Under our Inclusive Workplace Strategic Objective, we made strides in FY 2004 to achieve increased voluntary compliance with the Federal equal employment opportunity laws and increased individual awareness and understanding of rights and responsibilities under those laws. Three of the performance measures in our Strategic Plan for this Objective are associated with the Proactive Prevention element of our Five-Point Plan.
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Performance Measures for Inclusive Workplace Outcomes Expected:
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Proactive Prevention |
2.1.1 By FY 2009, [TBD]%* of private and Federal sector employer representatives, who participate in a major outreach initiative or training and technical assistance programs, indicate an improvement in an employment policy, practice, or procedure as a result of their participation. 2.1.2 By FY 2009, increase to 50% the percentage of Federal agencies that successfully implement the model EEO program attributes described in EEOC guidance. 2.1.3 By FY 2009, increase the percentage of individuals demonstrating an awareness of their equal employment opportunity rights and responsibilities by [TBD]%*. |
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*TBD: To Be Determined |
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Measure 2.1.3 relies on survey techniques to collect the information we need to establish the current baseline, to project a final goal for FY 2009, to determine target values for the intermediate years, and then to measure the results of our prevention efforts. We initiated preliminary steps during FY 2004 to conduct surveys and we anticipate continuing these efforts in FY 2005, so that we can establish our baselines, target values and final goal, and begin to measure our results. We expect that we can remain on our long-term time frame for accomplishing this measure.
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2.1.1 |
By FY 2009, [TBD]% of private and Federal sector employer representatives, who participate in a major outreach initiative or training and technical assistance programs, indicate an improvement in an employment policy, practice, or procedure as a result of their participation. |
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Target |
Design survey methodology, conduct survey(s), and establish
baseline level for improvements. |
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Results |
Target partially met. Designed survey methodology, conducted survey. Did not establish baseline or set targets for FY 2005–2009. |
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Measure 2.1.1 affords us an opportunity to determine the percentage of employer representatives who improve their workplaces as a result of their participation in one of our outreach or technical assistance programs. To evaluate this measure in FY 2004, we conducted a limited year-end survey sampling of fee-based outreach, primarily targeted to private sector audiences. The initial sampling yielded a rather high rate of workplace changes made. We did not establish a baseline level and targets for FY 2005–2009 using the initial survey results. The results raised several questions about the approach used, including whether the responses and results should be differentiated between private sector and Federal sector audiences and what the impact will be of adding no-cost outreach to the sample in FY 2005. To ensure that the workplace changes reported are those we intended to address and that our measurement approach is sound, we will use FY 2005 to further refine and evaluate the measurement approaches for Measure 2.1.1. We plan to set a baseline and specific targets in FY 2005.
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2.1.2 |
By FY 2009, increase to 50% the percentage of Federal agencies that successfully implement the model EEO program attributes described in EEOC guidance. |
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Target |
Issue guidance on attributes of model EEO program. Design measurement index. |
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Results |
Issued guidance on model EEO program and designed a preliminary measurement index. |
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Successfully implementing the Model EEO Program outlined in MD
715 will provide the infrastructure needed to achieve the ultimate
goal of a discrimination-free work environment characterized by an
atmosphere of inclusion and the free and open competition for
employment opportunities. MD 715 describes six "essential elements"
that are required to successfully implement a model EEO program at
a Federal agency. Measure 2.1.2 establishes a final goal to
successfully implement attributes of the Model EEO Program in 50%
of the Federal agencies by
FY 2009. During FY 2004, we issued MD 715 and implementation
guidance, which. provide agencies with a checklist for gauging
progress in building a model EEO program. We provided training to
Federal agencies on the implementation guidance. We are also in the
process of designing a measurement index tool to assess agencies'
model EEO program status. We will share the tool with appropriate
agencies for input before the tool is finalized.
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2.1.3 |
By FY 2009, increase the percentage of individuals demonstrating an awareness of their equal employment opportunity rights and responsibilities by [TBD]%. |
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Target |
Design survey methodology, conduct survey(s), establish baseline level for awareness. Set target values for FY 2005–FY 2009. |
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Results |
No external surveys developed and conducted because of need to balance many critical and competing priorities throughout FY 2004. |
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Measure 2.1.3 is also focused on the broad implications of our prevention efforts. Many of our past initiatives have provided people with the information they need to understand their rights and responsibilities under the equal employment opportunity laws we enforce. Individuals who know their rights, as well as their responsibilities, are more likely to properly understand discriminatory behaviors at the workplace, and know what to do about them. For example, individuals seeking jobs or currently working will have the information they need to evaluate and better distinguish whether a situation is discriminatory, and then know how to proceed to protect their rights. Equally important is the EEO awareness level of the individuals who are responsible for workplace policies, practices and procedures, so that they possess the information to critically assess whether their workplaces are contributing to a discriminatory environment and what their responsibilities are to change the situation. We plan to undertake surveying activities for this measure in FY 2005. With data collected from the surveys, we will establish the baseline level for awareness in FY 2005 and set the targets for FY 2006–2009.
This page was last modified on November 18, 2004
Target met 
Target not met