Equal Opportunity:

Survey of Effectiveness and Need for Equal Employment Opportunity Training at Department of Housing and Urban Development, Region IV

B-70896: Published: Apr 25, 1977. Publicly Released: Oct 27, 1983.


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A survey of Equal Employment Opportunity (EEO) training provided at Region IV, Department of Housing and Urban Development, focused on kinds of training, selection of participants, and evaluation of results.

Two categories of training were provided: skills and orientation. Skills training was provided for individuals directly involved in EEO programs. Orientation courses, designed to provide knowledge of legal and policy requirements, were provided for managerial and supervisory personnel. Because attendance was based largely on an individual's availability rather than need, very few individuals designated for courses actually attended them. Training needs were not coordinated or monitored at the regional level. As a result, some principals received extensive training while others received none. Some supervisors did not receive EEO training, because it was not included in their supervisory course. Training data was found to be incomplete and inaccurate, and results of training had not been evaluated properly at the time of the GAO study. Some principals traveled to other training centers although courses were available at Atlanta.

Status Legend:

More Info
  • Review Pending-GAO has not yet assessed implementation status.
  • Open-Actions to satisfy the intent of the recommendation have not been taken or are being planned, or actions that partially satisfy the intent of the recommendation have been taken.
  • Closed-implemented-Actions that satisfy the intent of the recommendation have been taken.
  • Closed-not implemented-While the intent of the recommendation has not been satisfied, time or circumstances have rendered the recommendation invalid.
    • Review Pending
    • Open
    • Closed - implemented
    • Closed - not implemented

    Recommendation for Executive Action

    Recommendation: The regional administrator should: (1) develop procedures to identify training needs, establish an annual schedule, and provide for record maintenance; (2) enforce procedures for record-keeping at local levels; (3) assess training impact; and (4) require use of training courses within the region when feasible.

    Agency Affected:

    Status: Closed

    Comments: Please call 202/512-6100 for additional information.

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