ASCR's difficulties in resolving discrimination complaints persist--ASCR has not achieved its goal of preventing future backlogs of complaints. At a basic level, the credibility of USDA's efforts has been and continues to be undermined by ASCR's faulty reporting of data on discrimination complaints and disparities in ASCR's data. Even such basic information as the number of complaints is subject

ASCR's difficulties in resolving discrimination complaints persist--ASCR has not achieved its goal of preventing future backlogs of complaints. At a basic level, the credibility of USDA's efforts has been and continues to be undermined by ASCR's faulty reporting of data on discrimination complaints and disparities in ASCR's data. Even such basic information as the number of complaints is subject

In summary, DeCA and DLA tested the informal stage of the EEO complaint process, primarily by increased use of ADR to informally settle disputes before they became formal complaints. DeCA developed a toll-free call line which they indicated was to enable employees to "vent" their grievances and DLA required management and new hires to attend training on ADR and offered it to all employees. USAF m

In August 2004, the Secretary of Defense authorized 2-year programs in (1) Defense Logistics Agency (DLA), (2) the Defense Commissary Agency (DeCA), and (3) components of the U.S. Air Force (USAF) which became operational in fiscal year 2005. While the legislation stated that the pilot program is exempt from procedural requirements of current Equal Employment Opportunity Commission (EEOC) regulat

Leading organizations recognize that diversity can be an organizational strength that contributes to achieving results. Government agencies around the world, including in the United States, are facing challenges in the demographic makeup and diversity of their senior executives. Effective succession planning and management initiatives have the support and commitment of their organization's top le

GAO found that: (1) the GAO affirmative action plan is not formulated on an agencywide basis, since each GAO division sets its own goals and timetables for hiring and promoting women and minorities; (2) division heads have the responsibility and are accountable for meeting affirmative action requirements; (3) it needs to develop a national plan to integrate and assess its overall affirmative acti

GAO found that Equal Employment Opportunity Commission (EEOC) processing delays continue to be a significant problem which affects age as well as other categories of discrimination complaints. EEOC does not have enough staff to process increasing appeals. In several instances, allegations of age discrimination were rejected because complainants did not file on time or failed to proceed with the c

Since the 1977 report, HHS and Education have significantly improved the management of their civil rights enforcement responsibilities. The new OCR's appropriations and authorized staffing levels have remained fairly stable. Both OCR's have increased communications between their headquarters and field staffs and use uniform policy guidelines and compliance standards. Both OCR's will be able to mo

Since the 1977 report, HHS and Education have significantly improved the management of their civil rights enforcement responsibilities. The new OCR's appropriations and authorized staffing levels have remained fairly stable. Both OCR's have increased communications between their headquarters and field staffs and use uniform policy guidelines and compliance standards. Both OCR's will be able to mo

In a previous report issued just before the effective date of the consolidation, GAO expressed concern over the following issues: (1) identifying and targeting contractors subject to the compliance regulations; (2) following Labor's regulations in conducting compliance reviews; (3) approval of contractor's affirmative action programs that were inadequate; and (4) difficulty in staffing OFCCP afte