Enter your Agency or Component
data for PARTs A through E below.
In PART E, the
Executive Summary should be as short and concise as possible. Extraneous
information, such as a complete iteration of the agency's strategic plan,
should not be included in the Executive Summary. Remember that the
Executive Summary is intended to be an introductory summary which catches the
attention of the agency's top managers and supervisors. This is to ensure their
understanding of the agency's overall EEO program direction and of their
expected contributions necessary for the agency to become a Model Employer.
In the Comments
column, the database will accept up to 500 characters.
Agency |
Second
Level Component |
Address |
City |
State |
Zip
Code (xxxxx-xxxx) |
CPDF
Code (xxxx) |
FIPS
Code |
Council of the Inspectors General on Integrity and
Efficiency |
N/A |
1717 H Street, NW, Suite 825 |
Washington |
DC |
20006 |
Total
Employment |
Permanent
Workforce |
Temporary
Workforce |
Non-Appropriated
Workforce |
Total
Workforce |
Number of Employees |
5 |
0 |
5 |
5 |
Agency
Leadership |
Name |
Title |
Head of Agency |
Phyllis K. Fong |
Chairperson |
Head of Agency Designee |
Mark D. Jones |
Executive Director |
EEO
Program Staff |
Name |
Title |
Occupational
Series (xxxx) |
Pay
Plan and Grade (xx-xx) |
Phone
Number (xxx-xxx-xxxx) |
Email
Address |
Principal EEO Director/Official |
Mark D. Jones |
Executive Director |
0301 |
ES |
202-292-2600 |
mark.jones@cigie.gov |
Title VII Affirmative EEO Program Official |
Mark D. Jones |
Executive Director |
0301 |
ES |
202-292-2600 |
mark.jones@cigie.gov |
Section 501 Affirmative Action Program Official |
Mark D. Jones |
Executive Director |
0301 |
ES |
202-292-2600 |
mark.jones@cigie.gov |
Complaint Processing Program Manager |
Mark D. Jones |
Executive Director |
0301 |
ES |
202-292-2600 |
mark.jones@cigie.gov |
Hispanic Program Manager (SEPM) |
||||||
Women's Program Manager (SEPM) |
||||||
Disability Program Manager (SEPM) |
||||||
ADR Program Manager |
||||||
Compliance Manager |
||||||
Principal MD-715 Preparer |
Mark D. Jones |
Executive Director |
0301 |
ES |
202-292-2600 |
Is
the following Form or Document Uploaded? |
(Please
respond "Yes" or "No") |
Comments |
PART F - Statement of Establishment of Continuing EEO
Programs |
Yes |
|
EEO Policy Statement Issued During Reporting Period |
Yes |
|
Facility Accessibility Survey Results Necessary to Support
EEO Action Plan for Building Renovation Projects |
No |
|
Organizational Chart |
Yes |
|
FEORP Report |
No |
|
Anti-Harassment Policy and Procedures |
Yes |
|
Diversity Policy Statement |
No |
|
Strategic Plan (excerpts of EEO goal only) |
Yes |
|
Human Capital Strategic Plan |
No |
|
EEO Strategic Plan |
No |
|
Federal Employee Viewpoint Survey or Annual Employee
Survey |
No |
Mission
The Council of the Inspectors
General on Integrity and Efficiency (CIGIE) exists as a statutorily created
independent entity whose mission is to address integrity, economy, and
effectiveness issues that transcend individual Government agencies; and
increase the professionalism and effectiveness of personnel by developing
policies, standards, and approaches to aid in the establishment of a
well-trained and highly skill workforce in the offices of the Inspectors
General.
Demonstrated Commitment:
The Chairperson issued EEO policy
statements and communicated that policy to all CIGIE
employees. Furthermore, information relating to EEO programs,
administrative and judicial remedial procedures will be developed in FY 2012
and made available to all employees. Because the CIGIE staff will be
very small, fewer than 10 full-time employees, the leadership and direction of
the program is with the Executive
Director. However, funding and resources for this program will be
limited due to the small staff and limited funding.
