../plan.css">The U.S. Equal Employment Opportunity Commission
This Plan is adapted from the agency's Strategic Plan for Fiscal Years 2000-2005, which provides a framework of three strategic goals, strategic objectives for each goal, and measures for each objective. The Annual Performance Plan links three broad strategic goals for the agency to resources directed to each strategic goal and results expected, as expressed in performance measures1 for each strategic objective. The Plan also displays the relationship of measures for fiscal year 2001 to long-term outcomes expected in the Strategic Plan, anticipated management challenges, and external factors that could effect achievement of agency measures in fiscal year 2001.
* Includes an across-the-board rescission of .38%.
** Includes an across-the-board rescission of .22%.
The total agency budget is divided into two areas: (1) Enforce EEO Laws and Promote Equal Opportunity, and (2) Executive Direction and Support. The first category combines resources dedicated to Strategic Goals 1 and 2 because under the Comprehensive Enforcement Program front-line staff work together to carry out an integrated strategy for accomplishing both objectives. The resources dedicated to the three Strategic Goals is shown below.
This Strategic Goal includes the agency's enforcement programs for the private and federal sectors, and partnerships with State and Local Fair Employment Practices Agencies. At the center of the Commission's enforcement strategy is the Comprehensive Enforcement Program (CEP). The CEP was formulated and launched in fiscal year 1999 to improve all components of the agency's operations in both the private and federal sectors.
This Goal focuses on preventing employment discrimination by expanding outreach, education and technical assistance to a broad range of stakeholders. These activities promote understanding and voluntary compliance with the laws enforced by the Commission. Its emphasis is on reaching employers, employees and members of the public, including small businesses and under-served communities.
This Goal aims to improve internal support operations to better enable the agency to meet its goals and objectives. It includes such areas as enhancing staff capabilities and knowledge, policy direction and guidance, and instilling a knowledge base using technology, research and analysis and evaluation of organizational components, processes and procedures.
The following pages highlight the agency's efforts, both planned and realized, to achieve these Strategic Goals.
1 In an on-going effort to improve measures, capture trends and help management, employees and stakeholders understand agency performance information, the language in this Plan for EEOC's measures has been revised. The original wording of several of the 1999 and 2000 measures were previously used in other documents. The Appendix to this Plan contains a compilation of all the measures for 1999-2001 and a cross reference to a table containing the original measures used in other GPRA documents.
This page was last modified on May 3, 2001.
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