. Begin quarterly reporting on social media outcomes, using an online dashboard to ease data collection
Complete revisions to the social media handbook and provide to all staff managing social media channels.
Use paid media to support improved reach and engagement.
Implement an ongoing training series for all staff involved in the EEOC social media program.
Hire people with specialized expertise to manage the social media program and its assets, specifically a dedicated social media manager and part-time (or contract) graphic designer and multimedia specialist.
Hire people with specialized expertise to manage the social media program and its assets, specifically a dedicated social media manager and part-time (or contract) graphic designer and multimedia specialist
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