Integration of EEO into
the Strategic Mission; and Management Program Accountability:
As mentioned above, CIGIE’s staff
is responsible for supporting the operations of the Council. Thus,
to structure a program that integrates EEO into the Council mission, CIGIE
built its performance management program and staff performance plans in a
manner that integrates EEO into the fabric of these programs and
plans. This assists in ensuring that all CIGIE employees are
accountable for proactively employing affirmative employment and diversity.
See Above Element.
Proactive Prevention:
As described in Element A,
the Chairperson issued EEO policy statements and communicated that policy
to all CIGIE employees. These statements lay out an effective
anti-discrimination policy reflecting a zero tolerance for discrimination or
harassment in the workplace. Further, policy is to be developed in
FY 2012 that provides employees and applicants for employment the information
necessary to request a reasonable accommodation under the Rehabilitation Act of
1973, as amended.
Efficiency:
During this covered period, an EEO
program was established to meet minimum requirements and report on its
compliance with mandated programs annually.
Responsiveness and Legal Compliance
During fiscal year 2012, CIGIE
will take the necessary steps to ensure compliance with federal EEO statutes
and regulations, policy guidance, and other applicable written instructions
with respect to its responsiveness and legal compliance requirements. CIGIE
will follow EEOC reporting requirements for small Federal entities and comply
with applicable EEO orders and directives.
Workforce Analysis:
CIGIE is in the process of hiring
full-time staff to support the necessary operations in order to accomplish its
goals and objectives set out to meet its mission. Staffing CIGIE
began during this covered period and five (5) permanent staff were hired. In order to develop the largest and
most diverse pool of applicants for positions within CIGIE; announcements were
opened to all qualified individuals both within the public sector and outside
the public sector.
As described in Element D, CIGIE
will develop policy in FY 2012 that provides employees and applicants for
employment information necessary to request a reasonable accommodation under
the Rehabilitation Act of 1973.
PART
G - Essential Element A, Demonstrated Commitment from Agency Leadership
Element A
requires the agency head to issue written policy statements ensuring a
workplace free of discriminatory harassment and a commitment to equal
employment opportunity.
In the Comments
column, the database will accept up to 500 characters.
Measures |
Measure
Met? |
Comments |
A.1.a. Was EEO policy statement issued within 6 - 9 months
of installation of Agency Head? (Please list date of agency head installation
and date of issuance in the comments column.) |
Yes |
The first of CIGIE's employees were hired in October 2010
and the EEO Policy Statements were issued within 6 months of that employment. |
A.1.b. During current Agency Head's tenure, has EEO policy
statement been re-issued annually? |
Yes |
|
A.1.c. Are new employees provided a copy of the EEO policy
statement during orientation? |
No |
New Employees are provided the policy statements after
coming aboard but outside of orientation, since orientation is handled via
another Federal servicing office. |
A.1.d. When an employee is promoted into the supervisory
ranks, is s/he provided a copy of the EEO policy statement? |
Yes |
Measures |
Measure
Met? |
Comments |
A.2.a. Have the Heads of subordinate reporting components
communicated support of all agency EEO policies through the ranks? |
N/A |
CIGIE had no subordinate reporting components during the
covered period. |
A.2.b. Has the agency made written materials available to
all employees and applicants, informing them of the variety of EEO programs
and administrative and judicial remedial procedures available to them? |
N/A |
CIGIE is presently developing EEO compliant procedures
that will incorporate this information. Subsequently, these procedures will
be distributed to all employees and posted on CIGIE's website. |
A.2.c. Has the agency prominently posted such written
materials in all personnel and EEO offices, and on the agency's internal
website? [29 CFR 1614.102(b)(5)] |
N/A |
CIGIE is presently developing EEO compliant procedures
that will incorporate this information. Subsequently, these procedures will
be distributed to all employees and posted on CIGIE's website. |
Measures |
Measure
Met? |
Comments |
