FY 2001 GPRA Annual Performance Plan

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

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.

Performance Measures

Improve Private Sector Enforcement

X=the stated measure/indicator is not used for the fiscal year.

STATEMENT		1999		2000		2001
NO.		Target	Results	Target	Results	Target
1.1.1.	Percent of resolved private sector charges benefitting victims of discrimination. (For original wording for FY 2000 measure, see Appendix, cross reference item A)	X	X	20%	21.3%	20%
1.1.2.	Percent of newly filed, administratively processed private sector charges resolved within 180 calendar days.	X	X	X	X	60%
1.1.3.	Percent of sampled district office charge files with information supporting the categorization of the charges as "A," "B," or "C" and any necessary attorney involvement.	X	X	X	X	90%
1.1.4.	Percent of "A-1" charges received in the fiscal year with on-site investigations.	X	X	X	X	At least 70%
1.1.5.	Percent of "A" charges where attorneys are available to advise investigators.	X	X	X	X	100%
1.1.6.	Percent of the cases filed in court involving multiple aggrieved parties (MAPs) or discriminatory policies.	32%	28.5%	32%	36%	36%
1.1.7.	Percent of cases litigated during the fiscal year with investigators assigned.	X	X	X	X	no less than 5%

Outcome(s) Expected

The measures for fiscal year 2001 are designed to build towards the expected outcomes in the private sector program articulated in EEOC's Strategic Plan. Briefly, the expected outcomes are to reduce charge inventories and processing times through mediation and other positive outcomes; strengthen collaboration between enforcement and legal staff; and enhance the focus on charges and litigation involving multiple aggrieved parties or discriminatory policies.

Management Challenges and External Factors

The agency's Strategic Plan outlined several challenges and factors that could impact on the accomplishment of its fiscal year 2001 measures. Those applicable this year are as follows:

Training employees within available resources, since the agency expects to increase its staff consistent with the 8 percent increase in its budget;
Enhancing ties with the agency's FEPA partners to expand efforts to jointly investigate charges and initiate joint outreach efforts (see Strategic Objective 1.3.);
Balancing agency technology enhancements with the resources needed to conduct other key initiatives and programs; and
Increases in charge receipts and charges deferred to EEOC from Fair Employment Practices Agencies, as well as charges in the composition of our workload that increase the number of complex cases are likely to affect achievement of the goal for resolving 60 percent of the private sector charges within 180 calendar days of their receipt.

Program Evaluation

The agency will conduct the following program evaluation initiative to improve service to the public:

Quality Peer Review: The Commission has designed a pilot Quality Peer Review (QPR) program to achieve three results: establish objective, measurable standards linked to its Comprehensive Enforcement Program (CEP) implementation; identify best practices to share throughout the agency to improve the implementation of the CEP; and foster a climate of continuous improvement in its private sector charge processing program. During fiscal year 2001, the agency anticipates piloting and implementing the components developed to date outreach and initial contact with the agency in several offices, evaluating the results obtained, and adjusting the program for further implementation in subsequent fiscal years.

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

Performance Measures

ENHANCE FEDERAL SECTOR PROGRAM EFFECTIVENESS
X=the stated measure/indicator is not used for the fiscal year.

STATEMENT		1999		2000		2001
NO.		Target	Results	Target	Results	Target
1.2.1.	Percent of closed Hearings cases over 180 days old. (For original wording for FY2000 measure, see Appendix, cross-reference item C.)	X	X	5% reduction of cases over 180 days old at beginning of FY2000.	6.8% reduction.	20% of closures are 360-days old and older.
1.2.2.	Percent of Hearings cases resolved within 180 days.	X	X	X	X	20% of cases received in FY2001.
1.2.3.	Percent of closed Appeals cases 500-days old or older. (For original wording for FY2000 measure, see Appendix, cross-reference item D.)	X	X	20%	33%	30%
1.2.4.	Percent of Appeals cases resolved within 180 days.	X	X	10% of cases received in FY2000.	21.9%	20% of cases received in FY2001.
1.2.5.	Percent of Appeals resolved within 180 days involving breach of settlement agreements filed within the first 3 quarters of the fiscal year.	X	X	X	X	50%
1.2.6.	Percent of Appeals resolved within 180 days alleging non-compliance with an agency's final action or final decision filed within the first 3 quarters of the fiscal year.	X	X	X	X	50%

Outcome(s) Expected

Measures in previous fiscal years have improved the federal sector program, in the face of fiscal constraints and a growing work load. In fiscal year 2001, the agency aims to maintain past achievement and continue improvements in the quality and timeliness of hearings and appeals decisions and resolutions. Other outcomes focus on improving compliance with settlement agreements reached and final agency decisions.

Management Challenges and External Factors

Several challenges and factors will influence its effectiveness during this fiscal year, including:

The impact of the new federal sector regulations (29 C.F.R. 1614), effective on November 9, 1999, on federal sector complaint processing. The EEOC is collecting and monitoring data to it compare results before and after the regulatory change; and
The adaptation of the private sector Comprehensive Enforcement Program (CEP) concepts to the federal sector program. Implementation of the CEP in the federal sector program began in 1999 with a framework designed to link and integrate resources to provide a comprehensive strategy for implementing federal sector improvements.

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.

Performance Measures

STRENGTHEN PARTNERSHIPS WITH STATE AGENCIES AND NATIVE AMERICAN ORGANIZATIONS
X=the stated measure/indicator is not used for the fiscal year.

STATEMENT		1999		2000		2001
NO.		Target	Results	Target	Results	Target
1.3.1.	The number of Fair Employment Practices Agencies (FEPAs) receiving technological capabilities to improve the efficiency and effectiveness of charge processing procedures. (For original wording for FY1999 measure, see Appendix, cross-reference item E.)	18	22	X	X	8
1.3.2.	Train FEPAs and Tribal Employment Rights Organizations (TEROs). (For original wording for FY 1999 measure, see Appendix, cross-reference item F.)	Train 30 FEPAs.	49 FEPAs trained.	Train FEPAs/ TEROs. Provide training materials on at least 2 employment discrimination subjects.	93 FEPAs & 61 TEROs trained. Materials on 2 subjects distributed.	Train FEPAs/TEROs.
1.3.3.	The number of contracted dual-filed charges resolved by FEPAs. (For original wording for FY2000 measure, see Appendix, cross-reference item G.)	X	X	approx.53,000	53,683	approx. 55,000
1.3.4.	The number of joint outreach programs conducted with FEPAs to educate and assist small businesses covered by EEOC enforced statutes and under-served communities and groups.	X	X	X	X	20

Outcome(s) Expected

The agency will partner with FEPAs and TEROs to improve services to customers by enhancing charge-processing capabilities of Fair Employment Practices Agencies (FEPAs) and conducting joint enforcement and outreach, education and technical assistance activities.

Management Challenges and External Factors

Challenges for EEOC to enhance its partnership with the FEPAs and TEROs include:

The myriad of state and local laws governing employment discrimination creates a challenge for EEOC to provide effective assistance on charge processing, technology and training support to its 93 FEPA partners; and
The balancing of EEOC resources for providing technology upgrades for FEPAs among all competing necessities, recognizing that these enhancements improve communications and data sharing among EEOC and its FEPA partners.

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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.

Performance Measures

Outcome(s) Expected

Management Challenges and External Factors

Program Evaluation

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

Performance Measures

Outcome(s) Expected

Management Challenges and External Factors

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.

Performance Measures

Outcome(s) Expected

Management Challenges and External Factors

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.

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

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.