What is the difference between audits, evaluations, and investigations?
Audits are objective and systematic assessments of how well offices carry out the EEOC programs and operations and focus on the process.
How does the Office of Inspector General keep Congress and the Chair informed?
The Inspector General is statutorily required to prepare semiannual reports for the Chair and Congress [Semi-Annual Reports | EEOC Office of Inspector General]
What is the size of the EEOC Office of Inspector General staff?
The OIG has a staff of eleven. The OIG staff positions include: an inspector general, a deputy inspector general, a counsel to the inspector general, a chief technologist, an information technology specialist, auditors (2), evaluators (2), investigators (2), and an administrative assistant.
What limitations exist on OIG activities?
To maintain independence, the OIG is prohibited from performing any Agency program functions.
What is the Office of Inspector General?
The OIG is an independent office created within the EEOC by the Inspector General Act Amendments of 1988. As outlined in the Act, the OIG's primary mission is to prevent and detect fraud, waste, abuse, and mismanagement and promote economy and government efficiency. The OIG carries out its responsibilities by conducting audits, evaluations, investigations, and other inquiries relating to the EEOC programs and operations.
Audit of the U.S. Equal Employment Opportunity Commission’s Fiscal Year 2020 Financial Statements
Fiscal Year
2020
Executive Summary
The Office of Inspector General (OIG) contracted with the independent certified public accounting firm of Harper, Rains, Knight & Company, P.A. (HRK) to audit the financial statements of the U.S. Equal Employment Opportunity Commission (EEOC) for fiscal years ended September 30, 2020 and 2019, and to report on EEOC's internal controls over financial reporting, and compliance
with laws, regulations, contracts, grant agreements, and other matters. The contract required that HRK conduct the audit in accordance with U.S. generally accepted government auditing standards (GAGAS) contained in Government Auditing Standards, issued by the Comptroller General of the United States, and Office of Management and Budget (OMB) audit guidance, and U.S. Government Accountability Office/Council of the Inspectors General on Integrity and Efficiency Financial Audit Manual.
Attachment
Attachment:
FY2020 FSA and IG Transmittal-11.12.20.pdf
Attachment:
FY 2020 EEOC Management Letter (002).pdf
FY 2020 Agency Compliance with the Federal Managers’ Financial Integrity Act of 1982 (OIG Report No. 2021-001-SOIG)
Fiscal Year
2021
Executive Summary
The Federal Managers’ Financial Integrity Act of 1982 (FMFIA), P.L.97-255, as well as the Office of Management and Budget’s (OMB) Circular A-123, Management’s Responsibility for Enterprise Risk Management and Internal Controls, M-16-17, establish specific requirements for management controls.
Attachment
Attachment:
FMFIA OIG Letter to Chair_11062020.pdf
Semiannual Report: Oct-Mar 2020
Fiscal Year
2020
Semiannual option
Oct-Mar
Attachment
Attachment:
FINAL OIG SEMIANNUAL REPORT TO CONGRESS_0.pdf
Executive Summary
This semiannual report summarizes the OIG’s activities and accomplishments for the period October 1, 2019, through March 31, 2020. The OIG issued six audit and evaluation reports and one written advisory. The OIG resolved 435 investigative inquiries.
Report 2020-002-SOIG - U.S. Equal Employment Opportunity Commission’s Compliance with Improper Payments Requirements for Fiscal Year 2019
Fiscal Year
2020
Executive Summary
We conducted a review to determine the U.S. Equal Employment Opportunity Commission’s (EEOC) Fiscal Year (FY) 2019 compliance with the Improper Payments Information Act of 2002 (IPIA) (Pub. L. 107-300), as amended by the Improper Payments Elimination and Recovery Act of 2010 (IPERA) (Pub. L. 111-204), the Improper Payments Elimination and Recovery Improvement Act of 2012 (IPERIA) (Pub. L.112-248), and the Federal Improper Payments Coordination Act of 2015 (Pub. L. 114-109). Office of Management and Budget (OMB) Memorandum M-18-20, “Transmittal of Appendix C to OMB Circular A-123, Requirements for Payment Integrity Improvement,” June 26, 2018 (OMB Memorandum M-18-20), sets forth guidance and requirements specifically for compliance with IPIA, IPERA, and IPERIA.
Attachment
Attachment:
FY 2019 IPERA Report Final_0.pdf
EEOC Federal Hearings and Appeals Processes
Fiscal Year
2020
Executive Summary
This evaluation of the Federal hearings and appeals processes of the Equal Employment Opportunity Commission (EEOC) was conducted by The Center for Organizational Excellence, Inc. and CohnReznick LLP on behalf of the EEOC Office of Inspector General (OIG). The main objective of the assessment was to help the Office of Field Programs (OFP) and Office of Federal Operations (OFO) improve the efficiency and effectiveness of the Federal hearings and appeals processes by performing a forward-looking evaluation of key activities and providing recommendations for improvements.
The evaluation team developed four key findings and eleven ideas for improvement in OFO and OFP processes. The four findings that should be addressed are:
1. The Office of Field Programs has an outdated Administrative Judge (AJ) Handbook4 with standard operating procedures (SOPs) for the hearings process that are not consistently followed by District and Field offices.
2. Organizational structures in some District and Field offices do not match the ideal structure defined by management.
3. Integrated Mission System (IMS)5 development and upgrades do not match EEOC’s reporting and tracking needs.
4. The appeals intake process consistently runs at a slower pace than needed within OFO’s Compliance and Control Division (CCD).
Attachment