The Office of Personnel Management has requested that agencies submit their Federal Equal Opportunity Recruitment Program Plan certifications for fiscal 2007 as well as their FEORP accomplishment reports for fiscal 2006 by November 3.
OPM said it would like to showcase agencies’ successful human capital strategies and programs in its annual report to Congress, and that it was sending a separate memo to HR and EEO directors specifying the type of information needed in the reports.
The EEOC’s fiscal 2005 annual report on the federal workforce said that 95 percent of agencies submitted reasonable accommodation procedures, but identified the Securities and Exchange Commission’s policy as a good example of reasonable policy and procedures.
The report said however that 51 percent of agencies surveyed did not have a comprehensive anti-harassment policy.
In an October 2005 report, EEOC found that many federal agencies have a deficient anti-harassment policy, and that three out of 43 agencies did not even have one.
The report said that over half of the agency policies did not cover non-sexual bases and that 44 percent had unclear investigation procedures.
That report also encourages agencies to reference EEOC’s enforcement guidance called “Vicarious Employer Liability for Unlawful Harassment By Supervisors,” and to issue policy that covers all forms of harassment, establishes a prompt, thorough, and impartial investigation process, requires immediate and appropriate corrective action, provides periodic anti-harassment training to all managers and employees; protects complainants and witnesses from retaliation; and protects the confidentiality of individuals who bring claims of harassment.
While many agencies submitted excellent procedures, EEOC identified the Department of Labor’s policy and procedures as a good
example of an anti-harassment policy.
