Office of Information Technology

U.S. Equal Employment Opportunity Commission

INFORMATION TECHNOLOGY
STRATEGIC PLAN

2004 - 2008

[Note:  The IT Strategic Plan will be updated in FY 2007 to ensure consistency and linkages to the new EEOC Strategic Plan for Fiscal Years 2007 - 2012 ]

TABLE OF CONTENTS

INTRODUCTION

EEOC VISION AND MISSION

EEOC STRATEGIC PLAN

EEOC FIVE-POINT PLAN

INFORMATION TECHNOLOGY STRATEGIC PLAN

IT STRATEGIC OBJECTIVES

Strategic Objective I - Enterprise Architecture

Strategic Objective II - Data Management

Strategic Objective III - Paperless Office

Strategic Objective IV - Information Access

Strategic Objective V - Customer Service

Strategic Objective VI - Risk Management

IT Strategic Objectives Mapped to EEOC Strategic Plan

Major IT Initiatives Mapped to IT Strategic Objectives

Five-Year IT Strategic Plan by Initiative

INTRODUCTION

Information Technology (IT) is a critical component of the U. S. Equal Employment Opportunity Commission’s (EEOC) strategy for achieving its objectives in all areas of its work, including its mission programs and support operations.  To meet business goals and objectives, EEOC must effectively use IT to increase staff efficiency, improve program effectiveness, and enhance services to its customers.

The Information Technology Strategic Plan describes EEOC’s strategic visions, objectives and measures for long-term IT investments and management of technology resources.  It ensures that technology goals are consistent with EEOC’s Strategic Plan, and support mission and business needs.  It additionally translates the strategic goals and visions into specific IT initiatives and activities and defines plans for focusing EEOC’s resources toward implementation of these objectives.

EEOC VISION AND MISSION

EEOC Vision
A Strong and Prosperous Nation Secured Through a Fair and Inclusive Workplace

The Equal Employment Opportunity Commission was established by Title VII of the Civil Rights Act of 1964 and began operating on July 2, 1965.  The EEOC enforces the following federal statutes:

• Title VII of the Civil Rights Act of 1964, as amended, (Title VII) prohibiting employment discrimination on the basis of race, color, religion, sex, or national origin;
• Age Discrimination in Employment Act (ADEA) of 1967, as amended, prohibiting employment discrimination against individuals 40 years of age and older;
• Equal Pay Act (EPA) of 1963, prohibiting discrimination on the basis of gender in compensation for substantially equal work performed under similar conditions;
• Title I and Title V of the Americans with Disabilities Act (ADA) of 1990, prohibiting employment discrimination on the basis of disability in the private sector and state and local governments;
• Sections 501 and 505 of the Rehabilitation Act of 1973, as amended, prohibiting employment discrimination against federal employees with disabilities; and,
• Civil Rights Act of 1991, providing monetary damages in cases of intentional discrimination and clarifying provisions regarding disparate impact actions.

Additionally, under Executive Order 12067, the EEOC coordinates all federal equal employment opportunity regulations, practices, and policies.  The Commission also interprets employment discrimination laws, monitors the federal sector equal employment opportunity program, provides funding and support to state and local Fair Employment Practices Agencies (FEPAs) and Tribal Employment Rights Organizations (TEROs), and sponsors outreach and technical assistance programs.

EEOC Mission
We Promote Equality of Opportunity in the Workplace and Enforce Federal Laws Prohibiting Employment Discrimination

EEOC STRATEGIC PLAN

The EEOC Strategic Plan identifies three Strategic Objectives: Justice and Opportunity, Inclusive Workplace and Organizational Excellence.

EEOC Strategic Objectives

Justice and Opportunity Serve the public interest by obtaining justice for individuals who experience employment discrimination and by removing discriminatory barriers to create a level playing field. Inclusive Workplace Strengthening America’s workplace by preventing discrimination and promoting workplace policies and practices that foster an inclusive work culture. Organizational Excellence Establish an organizational infrastructure that will set and implement the highest quality standards for equal opportunity, customer service, internal efficiency and fiscal responsibility.

The first strategic objective, Justice and Opportunity, is designed to position the agency to continue to have a meaningful impact on discrimination in today’s workplace and the workplace of the future.  Inclusive Workplace is designed to fashion more proactive approaches to preventing discrimination from occurring in the first place.  The last objective, Organizational Excellence, recognizes that the standards we promote to other employers should be readily apparent in our own operations.

EEOC FIVE-POINT PLAN

EEOC’s Five-Point Plan provides the framework for accomplishing our agency’s mission and is central to our three overarching Strategic Objectives.  It builds upon what the agency has done to improve its operations and seeks to broaden the agency’s reach by increasing proactive measures to prevent discrimination; resolving claims of discrimination more proficiently; expanding alternative dispute resolution; developing a more strategic focus in our enforcement, litigation and federal programs; and enhancing the agency’s internal operations. Within the overall framework of the Strategic Objectives, the Five-Point Plan serves as a guide for staff to explore ways to make the best use of EEOC data, information and experiences.