A.3.a. Are managers and supervisors evaluated on their
commitment to agency EEO policies and principles? |
Yes |
|
A.3.b. Are managers and supervisors evaluated on their
commitment to resolve problems/disagreements and other conflicts in their
respective work environments as they arise? |
Yes |
|
A.3.c. Are managers and supervisors evaluated on their
commitment to address concerns, whether perceived or real, raised by
employees and following up with appropriate action to correct or eliminate
tension in the workplace? |
Yes |
|
A.3.d. Are managers and supervisors evaluated on their
commitment to support the agency's EEO program through allocation of mission
personnel to participate in community out-reach and recruitment programs with
private employers, public schools and universities? |
Yes |
|
A.3.e. Are managers and supervisors evaluated on their
commitment to ensure full cooperation of employees under his/her supervision
with EEO office officials such as EEO counselors, EEO investigators, etc.? |
Yes |
|
A.3.f. Are managers and supervisors evaluated on their
commitment to ensure a workplace that is free from all forms of
discrimination, harassment and retaliation? |
Yes |
|
A.3.g. Are managers and supervisors evaluated on their
commitment to ensure that subordinate supervisors have effective managerial
communication and interpersonal skills in order to supervise most effectively
in a workplace with diverse employees and avoid disputes arising from
ineffective communications? |
Yes |
|
A.3.h. Are managers and supervisors evaluated on their
commitment to ensure the provision of requested religious accommodations when
such accommodations do not cause an undue hardship? |
Yes |
|
A.3.i. Are managers and supervisors evaluated on their
commitment to ensure the provision of requested disability accommodations to
qualified individuals with disabilities when such accommodations do not cause
an undue hardship? |
Yes |
|
A.3.j. Have all employees been informed about what
behaviors are inappropriate in the workplace and that this behavior may
result in disciplinary actions? If yes, describe what means were utilized by
the agency to inform its workforce about penalties for unacceptable behavior
in the comments column. |
Yes |
|
A.3.k. Have the procedures for reasonable accommodation
for individuals with disabilities been made readily available/accessible to
all employees by disseminating such procedures during orientation of new
employees and by making such procedure available on the World Wide Web or
Internet? |
N/A |
These have been made available to employees outside of
orientation since orientation is handled by a different Federal servicing
office. |
A.3.l. Have managers and supervisors been trained on their
responsibilities under the procedures for reasonable accommodation? |
No |
The firrst training will be
provided in FY 2012 |
PART G - Essential Element B, Integration
of EEO into the Agency's Strategic Mission
Element B requires that the
agency's EEO programs be organized and structured to maintain a workplace that
is free from discrimination in any of the agency's policies, procedures or
practices and supports the agency's strategic mission.
In the Comments
column, the database will accept up to 500 characters.
Measures |
Measure
Met? |
Comments |
B.1.a. Is the EEO Director under the direct supervision of
the Agency Head? [See 29 CFR 1614.102(b)(4)] |
Yes |
|
B.1.b. For subordinate level reporting components, is the
EEO Director/Officer under the immediate supervision of the lower level
component's head official? (For example, does the Regional EEO Officer report
to the Regional Administrator?) |
N/A |
|
B.1.c. Are the duties and responsibilities of the EEO
officials clearly defined? |
Yes |
|
B.1.d. Do the EEO officials have the knowledge, skills,
and abilities to carry out the duties and responsibilities of their
positions? |
Yes |
|
B.1.e. If the agency has 2nd level reporting components,
are there organizational charts that clearly define the reporting structure
for EEO programs? (If yes, attach them to this report.) |
N/A |
|
B.1.f. If the agency has 2nd level reporting components,
does the agency-wide EEO Director have authority for EEO programs within the
subordinate reporting components? (If no, please describe how EEO program
authority is delegated to subordinate reporting components, in Part H.) |
N/A |
Measures |
Measure
Met? |
Comments |
B.2.a. Does the EEO Director/Officer have a regular,
effective means of informing the Agency Head and other top management of the
effectiveness, efficiency, and legal compliance of the agency's EEO program? |
