 2018. Conducting 1,145 federal sector mediations, which contributed to the reduction of the federal sector inventory. Systemic suits comprised 12 percent of all merits suits filed in fiscal year 2019. Reducing the number of federal sector appeals that were more than 500 days old by 84 percent, from 601 at the end of fiscal year 2018 to 97 at the end of fiscal year 2019. The ACS is the only source that can provide this information. With an eye toward maintaining quality while also addressing the inventory management of federal hearings, metrics to measure quality were implemented in fiscal year 2019. These efforts will continue in fiscal year 2020. The first report was published in November 2019, entitled “Fiscal Year 2019 Agency Financial Report” (“AFR”). Noteworthy initiatives undertaken to increase FEVS scores and foster a culture of inclusion include, but are not limited to, the following: conducting over 50 focus groups and interviews to discuss the agency's culture; mandatory training to employees entitled, "Leading for Respect" for supervisors, and "Respectful Workplaces" for employees; and providing each office a customized analysis to take an in depth look at their respective FEVS scores, identify strengths and opportunities for growth, and develop an action plan to increase scores that fall below the agency or government average. In addition, headquarters offices regularly conduct analyses to review the information collected in order to identify any anomalies that indicate erroneous entries requiring correction to collection procedures. Staff is responsible for achieving a wide range of objectives, which focus on the quality, timeliness, and appropriateness of individual, multiple victim, and systemic charges and for securing relief for victims of discrimination in accordance with Commission policies. Seyfarth Synopsis: On November 16, 2020, the EEOC released its “Agency Financial Report” (“AFR”) for Fiscal Year 2020 (here). The OIG resolved 435 investigative inquiries. For more information about Chair Dhillon, please see: www.eeoc.gov/eeoc/dhillon.cfm, Image 1:17-cv-01291 (E.D. Additionally, the merit factor rate increased to 15.6 percent and over $346.6 million in monetary benefits was secured for victims of discrimination. Of these, 30,759 were formalized into charges of discrimination (up from 30,565 in fiscal year 2018). Annual EEO Public File Report 2020 The purpose of this EEO Public File Report ("Report") is to comply with Section 73.2080(c) (6) of the FCC’s 2002 EEO Rule. As a result, aged inventory-cases 300 days or older as of the beginning of fiscal year 2019-was reduced by 65.5%. Chai R. Feldblum began her service as a Commissioner of the Equal Employment Opportunity Commission in April 2010. Performance Measure 8 will ensure that the EEOC's sub-regulatory guidance documents and resource materials are reviewed and that, where necessary, they are updated and use plain language. The EEOC initiated 17 systemic suits this fiscal year: On merits cases, the EEOC prevailed in two appeals and did not prevail in two appeals. Equal Employment Opportunity Commission (EEOC) recently released its annual report of enforcement and litigation data for fiscal year 2018. This involves hearings before administrative judges on complaints of discrimination by federal employees or applicants, as well as adjudication of appeals from federal agency final decisions on employment discrimination complaints. The U.S. The EEOC also hosted six virtual fee-based training sessions, each of which reached the maximum capacity of 50 attendees. The EEOC again earned an "A" rating for responsiveness to small business concerns in the Small Business Administration Ombudsman's Report and SBA highlighted the EEOC's Small Business Resource Center as an example of agency compliance assistance initiatives. In EEOC v. Ojos Locos Sport Cantina, LLC, et al, No. The Report does not merely summarize case law and … Dr. Bernice King, Chief Executive Officer of the Martin Luther King, Jr. Center for Nonviolent Social Change; Doris Kearns Goodwin, New York Time's best-selling author, public speaker and Pulitzer Prize winner; Paula Gris, Holocaust Survivor; and Ram Ramachandran, Program Director at IBM. The survey provides a demographic breakdown of the employer’s workforce and requires company employment data broken … Develop and adjust action plans, as necessary, in response to focus group feedback and prior year FEVS results. By unanimous vote, the U.S. Senate confirmed her to a second term ending in 2023. Strategy III.B.2: Expand the use of data and technology to support, evaluate, and improve the agency's programs and processes. This Commissioner charge was not included in our fiscal year 2018 count of Commissioner charges published in the agency's Fiscal Year 2018 Performance and Accountability Report. The Office of General Counsel conducts litigation in federal district courts and in the federal courts of appeals. Council on Environmental Quality (XML) Office of Management and Budget ; Office of National Drug Control Policy ; Office of Science and Technology Policy (XML) Office of the U.S. Trade Representative ; Export-Import Bank (XML) Farm Credit