The descriptions must include how and when the State will report annually to the public on (1) the State's . Congress founded the Federal Reserve System (System) in 1913 as the central bank of the United States. The agency also suffered from a lack of resources to address the myriad needs and opportunities for process and technology improvements our staff and the public deserve. The APR presents the Agencys fiscal year 2021 information in the following sections: Mission, Major Programs and Organizational Structure, Summary of Agency Results Under the Strategic Plan Performance Measures, Summary of Fiscal Year 2021 Achievements in Priority Areas, The EEOCs Performance Measurement Process, Detailed Results Achieved in Fiscal Year 2021 Under the Strategic Plan Performance Measures, Appendix A: Organization and Jurisdiction, Appendix B: Additional Information on EEOC Investigations and Litigation Requested by Congress, Appendix C: Biographies of the Chair, Vice Chair, and Commissioners. Res. Please note: The documents below are not 508 compliant, but DHS intends to upload 508 compliant versions as soon as possible. The EEOCs Public Portal continued to be a critical factor in the agencys ability to serve both private and public sector parties during the COVID-19 pandemic. These new suits challenge a variety of employment issues, including harassment, discharge or constructive discharge, and disparate pay. In fiscal year 2021, the project was expanded to include EEOC mediators as well as mediation participants. Official websites use .gov The EEOC Awards Program creates a balance between performance/rating-based awards and contribution awards that supports the strategic use of awards and recognition throughout the year and addresses workforce challenges by allocating rating-based awards in a manner that recognizes high-performing employees. These evaluations also rely on external and internal agency expertise to enhance analytical perspectives and to lend credence to the methodologies employed, the evaluation processes and findings, and any subsequent recommendations for the program under review. Equal Employment Opportunity Commission (EEOC) in 2019 and was confirmed on September 22, 2020, for a term expiring July 1, 2024. Our Samples Contain Sectioned Elements, Responsive and Fully-Editable. By FY 2022, the EEOC leverages collaborations with significant partner organizations to assist in reducing and eliminating employment barriers. For the first time in years, the agency has the necessary resources to systematically undertake a complete overhaul of our internal digital systems. By facilitating effective partnerships and collaborations with internal and external stakeholders, the EEOC works to reduce and eliminate employment barriers and achieve sustained benefits for the communities we serve. Having a single unified communication platform will save the agency over $1 million annually, which will be reinvested in other needed IT services. By year-end, the system was completing final user acceptance testing with a plan for roll-out of the first phase in early fiscal year 2022. In fiscal year 2021, the EEOC increased the number of persons with disabilities in its own workforce. The Performance and Financial Reports found here provide detailed information on OPM's audited financial statements and performance results achieved. EEOC v. Symphony/Deerbrook Care Center, N.D. Ill., No. Annual Performance Report ETA Workforce Information Grant PY 2021 (7/1/2021 - 6/30/2022) (1) Workforce Information Database (WID) Mississippi has continued to update the Workforce Information Database (WID) with required data sets as established by the Analyst Resource Center. The State Annual Performance Report is to be submitted annually in accordance with the 20 U.S.C. As a member of the team, the Union was represented in pre-decisional discussions and participated in the initial drafting of COVID-related documents. Additionally, our EEOC EEO Micro-Learning Moment (podcast) offers 20 minutes or less of information and education on a wide range of EEO and EEOC federal sector specific initiatives. We have identified many areas where we will be able to further improve our current processes with the implementation of the new system. See also FOIA Frequently Requested Documents and SEC Data Resources for periodic data reports and updates. Fiscal Year (FY) 2023 Annual Performance Plan (pdf - 1 MB) The business performance report is designed to assist the management in your business development. Quarter 1 Evaluations. 