October 26, 2005
The Honorable Cari M. Dominguez
Chair
Equal Employment Opportunity Commission
Washington, D.C. 20507
Dear Madam Chair:
The Office of Inspector General's (OIG) Semiannual Report to Congress, summarizing our activities for the six-month period of April 1 through September 30, 2005, is provided for your review. The Inspector General Act of 1978, as amended, Public Law 95-452, Section 5(B), requires that you submit this report to the Congress within 30 days of receipt.
During the reporting period, OIG's audit quality control system obtained an unqualified opinion during its peer review, conducted by the Legal Services Corporation Office of Inspector General. The OIG completed work which led to the successful prosecution of an employee who stole EEOC equipment and sold it on E-Bay using his government computer. Other completed work included an evaluation of the adequacy of controls over information technology equipment which led to recommendations to improve the receipt, inventory, distribution, and disposition of excess and obsolete IT equipment. Ongoing work includes an independent evaluation of the National Contact Center to determine its impact on EEOC field and headquarters staff, as well as EEOC's customers. In addition, the Fiscal Year 2005 annual financial statement audit is underway and will be completed in a few weeks. Challenges confronting management includes the Agency's ongoing repositioning activities and efforts to move to "Green" in all of the President's Management Agenda initiatives.
The OIG supports your goal to make the EEOC a model among federal agencies and a good place to work. I appreciate the support and cooperation provided by EEOC employees. Finally, I offer my sincere thanks to OIG staff for their professionalism, dedication to the mission, and commitment to excellence.
Sincerely,
Aletha L. Brown
Inspector General
This report summarizes significant audit, evaluation and investigation activities of the Office of Inspector General (OIG) that transpired during the six month period ending September 30, 2005. The report also includes the Inspector General's summary of significant management challenges confronting the Equal Employment Opportunity Commission (EEOC). These challenges briefly address repositioning activities currently underway and provide a snapshot of EEOC's progress addressing the President's Management Agenda initiatives.
During the period, OIG completed audit, evaluation and investigative projects that addressed:
Work in progress includes investigations of fraud and misuse of the Agency insignia and attempted bribery, destruction of evidence, and theft and misuse of government property. An independent evaluation of the National Contact Center is underway and progress towards meeting the President's Management Agenda initiatives is being assessed.
A peer review of the OIG's system of control for the audit function found that the system was in compliance with quality standards for the period ending September 30, 2004 and resulted in an unqualified opinion.
OIG completed its case study concerning its use of frequent telework as a means to reduce its infrastructure costs. This reporting period, the Criminal Investigators joined the pilot resulting in 60 percent of total OIG staff who telework frequently.
Work process improvement continued as new projects were designed and managed using Microsoft Project 2003, a technique for matching available resources against business project aims.
Professional development activities undertaken by OIG staff included Association of Government Accountants National Leadership Conference; District of Columbia Bar Association USA Patriot Act training; Contracting Officer's Technical Representative training; and Certified High Technology Crime Investigator training
The EEOC is the federal agency responsible for enforcement of: Title VII of the Civil Rights Act of 1964, as amended; the Equal Pay Act of 1963; the Age Discrimination in Employment Act of 1967 (ADEA); in the Federal sector only, section 501 of the Rehabilitation Act of 1973; Title I of the Americans with Disabilities Act of 1990 (ADA); and the Civil Rights Act of 1991. These statutes prohibit employment discrimination based on race, sex, color, religion, national origin, age, or disability. The EEOC is also responsible for carrying out Executive Order 12067, which promotes coordination and minimizes conflict and duplication among Federal agencies that administer statutes or regulations involving employment discrimination.
EEOC is a bipartisan Commission comprised of five presidentially appointed members, including the Chair, Vice Chair and three Commissioners. The Chair is responsible for the administration and implementation of policy for the Commission and for the financial management and organizational development of the Commission. The Vice Chair and the Commissioners equally participate in the development and approval of the policies of the Commission, issue charges of discrimination where appropriate, and authorize the filing of suits. Additionally, the President appoints a General Counsel to support the Commission and provide direction, coordination, and supervision to EEOC's litigation program.
