The U.S. Equal Employment Opportunity Commission


This Report summarizes the results and accomplishments of the EEOC's performance measures for fiscal year 2001. As required by the Government Performance and Results Act of 1993, our Fiscal Year 2001 Annual Program Performance Report links to our Strategic Plan by incorporating its three broad strategic goals and eight strategic objectives. Using specific performance targets, we are able to track our progress towards achieving our mission to eradicate employment discrimination in the workplace.

During fiscal year 2001, several new Presidential initiatives were implemented by the new administration. The President's Management Agenda requires agencies to strategically manage human capital, integrate budget and performance by focusing on agency results, plan for competitive outsourcing of activities on its Federal Activities Inventory Reform (FAIR) Act list, improve performance for the timeliness and accuracy of financial data and payments, and expand electronic government to deliver services and benefits to Americans.

In addition to these key Presidential initiatives, the Commission has implemented a 5-Point Plan. The Plan focuses on key program elements: proactive prevention, proficient resolution, strategic enforcement and litigation, enhanced mediation and Alternative Dispute Resolution (ADR), and EEOC as a model workplace.

Finally, several other Presidential and Commission initiatives will complement and support these areas. For example, the President has required agencies to develop and implement a five-year Restructuring Plan. The Restructuring Plan will provide the core strategy to undertake a critical review of EEOC's organizational structure. Our five-year Restructuring Plan will be developed in fiscal year 2002 and implemented in fiscal year 2003. The Plan will help us become more customer-centered, with as little distance as possible between customers and decision-makers. The Plan will explore ways to reduce decision-making layers; increase the span of control at different organizational levels; ensure that the largest number of EEOC employees are in direct service-delivery positions; and, retrain and redeploy employees as an integral part of our restructuring efforts.

The Commission will also renew its role under Executive Order 12067 to coordinate federal civil rights employment discrimination programs and policies. This endeavor will foster consistent, interconnected outreach, education and enforcement policies in equal employment opportunity efforts across government. The Commission will also be a major participant in the Administration's New Freedom Initiative designed to ensure a level playing field in the workplace for people with disabilities. In addition, the Commission will focus on its own Freedom to Compete Initiative that will similarly seek to ensure that all of America's workers are free to compete on a fair and level playing field; a necessity for free and fair competition in the workplace.

All of the new initiatives will be interwoven into a full mosaic of plans and programs that create a synergy for accomplishing EEOC's mission in the future. The new initiatives, however, necessitate adjustments to our performance measurement approach-discontinuing or revising some measures or adopting others-in fiscal year 2002 and beyond that are focused on the new ways to work and new expectations for performance results. Our fiscal year 2001 Report on our performance results identifies some areas where we may adopt future changes to accommodate these initiatives.

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This page was last modified on April 11, 2002.

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