205 Jefferson St. During fiscal year 2021, EEOC leadership and the Union engaged in monthly meetings on labor-management issues. This early screening process was greatly aided by the full implementation of the FedSEP digital portal, in which agencies can upload the documentation necessary to process an appeal, as well as the public portal that was initially deployed during fiscal year 2019 and enabled complainants to request appeals, upload selected documents, and manage their personal and representatives contact information. Source Summary There were no attorneys fees in which the defendant prevailed on the merits in fiscal year 2021. During fiscal year 2021, the agency also implemented strategies to retain EEOCs talent to compensate for separations due to retirements, transfers, and departures. Get full copies of all our Annual Benefits Reports as well as the Annual Performance and Accountability Reports, which outline our performance targets, results, and strategy to achieve and maintain high-quality service for our nation's Veterans, their families and survivors. Working in partnership with other enforcement agencies and stakeholder communities allows the EEOC to incorporate diverse perspectives, achieve savings and efficiencies, eliminate duplication of efforts, and avoid conflicting enforcement objectives. Note: Monetary benefits recovered in suits filed under multiple statutes are counted separately and are not included in the tally of suits filed under any particular statute. 1:21-cv-01424, filed September 24, 2021, alleging a staffing agency and a dried fruit product manufacturer subjected female agricultural employees placed by the staffing firm to groping and touching, sexually explicit comments, and requests for sex from male coworkers. Below are examples of significant fiscal year 2021 systemic or class lawsuit resolutions that advance racial justice: Combatting all forms of workplace harassment also remains an important priority of the agency. States, territories, and cities and counties with populations over 250,000 residents that received funds by July 15, 2021 were required to submit annual Recovery Plan Performance Reports (Recovery Plans) to Treasury by August 31, 2021. EEOC filled 450 positions, all of which were made within the agencys 78-day time-to-hire goal. Over 200 requirements workgroup meetings, requirement reviews, and demonstrations were conducted in support of this program. Return to top. These requirement efforts were critical to the development of nine common services, which are the foundation of the modernized system, and 20 app modules, which are the enabling tools for private sector and FEPA processes. Equal Employment Opportunity Commission (eeoc.gov); and 2) Protections Against Employment Discrimination Based on Sexual Orientation or Gender Identity | U.S. * Target(s) Partially Met: A rating assigned to target results where: 1) at least half of the activities targeted for completion were completed; or 2) we were unable to assess the results because full year data was not yet available. ANNUAL PERFORMANCE REPORT 2020 Scroll A farmer in her solar-irrigated farm, Nepal. 65102-0480, Contact Us And the EEOC resolved significant individual and systemic cases involving race-based discrimination and compensation discrimination based on sex and race. Additionally, each year, the Office of Inspector General (OIG) reports on what it has determined are the most serious management and performance challenges facing the EEOC. Holding the Commissions first-ever, all virtual public hearing by videoconference to explore the workplace civil rights implications of the COVID-19 pandemic. This report is called the Part B Annual Performance Report (APR). In addition to voice services, the agency procured and deployed cloud-based fax services during fiscal year 2021, retiring all on-premise fax devices. 2:21-cv-04294, filed September 29, 2021, alleging a healthcare provider and its related entities failed to provide employees with disabilities reasonable accommodation, including reassignment, additional leave, and job-protected leave, and disciplined and discharged employees in retaliation for requesting accommodation or objecting to defendants failure to comply with the ADA. At the end of fiscal year 2021, the EEOC had 180 cases on its active district court docket, of which 38 (21.1%) were non-systemic cases with multiple victims and 29 (16%) involved challenges to systemic discrimination. [1] In fiscal year 2021, the Commission adopted a final rule changing its conciliation procedures. Annual Performance Report The Annual Performance Report presents a detailed assessment of Agency performance against annual targets for a representative set of foreign assistance indicators. Annual Performance Reports and Accounts. Jocelyn Samuels was designated by President Biden as Vice Chair of the U.S. By unanimous vote, the U.S. Senate confirmed her to a second term ending July 1, 2023. Mailing Address: P.O. secure websites. The EEOCs jurisdiction over employment discrimination issues has since grown and now includes the following laws: The Office of Field Programs, the Office of General Counsel, and 53 field offices, ensure that EEOC effectively enforces the statutory, regulatory, policy, and program responsibilities of the agency through a variety of resolution methods tailored to each charge. Due to the COVID-19 Pandemic, the FY 2020 FEVS results were not released until May 2021. Reporting Legislative. (includes