On September 22, 2020, President Donald J. Trump issued Executive Order 13950 (EO or the Order), “Combating Race and Sex Stereotyping,” which requires federal agencies, federal grantees, federal contractors, and the Uniformed Services to address trainings that include divisive concepts, race or sex stereotyping, and race and sex scapegoating. Section 6(c)(ii) of the Order states that each agency head shall request the agency’s Inspector General to thoroughly review and assess by the end of the calendar year, and not less than annually thereafter, agency compliance with the requirements of this Order, in the form of a report submitted to the Office of Management and Budget (OMB). The Chair of the U. S. Equal Employment Opportunity Commission (EEOC) sent the request to the Inspector General on October 25, 2020. This report presents the findings of the Inspector General’s review.
Evaluate and assess timeline improvement after the use of the new contractors. If
significant improvements are verified by data, consider improvements to the ongoing
staffing model and the possible addition of these contractor positions as permanent
roles. OFO should determine and monitor metrics, such as improvement of targeted
timelines from one step to another (data can be gathered from IMS).
Assign a target amount of days for intake so that management can determine if changes
implemented impact the efficiency of the process.
Examine the staffing model of the appeals intake process to determine if the dedicated
resources are sufficient for ensuring processes are completed in a timely manner.
OFO and OFP, in partnership with OIT, should consider development of an IMS
training guide or document that is consistently updated and reviewed following
upgrades, enhancements or modifications of the software. This guide should include all
necessary codes for every action item in the process and should be available for all
product users. This guide should ensure that product users track all mandated steps in
IMS. Given that each office’s staff has their own needs within IMS: One guide should
OIT developers should meet directly with software users, such as OFO attorneys and
supervisory attorneys and OFP AJs and Supervisory AJs (SAJ) to determine additional
The Office of Information Technology (OIT), in partnership with OFP and OFO, should
re-evaluate IMS requirements, and requirements for the framework of its successor
system, to determine what additional reporting functionalities are needed in order to
analyze data about staff and office productivity. A Voice of the Customer exercise or a
user requirement meeting could serve as starting point to gather current requirements
OFFICE OF INSPECTOR GENERAL SEMIANNUAL REPORT 10
Evaluate availability of resources dedicated to Alternative Dispute Resolution (ADR)
per office and determine if the agreement between EEOC and the Federal Mediation
and Conciliation Service (FMCS) would provide enough mediation support for the
District and Field offices. OFP should also analyze the impact of ADR pilot programs
implemented in certain Districts, such as WISE, the Washington Field Office Initiative
to Settle Equal Employment Opportunity (EEO) Complaints, to determine if these
Standardize the role of the administrative support for all District and Field offices. A
position review should be conducted to determine the job title held by support staff, as
well as their pay level and their level of responsibility (e.g., determine if legal techs
should be assigning cases). Any additional administrative support should be supported
by data analysis of caseloads and inventory.
Standardize organizational structures used in the District and Field offices to include
all resources required for major tasks. OFP should create a guideline that describes the
desired standard organizational structure of District and Field offices.