Council of the Inspectors General on Integrity and Efficiency

MD715 - 2011

Parts

PARTS A Through E

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.

PART A - Department or Agency Identifying Information

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

PART B - Total Employment

Total Employment	Permanent Workforce	Temporary Workforce	Non-Appropriated Workforce	Total Workforce
Number of Employees	5	0	5	5

PART C.1 - Head of Agency and Head of Agency Designee

Agency Leadership	Name	Title
Head of Agency	Phyllis K. Fong	Chairperson
Head of Agency Designee	Mark D. Jones	Executive Director

PART C.2 - Agency Official(s) Responsible For Oversight of EEO Program(s)

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

PART D.2 - Forms/Documents Included with This Report

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

PART E.1 - Executive Summary: Mission

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.  

PART E.2 - Executive Summary: Essential Element A

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.

PART E.3 - Executive Summary: Essential Element B

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.

PART E.4 - Executive Summary: Essential Element C

See Above Element.

PART E.5 - Executive Summary: Essential Element D

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.

PART E.6 - Executive Summary: Essential Element E

Efficiency:

During this covered period, an EEO program was established to meet minimum requirements and report on its compliance with mandated programs annually.

PART E.7 - Executive Summary: Essential Element F

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.

PART E.8 - Executive Summary: Workforce Analyses

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.

PART E.10 - Executive Summary: Planned Activities

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.

PART G, Essential Element A, Section 1 - Issuance of EEO Policy Statement Indicator

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

PART G, Essential Element A, Section 2 - Communication of EEO Policy Statements Indicator

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.

PART G, Essential Element A, Section 3 - Evaluation of Managers and Supervisors on Their Commitment to EEO Principles Indicator

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.

PART G, Essential Element B, Section 1 - Reporting Structure for EEO Program Indicator

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

PART G, Essential Element B, Section 2 - EEO Communication with Senior Leaders Indicator

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

PART G, Essential Element B, Section 3 - Sufficient EEO Program Staffing Indicator

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.

PART G, Essential Element B, Section 4 - Sufficient EEO Program Funding Indicator

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.

PART G, Essential Element C, Section 1 - EEO Communication with Managers & Supervisors Indicator

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

PART G, Essential Element C, Section 2 - EEO & Human Resources Collaboration & Coordination Indicator

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.

PART G, Essential Element C, Section 3 - Disciplinary Action Taken Indicator

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.

PART G, Essential Element D, Section 1 - Barrier Analysis Process Indicator

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.

PART G, Essential Element D, Section 2 - Alternative Dispute Resolution (ADR) is Encouraged Indicator

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.

PART G, Essential Element E, Section 1 - Sufficient Resources to Evaluation EEO Program Indicator

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.

PART G, Essential Element E, Section 2 - Effective Complaint Tracking and Monitoring System Indicator

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.

PART G, Essential Element E, Section 3 - Timeliness in EEO Complaint Process Indicator

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.

PART G, Essential Element E, Section 4 - Efficient and Fair ADR Process Indicator

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.

PART G, Essential Element E, Section 5 - Effectiveness of EEO Data Collection Systems Indicator

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.

PART G, Essential Element E, Section 6 - Elimination of Conflict of Interest with Legal Defense Function Indicator

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.

PART G, Essential Element F, Section 1 - Timely Compliance With Administrative Judge Orders Indicator

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.

PART G, Essential Element F, Section 2 - Timely Completion of Ordered Corrective Action Indicator

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

PART G, Essential Element F, Section 3 - Staff Accountability for Legal Compliance Indicator

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.