The New Orleans and Houston District Offices and the Jackson Area Office were affected by Hurricane Katrina and Hurricane Rita. The Jackson and Houston offices were temporarily shut down during the evacuations of those areas, but resumed normal operations within a few days. The New Orleans District Office remains closed at this time, but plans are to reopen the office by the end of the year. All New Orleans personnel have been accounted for and are currently detailed to other EEOC offices or working from remote locations. Many of the New Orleans employees lost their homes and many of their possessions as a result of Hurricane Katrina. In an effort to provide these employees with meaningful, individualized support, an Agency support project, EEOC Cares (Co-workers Aiding Recovery thru Encouragement and Support) was launched nationwide. During the initial phase of the project, displaced New Orleans employees have been matched with a District or Headquarters office. These offices will coordinate efforts among their staff to respond to the needs of the matched employee(s) in an effort to expedite their recovery from this catastrophe.
The United States Congress established an Office of Inspector General at the EEOC through the 1988 amendment of the Inspector General Act of 1978, which expanded authority to independent agencies and federal entities. OIG's primary responsibility is to assist the EEOC by ensuring integrity, efficiency, and accountability in the agency's programs to enforce laws against discrimination in the workplace. Specifically, OIG supports the Agency by carrying out its mandate to independently and objectively conduct and supervise audits, evaluations and investigations; prevent and detect fraud, waste, and abuse; and promote economy and efficiency in programs and operations. The OIG keeps EEOC's Chair and members of the Congress fully and currently informed about problems, recommends corrective action(s), and monitors the EEOC's progress in implementing such action.
The OIG is under the supervision of the IG, who provides overall direction, coordination, and leadership to staff. The OIG includes a deputy inspector general, an audit and evaluation staff, an investigative staff, an independent counsel, and an administrative staff. The Deputy Inspector General serves as alter ego of the Inspector General and has the responsibility for providing overall program guidance, direction and supervision to audit, evaluation and investigative staffs. The audit program provides assurance to the Chair and Congress that EEOC programs are working efficiently and effectively. The audit staff conducts performance and financial audits, as well as special reviews and evaluations. These audits focus on management controls, administrative and program operations, transaction processing and financial and other information systems. Special reviews and evaluations assess program performance and information security and consider the implications of EEOC programs, operations and policies.
The mission of the investigative program is to perform investigative activities related to the integrity of the EEOC's programs. Most of OIG's investigations focus on violations of law or misconduct by Agency employees, as well as, allegations of irregularities or abuses in operations and programs. When needed, OIG's investigators work in concert with other law enforcement entities. Over half of the investigative inquiries result from employees and the general public calling OIG's 24-hour telephone (hotline) to report wrongdoing. A significant amount of these calls concern EEOC's discrimination complaint process and are referred to the appropriate program office.
During Fiscal Year 2005, the EEOC strengthened its enforcement activities and expanded outreach, while repositioning the agency for improved service and sustained viability. Repositioning activities, which includes a National Contact Center pilot, field office restructuring, and headquarters realignment pose significant challenges to Agency management and staff which impact employee performance and morale, as well as service to customers.
The National Contact Center began accepting calls nationwide in April 2005. Recently, the Office of Inspector General began an evaluation of the National Contact Center operations to determine its impact on field and headquarters staff, including whether some EEOC staff now have additional time to perform other duties. The center's impact on the efficiency and effectiveness of EEOC operations will also be evaluated, as well as its impact on EEOC's customers. In July 2005, the Commission voted on and approved 3-to-1, the Chair's plan to reposition the field structure for improved customer service and efficiency. The plan calls for the 51 field offices to be restructured, consolidating several offices and establishing new offices in Nevada and Alabama. The final repositioning activity, realigning headquarters, will be announced in Fiscal Year 2006.
Additional management challenges address EEOC's efforts to meet the core requirements of the President's Management Agenda initiatives and progress made during the year. These management challenges are directly linked to the Chair's Five-Point Plan, "EEOC as a Model Workplace".
As the Agency continues to move forward with its repositioning plans, strategic management of human capital remains a critical management challenge. The Office of Human Resources remains committed to ensuring that the Agency meets the initiatives of the President's Management Agenda and the Office of Personnel Management's (OPM) Human Capital Standards for Success. Some of OHR's accomplishments since our last update include the issuance of a final EEOC Strategic Human Capital Plan, working towards the completion of performance plans for all employees, and the conduct of the OPM Federal Human Capital Survey at the Commission. The EEOC Plan for Strategic Human Capital Management has been communicated to staff throughout the commission and is aligned with the Agency's mission, strategies, goals and objectives. It also includes metrics for each standard, timelines, and assigns responsibility to accountable managers. Performance plans for managers and critical positions have been developed and OHR anticipates the completion of all performance plans early in FY 2006.
