../plan.css"> The U.S. Equal Employment Opportunity Commission

Appendix

Originally Published Language Used for Fiscal Years 1999-2000 GPRA Measures.

This Appendix provides a cross-reference between the Table of Measures and the original wording of the fiscal year 1999 and 2000 measures, with the target values, used in the agency's published GPRA Annual Performance Plans. The Table and this Appendix use the revised framework for its Strategic Goals/Strategic Objectives in the agency's new Strategic Plan for Fiscal Years 2000-2005.

STRATEGIC GOAL 1
Enforce Federal Civil Rights Employment Laws Through a Comprehensive Enforcement Program.

Strategic Objective 1.1.
Improve the effectiveness of the private sector enforcement program, including the use of charge prioritization, mediation and, where necessary, litigation, by utilizing a comprehensive enforcement strategy that focuses on National Enforcement Plan priorities.

Cross-Reference Item from Table of Measures Measures Number Used in Annual Performance Plan for the FY
A FY 2000 Increase to 20% the proportion of resolved private sector charges that benefit victims of discrimination. I.A.5.
B FY 1999 Increase the proportion of cases filed in court that involve multiple aggrieved parties or discriminatory policies, so that the proportion in fiscal year 1999 is 10% greater than the proportion for fiscal year 1998. I.A.3.
FY2000
(Same Measure-- Language Revised from FY99)		 Thirty two percent (32%) of the cases filed in court during the fiscal year involve multiple aggrieved parties (MAPs) or discriminatory policies.

Strategic Objective 1.2.
Enhance the effectiveness of the federal sector program by utilizing a comprehensive enforcement strategy.

Cross-Reference Item from Table of Measures Measures Number Used in Annual Performance Plan for the FY
C FY 2000 By the end of fiscal year 2000, reduce by 5% the number of Hearings cases over 180 days old as of the beginning of the fiscal year. 1.B.2.
D FY 2000 Twenty percent (20%) of total closures are from the oldest group of appeals cases in EEOC's inventory. I.B.3.
FY2000 Ten percent (10%) of appeals received during the fiscal year will be resolved within 180 days. 1.B.4.

Strategic Objective 1.3.
Strengthen partnerships with State and Local Fair Employment Practices Agencies (FEPAs) and Native American Tribal Employment Rights Organizations (TEROs) to enhance effective implementation of laws addressing employment discrimination.

Cross-Reference Item from Table of Measures Measures Number Used in Annual Performance Plan for the FY
E FY 1999 Improve technological capabilities of 18 Fair Employment Practices Agencies to improve efficiency and effectiveness of charge processing procedures. 1.C.1.
F FY 1999 Provide training to improve charge investigation capabilities of 30 Fair Employment Practices Agencies. I.C.2.
FY2000(Similar Measure to FY99) Provide training for FEPAs and Tribal Employment Rights Organizations (TEROs), and distribute training materials covering at least 2 employment discrimination subjects to each FEPA with which EEOC has a charge resolution contract. 1.C.1.
G FY 2000 Contract with FEPA partners to resolve approximately 53,000 dual-filed charges. I.C.2.

STRATEGIC GOAL 2
Promote Equal Opportunity in Employment Through Education and Technical Assistance.

Strategic Objective 2.1.
Encourage and facilitate voluntary compliance with equal employment opportunity laws among employers and employer groups in the private and federal sectors.

