During Fiscal Year (FY) 2007, the EEO complaints activity at the U.S. Office of Personnel Management (OPM) remained consistent with its complaints totals in previous fiscal years – excluding FY 2004 and FY 2005 when OPM experienced a spike due solely to the filing of multiple individual complaints on an identical matter (not involving OPM), which would have been more properly raised through a single class complaint.
OPM´s FY 2007 EEO complaint activity does not reflect any systemic EEO issues or any particular trend by bases or issues.
See paragraph A above.
Practical Knowledge Gained through Experience
During FY 2007, OPM Director Linda M. Springer continued her strong leadership in support of merit system principles and sound government operations. OPM ensured accountability by building upon the excellent results achieved in OPM´s EEO complaints process during FY 2006 – when OPM led the Federal Government in many important EEO complaints processing metrics – and either sustaining or improving performance during FY 2007. OPM also implemented critical OPM policies and initiatives promoting EEO, protection from prohibited personnel practices, workforce inclusiveness, and the strategic management of human capital.
See paragraph D below for specific actions taken by OPM to advance merit system principles, relevant for reporting under the No FEAR Act.
Actions Planned/Taken to Improve Agency Complaint or Civil Rights Program
During FY 2007, OPM accomplished significant results in promoting merit system principles at OPM, including EEO and the strategic management of human capital. Some of these noteworthy achievements are set forth as follows:
Efficient EEO complaints process with measurable results and sustained/improved performance from FY 2006, including the following:
Informal EEO Counselings
OPM was a Federal leader in percentage of timely FY 2006 EEO counselings, with a success rate of 100%, and again accomplished the same 100% timeliness result in FY 2007.
During FY 2006, OPM completed the highest percentage of timely FY 2006 EEO investigations in the Federal Government (among agencies qualifying for ranking by the U.S. Equal Employment Opportunity Commission) by timely completing 100% of EEO investigations (compared to the Federal government-wide average of 69.4%), and OPM completed its FY 2006 EEO investigations with the fastest average processing time in the Federal Government at an average of 104.8 days (well within the regulatory requirement of 180 days and under the Federal Governmentwide average of 186 days).
During FY 2007, OPM again timely completed 100% of EEO investigations and further improved by lowering the average processing time of investigations to 100.3 days.
Final Agency Orders (following EEOC hearing)
During FY 2006 and FY 2007, OPM processed all Final Agency Orders within 40 days of receipt of the hearing file and the EEOC administrative judge´s decision.
Final Agency Decisions (without EEOC hearing)
During FY 2006, OPM´s averaged 209.2 days to issue Final Agency Decisions (includes time required to investigate complaints (generally 180 days by regulation)).
During FY 2007, OPM achieved an average processing time of 191.6 days for issuance of Final Agency Decisions.
During FY 2006, OPM dismissed complaints with an average processing time of 55.94 days (compared to 147.9 in FY 2005, 278.7 in FY 2004, and EEOC-suggested 90-day timeframe).
During FY 2007, OPM further improved upon its processing time for dismissals by achieving an average of 43.67 days.