-

Meeting The Mission 9/16/08 9:54 AM Page 1
 


Table of Contents 

Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 

A Message from the Chief Human Capital Officer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3 

DOJ Equal Employment Community Endorsement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4 

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 

Department of Justice 

Equal Employment Opportunity (EEO) 

Vision and Mission Statements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7 

Department of Justice EEO Goals: Fiscal Years 2008-2012 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9 

Goal 1: Comply with EEO mandates. 

Goal 2: Educate the DOJ workforce. 

Goal 3: Foster a highly qualified and diverse workforce. 

Goal 4: Maximize technology. 

Appendix: Implementation Plan and Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15
 


Glossary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25
 


DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 1
 


Foreword 

The Department of Justice (DOJ) takes its responsibilities seriously, and steadfastly works to 

provide the highest level of service to the American people and promote the Nation’s security. 

The Department also strives to attract, hire, and retain a talented, diverse, and highly qualified 

workforce as reflected in the 2007-2012 DOJ Strategic Plan (see http://www.usdoj.gov/jmd/mps 

/strategic2007-2012/index.html) and now the first DOJ EEO Strategic Plan. 

This Plan aligns with the DOJ Human Capital Plan and EEO mandates. We, at the Department, 

are committed to providing a focused EEO program that prevents and eliminates discrimination and 

ensures equality in the workplace. This is vital to our mission. This commitment also makes it 

clear that collaboration between DOJ’s human capital partners is fundamental to our success. 

Our pursuit of justice and fulfillment of our national mission will benefit from the wide 

spectrum of experience inherent in a diverse workforce. The Department is committed to the 

principles of EEO and diversity and will actively advance the goals and strategies defined in this 

blueprint for DOJ’s EEO program. 

Lee J. Lofthus 

Assistant Attorney General 

for Administration 

and 

Equal Employment Opportunity Officer 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 1 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 3
 


A Message from The Chief Human Capital Officer 

I am pleased to present the DOJ EEO Strategic Plan for 2008-2012, a first collaborative effort 

of this nature, resulting from the work of the entire DOJ EEO community. This Plan was 

developed by DOJ’s senior EEO officials and its focus, “Working Together to Ensure Success– 

Meeting the Mission” was designed to support the Department in ensuring a workplace that values 

the principles of equity, fairness, and diversity. 

This Plan will serve as a blueprint for the DOJ EEO community to promote inclusiveness and 

foster a culture that values diversity. The Plan is aligned with the DOJ Strategic Plan, the Equal 

Employment Opportunity Commission’s (EEOC) Management Directive 715 (MD-715), DOJ 

regulations (Section 42.1(a) of 28 C.F.R. Part 42, Subpart A) and the Notification and Federal 

Employee Antidiscrimination Act of 2002 (No FEAR Act). This living document will be reviewed 

regularly and updated to ensure continuous alignment with the Department’s goals, mission and 

needs. Our four strategic goals are: 

Goal 1: Comply with EEO mandates 

Goal 2: Educate the DOJ workforce 

Goal 3: Foster a highly qualified and diverse workforce 

Goal 4: Maximize technology 

Over the next five years, the EEO community will engage and collaborate with its DOJ partners 

and stakeholders. Our shared vision is to work together to ensure equal opportunity for all. 

Mari Barr Santangelo 

Deputy Assistant Attorney General 

for Human Resources and Administration 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 3
 -

Meeting The Mission 9/16/08 9:54 AM Page 4
 


DOJ Equal Employment Opportunity Community Endorsement 

4 DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 5
 


Introduction 

The Department of Justice (DOJ) employs approximately 104,000 talented and diverse men and women to 

help meet its mission and goals. In its FY 2007-2012 Strategic Plan – “Stewards of the American Dream,” 

the Department recognizes the importance of “Managing the DOJ Mission” by positioning itself to attract 

the best and the brightest workforce to fulfill DOJ’s essential mission. 

To help achieve its core objective of meeting any challenge to the liberty of the American people, DOJ 

ensures a fair and level playing field without regard to race, color, sex, religion, national origin, age, 

physical or mental disability, sexual orientation, marital status, or status as a parent; including prohibiting 

discrimination on the basis of political affiliation. 