Yes |
|
B.2.b. After submission of the previous Form 715, did the
EEO Director/Officer present a "State of the Agency" briefing to
the Agency Head and other senior officials, including a performance
assessment in each of the 6 elements of the Model EEO program, and report
agency progress in completing its barrier analysis - including barriers
identified, eliminated, or impact reduced? |
Yes |
|
B.2.c. Are EEO officials present during agency
pre-decisional deliberations regarding recruitment strategies, vacancy projections,
succession planning, selections for training/career development
opportunities, and other workforce changes? |
Yes |
|
B.2.d. Does the agency consider whether any group of
employees or applicants might be negatively impacted prior to making human
resource decisions such as re-organizations and re-alignments? |
Yes |
However, CIGIE has not had any such hurman
resource decisions. |
B.2.e. Are management/personnel policies, procedures and
practices examined at regular intervals to assess whether there are any
hidden impediments to the realization of equality of opportunity for any
group(s) of employees or applicants? [See 29 C.F.R. 1614.102(b)(3)] |
Yes |
|
B.2.f. Is the EEO Director included in the agency's
strategic planning, especially the agency's human capital plan, regarding
succession planning, training, etc., to ensure that EEO concerns are
integrated into the agency's strategic mission? |
Yes |
Measures |
Measure
Met? |
Comments |
B.3.a. Does the EEO Director have the authority and
funding to ensure implementation of agency EEO action plans to improve EEO
program efficiency and/or eliminate identified barriers to the realization of
equality of opportunity? |
Yes |
|
B.3.b. Are sufficient personnel resources allocated to the
EEO Program to ensure that agency self-assessments and self-analyses
prescribed by EEO MD-715 are conducted annually and to maintain an effective
complaint processing system? |
Yes |
|
B.3.c. Are statutory/regulatory EEO related Special
Emphasis Programs sufficiently staffed? |
No |
CIGIE, with very little staff, does not dedicate resources
to administer these programs. |
B.3.d. Is the Federal Women's Program sufficiently staffed
- 5 U.S.C. 7201; 38 U.S.C. 4214; Title 5 CFR, Subpart B, 720.204? |
No |
CIGIE, with very little staff, does not dedicate resources
to administer these programs. |
B.3.e. Is the Hispanic Employment Program sufficiently
staffed - Title 5 CFR, Subpart B, 720.204? |
No |
CIGIE, with very little staff, does not dedicate resources
to administer these programs. |
B.3.f. Is the People With Disabilities Program Manager;
Selective Placement Program for Individuals With Disabilities sufficiently
staffed - Section 501 of the Rehabilitation Act; Title 5 U.S.C. Subpart B,
Chapter 31, Subchapter I-3102: 5 CFR 213.3102(u); 5 CFR 315.709? |
No |
CIGIE, with very little staff, does not dedicate resources
to administer these programs. |
B.3.g. Are other agency Special Emphasis Programs
monitored by the EEO Office for coordination and compliance with EEO
guidelines and principles, such as: FEORP - 5 CFR 720; Veterans Employment
Programs; Black/African American; American Indian/Alaska Native; Asian; and
Native Hawaiian/Other Pacific Islander Programs? |
No |
CIGIE, with very little staff, does not dedicate resources
to administer these programs. |
Measures |
Measure
Met? |
Comments |
B.4.a. Are there sufficient resources to enable the agency
to conduct a thorough barrier analysis of its workforce, including the
provision of adequate data collection and tracking systems? |
Yes |
With a staff size of 5 employees, it is not feasable to conduct such an analysis. |
B.4.b. Is there sufficient budget allocated to all
employees to utilize, when desired, all EEO programs, including the complaint
processing program and ADR, and to make a request for reasonable
accommodation? (Including subordinate level reporting components?) |
Yes |
|
B.4.c. Has funding been secured for publication and
distribution of EEO materials (e.g. harassment policies, EEO posters,
reasonable accommodations procedures, etc.)? |
Yes |
|
B.4.d. Is there a central funding or other mechanism for
funding supplies, equipment and services necessary to provide disability
accommodations? |
No |
Although there is no central funding, funds are available
for any necessary equipment or services. |
B.4.e. Does the agency fund major renovation projects to
ensure timely compliance with Uniform Federal Accessibility Standards? |
Yes |
|
B.4.f. Is the EEO Program allocated sufficient resources