sexual harassment), Total National Strategic Enforcement Plan Priority Outreach and Education. Additionally, the agency conducted three new social media campaigns during the fiscal year: 1) Increasing awareness of workplace retaliation though an interactive campaign on Facebook; 2) Increasing awareness of gender-based pay disparities through a coordinated effort on Twitter; and 3) Increasing awareness of workplace protections against sexual orientation and gender identity discrimination, including an explainer video. In addition, the EEOC developed the technology and procedures in fiscal year 2021 to issue parties a Dismissal and Notice of Rights digitally. The online data collection Web site is available as of January 10, 2022. Whether for Marketing, Employee, Project Management, or Production Performance Review, Start with Template.net's Free Performance Report Templates. : By FY 2022, 86-88% of EEOC enforcement litigation resolutions and conciliation agreements contain targeted, equitable relief. Among other accomplishments, the agency secured more than $485 million in monetary relief for over 15,000 victims of employment discrimination, resolved 138 merit lawsuits and achieved a favorable result in 95.7% of all district court resolutions, educated 254,830 individuals nationwide about employment discrimination and their workplace rights and responsibilities, and achieved a 9.1% reduction in the aged inventory in federal sector appellate cases. This final rule adjusts for inflation the civil monetary penalty for violation of the notice-posting requirements in Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Genetic Information Non-Discrimination Act. The agency uses the OIGs information and recommendations to continually improve our systems and data. FOIA staffing also stabilized nationwide in fiscal year 2021, which was a significant factor in the programs success. A .gov website belongs to an official government organization in the United States. The program focused on the federal response to the alarming increase in violence against Asian Americans and Pacific Islanders, including President Bidens, Hosted a virtual event on the intersection of Asian American, Native Hawaiian and Pacific Islander (AANHPI) and LGBTQ+ identities to highlight the one-year anniversary of the Supreme Courts. The EEOC achieved a favorable result in 95.7% of all district court resolutions, and a total of 1,920 individuals received monetary relief as a direct result of EEOC litigation resolutions. To enhance EEOCs ability to identify and reach vulnerable or underserved populations, EEOC developed a data visualization tool to enable EEOC field offices to readily obtain demographic data by county. The EEOC has found that the Census Bureau is the best entity to provide the required demographic EEO data and the ACS is the only source that can provide this information. The court cited evidence that the employee who filed the charge of discrimination had a history of anxiety disorder that manifested in periodic flare-ups and that mistreat[ment] by other employees began trigger[ing] [these] flare ups. The employee disclosed her anxiety attacks to the decision-maker and submitted a medical certificate attesting that she would miss work . Annual reports for 9,199 international companies. Authorized under 13 U.S.C. EEOC won four and lost two of these trials. In fiscal year 2021, the training platform was conducted virtually due to the COVID-19 pandemic. Washington, DC 20585, FY 2018 DOE Annual Performance Report / FY 2020 Annual Performance Plan, FY 2017 DOE Annual Performance Report / FY 2019 Annual Performance Plan, FY 2016 DOE Annual Performance Report / FY 2018 Annual Performance Plan, About Office of the Chief Financial Officer. At fiscal year-end, the FEPAs had well exceeded the targeted range, reporting 1,064 FEPA merit resolutions with targeted equitable relief out of 5,085 merit resolutions, or 20.9%. CGIAR Research Centers Message from the Executive Management Team Read more Claudia Sadoff Elwyn Grainger-Jones Kundhavi Kadiresan Highlights of 2020 View a summary of CGIAR's key results in 2020. Through FEED, the EEOC and partner agencies conducted quarterly events for federal sector disability practitioners. 13985), tribal consultation updates, and recent litigation to protect the rights of Native American and tribal communities. EEOC mediation participants are now able to share their feedback by completing a survey electronically. In working with the Census Bureau, the EEOC joins a consortium of over 40 subject matter experts from the DOJ, DOL, and OPM that will use the summarized data to monitor and enforce civil rights laws and regulations in employment. The legacy technology and data structure of the agencys now 20-year-old Integrated Mission System (IMS) slowed our efforts to transition to fully digital charge/case processing, however. Stay on top of the latest from educator preparation. Set goals for improvement or maintenance at the beginning of each fiscal