Cross-Reference Item from Table of Measures Measures Number Used in Annual Performance Plan for the FY
H FY 1999 Consult with 500 employer stakeholders on operational and legal issues. II.A.1.
FY2000 (Same Measure-- Language Revised from FY99) Conduct at least 1,200 consultations with employer stakeholders on operational and legal issues; maintaining the high level of consultations held in fiscal year 1999.
I FY 1999 Conduct 10,000 technical assistance efforts, other than Revolving Fund activities, with individual private sector and public-sector employers. II.A.3.
FY2000 (Same Measure-- Language Revised from FY99) Conduct at least 46,500 technical assistance efforts, other than Revolving Fund activities, for private sector and federal sector employers; maintaining the high level of technical assistance provided in fiscal year 1999.
J FY 1999 Conduct 75 Revolving Fund activities for private sector and public-sector employers. II.A.2.
FY2000 (Split Into Two Separate Measures) Conduct 175 Revolving Fund activities for private sector and federal sector employers.
K FY 1999 Develop an outreach plan for fiscal years 2000-2002 to provide education and technical assistance and to proactively distribute EEOC's education and information materials to small private sector employers and to public-sector employers. II.A.4.
FY2000 (Same Measure-- Language Revised from FY99) Implement, as part of the agency's comprehensive outreach efforts, the plan developed in fiscal year 1999 to provide education and technical assistance and to proactively distribute EEOC's education and information materials to public, including small private sector employers, and to federal sector employers.
L FY 2000 Conduct 14 on-site evaluations of federal agency EEO programs. I.B.6.

Strategic Objective 2.2.
Increase knowledge about individual rights under equal employment opportunity laws among the public and employee groups.

Cross-Reference Item from Table of Measures Measures Number Used in Annual Performance Plan for the FY
M FY 1999 Consult with 500 employee stakeholders on operational and legal issues. II.B.1.
FY2000 (Same Measure-- Language Revised from FY99) Conduct at least 1,200 consultations with employee stakeholders on operational and legal issues; maintaining the high level of consultations held in fiscal year 1999.
N FY 1999 Develop an outreach plan for fiscal years 2000-2002 to inform under served constituencies of their rights, and to proactively distribute EEOC's educational and informational materials to employee stakeholders. II.B.2.
FY2000 (Same Measure-- Language Revised from FY99) Implement, as part of the agency's comprehensive outreach efforts, the plan developed in fiscal year 1999 to inform under served constituencies of their rights and to proactively distribute EEOC's education and information materials to employee stakeholders.

STRATEGIC GOAL 3
Enhance Agency Effectiveness to Achieve our Mission and Strategic Goals by Providing Executive Direction and Support and Building Institutional Knowledge.

Strategic Objective 3.1.
Enhance staff capabilities and substantive knowledge to improve work processes and job functions through training, partnership, team-based approaches, and customer-based principles.

Cross-Reference Item from Table of Measures Measures Number Used in Annual Performance Plan for the FY
O FY 1999 Provide training to all employees in skills relevant to their primary job duties and responsibilities. III.A.1.
FY2000 (Same Measure-- Language Revised from FY99) Provide training to EEOC employees with critical skill needs relevant to implementing the Comprehensive Enforcement Program.

Strategic Objective 3.2.
Provide policy direction and guidance to achieve all Strategic Goals.

Cross-Reference Item from Table of Measures Measures Number Used in Annual Performance Plan for the FY
P FY 2000 Reduce by 15% from fiscal year 1999 the average number of days to process internal EEO complaints, and use innovative approaches, such as Alternative Dispute Resolution (ADR) for voluntary mediation. II.B.2.

Strategic Objective 3.3.
Instill a knowledge base by attaining and maintaining a robust technological competency and through research, analysis and evaluation of organizational components, procedures and processes.

Cross-Reference Item from Table of Measures Measures Number Used in Annual Performance Plan for the FY
Q FY 1999 Review internal directives and streamline, update, or eliminate 10 percent of them in order to improve internal processes and free resources for front-line enforcement activities. II.B.1.
FY2000 (Same Measure-- Language Revised from FY99) Continue to review internal directives and streamline, update, or eliminate 10% of those in effect as of September 30, 1998, in order to improve internal processes and free resources for front-line enforcement activities.
R FY 1999 Implement a new financial management system. III.C.1.
S FY 2000 Continue to develop the Integrated Mission System (IMS), which allows consolidation of EEOC's major mission-related information systems into a single, shared database that will improve functionality, expand employee access, and allow for future integration with administrative systems. III.C.2.
T FY 2000 Initiate the development of a standardized federal EEO Complaint Collection and Reporting System to improve the collection of data from federal agencies and provide more efficient reporting of federal EEO complaints. III.C.3.

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