Human capital challenges faced by the Agency continue to include the need for more funding for skills level training, an Agency awards program to reward outstanding employees, and improvement of staff retention and succession planning efforts. Additionally, the Office of Human Resources has to continue to analyze the results of the Federal Human Capital Survey (FHCS) for the Agency and to design an action plan to respond to the areas needing improvement.
The Agency continues to make progress in budget and performance integration. The Chief Financial Officer (CFO) completed a review of the Agency's time allocation system and made recommendations on improving the usefulness of the system including adding new program element codes to capture time relating to Freedom of Information Act Support and time spent for training. The Agency has issued its FY 2007 Performance Budget to OMB which aligns staffing and funding requests with the two mission-related strategic objectives in the current strategic plan.
The Agency is faced with the challenge of undergoing its initial Office of Management and Budget's (OMB) Performance Assessment Rating Tool (PART) review in the spring of FY 2006. To prepare for this review, the Agency is planning to conduct a dry run exercise involving staff from a cross section of the Agency. Once the Agency has been through the PART process, it will be in a better position to meet the core requirements of the President's Management Agenda in this area.
The Agency was successful in obtaining an unqualified opinion on its FY 2004 financial statements and in meeting the accelerated reporting deadlines established by the Office of Management and Budget (OMB). To address the material weakness reported during the FY 2004 audit, the CFO continues to provide internal training to its staff and has implemented the use of Hyperion software to improve the quality control over the financial reporting process. The Agency is faced with the challenge of obtaining funding to replace its obsolete financial system. EEOC's current financial management system is outdated and the system's vendor no longer provides updates to the system. Additionally, the National Business Center will discontinue hosting and supporting the system in October 2007.
The Agency met the OMB established deadlines for reporting its inventory of commercial and inherently governmental positions in accordance with the Federal Activities Inventory Reform Act (FAIR Act). During FY 2005, the Agency was successful in completing a streamlined competition following established policies contained in OMB circular A-76 Performance of Commercial Activities. The Control Room function of the Office of Federal Operations was competed resulting in the function remaining in-house with anticipated savings of $100,000 over five years. Other functions considered for future competitions include the Office of Information Technology's Desktop Support Services, and Managed Telecommunications and Server Operations. The Agency's challenge in this area is that it has not completed a standard competition involving 65 or more full time equivalents.
The Agency's progress in this area remains consistent. The Agency's Office of Information Technology (OIT) has business cases for all of its major systems. The systems are certified and accredited and the Agency continues to participate in a number of the E-Gov initiatives including E-training, E-Reports, E-travel, and E-Payroll.
All projects undertaken by the Audit and Evaluation Program support the Chair's Five Point Plan goal of EEOC as a Model Workplace, as well as, and OIG's Strategic Goal to improve the economy, efficiency, and effectiveness of EEOC programs, operations, and activities.
Audit of Controls Over IT Equipment (2005-03-PROP)
The purpose of this audit was to evaluate the adequacy of controls over IT equipment at Headquarters EEOC. Specifically, OIG evaluated the various cycles relating to IT equipment including the procurement, receipt, inventory, distribution, and disposition of excess and obsolete IT equipment. OIG found that controls over IT equipment stored at Headquarters EEOC were weak. OIT managers did not know the number of items or the total value of IT equipment stored at Headquarters EEOC and also, had not developed an inventory system that accounts for acquisitions, issuances, and identification of damaged or obsolete equipment. Due to the lack of a system to account for stored IT equipment and an organized methodology for storing such equipment, OIT managers were unable to provide a detailed inventory listing of IT equipment stored in EEOC Headquarters. OIG also noted that the accuracy of the Fixed Asset Subsystem (FAS) needs to be improved.
During testing, OIG noted that 22 of 147 items randomly selected were not included in the FAS's EEC 453 Reports - Detailed Subsidiary for Accountable/Sensitive Property. Additionally, the Office of Field Programs (OFP) failed to verify that IT equipment purchased and shipped directly from the vendor to various Fair Employment Practices Agencies (FEPAs) (1) was received. Finally, OIG found that IT property losses were not included in FY 2004 Federal Managers Financial Integrity Act (FMFIA) reports to the Chair. FMFIA reports submitted to the Chair by Office Directors did not include information about deficiencies in controls that allowed IT equipment to be removed or stolen from EEOC Headquarters during FY 2004.