Management 

The Assistant Attorney General for Administration is the EEO Officer for the Department of Justice. This 

position has delegated responsibility for developing policy, methods, and procedures to implement DOJ’s 

EEO program to the Equal Employment Opportunity Staff (EEOS) Director, Justice Management Division. 

The EEOS is under the direct leadership of the Deputy Assistant Attorney General for Human Resources and 

Administration who also serves as DOJ’s Chief Human Capital Officer. EEOS partners with the DOJ EEO 

Community to provide advice, technical assistance, and support to senior leaders, managers, and employees. 

Equal Employment Opportunity Staff Operational Overview 

The EEOS is responsible for developing policies to implement and enforce, within the agency, the mandates 

of various antidiscrimination laws such as Title VII of the Civil Rights Act of 1964, the Age Discrimination 

in Employment Act of 1967, Section 501 of the Rehabilitation Act of 1973 and the Equal Pay Act of 1963, 

as well as DOJ Orders and other policy directives mandating equal employment opportunity in the Federal 

sector. 

The DOJ EEO Community works diligently to ensure that statutory and legal requirements are met for 

discrimination complaints processing, affirmative employment, reasonable accommodation, and 

accessibility. EEOS monitors DOJ’s compliance with various EEO and Office of Personnel Management 

policy directives, such as EEOC Management Directive 715, which provides guidance for Federal managers 

to ensure that all employment decisions are free from discrimination. The DOJ EEO Community also 

coordinates annual Special Emphasis Programs to educate DOJ employees on diverse cultures. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 5
 -

Meeting The Mission 9/16/08 9:54 AM Page 7
 


Vision and Mission 

Vision Statement 

The DOJ EEO community strives to maximize the partnership between leadership and 

employees to optimize fairness, equality, opportunity and inclusiveness in the workplace. 

Mission Statement 

As essential contributors to DOJ’s success, we promote a culture that values diversity 

and fairness and empowers individuals to contribute to their fullest potential while 

providing world class customer service. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 7
 -

Meeting The Mission 9/16/08 9:54 AM Page 9
 


Department of Justice EEO 

Strategic Goals Fiscal Years 

2008-2012 

Goal 1 – Comply with EEO mandates. 

The DOJ leadership and EEO community expect the EEO program to be robust 

and fully compliant with all Civil Rights laws, rules and regulations, including 

MD-715 and the No FEAR Act. 

Strategy A: Identify and adhere to EEO complaint process 

regulatory requirements. 

Tactic A-1: Identify and resolve obstacles and/or barriers to compliance that 

might exist and develop corrective measures. 

Tactic A-2: Create Standard Operating Procedures to help prepare EEO-related 

correspondence and to facilitate accurate record keeping and electronic filing of 

reports. 

Strategy B: Promote Alternative Dispute Resolution (ADR) as a 

standard business process throughout DOJ. 

Tactic B-1: Assess each component’s ADR program initiatives and develop and 

implement a DOJ-wide program to include a marketing plan. 

Tactic B-2: Partner with the Office of Dispute Resolution (ODR) to create a 

DOJ Mediator Corps. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 9
 -

Meeting The Mission 9/16/08 9:54 AM Page 10
 


Strategy C: Identify and adhere to regulatory reporting 

requirements. 

Tactic C-1: Identify and resolve obstacles to timely report submissions. 

Tactic C-2: Develop an electronic template for all required EEO reports. 

Goal 2 – Educate the DOJ workforce. 

DOJ’s leadership and EEO community are committed to: producing effective, 

outstanding outreach opportunities; educating employees on their rights and 

responsibilities; eradicating any discrimination that might exist in the workplace; 

improving ancillary business processes to more effectively achieve our core 

mission; and, promoting inclusion and diversity. 

Strategy A: Institutionalize a Department-wide education 

program, championed by senior leadership, on EEO, diversity, 

the No FEAR Act, and the requirements of MD-715. 

Tactic A-1: Develop an annual “State of the Agency” report on MD-715 for the 

Attorney General and a briefing for senior leadership and employees. 

Tactic A-2: Provide effective diversity training. 

Strategy B: Share DOJ best practices, including e-Learning, and 

provide introductory and mandatory training for the EEO 

community. 

Tactic B-1: Identify DOJ best practices for EEO training. 