Administration ), the EEOC alleged that a male line supervisor subjected female production employees working at a scallop processing facility to sexual advances and unwanted touching. Step 1: Assign Job Class Codes Step 2: Setup Function Codes The EEOC's federal sector appellate decisions guide agencies in their efforts to become model workplaces and vindicate the public interest in eradicating discrimination in federal employment. The EEOC is working to ensure that the agency's positions are appropriately structured and staffed with a high quality, diverse workforce to effectively accomplish the agency's mission. Through suggestions made via this vehicle, significant improvements to process and function were implemented in the fiscal year. By Seyfarth Shaw LLP on March 2, 2020. As we modernize our Integrated Mission System (IMS), which consolidates our mission data on charge intake, investigation, mediation, litigation, and outreach functions into a single shared information system, we continue to improve the collection and validation of data and information. Over the past five years, the EEOC has been moving its paper-based processes to online transactions and digital systems under the guidance of the Action Council for the Transformation to Digital Services (ACT Digital). The Office of Legal Counsel also includes an external litigation and advice division, which defends the agency in actions brought by charging parties, respondents, tort claimants, FOIA requesters and other members of the public, and advises the agency on administrative issues such as contracts, disclosures, ethics, fiscal law, and recordkeeping matters, and a Freedom of Information Act unit. During the fiscal year, to ensure that 55 percent of federal agencies substantially implemented agency recommendations in program evaluation reports, the EEOC reviewed compliance and recorded successful completion of targets based on prior recommendations. Equal Employment Opportunity Commission (EEOC) officially opened the 2019 EEO-4 survey on August 6, 2019. This year's training conference offered separate tracks for the more than 900 federal sector and private sector attendees. Español; Site Compatibility; Search. By FY 2022, the EEOC modernizes and expands utilization of technology to ensure that members of the public have greater access to information about their rights and responsibilities. As part of these efforts the EEOC is committed to providing guidance and information to our stakeholders that is current, accurate, and clear. The fiscal year 2019 target for Performance Measure 1, Sub-Measure 1a was for at least 82-84 percent of the EEOC's resolutions to contain targeted, equitable relief. § 2000e et seq., and … It offered more than 81 workshops, 9 pre-conference workshops, and 1 specialty track that covered multiple timely and significant topics. The QEP promotes the rigorous implementation of quality investigations and conciliations with progress goals established for each year of the Plan. These merits filings alleged violations covering a wide variety of bases, including disability (53), sex (61), retaliation (48), race (16), religion (7), age (6), and national origin (4). The OIG fulfills this mission, in part, through auditing and evaluating EEOC programs and issuing reports of its findings. Equal Employment Opportunity Commission 462 Annual Federal EEO Statistical Report of Discrimination Complaints. Living out the concepts and principles of equal employment is essential - not only to serve as a model - but also to strengthen the workplace to accomplish more for its customers and stakeholders. Executive Summary. The fiscal year 2021 Performance Budget was submitted to OMB on September 9, 2019. 2020. To collect continuing feedback since the survey, the agency established internal email accounts for the submission of recommendations from internal staff on the digital charge system and conciliations. It was focused on the Commission’s financial health, overall initiatives, and objectives (see more Program evaluation is an important component of the EEOC's effort to assure that its programs are operating as intended and achieving results. This Annual Report on EEOC Developments—Fiscal Year 2019 (hereafter “Report”), our ninth annual publication, is designed as a comprehensive guide to significant EEOC developments over the past fiscal year. As part of this role, the EEOC ensures federal agency and department compliance with federal sector regulations; provides technical assistance to federal agencies concerning EEO complaint adjudication; monitors and evaluates federal agencies' affirmative employment programs; produces an annual report on federal sector complaint processing, appellate case processing, and compliance; produces reports on significant issues and government-wide trends in the federal sector; develops and distributes federal sector educational material; and conducts training for stakeholders. For more information about Commissioner Lipnic, please see: www.eeoc.gov/eeoc/lipnic.cfm. The EEOC recently was awarded four million dollars in no-year funding and has begun work on this critical effort. 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