EEOC Five-Point Plan

Proactive Prevention - provide information and solutions that identify and solve problems before they escalate into intractable conflict. Proficient Resolution - achieve quality services that are fair and cost effective. Strategic Enforcement and Litigation - strategically focus tools and resources to make the greatest impact possible. Promote and Expand Mediation/ADR - promote mediation and other types of alternative dispute resolution. Model Workplace - follow the President’s Management Agenda as a roadmap to enhance internal operations and our interface with the public.

INFORMATION TECHNOLOGY STRATEGIC PLAN

The EEOC Office of Information Technology (OIT) is responsible for the development and implementation of the agency’s IT Strategic Plan.  OIT develops, promotes, and enforces agency policies and procedures concerning all aspects of the planning, design, implementation, and utilization of information systems, office automation, and related IT resources and services to meet the needs of EEOC.

OIT Mission
To further the agency’s mission and business goals through the application of information technology as a business enabler

The IT Strategic Plan aims to achieve the above mission statement and to support the objectives of the EEOC Strategic Plan.  It defines IT strategic objectives, means and strategies, and performance measures which are consistent with EEOC’s Strategic Plan and business needs, and guide the direction of our IT planning.

IT STRATEGIC OBJECTIVES

The implementation of enabling technologies is critical for making our employees as productive as possible, especially as the agency repositions itself over the next five years.  EEOC must use information technology (IT) to conduct business differently as we move toward greater interaction with our customers and transformation of our business processes to improve efficiency.  The six IT strategic objectives that follow are focused on using technology to effectively support EEOC’s mission and business needs, including support of the agency’s Strategic Plan, Five-Point Plan and the President’s Management Agenda.

Strategic Objective I - Enterprise Architecture
Establish and maintain a cohesive, enterprise-wide IT architecture that will support EEOC’s strategic objectives and achieve an efficient utilization of resources.

This objective supports the vision of developing, implementing, operating, and governing an enterprise-wide information infrastructure which provides transparent and seamless interoperability and end-to-end connectivity to all staff.  It requires compliance with federal enterprise architecture (EA) standards thereby providing the agency with a business-focused framework which aligns IT investments with business objectives, reduces redundancy, improves system compatibility and interoperability, and guides decisions related to IT system investments.  It additionally enforces configuration management to ensure that changes to IT systems and requirements are recorded, controlled, and in adherence with EA standards and agency strategic plans.

Related Means and Strategies

• Maintain a sound telecommunications infrastructure to facilitate electronic communication, information sharing and collaboration between offices.
• Provide agency employees with standardized, state-of-the-art desktop tools to increase productivity in their daily activities.
• Provide EEOC employees with secure, remote access to agency systems and data.
• Provide equal access to information by people with or without disabilities.
• Update enterprise architecture models to maintain compliance with the Federal Enterprise Architecture Framework.
• Enforce configuration management practices to ensure conformance to agency architecture standards and practices.

Related Measures

• FY 2003-2005:  Conform to government interoperability and architecture standards by updating EEOC’s enterprise architecture (EA) to comply with the Federal Enterprise Architecture Framework models.
• FY 2004-2005:  Enhance configuration management by reviewing, documenting and updating practices to ensure adherence with EA standards and integration with EA models.
• FY 2004-2008:  Support the implementation of new information systems, enhance access to information, and better assure information integrity and system interoperability.

Strategic Objective II - Data Management
Promote the management of EEOC data as a valuable corporate asset.

EEOC recognizes the need to treat information as a corporate asset by ensuring that it is properly managed, secured, and available to all staff who need it to perform their jobs.  This goal eliminates redundant data entry, provides employees with appropriate access to EEOC data, and requires that all future information systems support enterprise requirements for information.  This includes developing integrated information systems to support the management of corporate information and providing employees with nationwide enforcement and litigation data to ensure the efficient processing of federal and private-sector allegations of employment discrimination.  It additionally includes integrating our administrative (financial/human resources) data with our mission (enforcement/litigation/outreach) data for effective knowledge management.

Means and Strategies

• Apply strategies and technologies that facilitate the creation and sharing of knowledge to enable effective and efficient decision-making and program performance.
• Support single source data entry and provide access to and integration of corporate data at the desktop.
• Follow a system development life cycle methodology for the development, acquisition and implementation of information systems.
• Ensure that information security planning is incorporated into all aspects of the system life cycle, including development, on-going maintenance/enhancement, and system discontinuation/phase out.

