* UPDATE: Since the time of this original post one year ago, the EEOC has approved and issued the Federal Sector Complement Plan referred to below. Click here to read it. – DBG
The U.S. Equal Employment Opportunity Commission (EEOC) has announced it is seeking public input on federal sector priorities under the agency’s recently approved comprehensive Strategic Enforcement Plan (SEP) for Fiscal Years 2013-2016.
EEOC approved the landmark SEP to “establish national enforcement priorities and better integrate enforcement responsibilities” in both the private and public sectors. The SEP is an outgrowth of EEOC’s agency-wide Strategic Plan.
Under the SEP, EEOC is drafting a Federal Sector Complement Plan (FCP) to address key issues and improve the process of ensuring equal employment opportunity (EEO) government-wide.
Data for the latest year available show that nearly 17,000 complaints were filed alleging employment discrimination against federal agencies, according to EEOC’s Annual Report on the Federal Work Force, FY 2011.
Public Comments Requested
Any individual with a stake in the federal sector EEO process can provide comments for system-wide improvements. Interested parties may offer specific policy recommendations on administrative and legal procedures, as well as related enforcement and appellate issues.
EEOC is encouraging “input from individuals, advocacy groups, agency stakeholders, employers, and other interested parties. The Commission will carefully review each submission for possible inclusion in the FCP. Suggestions may be sent via email to [email protected] and must be submitted no later than 5:00 p.m. (Eastern Time) on January 24, 2013.” (bold and italics added for emphasis).
Federal Sector Stakeholders
This is a rare chance for the public to provide direct input to the Commission and help shape EEO policy affecting over two million federal employees government-wide. If an individual or entity falls under one of the following categories then they have an important stake in fostering EEO throughout the federal workplace:
- Federal employee or applicant
- Federal manager or supervisor
- Federal agency or agency head
- Federal contractor or subcontractor
- EEO office of EEO professional
- HR Office of HR specialist
- Union official or union member
- Civil rights or labor advocate
- Employment lawyer or mediator
- Affinity organization, stakeholder group
- The genral public and other interested parties
Federal Sector Complement Plan
According to the EEOC, the FCP will determine, among other things:
- “How enforcement priorities for the federal sector will be reflected in the federal sector case management system.”
- “How enforcement priorities will be incorporated into the forthcoming integrated data system, which will be used to identify and address potentially discriminatory policies or practices in federal agencies.”
All federal employees — and other interested parties — have a critically important stake in helping to prevent, address and remedy unlawful discrimination or harassment in the federal workforce.
So what are your priorities to improve the federal sector EEO process and build a model federal workplace?
Chime-in now: email [email protected]