to train all employees on EEO Programs, including administrative and judicial
remedial procedures available to employees? |
Yes |
|
B.4.g. Is there sufficient funding to ensure the prominent
posting of written materials in all personnel and EEO offices? [See 29 CFR
1614.102(b)(5)} |
Yes |
|
B.4.h. Is there sufficient funding to ensure that all
employees have access to the training and information identified in B.4.f? |
Yes |
|
B.4.i. Is there sufficient funding to provide all
managers/supervisors with training and periodic up-dates on their EEO
responsibilities for ensuring a workplace that is free from all forms of
discrimination, including harassment and retaliation? |
Yes |
|
B.4.j. Is there sufficient funding to provide all
managers/supervisors with training and periodic up-dates on their EEO
responsibilities to provide religious accommodations? |
Yes |
|
B.4.k. Is there sufficient funding to provide all
managers/supervisors with training and periodic up-dates on their EEO
responsibilities to provide disability accommodations in accordance with the
agency's written procedures? |
Yes |
|
B.4.l. Is there sufficient funding to provide all
managers/supervisors with training and periodic up-dates on their EEO
responsibilities in the EEO discrimination complaint process? |
Yes |
|
B.4.m. Is there sufficient funding to provide all
managers/supervisors with training and periodic up-dates on their EEO
responsibilities to participate in ADR? |
Yes |
PART G - Essential Element C, Management
and Program Accountability
Element C requires the Agency Head
to hold all managers, supervisors, and EEO Officials responsible for the
effective implementation of the agency's EEO Program and Plan.
In the Comments
column, the database will accept up to 500 characters.
Measures |
Measure
Met? |
Comments |
C.1.a. Are regular (monthly/quarterly/semi-annually) EEO
updates provided to management/supervisory officials by EEO program
officials? |
Yes |
|
C.1.b. Do EEO program officials coordinate the development
and implementation of EEO Plans with all appropriate agency managers to
include Agency Counsel, Human Resource Officials, Finance, and the Chief
Information Officer? |
Yes |
Measures |
Measure
Met? |
Comments |
C.2.a. Have time-tables or schedules been established for
the agency to review its Merit Promotion Program Policy and Procedures for
systemic barriers that may be impeding full participation in promotion
opportunities by all groups? |
No |
This is a newly established program. |
C.2.b. Have time-tables or schedules been established for
the agency to review its Employee Recognition Awards Program and Procedures
for systemic barriers that may be impeding full participation in promotion
opportunities by all groups? |
No |
This is a newly established program. |
C.2.c. Have time-tables or schedules been established for
the agency to review its Employee Development/Training Programs for systemic
barriers that may be impeding full participation in training opportunities by
all groups? |
No |
This is a newly established program. |
Measures |
Measures
Met? |
Comments |
C.3.a. Does the agency have a disciplinary policy and/or a
table of penalties that covers employees found to have committed
discrimination? |
N/A |
CIGIE is working towards establishing policy. |
C.3.b. Have all employees, supervisors, and managers been
informed as to the penalties for being found to perpetrate discriminatory
behavior or for taking personnel actions based upon a prohibited basis? |
Yes |
|
C.3.c. Has the agency, when appropriate, disciplined or
sanctioned managers/supervisors or employees found to have discriminated over
the past two years? If yes, in the "Comments" column, cite the
number found to have discriminated and list penalty/disciplinary action for
each type violation. |
N/A |
There has been no occasion where discrimination has been
alleged or found. |
C.3.d. Does the agency promptly (within the established
time frame) comply with EEOC, Merit Systems Protection Board, Federal Labor
Relations Authority, labor arbitrators, and District Court orders? |
N/A |
|
C.3.e. Does the agency review disability accommodation
decisions/actions to ensure compliance with its written procedures and
analyze the information tracked for trends, problem, etc.? |
N/A |
PART G - Essential Element D, Proactive
Prevention of Unlawful Discrimination
Element D requires that the Agency
Head makes early efforts to prevent discriminatory actions and eliminate
barriers to Equal Employment Opportunity in the workplace.
In the Comments
column, the database will accept up to 500 characters.
