Approximately 143,600 persons with disabilities were hired during 2011 through 2015—plus an additional 79,600 hires in 2016 and 2017—across the 24 Chief Financial Officers Act agencies, exceeding the stated goal of 100,000 by 2015. About 39 percent of individuals with disabilities hired during 2011 through 2017 stayed less than 1 year and approximately 60 percent stayed less than 2 years. Of

GAO analyzed and grouped into eight, the factors that EEO practitioners identified as those they believed impeded the fair, prompt, and impartial processing of federal EEO complaints: (1) lack of accountability by some agency officials and EEOC practitioners in carrying out their responsibilities; (2) lack of sufficient resources by some EEO programs and EEOC to fulfill their responsibilities; (3

Numerous studies over the years have identified a range of problems and challenges with recruitment and hiring in the federal government. Some of these problems and challenges include passive recruitment strategies, unclear job vacancy announcements, and manual processes that are time consuming and paperwork intensive. In recent years, Congress, OPM, and agencies have made important strides in im

GAO found that: (1) since fiscal year 1989, federal agencies and the Judgment Fund have paid at least $89.4 million to federal employees and their attorneys to settle employment discrimination complaints; (2) federal agencies paid about $30.6 million of that amount in FY 1993 and 1994; (3) most of the payments consisted of back pay to federal employees, but at least $30.5 million was for attorney

Pursuant to a congressional request, GAO reviewed employment practices at the Equal Employment Opportunity Commission's (EEOC) Houston District Office, focusing on Hispanic employees. GAO noted that: (1) 26 percent of the office's 80 employees were Hispanic as of September 30, 1993; (2) 1 female and 3 male Hispanic employees held grade 13 or 14 positions; (3) the female Hispanic employee held a n

Pursuant to a congressional request, GAO reviewed employment practices at the Equal Employment Opportunity Commission's (EEOC) Houston District Office, focusing on Hispanic employees. GAO noted that: (1) 26 percent of the office's 80 employees were Hispanic as of September 30, 1993; (2) 1 female and 3 male Hispanic employees held grade 13 or 14 positions; (3) the female Hispanic employee held a n

GAO provided supplemental information on equal employment opportunity (EEO) discrimination complaints at smaller federal agencies. GAO noted that: (1) one agency corrected inaccurate data it reported in its EEO report; (2) it revised a table to reflect the corrected data; and (3) the reason for the inconsistencies was that complaints encompassed multiple issues, such as national origin, race, sex

GAO found that consultants to private companies stress that: (1) no option is superior in all situations; and (2) in choosing among the various available options, many issues must be considered, including a particular employer's location, business characteristics, labor force composition and needs, and workplace goals. For employer-sponsored day care centers, the literature on annual operating co

Although federal travel regulations require use of lowest available air fares, most employees who qualify for discount fares generally do not obtain them. Most federal agencies do not keep accounting records of discounts taken, analyze reasons why discounts are not taken, or regularly monitor travel expenditures to make sure that discount fares are used. Greater group fare use would be possible i