Performance Measure 1 encourages the EEOC to seek relief that goes beyond monetary damages for individual victims of discrimination. While it is vital that the EEOC seeks meaningful relief for individuals, the Commission’s ultimate goal must be to protect all employees and jobseekers from unlawful discrimination. These programs are carried out through a network of 53 district, field, area, and local offices. The U.S. Equal Employment Opportunity Commission’s Annual Performance Report (APR) provides performance results that enable the President, Congress, and the public to assess the EEOC’s accomplishments for each fiscal year (October 1 through September 30).

EEOC Issues Report on Diversity in High Tech

In addition, the agency continued to evaluate, analyze, and identify areas for improvement during the fiscal year, implementing pilots and other potential enhancements to the intake process. The EEOC envisions that a new and innovative intake process will reduce the length of time for service delivery, remove language barriers, and streamline the interview process. The fiscal year 2024 target for Performance Measure 2 was for the agency to favorably resolve 90% of its enforcement lawsuits.

Collaborating on a Website for Workers

These documents were all submitted in a timely manner and clearly explained how resources aligned with strategic priorities. The agency’s Fiscal Year 2025 Congressional Budget Justification was submitted to Congress on March 11, 2024. The agency has maintained the EEOC’s authorized FTE levels for FY 2024, utilizing hiring reform programs and appointments (e.g., Direct Hire Authority for STEM) to recruit, develop, and retain skilled workers for the agency, based on authorized budget levels. The repository outline will be housed on the EEOC EdCon site, and the entire website will be updated, in addition to the creation of the repository, to centralize all the EEO and EdCon specific resources. In addition, the agency translated key documents into Portuguese and Thai, adding two new languages to the EEOC’s website. Consistent with the SEP, by providing additional access to information to people who read and speak languages other than English and may not be proficient in English, the EEOC continues to address the needs of vulnerable workers.

Filing A Charge of Discrimination

A Charge of  Discrimination can be completed through our EEOC Public Portal after you submit an online inquiry and we interview you. In the EEOC’s experience, having the opportunity to discuss your concerns with an EEOC staff member in an interview is the best way to assess how to address your concerns about employment  discrimination and determine whether filing a charge of discrimination is the appropriate path for you. After you submit an online inquiry, you use the EEOC Public Portal to schedule an interview in person or by phone with eeoc portal an EEOC staff member. We recommend that you schedule an interview with an EEOC representative to discuss the details of your situation. In our experience, an interview helps individuals make more informed decisions about whether to file a formal charge of discrimination. The EEOC Awards Program creates a balance between performance/rating-based awards and contribution awards that supports the strategic use of awards and recognition throughout the year and addresses workforce challenges by allocating rating-based awards in a manner that recognizes high-performing employees.

As of fiscal year-end 2024, the agency had exceeded the target by favorably resolving 128 out of 132, or 97%, of its enforcement lawsuits. As of October 2021, however, you have up to 300 days from the date of the discrimination to file a complaint with the MCCR, matching the EEOC. Any complaint filed with the MCCR is automatically “cross filed” or “dual filed” with the EEOC, and vice versa—meaning you only need to file your complaint with one of these agencies. If you have 60 days or fewer in which to file a timely charge, the EEOC Public Portal will provide special directions for providing necessary information to the EEOC and how to file your charge quickly. Your representative and authorized agency representatives can see documents you and the EEOC have also submitted in your case.

There are two related strategic objectives and four performance measures for Strategic Goal III. There are two related strategic objectives and four performance measures for Strategic Goal II. There are two related strategic objectives and seven performance measures for Strategic Goal I.

• You can bring anyone you want to your meeting, especially if you need language assistance and know someone who can help.
• The fiscal year 2024 target for Performance Measure 13 was for the agency to set goals for improvement at the beginning of the fiscal year, using the new services baselines developed in fiscal year 2023, and review results at the end of the fiscal year.
• The federal sector hearings program continued focusing on strategies to increase efficiency to manage the inventory of hearing requests and resolved 6,679 hearing requests, securing more than $181.4 million in benefits for federal workers.
• The Commission reviewed over 120 federal agency documents, Government Accountability Office reports, and bills proposed by Congress.
• The agency also translated PWFA education materials into Arabic, Chinese (simplified and traditional), Haitian Creole, Korean, Portuguese, Russian, Spanish, Tagalog, Thai, and Vietnamese for the EEOC website.
• The EEOC has developed Performance Measures 12 through 15 to track the agency’s progress in pursuing these strategies.

