The agency has previously made, or is making, additional, interim adjustments to the EEOC Strategic Plan for Fiscal Years 2004 through 2009. There are limited changes to the text of six performance measures (identified in items A-D) to ensure that the original meaning intended by each measure is clearly understood. The agency is also altering its schedule of Performance Evaluations (Item E). Because of this schedule change, the agency will be using an alternative method to evaluate one measure (Item F). In addition, the agency has increased a final goal for one measure (Item G) and inserted a final goal for which a measure was pending (Item H). For the convenience of the reader, we have highlighted in bold several words in each measure to make it easier to identify the key changes made.
We are measuring a consistent time frame for the first three measures in our Strategic Plan. We have changed the phrasing of the text to ensure that it is clear that we are including the 180th day of the period in the count. The change is not substantive.
| Measure 1.1.1 |
Original performance measure: By FY 2009, ensure that at least 75% of private sector charges will be resolved within 180 days. Revised performance measure: By FY 2009, ensure that at least 75% of private sector charges will be resolved in 180 days or fewer. |
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| Measure 1.1.2 |
Original performance measure: By FY 2009, ensure that at least 50% of Federal sector hearings will be resolved within 180 days. Revised performance measure: By FY 2009, ensure that at least 50% of Federal sector hearings will be resolved in 180 days or fewer. |
| Measure 1.1.3 |
Original performance measure: By FY 2009, ensure that at least 70% of Federal sector appeals will be resolved within 180 days. Revised performance measure: By FY 2009, ensure that at least 70% of Federal sector appeals will be resolved in 180 days or fewer. |
The private sector mediation program has been very successful; however, our charge data and a research study verified that employers do not agree to participate in the program to the same extent that charging parties do. This measure was developed to increase the number of charges in which employers agree to participate. The original language may incorrectly imply that we would count unique employers in order to increase those agreeing to participate. It is more appropriate, however, to try to increase the actual number of charges that are mediated, which requires that the employer to agree to mediate the charge. The text change is not substantive, but it correctly states how the agency will determine the results for this measure.
| Measure 1.2.2 |
Original performance measure: By FY 2006, increase by 20% the number of private sector employers that agree to participate in mediation from the FY 2003 baseline. Revised performance measure: By FY 2006, increase by 20% the number of private sector charges in which employers agree to participate in mediation over the FY 2003 baseline. |
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The agency regularly uses the term "Federal sector program" when it describes EEOC's activities, policies, processes, and procedures involving Federal agencies. One of EEOC's activities is to evaluate the EEO programs of other Federal agencies. The use of the word "program" in this measure was intended only to indicate that our own Federal sector program would conduct the evaluation. It could be misunderstood, however, to require the type of rigor and independence expected from the Program Evaluations described in Section VII. The text of the measure has been changed to avoid any misunderstanding. The text change is not substantive.
| Measure 1.3.4 |
Original performance measure: EEOC's Federal sector program evaluations and technical assistance efforts result in Federal agencies improving employment policies, practices, and procedures. Revised performance measure: EEOC's Federal sector evaluations and technical assistance efforts result in Federal agencies improving employment policies, practices, and procedures. |
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The electronic document management project will electronically convert key documents in a file, but it was not our intention to count individual documents in order to assess the results for this measure. The original text of the measure could be misunderstood. It has been revised to convey the proper interpretation that EEOC will count the number of case files once the electronic conversion of documents occurs.
In addition, the original text did not explicitly include our Federal sector files in the document conversion program. The text was changed to clearly reflect that we are also converting key documents in the Federal files. The text changes are not substantive.
| Measure 3.1.8 |
Original performance measure: By FY 2009, EEOC will maintain in electronic format 95% of the key documents necessary in active charge/case-related enforcement/litigation files. Revised performance measure: 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. |
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The agency elected to change the order of the Program Evaluations outlined in the Strategic Plan twice. Neither of the changes in the schedule is a substantive changes to the Strategic Plan.
In FY 2004, the Program Evaluation schedule was adjusted to indicate that the agency would conduct an evaluation of the Private Sector Charge Process in FY 2005. The previously scheduled evaluation of the Private Sector Mediation Program was postponed until FY 2006.
In FY 2005, the Program Evaluation schedule was adjusted to indicate that the agency would conduct an evaluation of the Federal Sector Mediation Programs in FY 2006. The previously scheduled evaluation of the Private Sector Mediation Program was further postponed until FY 2007.
The Strategic Plan indicates for Measure 1.2.1. that the agency would conduct a Program Evaluation in FY 2005 to assess the private sector mediation/ADR program. With the changed program evaluation schedule (item E. above), the agency will assess the program using an alternative method. It intends to develop a methodology to assess the program by using data collected from its investigative charge files and coded into the agency-wide charge database.
The RESOLVE Program is EEOC's internal ADR program launched in FY 2003. The program is another component of our efforts to become a model workplace. We decided that one aspect of its success would be the willingness of employees to participate in the program again. We established a goal for our first full year at 30%, with our intention to reach a final goal of 80% by FY 2009. We are altering the targets and goals for this measure because of the unprecedented success we have achieved. The text change increases the targets and final goal expected for this measure. We consider the change to be a minor alteration to our Strategic Plan because it does not substantively revise the intention of the measure.
| Measure 3.1.7 |
Original performance measure: The percentage of EEOC employees reporting a willingness to participate again in EEOC's internal EEO/conflict resolution mediation program, RESOLVE, will be 80% by FY 2009. Revised performance measure: The percentage of EEOC employees reporting a willingness to participate again in EEOC's internal EEO/conflict resolution mediation program, RESOLVE, will be 90% or greater. |
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Initially, several measures did not provide stated intermediate target values and/or a final goal in our Strategic Plan. The following measures required minor adjustments to include goals and/or revise language. The inclusion of the final goals and any text changes to accommodate the type of final goal do not substantively revise the intention of these measures in our Strategic Plan.
| Measure 1.1.4 |
Original performance measure: By FY 2009, reviews of investigative files indicate that the percentage of files meeting established criteria for quality is at TBD% or higher. Revised performance measure: By FY 2009, reviews of investigative files indicate that the percentage of files meeting established criteria for quality is at a maintenance level of 90% or higher. |
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| Measure 1.3.1 |
Original performance measure: By FY 2009, TBD% of private sector resolutions where EEOC is a party result in improvements to employment policies, practices, or procedures. Revised performance measure: By FY 2009, 19.0% of private sector resolutions where EEOC is a party result in improvements to employment policies, practices, or procedures. |
This page was last modified on December 2, 2005