To correct deficiencies found OIG recommended that management:
Management generally agreed with our recommendations and provided formal comments which are included in the OIG report.
Information Technology Assessment of the Agency's Integrated Mission System (IMS) (03-06-MIS)
The OIG issued a final report regarding its assessment of the Agency's Integrated Mission System (IMS). OIG reviewed and tested 260 separate information system control items as described in NIST Special Publication 800-26, Self-Assessment Guide for Information Technology Systems. Based upon the final results of our testing, we concluded that the Office of Information Technology has adequately developed and deployed appropriate information security controls to ensure the security of information that resides in the Agency's Integrated Mission System. However, OIG recommended additional security measures that included acknowledgement of "Rules of Behavior" prior to being granted access to IMS; development of specific consequences regarding non-compliance to the rules; and ensure that an approved Federal Information Processing Standards algorithm is used to encrypt Agency information. The Office of Information Technology agreed to all report findings.
Forensics Examination - Seattle District Office (SEDO)
The OIG was contacted by the SEDO, regarding concerns that an employee may have used Agency computers to view pornographic Internet web sites. To respond to these concerns, OIG conducted a forensic examination of two Agency computers and found evidence that pornographic web sites had been accessed on both. However, no evidence of child pornography was found. OIG recommended that management consult with human resource officials to determine appropriate administrative action. In addition, OIG recommended that management reissue a memorandum to all SEDO employees reminding them of the appropriate use of the Agency's Internet system.
OIG Fraud, Waste and Abuse Alert - Phishing
The OIG issued a Fraud, Waste and Abuse Alert addressing "Phishing." "Phishing" is a general term for criminals' creation and use of e-mails and web sites - designed to look like e-mails and web sites of well known legitimate businesses, financial institutions, and government agencies - in order to deceive Internet users into disclosing their bank and financial account information, or other personal data such as user names and passwords. Since many of these e-mails had been received by EEOC employees nationwide, OIG issued the alert to warn employees on the potential dangers and pitfalls of "Phishing."
National Contact Center Evaluation
A 2003 study performed by the National Academy of Public Administration for EEOC recommended that EEOC implement major changes to become more efficient and effective. One recommendation stated that the EEOC should establish a national call center. Subsequently, EEOC conducted a study that found it would be beneficial to establish a National Contact Center (NCC). In September 2004, EEOC signed a contract with Pearson Government Solutions to operate a National Contact Center for a two-year pilot. In March, 2005, the NCC began accepting calls nationwide.
EEOC desires an independent evaluation of the impact of the NCC. The evaluation will be used to: (1) provide EEOC management with analyses for making a decision regarding renewal of the NCC contract and (2) inform stakeholders on how the NCC has affected EEOC and its customers. OIG will conduct this evaluation and issued a solicitation earlier in the reporting period. In September, 2005, OIG contracted with Job Performance Systems, Inc., to perform the evaluation. The evaluation will focus on three types of impacts caused by NCC's operations:
Data gathering and analysis will occur October 2005 through February, 2006. Job Performance Systems will provide OIG with a final report on the NCC evaluation in June 2006. In July 2006, EEOC Commissioners will vote on whether to renew the contract with Pearson Government Solutions.
FY 2005 Audit of EEOC's Financial Statements
OIG contracted with Cotton & Co. LLP to perform the financial statement audit of the EEOC. This audit is required by the Accountability of Tax Dollars Act of 2002. Field work is currently in progress. It is expected that the audit opinion will be issued by November 09, 2005 to meet the accelerated reporting deadline of November 15, 2005 and for inclusion in the Agency's 2005 Performance and Accountability Report. Additionally, a Management Letter Report will be issued shortly after the financial statement audit identifying any internal weaknesses noted.
Agency Compliance with the Federal Manager's Financial Integrity Act (2005-06-AIC)
EEOC Order 195.001, Internal Control Systems requires OIG to annually provide a written advisory to the Chair on whether the management control evaluation process complied with OMB guidelines. To make this determination, OIG is reviewing: (1) assurance statements submitted by headquarters and district directors attesting that their systems of management accountability and control were effective and that resources under their control were used consistent with the agency's mission and in compliance with the laws and regulations set out in the FMFIA of 1982; (2) all functional area summary tables, and functional area reports submitted by headquarters and field offices; and (3) the Office of Research, Information and Planning's FY 2005 FMFIA Assurance Statement and Assurance Statement Letter, with supporting documents. The purpose of OIG's Independent assessment is to show that the Agency's management control evaluation was conducted in accordance with OMB's standards.
