U.S. Equal Employment Opportunity Commission

Annual Report on the Federal Work Force Fiscal Year 2003: Footnotes

1. Part II also contains information on the top major occupations in selected government agencies. These mission-oriented occupations with 100 or more employees frequently serve as gateways into upper management positions. Thus, data on participation rates of persons holding positions in an agency's major occupation can serve as a diagnostic tool to help determine possible areas where barriers to equal opportunity may exist.

2. ADR is a process in which a neutral third party assists in resolving disputes by using various techniques (mediation, settlement conference, early neutral evaluation, facilitation, etc.) to reach a resolution acceptable to the parties.

3. The "Instances of Counseling" total for FY 2002 has been corrected from the number reported in EEOC's FY 2002 Annual Report. Please note that the instances of counseling by an ADR intake officer in FY 2000 were excluded due to concerns about the accuracy of the data.

4. The EEOC did not collect data pertaining to ADR activities in FY 1999 and did not collect ADR offer rates until FY 2002.

5. The EEOC did not collect pre-complaint monetary benefits in FY 1999.

6. The FY 2002 complainants total in this figure include 27 complainants from the Department of Education not shown in the FY 2002 Annual Report.

7. During the formal complaint stage, the EEOC did not collect the number of ADR offers until FY 2002 and ADR participation rates until FY 2001.

8. Does not include benefits awarded by EEOC on appeal.

9. The EEOC has not collected data on the amount of monetary benefits obtained during non-ADR settlements in the formal complaint stage.

10. Some of the totals have been corrected from totals reported in previous Annual Reports.

11. Some of the totals have been corrected from totals reported in previous Annual Reports.

12. The number and percentage of resolutions by statute will be greater than the number of cases closed, since one or more statutory basis or bases may be alleged in each appeal.

13. DHS entered into Memoranda of Understanding (MOU) with a number of agencies from which it received employees and functions, including the General Services Administration, Department of Justice, Department of Transportation, and Department of the Treasury. Under each MOU, the agencies that transferred functions and employees to DHS continued to process formal complaints for those transferred employees on behalf of DHS. By contrast, DHS processed new EEO complaints and signed final agency actions. Seven MOU sub-elements submitted to the EEOC complaint data provided by the agencies of origin, and the EEOC aggregated that data for the Homeland Security-MOU report. Homeland Security MOU complaint data is presented at the end of each complaint processing table under Homeland Security-MOU. The DHS profile chapter contains a table that presents FEMA indicators, MOU indicators, and combined indicators for the reporting sub-elements of DHS. The narrative portion of the DHS profile section includes the combined data from FEMA and the reporting MOU sub-elements.

14. These tables only include agencies with a reported workforce of 2000 or more.

15. Note that 1994 data was unavailable for the Government Printing Office.

16. The 180-day statutory period for investigating complaints can be extended to no more than 360 days if the consolidation of two or more complaints occurs. See 29 C.F.R. ?? 1614.606.

This page was last modified on May 14, 2004.

Home Return to Home Page