NCJ Number
59120
Date Published
1974
Length
19 pages
Annotation
THIS PAMPHLET WRITTEN FOR A WIDE AND VARIED AUDIENCE CONTAINS BASIC GUIDELINES FOR INTERNAL EVALUATION OF EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS.
Abstract
ALTHOUGH NOT EVERY FEDERAL AGENCY WILL ADOPT EVERY APPROACH OR PROCEDURE SUGGESTED, EACH AGENCY SHOULD HAVE SOME SYSTEM FOR PERIODICALLY REVIEWING EQUAL EMPLOYMENT OPPORTUNITY (EEO) POLICIES AND PROGRAMS. THE MAJOR OBJECTIVES OF EEO EVALUATION ARE TO ASSESS THE EFFECTIVENESS OF MANAGEMENT IN IDENTIFYING EEO FACTORS AND PROBLEMS, REVIEW IMPLEMENTATION OF ACTION PLANS TO OVERCOME OBSTACLES TO EEO, PROVIDE RECOMMENDATIONS FOR REMEDIAL ACTION TO AGENCY MANAGEMENT, AND ASSURE ACTION HAS BEEN TAKEN ON RECOMMENDATIONS. APPROACHES TO EEO EVALUATION ARE DISCUSSED. EVALUATION SHOULD BE ORIENTED BY RESULTS. IT SHOULD BRING ABOUT THE GREATEST POSSIBLE INVOLVEMENT OF SUPERVISORS AND PROGRAM MANAGERS AND BE AIMED AT BRINGING ABOUT ORGANIZATIONAL CHANGE OR IMPROVEMENT WHEN NEEDED. EVALUATION SHOULD ALSO BE INTEGRATED WITH OTHER MANAGEMENT SYSTEMS AND SHOULD BE A CONTINUOUS PROCESS. EVALUATION METHODS SHOULD FOLLOW CAREFUL DETERMINATION OF THE APPROACH THAT BEST MEETS THE SPECIFIC NEEDS OF THE SPECIFIC AGENCY. PROBLEMS SHOULD BE CLEARLY IDENTIFIED AND AN ACTION PROGRAM SHOULD BE DESIGNED TO SOLVE THEM. THE PAMPHLET PROVIDES A CONCEPTUAL FRAMEWORK OUTLINING HOW MANAGERS CAN IDENTIFY EEO PROBLEMS, ANALYZE THEIR CAUSES, ORDER AND CHOOSE FROM ALTERNATIVE SOLUTIONS, AND MAKE AN ACT UPON A FINAL DECISION TO PRODUCE CHANGE. THE MODEL CAN APPLY AT ANY LEVEL OF THE ORGANIZATION AND INCREASE UNDERSTANDING OF HOW A TYPICAL PROBLEM SOLUTION PROCESS SHOULD WORK.