OMB Scorecard and EEOC Update (2005-08-MGT)
OIG will provide the Chair an updated status on the progress the Agency is making in implementing the initiatives of the President's Management Agenda (PMA). Agency managers are fully aware of the PMA requirements and continue to work diligently to ensure that the Commission gets to "Green" in each of the initiatives. OIG will issue the results of this assessment in the next reporting period.
Reliability of Key EEOC Performance Data (2005-02-AMR)
In the previous reporting period OIG initiated a data reliability assessment
project covering selected Agency performance data. OIG has made substantial
progress towards completion of the project. Our original schedule for issuing
a draft report was the fourth quarter of FY 2005. However, a shift in resources
was necessitated when OIG assumed the responsibility to conduct the independent
assessment of the NCC project, which was originated by Agency management.
Completion of data gathering and analysis, and the issuance of a draft report
have been rescheduled for the next reporting period.
Single Audit Act Reports
The Single Audit Act of 1984 requires recipients of federal funds to arrange for audits of their activities. Federal agencies that award these funds must receive annual audit reports to determine whether prompt and appropriate corrective action has been taken in response to audit findings. During the reporting period, OIG reviewed 27 audit reports issued by public accounting firms concerning Fair Employment Practices Agencies (FEPAs) that have work-sharing agreements with EEOC. There were no audit findings directed to FEPAs which were related to EEOC funds. (See Appendix III)
Audit Follow-Up
As required by Section 5(a)(3) of the Inspector General Act of 1978, as amended, semiannual reports shall include identification of each significant recommendation previously reported where corrective action has been completed. OIG has no reports with recommendations previously reported to which corrective action has not been completed.
Section 5(a)(1) of the Inspector General Act of 1978, as amended, requires that semiannual reports shall include a summary of each audit report issued before the commencement of the reporting period for which no management decision has been made by the end of the reporting period. OIG has no audit or evaluation reports that were issued before commencement of the reporting period for which no management decision has been made by the end of the reporting period.
The Investigative projects performed supports OIG's Strategic goal to focus limited investigative resources on issues that represent the greatest risk, and offer the maximum opportunity, to detect and prevent fraud, waste and abuse in EEOC programs and operations.
During the period, the Investigations staff closed 135 matters, of which 70 were hotline contacts. Charge processing issues were referred to OIG by Congress, other Inspectors General, or at the written request of charging parties or respondents. These charges were either resolved by OIG or directed to field offices, the Office of Field Programs (OFP) and the Office of Federal Operations (OFO) for appropriate action. Ongoing investigative activity includes matters investigated in cooperation with the Department of Justice and other law enforcement entities.
| Investigative Inquiries Received During the Reporting Period |
|
|---|---|
| ALLEGATIONS | TOTAL |
| Charge Processing | 39 |
| Other Statutes | 12 |
| Title VII | 26 |
| Mismanagement | 8 |
| Ethics | 8 |
| Backgrounds | 13 |
| Theft | 2 |
| Other Criminal Violations | 5 |
| Fraud | 22 |
| TOTALS | 135 |
Theft Investigation/Wire Fraud
The Office of Inspector General in conjunction with the U.S. Attorney's Office for the District of Columbia, conducted a Federal Grand Jury investigation into the theft of electronic and computer equipment from the Equal Employment Opportunity Commission's headquarters building. The investigation revealed that an employee for the Agency had stolen in excess of $92,000 worth of equipment from the headquarters building between May of 2004 and February of 2005, and sold the items on E-bay from his assigned Agency desktop computer. The employee pled guilty to a criminal information in June 2005, to one count of wire fraud. As a result of this conviction, the employee was sentenced in September 2005 to serve one year in a Federal minimum security prison, two years of supervised probation upon release, pay restitution in the amount of $92,233.45, and to perform 100 hours of community service within the two years of probation.