Related Measures

• FY 2003:  Increase internal efficiency and effectiveness by integrating the core functionality and data of charge intake, investigation, litigation, federal sector hearings, and outreach, through the implementation of the Integration Mission System in EEOC field offices (GPRA).
• FY 2003:  Support fiscal management by developing and implementing a Compensation Benefit Model which integrates financial and human resources data.
• FY 2005-2006:  Enhance partnership and data exchange between EEOC and the state and local government Fair Employment Practices Agencies (FEPAs) by developing and deploying the FEPA component of the IMS.
• FY 2005:  Support the integration of budget and performance by implementing activity-based costing.
• FY 2006:  Further improve data integration and management by developing and implementing the IMS federal appeals sub-system.
• FY 2007-2009:  Enable effective and efficient decision-making by accessing essential mission and administrative data through data warehousing.

Strategic Objective III - Paperless Office
Create a paperless office environment that promotes electronic access and sharing of information, streamlines work processes, reduces paperwork burden and provides for electronic data storage and recovery.

This vision includes the introduction of document, record and workflow management to assist employees in electronically accessing, processing, sharing, and storing information.  The concept of a paperless government involves the conversion of our documents related to investigation and litigation activities (statements, testimony, responses to requests for information, affidavits, etc.) and EEOC-related documents (decision documents, policy statements, press releases, manuals, guidance, etc.) into organized electronic formats for shared, desktop access.  It also provides automated workflow processes to support the assignment, review and approval processes. The end result will be reduced employee involvement in paper processing, quicker dissemination, and faster turn-around with a net benefit of increased productivity, accountability and cost savings.

Means and Strategies

• Incorporate automated forms, document management and workflow processing into the requirements of each major information system.
• Build an enterprise electronic document management system (DMS) to manage the receipt, creation, storage, availability, re-usability, retention, and disposal of EEOC records.
• Apply digital signature technology to facilitate activity approving processes.

Related Measures

• FY 2003-2004:  Initiate DMS pilots with Headquarters offices. 
• FY 2004-2005:  Build the IT infrastructure required to support enterprise-wide document management.  (GPRA measure)
• FY 2005-2009:  By FY 2009, EEOC will convert the key documents contained in 95%* of its private sector charge, federal sector complaint, and litigation case files to electronic format. (GPRA/EEOC Strategic Plan measure)
  * GPRA measure is under review due to funding shortages

Strategic Objective IV - Information Access
Expand access to information and improve EEOC services by providing our customers and partners with the means to submit or access information on-line.

The EEOC is committed to fulfilling the President’s Management Agenda vision of improved service and government efficiency by transforming to electronic government (e-gov).  This vision improves service to the general public by providing electronic delivery of equal employment opportunity services.  It aims to provide electronic alternatives to obtain service and interact with the agency, improve efficiency and effectiveness, and enhance the agency’s responsiveness to customer needs.  EEOC will actively disseminate and provide access to its information to educate and serve its partners and the public.

Means and Strategies

• Implement e-government (e-gov) and comply with the Government Paperwork Elimination Act (GPEA), including participation on cross-agency initiatives, to effect savings through use of shared government resources and improve public accessibility to services.
• Employ appropriate technologies to better ensure the security and authenticity of information transmitted electronically.
• Ensure privacy information is safeguarded against unauthorized access.
• Organize and categorize government information to improve public access and dissemination.
• Review the performance and results of the agency’s information dissemination program to identify gaps in meeting the public’s requirements and needs.

Related Measures

• FY 2003:  Decrease burden on businesses and achieve internal cost savings and efficiencies by enabling businesses to access, update and submit required report EEO-1 data online via a secure web site.
• FY 2004:  Improve customer service and internal efficiency by providing the ability to register and pay for EEOC seminars and training materials through the Internet.
• FY 2004-2007:  Continue to improve public access to information by submitting EEOC civil case information electronically, to coincide with the U.S. Courts jurisdictional acceptance of electronic transmissions.
• FY 2005:  Enhance agency effectiveness in receiving information and increase customer confidence and satisfaction in EEOC services by implementing the EEOC Assessment System to enable electronic submission of information related to a potential charge of employment discrimination through the Internet.
• FY 2006-2008:  Further improve communications with the public and other government agencies by expanding electronic access to information and implementing secure communication portals.

Strategic Objective V - Customer Service
Provide efficient customer services through timely and expert computer support, and enhance the computer knowledge/skills of EEOC staff through quality training.

The vision associated with this objective provides greater opportunities to extend electronic communication with our customers and offer training and support to EEOC employees.  This includes the use of video streaming, e-learning or distance learning, interactive computer-based training (CBT), and remote web-based training to develop a comprehensive training program which accommodates diverse training needs and learning styles.  It additionally includes utilizing technology and the computer network to enhance customer support, increase efficiency and reduce travel cost.

