Fair employment programs (11 - 20 of 169 items)
Limitations in DOD's Evaluation Plan for EEO Complaint Pilot Program Hinder Determination of Pilot Results
GAO-08-387R: Published: Feb 22, 2008. Publicly Released: Feb 22, 2008.
In August 2004, pursuant to Section 1111 of the fiscal year 2001 Department of Defense authorization act, the Secretary of Defense authorized components of the United States Air Force (USAF), the Defense Logistics Agency (DLA), and the Defense Commissary Agency (DeCA) to implement an equal employment opportunity (EEO) complaint pilot program to reengineer the EEO complaint process to, among other...
Equal Employment Opportunity: Improved Coordination Needed between EEOC and OPM in Leading Federal Workplace EEO
GAO-06-214: Published: Jun 16, 2006. Publicly Released: Jun 16, 2006.
In April 2005 GAO reported on the EEO policy framework in the federal workplace and the roles of EEOC and OPM. This report, in response to a congressional request, provides information on (1) federal agency EEO and human capital managers' views of the EEO framework requirements; (2) their views on the usefulness of guidance and feedback from EEOC and OPM concerning these requirements; and (3) how...
Equal Employment Opportunity: DOD's EEO Pilot Program Under Way, but Improvements Needed to DOD's Evaluation Plan
GAO-06-538: Published: May 5, 2006. Publicly Released: May 5, 2006.
Delays in processing of equal employment opportunity (EEO) complaints have been a long-standing concern. In 2000, as part of the Department of Defense's (DOD) fiscal year 2001 authorization act, Congress authorized DOD to carry out a 3-year pilot program for improving processes to resolve complaints by civilian DOD employees by testing procedures that would reduce EEO complaint processing times an...
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: Information on Personnel Actions, Employee Concerns, and Oversight at Six DOE Laboratories
GAO-05-190: Published: Feb 18, 2005. Publicly Released: Mar 23, 2005.
In April 2002, GAO identified the need to strengthen equal employment opportunity (EEO) oversight at three Department of Energy (DOE) national weapons laboratories and recommended that DOE and the Department of Labor's (DOL) Office of Federal Contract Compliance Programs (OFCCP) collaborate to ensure the laboratories complied with EEO requirements. GAO was subsequently asked to examine six other D...
Posthearing Questions from the October 15, 2003, Hearing on "Senior Executive Service: Enhanced Agency Efforts Needed to Improve Diversity as the Senior Corps Turns Over"
GAO-04-318R: Published: Dec 5, 2003. Publicly Released: Dec 5, 2003.
This letter responds to a November 20, 2003, request that we provide answers to questions related to our October 15, 2003, testimony before Congress concerning enhanced agency efforts needed to improve diversity as the senior corps turns over.Leading organizations recognize that diversity can be an organizational strength that contributes to achieving results. Government agencies around the world,...
Equal Employment Opportunity: SSA Region X's Changes to Its EEO Process Illustrate Need for Agencywide Procedures
GAO-03-604: Published: Jul 16, 2003. Publicly Released: Jul 16, 2003.
Employees at the Social Security Administration's (SSA) Region X--which covers Alaska, Idaho, Oregon, and Washington--expressed concern about the Region's equal employment opportunity (EEO) process for employment discrimination complaints. GAO was asked to (1) provide information for fiscal years 1997 through 2001 on the composition of the Region X workforce and for personnel actions such as promo...
The Use of Alternative Work Arrangements at GAO
A01513: Mar 30, 2001
This report provides information on three alternative work programs at GAO (1) part-time employment, which is defined to include employees who work a minimum of 32 hours and a maximum of 64 hours in a two week pay period, (2) maxiflex, which permits employees to work longer hours some days so that they are able to compress their schedules to fewer than 10 days in a two week pay period, and (3) fle...
Equal Employment Opportunity: Responses to Questions Related to Equal Employment Opportunity and Dispute Resolution Issues
GGD-00-123R: Published: Apr 21, 2000. Publicly Released: May 4, 2000.
Pursuant to a congressional request, GAO responded to congressional questions regarding GAO's testimony on the Equal Employment Opportunity (EEO) complaint process for federal employees, focusing on: (1) whether minorities are placed in positions that are "dead end employment tracks;" (2) whether GAO studied the Navy's Pilot Dispute Resolution Program, which is used to resolve EEO complaints; (3)...
Equal Employment Opportunity: Discrimination Complaint Caseloads and Underlying Causes Require EEOC's Sustained Attention
T-GGD-00-104: Published: Mar 29, 2000. Publicly Released: Mar 29, 2000.
Pursuant to a congressional request, GAO discussed the equal employment opportunity (EEO) complaint process for federal employees and the Equal Employment Opportunity Commission's (EEOC) role in protecting federal workers from unlawful employment discrimination, focusing on the: (1) rising number of new discrimination cases; (2) data shortcomings that hinder assessment of workplace conflicts; and...