Conflict of Interest Referral
The Office of Inspector General completed the investigation of an allegation that an employee, who monitored contracts for the Agency's computer systems had a conflict of interest. The employee was formerly employed by the contractor and currently holds a retirement account with the former employer. Based on the investigation, an appearance of a conflict did exist, and the matter was referred to the Department of Justice- Office of Public Integrity.
Bribery
The Office of Inspector General received a complaint from an EEOC employee alleging that a charging party tried to bribe her by giving her a ring during a review of the charging party's EEOC complaint. The employee told the charging party that she could not accept the ring, and ended the interview. The EEOC employee immediately reported the incident to her office director. After investigating the matter, OIG reported the matter to the Department of Justice, United States Attorneys Office for New Jersey. The U.S. Attorneys Office declined prosecution in this matter. As a result, OIG concluded its investigation of this matter.
Impersonation/ Fraud
The Office of Inspector General received a complaint through the National Call Center that an individual was trying to sell EEOC pamphlets and posters to companies in the Mid-West. After conducting a preliminary investigation into the matter, the case was referred to the OIG Evaluations Division for additional review.
Post Employment Violation
The Office of Inspector General received a complaint that a former Agency official working with the contractor awarded the Agency's National Call Center project may have violated Federal post-employment laws. However, evidence adduced by an OIG investigation revealed that since sufficient time had passed between the employee's separation from the Agency and being employed with the NCC that no post-employment violations occurred.
Ongoing Investigative Activity
OIG has ongoing investigations in headquarters and several field offices involving such matters as theft of government property, conflicts of interest, destruction of evidence, false statements, misuse of Government property, fraud and misuse of the Agency insignia and attempted bribery. Several of these matters have been referred to the Department of Justice for prosecutorial consideration.
Peer Review
The OIG's system of quality control for the audit function, in effect for the year ended September 30, 2004, was reviewed by Legal Services Corporation Office of Inspector General. It was their opinion that OIG's audit function has been designed in accordance with the quality standards established by the President's Council on Integrity and Efficiency and was being complied with for the year then ended to provide the OIG with reasonable assurance of material compliance with professional auditing standards in the conduct of audits. Therefore, an unqualified opinion on OIG's audit quality control was issued in April, 2005.
Legislative and Regulatory Matters
During the reporting period OIG reviewed the EEOC Directives Management System, EEOC Order No. 205.001 and Management Bulletin (MB) 100-2, Directing Agencies to Delete Section 111 in Chapter 8 of EEO MD-110 (1999) and Replace with Language Clarifying Procedures for Processing Claims Identical to Claims Asserted in a Class Complaint. OIG also reviewed the EEOC's proposed revisions to its Privacy Act Systems of Records.
Frequent Telework
During the reporting period, the Office of Inspector General completed its case study concerning its use of frequent telework as a means to reduce its infrastructure costs. As reported earlier, the Office of Inspector General originally identified four individuals whose job functions (evaluating, auditing, and analyzing) made them appropriate candidates for our pilot frequent telework program. During this reporting period we included OIG's Criminal Investigators into the frequent telework model, which brought the number of individuals who frequently telework to six, or 60 percent of the staff. Preliminary results indicate that the use of frequent telework as a means to reduce infrastructure is a viable alternative. In a focus group, frequent teleworkers reported that they were able to still perform their job functions without being in the central office each day. We plan to issue a report during the next period that will detail our case study findings.
More Telework News
The Senior Evaluator served as a panelist during a roundtable discussion on telework in the federal government. The roundtable was aired on 1050 AM, Federal News Radio, was sponsored by Citrix Systems, Inc. on June 2, 2005. The other panelist included employees of the U.S. Patent and Trademark Office, and the General Services Administration.
Office of Inspector General Project Management Initiative
The OIG continued its efforts to improve work processes by implementing project management, a technique for matching available resources (e.g., time, money, and people) against business project aims (early completion and final cost). OIG's Project Management Initiative provides a means to improve the timeliness, efficiency, and quality of products. Several new projects were designed and managed using Microsoft Project 2003 and project management principles learned through training. Some staff took additional on-line project management training. OIG's goal is for most projects to be designed and managed using Microsoft Project 2003.
Professional Development Activities
During the reporting period, OIG staff completed training activities which included:
OIG staff continues to participate in activities of the President's Council on Integrity and Efficiency (PCIE) and the Executive Council on Integrity and Efficiency (ECIE). These activities include:
In September 2005, the OIG sponsored its first annual retreat. The retreat focused on staff accomplishments, teambuilding and work planning for the upcoming fiscal year. The retreat also is linked to an element of the Chair's Five-Point Plan, "EEOC as a Model Workplace".