year and review results at the end. Ohio's 2020-2021 Annual Performance Report This past fiscal year, the EEOC also resolved 21 cases involving race or national origin three of which included over 150 victims of discrimination each and obtained approximately $15 million in relief for 798 individuals subjected to systemic discrimination. The EEOC recovered $39.7 million for victims of discrimination through conciliation and pre-determination settlement in fiscal year 2021, which was an increase over the $38.8 million recovered through conciliation in fiscal year 2020. the FY 2016 Annual Performance Report and FY 2018 Annual Performance Plan will be communicated to agencies through an OMB memorandum once a new administration is in place. As a basis for this emphasis, we are guided by: The EEOCs Data Governance Board and Chief Data Officer provide executive leadership and oversight for the development and implementation of the policies and processes that govern the collection, creation, management, use, and disclosure of the EEOCs data. Through these workgroups, the EEOC will analyze the fiscal year 2020 FEVS results, collect additional focus group data, make recommendations, and help develop plans for the top five challenge areas. The EEOC maintains work sharing agreements and contract services with 91 state and local Fair Employment Practices Agencies (FEPAs) to coordinate the investigation of charges dual-filed under federal law and state and local laws, as appropriate. Office of the Executive Secretariat Identify and increase access to information in at least two additional priority areas. Released On: Mar 29, 2022; Issued On: Mar 29, 2022; Tags: Performance Reporting. The EEOCs fiscal year 2021 Annual Performance Report is a collaborative endeavor on the part of many EEOC employees. For occasional reports on current trends and issues facing the securities industry, choose "Special Studies" from the "Category" field below. The EEOC also identified and is implementing ten key strategies. The Annual Performance Report provides an overview of the agencys work during fiscal year 2021 to create an America where all have a fair chance to work, provide for their families, and contribute to our economy. (includes immigrant/migrant farmworkers, human trafficking, limited English proficiency, re-entry of the formerly incarcerated, youth and other vulnerable workers), Accommodating Pregnancy Related Program evaluation is an important component of the EEOC's effort to assure that its programs are operating as intended and achieving results. As a result of this hiring effort, EEOC was able to address critical service and morale issues by restoring staffing losses in key areas. The EEOC consulted with 66 federal agencies to develop and deliver 119 customized trainings that reached approximately 4,300 federal employees, which was a 25% increase in the number of federal agencies that received these trainings. Consequently, there were no recommendations to implement in fiscal year 2021, as the recommendation and implementation cycle spans a two-year period. Sub-Measure 1a. Some employees who complained about the harassment were reassigned, denied time off, and subjected to further harassment in retaliation for their complaints. By fiscal year end, the agency had exceeded the target with 132 out of 138, or 95.7% of its enforcement lawsuits resolved favorably. In response to the spike in violence and harassment against Asian American and Pacific Islander communities related to COVID-19 misconceptions and bias, the agency facilitated the exchange of information across district offices, coordinated community engagement efforts with other federal agencies, and collaborated with the White House Initiative on Asian Americans, Native Hawaiians, and Pacific Islanders (WHIAANHPI), including: Working with the WHIAANHPI Regional Network to address specific community needs through regional roundtables, technical assistance programs, resource-sharing, virtual convenings, and webinars, including hosting a series of listening sessions with AAPI stakeholders across the country on national origin discrimination and harassment in the workplace. Below are several examples: In addition to its nationwide litigation program at the district court level, the EEOC maintains an active appellate program in the federal courts of appeal. In addition to the lawsuits summarized above alleging harassment based on race, below are examples of significant fiscal year 2021 lawsuit resolutions alleging sex-based harassment, which represent the largest category of harassment charges filed with the EEOC: Achieving pay equity is another top priority for the Commission. U.S. Consumer Product Safety Commission 4330 East-West Highway Bethesda, MD 20814. The Agency Financial Report (AFR) is a report on the agency end-of-fiscal-year financial position that includes, but is not limited to, financial statements, notes to the financial statements, and a report of the independent auditors. Therefore, no program evaluations were finalized in FY 2019 that would contain recommendations to be implemented in FY 2021. AnnualReports.com is the most complete and up-to-date listing of annual report on the internet. Performance Measure 4 recognizes that because the federal government is the largest employer in the United States, reducing unlawful employment discrimination in the federal sector is an integral part of combatting employment discrimination. EEOC field legal units filed 116 merits lawsuits in fiscal year 2021, which was an increase from the 93 merits lawsuits filed in fiscal year 2020. 