Last year, LGBT groups heavily pressured President Obama to issue an executive order protecting LGBT employees of federal contractors from discrimination because of their sexual orientation or gender identity. Obama had made a campaign pledge to do so in 2008, but the White House announced in April 2012 that it would not be issuing such […]/
EEOC PRESS RELEASE
EEOC Seeks Input on FY 2012-2016 Strategic Plan
The U.S. Equal Employment Opportunity Commission (EEOC) has released for public comment a draft of its Strategic Plan for Fiscal Years 2012 – 2016. The draft plan can be found at http://www.eeoc.gov/eeoc/plan/strategic_plan_12to16_DRAFT.cfm. Comments must be submitted by 5:00 pm ET on February 1, 2012 at firstname.lastname@example.org or by mail to Office of the Chair, U.S. Equal Employment Opportunity Commission, 131 M Street, NE, Washington, DC 20507. This draft plan has not been approved by the Commission and is still under review.
The Strategic Plan serves as a framework for the Commission in achieving its mission by focusing on strategic law enforcement, education, and outreach, and efficiently serving the public. The EEOC has served as the nation’s lead enforcer of employment antidiscrimination laws and chief promoter of equal employment opportunity (EEO) since 1965. Every four fiscal years, Congress requires Executive departments, government corporations, and independent agencies to develop and post a strategic plan on their public website. These plans direct the agency’s work and lay the foundation for the development of more detailed annual plans, budgets, and related program performance information in the future. The EEOC is currently operating under the Strategic Plan for Fiscal Years 2007 – 2012, as modified in July 2008.
The process for developing this plan has been highly inclusive and collaborative. The plan was created by work groups comprised of staff from the EEOC’s headquarters and field offices, with a broad range of internal and external expertise and understanding of the programs and activities conducted within the agency. We are now continuing this inclusive effort by soliciting comments from our public partners, including advocacy groups and individuals. Your input is vital to our efforts to ensure accountability to our nation’s workers, employers, and taxpayers in general.
For general inquiries about the plan, please email email@example.com or call (202) 663-4070/(TTY: 202-663-4494). For press inquiries, please contact the Office of Communications and Legislative Affairs at (202) 663-4191 or firstname.lastname@example.org. If you are private citizen seeking EEOC information, please call (202) 663-4900 or e-mail email@example.com. Further information about the EEOC is available on its web site at www.eeoc.gov.
OPM releases the Federal Government Diversity and Inclusion Strategic Plan
This Government-Wide Diversity and Inclusion Strategic Plan (Plan) outlines the implementation of the President’s Executive Order 13583 on Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce (the Executive order). This document incorporates recommendations from stakeholders with expertise in the areas of diversity and inclusion, equal employment opportunity, and organizational change.
The Plan provides a shared direction, encourages commitment, and creates alignment so agencies can approach their workplace diversity and inclusion efforts in a coordinated, collaborative, and integrated manner. Three key goals provide a path for successful agency diversity and inclusion efforts: workforce diversity, workplace inclusion, and sustainability.
The Center for American Progress has released a report entitled “A Better, More Diverse Senior Executive Service in 2050.” The report discusses how more representative leadership will improve the effectiveness and efficiency of the Federal Government.
http://www.americanprogress.org/issues/2011/09/pdf/ses_paper.pdf (download report)
Initiative designed to draw on the talents of all parts of our society
Washington, DC – Today, President Barack Obama signed an Executive Order (EO) titled “Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce.” It will promote the federal workplace as a model of equal employment opportunity, diversity, and inclusion. The EO will direct federal agencies to draw upon the talents of all parts of society and allow the federal government to tap diverse perspectives to overcome the nation’s greatest challenges.
“As the Nation’s largest employer, the federal government has a special opportunity to lead by example,” said OPM Director John Berry. “We must recruit, hire, develop and retain a competitive, diverse workforce, because we’ll deliver the best results to the American people when we fully use the talents of all parts of our society.”
The EO requires the Director of the U.S. Office of Personnel Management (OPM) John Berry and Deputy Director for Management of the Office of Management and Budget (OMB) Jeff Zients, in coordination with the President’s Management Council (PMC) and the Chair of the Equal Employment Opportunity Commission (EEOC) Jacqueline Berrien, to establish a government-wide initiative to promote diversity and inclusion in the federal workforce; develop a government-wide strategic plan and guidance for agency specific plans in this area to be issued within 90 days; identify appropriate practices to improve the effectiveness of agency efforts; and establish a system for reporting regularly on agency progress implementing their plans. The plans shall identify strategies to remove barriers to equal opportunity in the federal government’s recruitment, hiring, promotion, retention, professional development, and training.
