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Open Recommendations (8 total)

Equal Employment Opportunity Commission: Improved Oversight Processes Needed to Help Agencies Address Program Deficiencies

GAO-24-105874
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3 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of the EEOC should ensure that the Office of Federal Operations develops and implements criteria and guidelines for invoking its public notification procedures related to agency noncompliance as stated in Management Directive 110. (Recommendation 4)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Equal Employment Opportunity Commission The Chair of the EEOC should ensure that the Office of Federal Operations enhances its ability to compile and analyze information gathered from its Technical Assistance reviews. For example, EEOC could automate existing features to analyze deficiencies contained in agency Management Directive 715 reports to help it identify EEO trends. (Recommendation 2)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
Equal Employment Opportunity Commission The Chair of the EEOC should ensure that the Office of Federal Operations improves or automates existing tracking processes for monitoring agencies' timely completion of Management Directive 715 reports. (Recommendation 1)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Equal Employment Opportunity Commission: Improved Oversight Processes Needed to Help Agencies Address Program Deficiencies

GAO-24-105874
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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of the EEOC should ensure that the Office of Federal Operations requires staff to record the information obtained through Technical Assistance reviews, including all deficiencies, using the same tracking tool consistently. (Recommendation 3)
Open
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Higher Education: Employment Discrimination Case Referrals Between Education and the Equal Employment Opportunity Commission Could Be Improved

GAO-24-105516
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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission EEOC should develop and finalize a protocol to ensure that its field offices receive and process all complaint referrals from Education. The protocol could include: consistently documenting the referrals in its new data system; communicating regularly with Education on the number of complaint referrals Education sends to EEOC and the number EEOC receives from Education; and reconciling any differences in the number of complaints sent and received. (Recommendation 2)
Open
EEOC neither agreed nor disagreed with this recommendation. The agency noted the importance of ensuring that all referrals from Education's OCR are received and processed. EEOC also noted that it will carefully consider the areas for improvement we identified. EEOC stated that in November 2023, it adopted an interim protocol with OCR to ensure receipt of all complaint referrals from OCR. Specifically, OCR is to copy EEOC headquarters officials when it refers a complaint to the appropriate EEOC field office. According to EEOC, this allows it to maintain a complete and centralized record of all OCR referrals to determine if EEOC has received all OCR referrals and whether follow-up with OCR is needed. When this interim protocol is finalized, we will review it to determine if it meets the intent of our recommendation.

Information Management: Agencies Need to Streamline Electronic Services

GAO-23-105562
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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of the Equal Employment Opportunity Commission should establish a reasonable time frame for accepting remote identity proofing with authentication, digitally accepting access and consent forms from individuals who were properly identity proofed and authenticated, and posting access and consent forms on the agency's privacy program website. (Recommendation 9)
Open
As of March 2024, EEOC stated it has finalized plans to use the agency's FOIA portal vendor to route Privacy Act requesters through Login.gov to accept online access and consent forms from individuals who have been identity proofed and authenticated. In addition, this initiative is in the acquisition phase with planned delivery during the second quarter of Fiscal Year 2024.

Workforce Diversity: Hispanic Workers Are Underrepresented in the Media, and More Data Are Needed for Federal Enforcement Efforts

GAO-22-104669
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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of EEOC should work with FCC to develop a new memorandum of understanding that includes a plan for EEOC to routinely share data with FCC regarding discrimination charges filed against broadcasters and cable and satellite television operators. (Recommendation 1)
Open
As of April 2023, EEOC officials reported that the agency has begun the process of reformulating its prior agreement with FCC and will work in collaboration with FCC to review the MOU and explore possible improvements in EEO enforcement. We will close this recommendation when these efforts are complete.

Workforce Diversity: Hispanic Workers Are Underrepresented in the Media, and More Data Are Needed for Federal Enforcement Efforts

GAO-22-104669
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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of EEOC should improve EEOC's approach to routinely identify local unions required to file an EEO-3 report to help ensure that they file such reports on the demographics of union members. (Recommendation 3)
Open
As of April 2023, EEOC officials reported taking additional steps to explore ways to determine whether local referral unions are complying with their reporting requirements. For example, during the 2022 EEO-3 collection, officials reported implementing enhanced follow-up procedures with local unions that did not respond to the EEO-3 data request to help ensure that local unions on EEOC's existing roster are aware of their EEO-3 reporting requirements. EEOC is also updating its roster of local unions that may be required to submit EEO-3 reports, which has involved coordinating with the U.S. Department of Labor to use the department's existing data on local unions. EEOC officials expect to have an improved roster of eligible unions for the next collection of EEO-3 data in 2024. We will close this recommendation when these efforts are complete.
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