Measures |
Measure
Met? |
Comments |
D.1.a. Do senior managers meet with and assist the EEO
Director and/or other EEO Program Officials in the identification of barriers
that may be impeding the realization of equal employment opportunity? |
Yes |
CIGIE has fewer than 10 employees; thus, resources are not
dedicated in performing barrier analysis. |
D.1.b. When barriers are identified, do senior managers
develop and implement, with the assistance of the agency EEO office, agency
EEO Action Plans to eliminate said barriers? |
No |
CIGIE has fewer than 10 employees; thus, resources are not
dedicated in performing barrier analysis. |
D.1.c. Do senior managers successfully implement EEO
Action Plans and incorporate the EEO Action Plan Objectives into agency
strategic plans? |
Yes |
|
D.1.d. Are trend analyses of workforce profiles conducted
by race, national origin, sex, and disability? |
No |
Due to so few positions trend analyses are not conducted. |
D.1.e. Are trend analyses of the workforce's major
occupations conducted by race, national origin, sex, and disability? |
No |
Due to so few positions trend analyses are not conducted. |
D.1.f. Are trend analyses of the workforce's grade level
distribution conducted by race, national origin, sex, and disability? |
No |
Due to so few positions trend analyses are not conducted. |
D.1.g. Are trend analyses of the workforce's compensation
and reward system conducted by race, national origin, sex, and disability? |
No |
Due to so few positions trend analyses are not conducted. |
D.1.h. Are trend analyses of the effects of management/personnel
policies, procedures and practices conducted by race, national origin, sex,
and disability? |
No |
Due to so few positions trend analyses are not conducted. |
Measures |
Measures
Met? |
Comments |
D.2.a. Are all employees encouraged to use ADR? |
No |
CIGIE has not received any allegations of discrimination
to consider the use of ADR. |
D.2.b. Is the participation of supervisors and managers in
the ADR process required? |
No |
CIGIE has not received any allegations of discrimination
to consider the use of ADR. |
PART G - Essential Element E, Efficiency
Element E requires that the Agency
Head ensure that there are effective systems in place for evaluating the impact
and effectiveness of the agency's EEO programs as well as an efficient and fair
dispute resolution process.
In the Comments
column, the database will accept up to 500 characters.
Measures |
Measure
Met? |
Comments |
E.1.a. Does the EEO office employ personnel with adequate
training and experience to conduct the analyses required by MD-715 and these
instructions? |
Yes |
|
E.1.b. Has the agency implemented an adequate data
collection and analysis systems that permit tracking of the information
required by MD-715 and these instructions? |
No |
Not necessary with so few employees. |
E.1.c. Have sufficient resources been provided to conduct
effective audits of field facilities' efforts to achieve a model EEO program
and eliminate discrimination under Title VII and the Rehabilitation Act? |
No |
CIGIE has no field facilities with employees. |
E.1.d. Is there a designated agency official or other
mechanism in place to coordinate or assist with processing requests for
disability accommodations in all major components of the agency? |
Yes |
|
E.1.e. Are 90% of accommodation requests processed within
the time frame set forth in the agency's procedures for reasonable
accommodation? |
No |
CIGIE has not received any accommodation requests to date. |
Measures |
Measure
Met? |
Comments |
E.2.a. Does the agency use a complaint tracking and
monitoring system that allows identification of the location,
and status of complaints and length of time elapsed at each stage of the
agency's complaint resolution process? |
No |
No complaints have been filed to date. |
E.2.b. Does the agency's tracking system identify the
issues and bases of the complaints, the aggrieved individuals/complainants,
the involved management officials and other information to analyze complaint
activity and trends? |
No |
No complaints have been filed to date. |
E.2.c. Does the agency hold contractors accountable for
delay in counseling and investigation processing times? If yes, in the
comments column, briefly describe how. |
No |
No complaints have been filed to date. |
E.2.d. Does the agency monitor and ensure that new
investigators, counselors, including contract and collateral duty
investigators, receive the 32 hours of training required in accordance with
EEO Management Directive MD-110? |
No |
CIGIE has not employed these services to date. |
E.2.e. Does the agency monitor and ensure that experienced
counselors, investigators, including contract and collateral duty