Within 120 days after the government-wide plan is released, each agency is required to issue its own agency-specific Diversity and Inclusion Strategic Plan. OPM’s Office of Diversity and Inclusion (ODI) will help departments and agencies develop a strategic focus on diversity and inclusion as well as provide support for these agency-wide efforts.
For more information, please see the following link: http://www.opm.gov/diversityandinclusion/index.aspx
Washington, DC – Today, the U.S. Office of Personnel Management (OPM) is issuing proposed regulations that will offer students and recent graduates more uniform and transparent pathways to public service. As directed by President Obama as part of the hiring reform initiative, the proposed Pathways Programs would improve recruiting and provide for training, mentoring, and career development opportunities. OPM’s proposed regulations limit these programs to serve as a supplement to competitive examining, apply veterans’ preference, and provide for OPM oversight.
“These regulations commit the federal government to two key goals,” said OPM Director John Berry. “First, they require pathways to federal service to be clear and accessible for students and recent graduates. Second, they press us to create a federal culture where agency leadership is actively engaged in recruiting, training, and managing top talent.”
In December, President Obama issued an Executive Order calling for these streamlined pathways into federal service for students and recent graduates. Since that time, OPM has worked to develop these proposed regulations, and to begin to build a government-wide culture which encourages agency leaders to engage these populations. The following summarizes the three Pathways Programs:
Internship Program. The Internship Program would replace the existing intern programs. It would be targeted towards students enrolled in a wide variety of educational institutions from high school to graduate level. It would provide students with opportunities to explore Federal careers while being paid for the work performed.
Recent Graduates Program. This brand new program would target recent graduates of trade and vocational schools, community colleges, universities, and other qualifying educational institutions or programs. To be eligible, applicants would have to apply within two years of degree completion (except for veterans precluded from doing so due to their military service obligation, who would have six years after degree completion). Successful applicants would be placed in a two-year career development program.
Presidential Management Fellows Program. For more than three decades, the PMF Program has been the Federal government’s premier leadership development program for advance degree candidates. The Program focuses on developing a cadre of potential government leaders. Under the regulations proposed by OPM, The eligibility window for applicants would be expanded, making the program more “student friendly” by aligning it with academic calendars.
For more information, including a link to provide comments electronically, visit OPM’s website, www.opm.gov/HiringReform/Pathways/ OPM will respond to all comments when it drafts the final rule, which OPM anticipates being finalized in early 2012.
The proposed regulations may also be downloaded directly from the Federal Register in PDF format at: http://www.ofr.gov/OFRUpload/OFRData/2011-19623_PI.pdf
WASHINGTON – Federal employees and applicants filed 17,583 complaints of employment discrimination during fiscal year 2010, a 3.75 percent increase over the previous year, according to the U. S. Equal Employment Opportunity Commission’s (EEOC) Annual Report on the Federal Work Force Part I: EEO Complaints Processing for Fiscal Year 2010. The report, issued today, assesses federal agencies’ equal employment opportunity complaints program statistics. The full text of the report is available on the agency’s web site at http://www.eeoc.gov/federal/reports/fsp2010/index.cfm.
As with private sector charges of discrimination, retaliation was the most common allegation of discrimination, and registered a 2.7 percent increase over the prior fiscal year. Age and race (African-American) discrimination were the next most frequently alleged bases and each registered 5.1 percent increases. Federal employees and applicants are also protected against employment discrimination on the bases of color, sex, national origin, religion, disability, equal pay and genetic information.
“The federal government should be a model workplace,” said Dexter Brooks, director of the EEOC’s Federal Sector Programs. “We are concerned that retaliation is the most common basis of discrimination alleged and we caution all federal agencies to make sure that reprisals do not become the usual response to complaints of discrimination.”
Unlike in the private sector, where the EEOC investigates and processes charges of discrimination, federal agencies themselves are responsible for handling complaints of discrimination filed against them. The average processing time for conducting investigations dropped from 185 days in FY 2009 to 181 days in FY 2010; however, the average processing time for closing complaints increased from 344 days to 360 days. Of the 7,053 cases closed on the merits, 3.3 percent resulted in findings of unlawful discrimination. Additionally, the parties entered into settlements in 3,623 complaints or 21.2 percent of the total complaint closures.
Part II of the report, assessing equal employment opportunity throughout the federal work force, including trends in work force composition, will be published later this year.
The EEOC is responsible for enforcing federal laws against employment discrimination. Further information is available at http://www.eeoc.gov.