Hiring policies (1 - 10 of 40 items)
Equal Employment Opportunity: The Policy Framework in the Federal Workplace and the Roles of EEOC and OPM
GAO-05-195: Published: Apr 29, 2005. Publicly Released: May 10, 2005.
The federal government has created a framework to provide for EEO by prohibiting unlawful discrimination based on such factors as race, color, religion, gender, national origin, age, and disability, and offers redress when discrimination and retaliation have occurred. To further EEO and help bring about a diverse workforce, federal agencies are required to carry out affirmative employment and mino...
Equal Employment Opportunity: Hiring, Promotion, and Discipline Processes at DEA
GAO-03-413: Published: Jun 10, 2003. Publicly Released: Jul 10, 2003.
A 1981 U.S. District Court decision found that the Drug Enforcement Administration (DEA) had discriminated against African American special agents in a number of personnel practices. Over the years, the plaintiffs and DEA had agreed to remedies in many of these areas. However, minority representatives continued to raise issues in three areas--hiring, promotion, and discipline. GAO was asked to exa...
Hispanic Employment Statistics
GGD-96-85R: Published: Jun 27, 1996. Publicly Released: Jun 27, 1996.
Pursuant to a congressional request, GAO provided statistical information on Hispanic employment at eight selected executive departments in 1994, focusing on the percentage of Hispanics: (1) at certain grade levels; and (2) that received appointments, conversions, promotions, and outstanding performance appraisals. GAO noted that: (1) the Air Force, Department of Veterans Affairs (VA), Department...
Employment Discrimination: Most Private-Sector Employers Use Alternative Dispute Resolution
HEHS-95-150: Published: Jul 5, 1995. Publicly Released: Jul 5, 1995.
Pursuant to a congressional request, GAO reviewed the: (1) extent to which private-sector employers use alternative dispute resolution (ADR) approaches in resolving discrimination complaints of employees not covered by collective bargaining agreements; and (2) fairness of private-sector employers' arbitration policies.GAO found that: (1) in fiscal year 1994, the Equal Employment Opportunity Commis...
Security Clearances: Consideration of Sexual Orientation in the Clearance Process
NSIAD-95-21: Published: Mar 24, 1995. Publicly Released: Mar 24, 1995.
Pursuant to a congressional request, GAO reviewed how sexual orientation is treated in the security clearance process for federal civilian and contractor employees, focusing on: (1) whether clearances are being denied or revoked based on individuals' sexual orientation; (2) whether sexual orientation is being used as a criterion in granting or revoking security clearances; and (3) how concealment...
Equal Employment Opportunity: Group Representation in Key Jobs at the National Institutes of Health
GGD-95-83: Published: Mar 16, 1995. Publicly Released: Mar 16, 1995.
Pursuant to a congressional request, GAO reviewed the National Institutes of Health's (NIH) employment practices, focusing on NIH progress in meeting federal equal employment opportunity (EEO) requirements that address job placement and advancement of minorities and women.GAO found that: (1) from fiscal year (FY) 1984 through FY 1993, the overall representation of minorities and women in the NIH w...
EEO at the National Park Service
GGD-94-54R: Published: Mar 3, 1994. Publicly Released: Mar 15, 1994.
Pursuant to a congressional request, GAO provided information on the representation of women and minorities in the National Park Service (NPS), both nationwide and in its San Francisco organizational units, focusing on changes in the representation levels of these groups for fiscal years 1984 to 1992. GAO found that: (1) the relative numbers of women and minorities generally increased between fisc...
INS' EEO Progress in DC/LA
GGD-94-10R: Published: Oct 5, 1993. Publicly Released: Nov 8, 1993.
Pursuant to a congressional request, GAO examined the representation of women and minorities at the Immigration and Naturalization Service's (INS) District of Columbia and Los Angeles County offices, focusing on employees at grade 11 or higher. GAO noted that: (1) the relative number of black women more than doubled from September 1984 through September 1992 at the INS District of Columbia office,...
EEOC: Federal Affirmative Planning Responsibilities
T-GGD-94-20: Published: Oct 13, 1993. Publicly Released: Oct 13, 1993.
GAO discussed the Equal Employment Opportunity Commission's (EEOC) role in creating a federal workforce that is discrimination free and reflects the nation's population. GAO noted that: (1) EEOC must work with federal agencies to better identify employment barriers for women and minorities; (2) the representation of women and minorities in the federal workforce has increased between 1982 and 1993;...
Assessing EEO Progress at INS
GGD-93-54R: Published: Jul 15, 1993. Publicly Released: Jul 29, 1993.
Pursuant to a congressional request, GAO provided information on the number of women and minority employees at the Immigration and Naturalization Service (INS) at grade 11 or higher, focusing on their appointment, promotion, and separation. GAO found that: (1) between 1984 and 1992, the number of women and Hispanic men at grades 11 or higher substantially increased in comparison to white men; (2)...