../plan.css"> The U.S. Equal Employment Opportunity Commission


Sustaining Economic Growth and Family Income by Ensuring

Discrimination-Free Workplaces

Equality of opportunity is a deeply felt principle rooted in the hopes and dreams expressed by the Founders, as well as in the statutes enacted by Administrations and Congresses led by both political parties over the last four decades. Discrimination in the workplace on account of race, color, national origin, sex, age, religion or disability deprives the Nation of the skills and talents needed to sustain economic growth and deprives families of the quality of life they deserve.

The U.S. Equal Employment Opportunity Commission has demonstrated that it is up to the task of delivering fair and efficient service to the public by setting and meeting challenging performance goals for fiscal years 1999 and 2000, as it has implemented the Government Performance and Results Act (GPRA). Consistent with the Administration's reform agenda, EEOC is linking its request for resources with expected results, allocating resources where the payoff will be the greatest, and planning to convert antiquated financial, human resources and program information systems to new, streamlined systems in fiscal year 2002, which will have many beneficial effects, including the expansion of e-procurement and speedier payments to our many vendors.

The EEOC's budget request for fiscal year 2002 is $310 million, a $7 million (2.3%) increase over the fiscal year 2001 budget. The level of resources requested represents fiscal year 2002 adjustments to compensation needed to meet our commitment to continue reducing inventories of private sector charges and federal sector hearings and appeals. The increase will cover government-wide adjustments to pay and benefits, including a 3.6% pay raise, enabling the agency to maintain timeliness and quality of service to the public. Over 80% of the resources for Commission programs is used for maintaining staffing levels. With the funding level requested for fiscal year 2002, the agency will be able to maintain staff levels reached in fiscal year 2001, within Administration assumptions for increases to pay and benefits.

With the $310 million requested for fiscal year 2002, EEOC will sustain the many significant program enhancements achieved over the past five years in both the timeliness and quality of service to the public. For example, by the end of fiscal year 2000, the average time required to resolve a large percentage of charges declined to 180 days or less. Furthermore, using mediation - a non-adversarial method to resolve employment disputes - and strengthening the investigator-attorney collaboration, over 20 percent of the charges resolved resulted in a beneficial outcome. Beneficial outcomes include conciliations, successful mediations, settlements with benefits and withdrawals with benefits.

We have achieved significant improvements in customer service through implementation of the Comprehensive Enforcement Program, a strategic approach to linking and integrating functions performed by staff agency-wide to focus on accomplishing results, as articulated in the performance measures for every organizational unit. These improvements are all the more significant when considering the increase in annual workloads over the past decade, primarily as a result of increases in responsibility stemming from two major pieces of civil rights legislation: the Americans with Disabilities Act in 1990 and the Civil Rights Act of 1991.

Fiscal Year 2000 Highlights

Improvements have been achieved in fiscal year 2000 in every program area, producing impressive results agency-wide, including:

Fiscal Year 2002 Highlights

With $310 million for fiscal year 2002, EEOC will meet the following performance measures to support the Administration's goals of more cost-effective government:

EEOC remains committed to the noblest goals of this Nation, embodied in the proud legacy of civil rights legislation over the last four decades dedicated to the simple justice of discrimination-free workplaces. At the same time, we are cognizant of the necessity for cost-efficient operations delivering results to the American public for every dollar invested.

As stated by Chairwoman Castro at the September 26, 2000, Commission meeting in celebration of the agency's 35th anniversary, "[t]he American workplace has changed and the EEOC has played a significant and, at times, crucial role in ensuring that the barriers to opportunity are torn down." Over the past two years, the Commission has improved its services to both the employee and employer communities in its effort to Eradicate Employment Discrimination at the Workplace. Our goal for the future is to sustain and build on our accomplishments in order to ensure timely and high quality service for our customers; continue our quest towards the elimination of employment discrimination, in partnership with the country's employers and employees alike; and support both the Nation's economic competitiveness in a world economy and the economic well-being of American families through the fullest utilization of all of the nation's skills and talents.

Fiscal Year 2002 Budget Request Format

The agency's fiscal year 2002 Budget Request continues last year's successful effort to integrate our budget and GPRA Annual Performance Plan, creating a Program Budget based on results as envisioned by GPRA. This Request uses the format in the Strategic Plan for Fiscal Years 2000-2005, updated in September 2000. Our Strategic Goals, Strategic Objectives and performance measures for fiscal year 2002 are tied to the following program budget structure: 1)  Comprehensive Enforcement of EEO Laws; 2)  Prevention of Employment Discrimination; 3)  Improving Service to the Public Through Executive Direction and Support, Including Technology; and 4)  the Education, Technical Assistance and Training Fund (the Revolving Fund).

For Sections II to IV-covering our enforcement programs, prevention programs, and executive direction and support-we discuss results expected for the resources requested. In addition, this year we have streamlined our discussion of past-year accomplishments in the budget request by including a copy of our GPRA Fiscal Year 2000 Annual Performance Report in Appendix C-4. Other Appendices contain fiscal year 2002 GPRA Annual Performance Plan requirements, including: Verification and Validation of Agency Information and any Program Evaluation activities and initiatives.

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This page was last modified on May 3, 2001.

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