Compliance Assistance, Review and Evaluation (CARE)
|In accordance with Federal mandates 29 CFR 1614 and the Equal Employment Opportunity Commission's Management Directive 715 for Model Agency Programs (formerly Affirmative Employment), the Civil Rights Division, Office of the Administrator has oversight responsibility over the Agency's Title VII Civil Rights/ Equal Employment Opportunity (EEO) Program. One tool used to measure compliance is the CARE Program. Equal Employment Opportunity compliance is also included in the Administrator's performance standards and the Agency's Civil Rights Strategic Plan.
CRD developed and implemented the CARE Program in 1999. The Program is designed to provide management with an assessment of their Affirmative Employment Plan (AEP) as well as to reflect employee perceptions of their working environment. The Program also provides recommendations to management on ways to correct deficiencies and/or improve conditions.
Organizational components are selected at random for CARE reviews, unless a Program specifically makes a request. The primary focus of the reviews is AEP policy design and oversight, coordination, and implementation. Program managers are advised at least 30 days in advance of an upcoming review. They are asked to select a liaison to work with the CARE review team and supply essential documentation in support of their EEO Programs. Additional documentation is requested from Human Resources Division.
Managers, supervisors, and non-supervisory employees are interviewed either face-to-face or via a survey instrument while related documentation is simultaneously reviewed. A facility assessment is also a part of the review process to determine accessibility for employees with disabilities and to survey work areas for potentially offensive materials.
Following the comprehensive review and analysis of all information, a written Report of Findings and Recommendations is prepared and disseminated to the respective site manager, his/her Assistant Administrator, and the Department's Office of Civil Rights. The reviewed office has 90 days to provide the status of their implementation of recommendations. An Equal Employment Specialist works closely with the reviewed office to assist with the recommendations and provide support for any EEO-related issues.
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I. Overall Best Practices
- Funding is always available to support EEO/CR
- Managers are committed to EEO/CR
- Top-level management is well aware of EEO/CR expectations
- Career goals are discussed during performance appraisals
- Open communication exists between supervisors and employees
- Fair treatment is provided by supervisors
- Distribution and posting of EEO/CR publications
- A good working relationship with CRD
- An open-door policy maintained by managers and supervisors
- Utilization of internships/externships
- Utilization of student employment programs
- Maintenance of Program Web sites
- Utilization of leadership development programs
- Interactive recruitment initiatives with Human Resources Division
II. Common Areas In Need Of Improvement
- Eliminate the false perception that advancement comes without qualifying merit
- Increase participation in Special Emphasis Program observances/activities
- Increase participation in individual development/training plans to enhance career development
- Increase awareness/recognition of employee EEO/CR achievements
- Improve timeliness of performance reviews and distribution of appraisals
- Increase dissemination of EEO/CR information at lower level staff meetings
- Establish and/or increase the overall awareness of EEO Advisory Committees
- Communicate a "ZERO TOLERANCE FOR REPRISAL" regarding EEO complaints
- Participation at job fairs, career days, etc.
III. Corrective Actions Proposed and/or Effectuated
- Pass along relevant information from management meetings to employees
- Establish/publicize EEO Advisory Committees and their activities
- Share/explain the selection process with employees
- Delegate time and resources to increase outreach participation
IV. General Comments
CRD continues to work closely with Agency components. We review documents and listen to the feedback provided by managers, supervisors, and non-supervisory employees. We continue to assist Agency components in highlighting areas in need of improvement or where misconceptions exist. We also provide the necessary guidance and technical assistance for corrective actions.
The goal of the CARE Program is two-fold: 1) to ensure that the Agency is in compliance with Federal laws, regulations and policies; and, 2) to help Program managers establish and maintain a fair and equal working environment for all of its employees.
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Last Modified Jul 31, 2013