To use the EEOC Public Portal, you must first identify the representative for your case hearing request and enter the email address of the representative in the contact field. You will receive an email that will contain a hearing request number to use to refer to your case. The agency will also receive notice of your hearing request and will be required to submit its Report of Investigation to the EEOC within 15 days. After your hearing request has been submitted, you can view details of your case by clicking on My Case in the EEOC Public Portal Home Page.

If we do not receive a reply after 10 days, then EEOC we will notify you by email that EEOC has been unable to verify the representative. If we do not receive a reply after 10 days, then we will email you that EEOC has been unable to verify the representative. If you have an attorney or another representative, we have made it easy for you and your attorney to use the EEOC Public Portal to manage your case. Simply add your attorney’s contact information and the  EEOC Public Portal will send an email to this address asking the named individual to confirm their representation.

Data and Technology Transformation and Modernization

• The agency has maintained the EEOC’s authorized FTE levels for FY 2024, utilizing hiring reform programs and appointments (e.g., Direct Hire Authority for STEM) to recruit, develop, and retain skilled workers for the agency, based on authorized budget levels.
• The email will list the type of document, when it was uploaded, and instruct you to login to the Public Portal to access and view the document.
• In addition, the Training Institute offered federal courses that are designed to meet training requirements for EEO practitioners and employees working throughout the federal government.
• Most smart phones have a scanning app that you can use to scan a document and then upload to your account in the EEOC Public Portal.
• The EEOC also implemented or initiated the development of technological solutions to improve intake.
• For fiscal year 2024, employees were provided performance standards, progress reviews, and final performance ratings.
• They can then download documents from the appellate record and submit documentation for the matter.

EEOC offices assign cases to an Administrative Judge based upon the order of receipt, as well as the workload of the office. In some offices, the workload of the office does not allow us to assign cases within 60 days. In those offices you should hear from a Supervisory Administrative Judge (SAJ), who will oversee the case until an AJ is assigned. No, an attorney is not required for you to submit a hearing request or to proceed through the EEOC’s hearing process.

How to Use the EEOC Public Portal to Submit an Online Inquiry

The target for fiscal year 2024 was to create or review and update at least two resource or guidance documents on the priority list. The agency’s enforcement work in the private and public sectors, its adjudicatory and oversight work in the federal sector, and its outreach and education work all depend on the availability of up-to-date and accessible materials explaining the laws that the EEOC enforces and how to comply with them. While the regulations issued by the Commission set the basic legal framework for the implementation of those laws, sub-regulatory materials provide more tangible assistance to those with rights and responsibilities under such laws.

The EEOC will assess its progress on an ongoing basis to reaffirm its commitment to fulfilling the agency’s mission. The agency continued to conduct numerous training sessions for EEOC employees and managers on performance related topics, with the objective of promoting and sustaining a high-performance culture and meeting EEOC organizational goals. For fiscal year 2024, employees were provided performance standards, progress reviews, and final performance ratings. Peace Corps to obtain applicants, and Schedule A appointments for persons with disabilities.

This will be accomplished by using analytics and metrics to directly measure the impact of each effort to reach communities. If the effort is successful, it should be incorporated into the EEOC’s efforts moving forward. If the effort does not reach the intended audience, balancing the level of effort with the results, then the technology or strategy should be modified. By using this process, the EEOC can continue to grow and expand its ability to reach vulnerable communities with information critical to expanding equal employment opportunity. The fiscal year 2024 target for Performance Measure 1 was for at least 88%-90% of the EEOC’s conciliations and litigation resolutions to contain targeted, equitable relief. Targeted, equitable relief includes any non-monetary and non-generic relief that explicitly addresses the discriminatory employment practices at issue in the case, and which provides remedies to the aggrieved individuals or prevents similar violations in the future.