Tactic B-2: Develop and provide competency based specialized training, 

including e-Learning, for the department-wide EEO Staff. 

10 DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 11
 


Strategy C: Identify, develop, and provide educational cultural 

awareness programs. 

Tactic C-1: Develop Special Emphasis Commemorative Month Work Groups to 

plan educational programs and activities. 

Tactic C-2: Establish and maintain partnerships with diverse professional and 

educational organizations. 

Strategy D: Develop a strategic communication plan to share 

information using various resources including the internet, 

posters, brochures, and electronic media. 

Tactic D-1: Develop and implement a system to share marketing and 

educational materials (e.g., posters, brochures). 

Goal 3 – Foster a highly qualified and diverse workforce. 

The DOJ leadership and the EEO community are committed to partnering with 

HR professionals and managers to maintain a highly qualified, diverse, and 

motivated workforce. Effective recruitment and outreach efforts support the 

Department's critical mission of ensuring fair and impartial administration of 

justice for all Americans. 

Strategy A: Ensure that affirmative employment programs focus 

on recruiting and retaining a highly qualified and diverse 

workforce. 

Tactic A-1: Assist in establishing targeted recruitment based on information 

obtained through various EEO reports. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 11 2008 2012 
 -

Meeting The Mission 
9/16/08 9:54 AM Page 12
 


Tactic A-2: Collaborate with the DOJ Human Resources (HR) community to 

establish career development training and/or upward mobility programs that 

align with DOJ’s succession planning efforts and generate a diverse pool of 

candidates to fill mission-critical occupations. 

Tactic A-3: Partner with DOJ HR to create a DOJ virtual marketing and 

recruitment program. 

Tactic A-4: Develop a DOJ reasonable accommodation reassignment policy. 

Strategy B: DOJ advisory councils serve as a liaison for 

constituents, management, and the EEO community. 

Tactic B-1: Create a framework for DOJ advisory councils for affinity groups to 

report to management and discuss issues and concerns with the EEO community. 

Tactic B-2: Develop proposed roles and responsibilities for affinity council 

members and representatives and issue a Department-wide call for members. 

Tactic B-3: Conduct and analyze workforce statistics, in collaboration with HR, 

to determine if barriers to hiring and retention exist and develop corrective 

actions for any identified. 

Tactic B-4: In collaboration with HR, market existing DOJ worklife program 

policies. 

12 DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 13
 


Goal 4 – Maximize technology. 

DOJ recognizes the critical role of technology in helping the EEO community 

improve its overall efficiency. The DOJ EEO community will research and 

implement successful best practices to ensure the overarching goal of providing 

excellent customer service. 

Strategy A: Identify and adopt best practices and increase 

information technology (IT) resources for the DOJ EEO 

community. 

Tactic A-1: Establish a DOJ EEO IT team to identify workload and projected 

technology needs. 

Tactic A-2: Develop an instrument to assess and consistently measure 

internal/external EEO IT best practices. 

Tactic A-3: Develop a system for effective electronic filing of administrative 

records. 

Strategy B: Maximize use of “iComplaints” and “eVersity.” 

Tactic B-1: Assess department-wide use of IT systems to assure consistent and 

effective accountability. 

Tactic B-2: Create a team of DOJ EEO expert trainers for IT EEO community 

initiatives. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 13
 -

Meeting The Mission 9/16/08 9:54 AM Page 15
 


Appendix 

DOJ Equal Employment Opportunity Strategic Plan 2008-2012 

Implementation Plan and Measures 

Goal 1 – Comply with EEO mandates. 

Strategy A: Identify and adhere to EEO complaint process regulatory requirements. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

A-1: Identify and resolve obstacles and/or EEOS 11/01/08 M-1: DOJ components submit 

barriers to compliance that might exist and obstacle report to the EEO Strategic 

develop corrective measures. 

02/01/09 

07/31/09 

09/30/09 

(Ongoing) 

Planning Committee (SPC) for 

review and analysis. 

M-2: SPC will develop a proposal 

for resolving issues. 

M-3: Sponsor “stakeholder” meeting 

with senior level DOJ participants 

for HR/EEO/OGC. 

M-4: Offer training and cross 

training opportunities across 

component EEO staffs dealing with 

solutions to obstacles as needed. 