1-844-234-5122 (ASL Video Phone), Call 1-800-669-4000 Mon, September 26, 2022. Equal Employment Opportunity Commission (EEOC) on January 20, 2021. 2021 Annual Performance Report (PDF file . These resources are published on the EEOCs website, so all interested parties have access to the summaries and links to the full decisions. Share sensitive information only on official, secure websites. The court rejected the employers argument that the decision-maker may not have considered an anxiety disorder to constitute a disability, because a regarded as claim . In fiscal year 2021, there were 2,325 outreach events reaching 254,830 individuals nationwide with information about employment discrimination and their workplace rights and responsibilities. Pa., No. Among federal agencies, the EEOC also has the highest percentage of veterans that are classified as 30% or more disabled. Equal Employment Opportunity Commission (eeoc.gov). In addition, through training and educational outreach, the EEOC has partnered with federal agencies to speed up submissions of records, perfect defective records, and reduce wasted efforts spent on records not ripe for adjudication. 2:21-cv-07682 (C.D. Conducting 124 outreach sessions, which 24,248 individuals attended, involving issues related to equal pay. In fiscal year 2021, the EEOC also partnered with OPMs Human Resources Solutions to conduct skills-gap analysis on all EEOC mission-critical occupations (MCOs) Attorney-Examiner (AJ), Trial Attorney, EEO Investigator, Mediator, EEO Specialist, and General Attorney. As discussed in more detail later in this report, in fiscal year 2021, the agency prioritized ensuring that it had sufficient resources and tools to continue to prevent and remedy employment discrimination. The hearings program focused on resolving older cases in the inventory and utilized case management strategies to balance field inventories through the resolution of older cases and the closure of incoming cases. The agencys efforts in this area included working with other federal agencies and community partners in response to the spike in violence and harassment against Asian American communities related to COVID-19 misconceptions and bias. Nearly $34 million for 1,920 individuals as a direct result of litigation resolutions. By FY 2022, a significant proportion of EEOC and FEPA resolutions contain targeted, equitable relief. Additionally, the agency has continued planning for the eventual return to our office space across the country. Email: eeoc-executive-secretariat@eeoc.gov. Streamlined services and increased responsiveness to users throughout the process are regularly evaluated. The IIG received almost 400,000 phone calls, approximately 835 calls through an American Sign Language videophone line, and more than 52,000 emails in fiscal year 2021a significant increase over the approximately 37,300 emails received in fiscal year 2020. Frequently Asked Questions or https:// means youve safely connected to the .gov website. Some Commissioner charges alleged multiple issues. 65% of recommendations made in agency program evaluations completed in FY 2019 are substantially implemented. The event evaluations showed that the EXCEL conference was well received in this virtual environment with 76% of survey respondents rating the conference as excellent. For more information about Commissioner Sonderling, please see: https://www.eeoc.gov/keith-e-sonderling-commissioner. Moreover, EEOCs federal sector staff participated in several key training conferences for federal partners, reaching over 3,550 attendees. Official websites use .gov On an annual basis, the EEOC shares EEO-1 data with OFCCP to facilitate OFCCPs enforcement of Executive Order 11246, which prohibits federal contractors from discriminating in employment on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin and requires contractors to take affirmative action to ensure equal opportunity in employment. With the additional staff hired in fiscal year 2021, the agency was also better equipped to successfully address the hundreds of thousands of calls, inquiries, and charges from workers seeking assistance with potential complaints of discrimination. Moreover, 25% of EEOCs workforce identified as individuals with disabilities and approximately 7% identified as individuals with targeted disabilities. Equal Employment Opportunity Commissions (the EEOC or Agency) program results and management