Means and Strategies:

• Ensure that the proper training and support mechanisms are in place prior to the deployment of new information systems.
• Centralize management and support of IT systems and utilize remote access tools to reduce burden on field IT staff.
• Employ “one-stop-shop” concepts to provide quality customer service and efficient technical assistance and consultation.
• Utilize technology as an enabling tool to increase training opportunities for employees.

Related Measures

• FY 2003:  Increase internal customer service by expanding IT Help Desk coverage hours and functionality to support the deployment of centralized systems.
• FY 2003-2004:  Expand training opportunities and achieve cost savings through the introduction of remote training sessions across the EEOC WAN.
• FY 2005-2006:  Deploy video streaming technology to enhance remote training quality and achieve additional cost savings.
• On-going:  Better ensure that EEOC employees achieve the full benefits of newly deployed technology by integrating robust training and support plans into the deployment of all new information systems. 

Strategic Objective VI - Risk Management
Maximize the value and manage the risk associated with information technology investments.

The strategic requirement for quality information, combined with limited availability of funds, increases the importance of making the right IT investment decisions.  In addition, as EEOC centralizes and consolidates our information systems and provides remote access to services, the need for effective information security and continuity of operations planning increases exponentially. Through effective management of our IT investments along with the incorporation of sound IT security policies, EEOC will maximize mission effectiveness, reduce risk, improve agency productivity, and ensure system reliability.

Related Means and Strategies

• Institutionalize a continuous cycle of IT strategic planning and performance assessment which is linked to the EEOC’s strategic planning and budget processes.
• Through our IT Security Program, achieve information assurance, continuity of operations, and compliance with the Federal Information Security Management Act.
• Safeguard the agency’s information resources by raising employee awareness and implementing security practices for ensuring the reliability, availability, confidentiality, and integrity of the agency’s information/data.
• Reduce IT skill gaps and improve retention rates and succession strategies though better human capital management and IT workforce planning.

Related Measures

• FY 2003-2004:  Ensure continuity of operations for mission critical information systems by implementing off-site disaster recovery services.
• FY 2003, 2005, 2007:  Conduct penetration testing on the EEOC network from external sources as a part of the Financial Audit.
• FY 2004-2008:  Conduct internal vulnerability scanning of standard configurations in the OIT test bed.  Conduct an annual internal vulnerability scan of the full network enterprise, as a part of the Financial Audit.
• FY 2004-2008:  Review OIT standard configurations against industry standard security benchmarks.
• On-going:  Better protect EEOC systems by expanding employee awareness of IT security risks and responsibilities through supplemental materials and agency-wide security training.  Provide specialized security training to OIT and field office IT staff.
• On-going:  Update the IT Strategic Plan, IT Capital Asset Plan and the IT Investment Portfolio on an annual basis.  Develop IT Operational Plans to identify projects, detail activities, and document milestones and time lines.
• On-going:  Conduct risk assessments, update System Security Plans, and obtain certification and accreditation of major information systems and infrastructure components.  Ensure compliance with the Federal Information Security Management Act (FISMA), including quarterly update of FISMA Plans of Actions and Milestones.

IT Strategic Objectives Mapped to EEOC Strategic Plan

IT Strategic Objectives	EEOC Strategic Objectives & Five-Point Plan
	Justice & Opportunity			Inclusive Workplace	Organizational Excellence
	Proficient Resolution	Promote & Expand ADR	Strategic Enforcement & Litigation	Proactive Prevention	EEOC as a Model Workplace
Enterprise Architecture	S	S	Y	S	Y
Data Management	Y	Y	Y	Y	Y
Paperless Office	Y	S	Y	S	Y
Information Access	Y	Y	S	Y	Y
Customer Service	Y	Y	S	Y	Y
Risk Management	S	S	S	S	Y

Key: Y = Directly Supports Objective
S = Indirectly Supports Objective

Major IT Initiatives Mapped to IT Strategic Objectives

IT Initiatives	IT Strategic Objectives
	Enterprise Arch.	Data Mgmt	Paperless Office	Information Access	Customer Service	Risk Mgmt
Integrated Mission System	S	Y	Y		S	S
Litigation Case Mgmt	S	Y	Y		S	S
Web-Based EEO-1	S	Y	Y	Y	S	S
EEOC Assessment System	S	Y	Y	Y	Y	S
Registration & Sales	S	Y	Y	Y	Y	S
Document Management	S	Y	Y	Y	S	Y
Data Mart/Warehouse	S	Y	Y		S	Y
Disaster Recovery	S	S	S	S	S	Y
Communication Infrastruct.	Y	S	S	S	S	S
Videoconferencing	S	S	Y	S	Y	S
Desktop Computing	Y	S	S	S	S	S
Support Systems	S	S	S	S	Y	S

Key: Y = Directly Supports Objectives
S = Indirectly Supports Objective

Five-Year IT Strategic Plan by Initiative

Project
Maintenance