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Report File
Date Issued
Submitting OIG
Equal Employment Opportunity Commission OIG
Other Participating OIGs
Equal Employment Opportunity Commission OIG
Agencies Reviewed/Investigated
Equal Employment Opportunity Commission
Report Number
2018-001-EOIG
Report Description

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.

Report Type
Audit
Agency Wide
Yes
Number of Recommendations
14
Questioned Costs
$0
Funds for Better Use
$0

Open Recommendations

This report has 5 open recommendations.
Recommendation Number Significant Recommendation Recommended Questioned Costs Recommended Funds for Better Use Additional Details
3 No $0 $0

Ensure future process changes are implemented according to change management best practices noted by GAO.

7 No $0 $0

The Office ofInformation Technology (OIT), in partnership with OFP and OFO, should re-evaluate IMS requirements, and requirementsfor 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 from IMS main users (OFP and OFO) and to determine what other current systems need to be integrated to make them function in alignment with IMS (Power BI, Complainant Portal).

8 No $0 $0

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 requirements.

10 No $0 $0

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 be made for OFP legal techs, AJs, and SAJs. A separate guide should be available for OFO CCD staff, attorneys and supervisory attorneys.

13 No $0 $0

Assign a target amount of days for intake so that management can determine if changes implemented impact the efficiency of the process.

Equal Employment Opportunity Commission OIG

United States