challenges. The AFR also includes a performance summary. Through the strategic use of resources, the EEOC secured more than $485 million for victims of discrimination in private, state and local government, and federal workplaces. CGIAR ANNUAL PERFORMANCE REPORT 2021 DOWNLOAD PDF A farmer displays potatoes on her farm, Kenya. L. No. Files. In order to ensure that programs are meeting these expectations, the Department of Elementary and Secondary Education (DESE) established an Annual Performance Report for Educator Preparation Programs (APR-EPP) to measure the performance of educator preparation programs (EPPs) in valid, accurate and meaningful ways. Achieving success for this measure ensures that the EEOC continues to exercise its prosecutorial discretion responsibly, while allowing us to take on challenging issues and litigate complex cases, including cases of systemic discrimination. Of the 450 positions, 106 were backfills and 344 were new positions which included selection of internal and external candidates. The agency used key programs and flexibilities to rebuild the enforcement capacity of the agency, including retaining talent through the Pathways Internship Program and law clerk recruitment. Report on progress quarterly and adjust the plan, as necessary. This Fiscal Year 2021 Annual Performance Report (APR) presents the U.S. EEOC received approximately 16,000 FOIA requests nationwide during fiscal year 2021. 294 (2021), which was signed into law on June 30, 2021. The EEOC enters into contracts with Fair Employment Practices Agencies (FEPAs), which provide payment for work completed on charges deferred to the FEPAs. 1-800-669-6820 (TTY) Approximately 40.5% of the callers used the Interactive Voice Response System to find answers to their inquiries, without further assistance from the Intake Information Representatives (IIRs). 205 Jefferson St. Jefferson City, MO 65101 Map. When the EEOC determines that there is reasonable cause to believe discrimination has occurred, the agency invites the parties to join the EEOC in seeking to settle the charge through an informal and confidential process known as conciliation. Moreover, as the largest employer in the United States, the federal government has tremendous influence over the employment practices of private and public employers in the United States and around the world. The EEOCs Office of Inspector General (OIG) continues to review the agencys data validity and verification procedures, information systems, and databases and offers recommendations for improvement. During fiscal year 2021, EEOC held 313 outreach events related to COVID-19, reaching 39,827 individuals. Monitor yearly progress on modernization of charge/case management systems for program offices until completed in 2022. 306, as amended), requires federal agencies to prepare a Strategic Plan every four years, beginning in 2012. Searching for ways to develop valuable decisions is used in an effective evaluation. Overall, 62 of these trainings targeted the prevention of workplace harassment and creation of a culture of respect, which are key EEOC priorities. This data indicates consistent and tremendous progress in the implementation of the agencys affirmative action plan. It ensures agency compliance with orders issued on those appeals. In fiscal year 2021, the agency prioritized ensuring that it had sufficient staff to address its expanding workload, which included a goal of reaching 2,000 employees on board by September 30, 2021. The conference featured 36 workshops and a variety of breakout sessions that covered COVID-19 related topics as well as a wide array of subjects of interest to EEO practitioners. Continually testing applications and services for Section 508 compliance and reporting any issues or concerns to technicians and vendors for remediation. Each year, states must report against the targets in its SPP in an annual performance report (APR). At the close of fiscal year 2021, there were 25 ongoing investigations initiated by a Commissioner charge. In fiscal year 2021, the EEOC filed 53 lawsuits challenging workplace harassment: 34 cases raised claims of hostile work environment based on sex, 19 based on race, 5 based on national origin, 2 based on disability, 1 based on religion, and 1 based on age. Partnered with the Department of Justice Civil Rights Division to support an online event held with the National Asian/Pacific Islander American Chamber of Commerce and Entrepreneurship and the International Leadership Foundation. These surveys were designed to address the goal of enhanced public service with a particular emphasis on virtual and online interactions necessitated by the pandemic; feedback received during the year was reviewed to identify enhancements for fiscal year 2022. The employee disclosed her anxiety attacks to the COVID-19 pandemic attended, involving issues to! Safety Commission 4330 East-West Highway Bethesda, MD 20814 and links to the and! 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