APPENDIX I – FINAL OIG AUDIT AND EVALUATION REPORTS
| Report Title | Report Number | Date Issued | Dollar Value of Questioned Costs | Dollar Value of Better Used Funds | Dollar Value of Unsupported Costs |
|---|---|---|---|---|---|
| AUDIT Audit of Controls Over IT Equipment |
2005-03-PROP | 9/30/05 | $-0- | -0- | -0- |
| Evaluation/
Advisory Information Technology Assessment of the Integrated Mission System |
03-06-MIS | 9/30/05 | $-0- | -0- | -0- |
| Total | $-0- | -0- | -0- |
APPENDIX – II – FINAL OIG AUDIT AND EVALUATION REPORTS
| IG ACT CITE | REPORTING REQUIREMENTS | PAGE |
|---|---|---|
| Section 4 (a)(2) | Review of Legislation and Regulations | 15 |
| Section 5 (a)(1) | Significant Problems, Abuses and Deficiencies | 7-14 |
| Section 5 (a)(2) | Recommendations With Respect to Significant Problems Abuses and Deficiencies | 7-9 |
| Section 5 (a)(3) | Significant Recommendations Included in Previous Reports on Which Corrective Action Has Not Been Completed | N/A |
| Section 5 (a)(4) | Matters Referred to Prosecutive Authorities | 13 |
| Section 5 (a)(5) | Summary of Instances Where Information Was Refused | N/A |
| Section 5 (a)(6) | List of Audit Reports | 17 |
| Section 5 (a)(7) | Summary of Significant Reports | 7-9 |
| Section 5 (a)(8) | Questioned and Unsupported Costs | N/A |
| Section 5 (a)(9) | Recommendations That Funds Be Put to Better Use | N/A |
| Section 5 (a)(10) | Summary of Audit Reports Issued Before the Commencement of the Reporting Period for Which No Management Decision Has been Made | N/A |
| Section 5 (a)(11) | Significant Management Decisions That Were Revised During the Reporting Period | N/A |
| Section 5 (a)(12) | Significant Management Decisions With Which the OIG Disagreed | N/A |
APPENDIX III – SINGLE AUDIT ACT REPORTS
| The State of Indiana, June 30, 2004 | The State of New Hampshire, June 30, 2004 |
| The State of Kentucky, June 30, 2004 | The State of Louisiana, June 30, 2004 |
| The State of Oregon, June 30, 2003 | The State of Utah, June 30, 2004 |
| The State of Oregon, June 30, 2004 | The State of Iowa, June 30, 2004 |
| The State of Washington, June 30, 2004 | The State of Minnesota, June 30, 2004 |
| The State of Alaska, June 30, 2004 | The State of Wisconsin, June 30, 2004 |
| The State of Idaho, June 30, 2004 | The Fond Du Lac Bank of Lake Superior Chippewa, June 30, 2004 |
| The State of North Dakota, June 30, 2004 | The State of Ohio, June 30, 2004 |
| The State of Wyoming, June 30, 2004 | The State of Florida, June 30, 2004 |
| The State of Missouri, June 30, 2004 | The State of Nevada, March 31, 2004 |
| The State of North Carolina, June 30, 2004 | The State of California, March 31, 2004 |
| The State of Maryland, June 30, 2004 | The State of Oklahoma, June 30, 2004 |
| The State of New York, March 31, 2004 | The State of West Virginia, June 30, 2004 |
| The State of Massachusetts, June 30, 2004 |
To report suspected fraud, waste and abuse
CONTACT
THE INSPECTOR GENERAL's HOTLINE
Toll-free 1-800-849-4230
Or Write: OFFICE OF INSPECTOR GENERAL - HOTLINE
P.O. BOX 18212
WASHINGTON, D.C. 20036-8212
Identities of Writers and Callers are always Fully Protected
1. A Fair Employment Practices Agency is a state or local authority that investigates and resolves charges of employment discrimination filed under Title VII, ADA, and/or the ADEA and compatible state and /or local ordinances in partnership with the EEOC. There were a total of 92 FEPAs as of March 31, 2003. All FEPAs received PCs from the EEOC.
This page was last modified on December 21, 2005.