investigators, receive the 8 hours of refresher training required on an
annual basis in accordance with EEO Management Directive MD-110? |
No |
CIGIE has not employed these services to date. |
Measures |
Measure
Met? |
Comments |
E.3.a. Are benchmarks in place that
compare the agency's discrimination complaint processes with 29 CFR
Part 1614? |
No |
Complaint procedures are being drafted in FY 2012. |
E.3.b. Does the agency provide timely EEO counseling
within 30 days of the initial request or within an agreed upon extension in
writing, up to 60 days? |
No |
No complaints have been filed to date. |
E.3.c. Does the agency provide an aggrieved person with
written notification of his/her rights and responsibilities in the EEO
process in a timely fashion? |
No |
No complaints have been filed to date. |
E.3.d. Does the agency complete the investigations within
the applicable prescribed time frame? |
No |
No complaints have been filed to date. |
E.3.e. When a complainant requests a final agency decision, does the agency issue the decision within 60
days of the request? |
No |
No complaints have been filed to date. |
E.3.f. When a complainant requests a hearing, does the
agency immediately upon receipt of the request from the EEOC AJ forward the
investigative file to the EEOC Hearing Office? |
No |
No complaints have been filed to date. |
E.3.g. When a settlement agreement is entered into, does
the agency timely complete any obligations provided for in such agreements? |
No |
No complaints have been filed to date. |
E.3.h. Does the agency ensure timely compliance with EEOC
AJ decisions which are not the subject of an appeal by the agency? |
No |
No complaints have been filed to date. |
Measures |
Measure
Met? |
Comments |
E.4.a. In accordance with 29 CFR 1614.102(b), has the
agency established an ADR Program during the pre-complaint and formal
complaint stages of the EEO process? |
No |
Processes will be established in FY 2012 to address this
measure. |
E.4.b. Does the agency require all managers and
supervisors to receive ADR training in accordance with EEOC (29 CFR Part
1614) regulations, with emphasis on the federal government's interest in
encouraging mutual resolution of disputes and the benefits associated with
utilizing ADR? |
No |
Processes will be established in FY 2012 to address this
measure. |
E.4.c. Does the responsible management official directly
involved in the dispute have settlement authority? |
No |
Processes will be established in FY 2012 to address this
measure. |
Measures |
Measure
Met? |
Comments |
E.5.a. Does the agency have a system of management
controls in place to ensure the timely, accurate, complete and consistent
reporting of EEO complaint data to the EEOC? |
Yes |
|
E.5.b. Does the agency provide reasonable resources for
the EEO complaint process to ensure efficient and successful operation in
accordance with 29 CFR 1614.102(a)(1)? |
Yes |
|
E.5.c. Does the agency EEO office have management controls
in place to monitor and ensure that the data received from Human Resources is
accurate, timely received, and contains all of the required data elements for
submitting annual reports to the EEOC? |
Yes |
|
E.5.d. Do the agency's EEO programs address all of the
laws enforced by the EEOC? |
Yes |
|
E.5.e. Does the agency identify and monitor significant
trends in complaint processing to determine whether the agency is meeting its
obligations under Title VII and the Rehabilitation Act? |
No |
CIGIE had 5 employees during FY 2011, to
few to conduct a meaningful trend analysis. |
E.5.f. Does the agency track recruitment efforts and
analyze efforts to identify potential barriers in accordance with MD-715
standards? |
No |
CIGIE had 5 employees during FY 2011, to
few to conduct a meaningful analysis. |
E.5.g. Does the agency consult with other agencies of
similar size on the effectiveness of their EEO programs to identify best
practices and share ideas? |
No |
CIGIE has reached out to other agencies, albeit not of
similar size, to assist in identifying practices that will meet its needs. |
Measures |
Measure
Met? |
Comments |
E.6.a. Are legal sufficiency reviews of EEO matters
handled by a functional unit that is separate and apart from the unit which
handles agency representation in EEO complaints? |
N/A |
|
E.6.b. Does the agency discrimination complaint process
ensure a neutral adjudication function? |
N/A |
|
E.6.c. If applicable, are processing time frames
incorporated for the legal counsel's sufficiency review for timely processing
of complaints? |
N/A |
PART G - Essential Element F,
Responsiveness and Legal Compliance
Element F requires that federal
Agencies are in full compliance with EEO statutes and EEOC regulations, policy
guidance, and other written instructions.
In the Comments
column, the database will accept up to 500 characters.
Measure |
Measure
Met? |
Comments |
F.1.a. Does the agency have a system of management control
to ensure that the agency officials timely comply with any orders or
directives issued by EEOC Administrative Judges? |
No |
Procedures will be drafted in FY 2012. |
Measures |
Measure
Met? |
Comments |
F.2.a. Does the agency have control over the payroll
processing function of the agency? If yes, answer the two questions below. |
No |
CIGIE has entered into an agreement with a Federal
servicing agency to handle its payroll processing. |
F.2.b. Are there steps in place to guarantee responsive,
timely, and predictable processing of ordered monetary relief? |
N/A |
|
F.2.c. Are procedures in place to promptly process other
forms of ordered relief? |
N/A |
Measures |
Measure
Met? |
Comments |
F.3.a. Is compliance with EEOC orders encompassed in the
performance standards of any agency employees? If yes, please identify the
employees by title in the comments column, and state how performance is
measured. |
No |
CIGIE has no EEO office due to the size of its staff;
however, the Executive Director is the responsible official who handles this
activity. |
F.3.b. Is the unit charged with the responsibility for
compliance with EEOC orders located in the EEO office? If no, please identify
the unit in which it is located in the comments column. |
No |
|
F.3.c. Have the involved employees received any formal
training in EEO compliance? |
Yes |
|
F.3.d. Does the agency promptly provide the EEOC Attorney
Fee documentation for completing compliance, such as a copy of the check
issued for attorney fees and/or a narrative statement by an appropriate
agency official, or agency payment order dating the dollar amount of attorney
fees paid? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.e. Does the agency promptly provide the EEOC awards
documentation for completing compliance, such as a narrative statement by an
appropriate agency official stating the dollar amount and the criteria used
to calculate the award? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.f. Does the agency promptly provide the EEOC
documentation of back pay and interest for completing compliance, such as
computer print-outs or payroll documents outlining gross back pay and
interest, copy of any checks issued, or narrative statement by an appropriate
agency official of total monies paid? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.g. Does the agency promptly provide the EEOC
documentation regarding compensatory damages for completing compliance, such
as the final agency decision and evidence of payment, if made? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.h. Does the agency promptly provide the EEOC training
documentation for completing compliance, such as the attendance roster at
training session(s), or a narrative statement by an appropriate agency
official confirming that specific persons or groups of persons attended
training on a certain date? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.i. Does the agency promptly provide the EEOC personnel
action documentation for completing compliance (e.g., reinstatement,
promotion, hiring, reassignment), such as copies of SF-50s? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.j. Does the agency promptly provide the EEOC
documentation of the posting of Notice of Violation for completing
compliance, such as the original, signed and dated notice, reflecting the
dates of posting? (A copy will suffice if original is not available.) |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.k. Does the agency promptly provide the EEOC
documentation of supplemental investigation, such as: (1) a copy of the
letter to complainant acknowledging receipt from EEOC of remanded case; (2) a
copy of the letter to complainant transmitting the Report of Investigation
(not the ROI itself, unless specified); and (3) a copy of the request for a
hearing (complainant's request or agency's transmittal letter)? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.l. Does the agency promptly provide the EEOC the Final
Agency Decision (FAD), such as the FAD or a copy of the complainant's request
for a hearing? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.m. Does the agency promptly provide the EEOC
documentation of restoration of leave, such as a print-out or statement
identifying the amount of leave restored, if applicable? If no, provide an
explanation or statement in the comments column. |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.n. Does the agency promptly provide the EEOC
documentation of civil actions, such as a complete copy of the civil action
complaint demonstrating same issues raised as in compliance matter? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |
F.3.o. Does the agency promptly provide the EEOC
settlement agreements, such as the signed and dated agreement with specific
dollar amounts, and appropriate documentation of relief provided? |
No |
No compliants hae been filed to date; therefore, no compliance action
has been necessary. |