A-2: Create Standard Operating Procedures EEOS 02/01/09 M-1: Assure that DOJ records 

(SOPs) for preparing DOJ EEO community management requirements are met. 

correspondence, procedures, record keeping 

and electronic filing of reports. 04/01/09 M-2: Share standardized 

correspondence format with EEO 

community. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 15
 -

Meeting The Mission 9/16/08 9:54 AM Page 16
 


Strategy B: Promote Alternative Dispute Resolution (ADR) as a standard business process throughout DOJ. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

B-1: Assess each component’s ADR FBI 07/01/09 M-1: Create an intradepartmental 

program initiatives and develop a DOJ-wide BOP-EEO team to develop a DOJ assessment 

program and marketing plan. and prepare a comprehensive report. 

01/30/10 M-2: Develop, disseminate and train 

on DOJ ADR principles and 

guidelines. 

B-2: Partner with the Office of Dispute 

Resolution (ODR) to create a corps of DOJ 

mediators. 

FBI 

BOP-EEO 

09/30/09 M-1: Create uniform standards and a 

training module for DOJ mediators 

using standard business processes 

and practices. 

09/30/10 M-2: Create a “pilot” DOJ 

mediation program with ODR to 

handle DOJ EEO cases. 

09/30/11 M-3: Evaluate the effectiveness of 

ADR pilot programs using data 

analysis. 

16 DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 17
 


Strategy C: Identify and adhere to regulatory reporting requirements. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

C-1: Identify and resolve obstacles to timely 

report submissions. 

EOUSA 

BOP-EEO 

07/01/09 

01/30/10 

M-1: Create an intradepartmental 

team to develop a DOJ assessment 

tool and prepare a comprehensive 

report. 

M-2: Develop and disseminate 

guidelines to DOJ EEO community. 

C-2: Develop an electronic template for 

reports. 

EEOS 

EOUSA 

BOP-(AEPB) 

09/30/09 

09/30/10 

M-1: Design standard templates for 

DOJ reports. 

M-2: Implement use of templates for 

all reports. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 17
 -

Meeting The Mission 9/16/08 9:54 AM Page 18
 


Goal 2 – Educate the DOJ workforce. 

Strategy A: Institutionalize a Department-wide education program, championed by senior leadership, on EEO, diversity, the No 

FEAR Act, and requirements of MD 715. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

A-1: Develop an annual “State of the 

Agency” report on MD-715 for the Attorney 

General and brief the senior leadership and 

employees. 

EEOS 10/30/08 M-1: Develop an executive briefing 

to educate leadership on the DOJ's 

EEO and diversity management 

initiatives, programs, and 

accomplishments. 

A-2: Provide effective diversity training. EOUSA 

BOP (AEPB) 

11/30/08 

03/30/09 

M-1: Establish a HR/EEO team to 

review diversity training and develop 

a module and a system to monitor 

and evaluate the program. 

M-2: Develop a “train the trainer” 

module to present diversity training. 

Strategy B: Share DOJ best practices, including e-Learning, and provide introductory and mandatory training for the EEO 

community. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

B-1: Identify DOJ best practices for EEO 

training. 

DEA 

FBI 

11/15/08 M-1: Collect, evaluate and share 

best practices. 

B-2: Develop and provide competency based 

specialized training, including e-Learning, for 

the DOJ EEO employees. 

EEOS 09/30/09 

02/01/10 

M-1: Identify a skills gap survey by 

position for all EEO staff and survey 

staff proficiency. 

M-2: Develop, implement, and 

monitor a program to provide 

required training. 

18 DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 19
 


Strategy C: Identify, develop, and provide educational cultural awareness programs. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

C-1: Develop Special Emphasis 

Commemorative Month Work Groups to plan 

educational programs and activities. 

DEA 

ATF 

Ongoing 

Ongoing 

01/31/09 

M-1: Conduct educational and 

entertaining programs and activities 

to share the heritage of various 

cultures; develop a method to 

evaluate the success of the activities. 

M-2: Seek an internal sponsor or 

champion for each commemorative 

program. 

M-3: Develop an employee outreach 

initiative survey to determine interest 

in the programs and activities. 

C-2: Establish and maintain partnerships 

with diverse professional and educational 

organizations. 

EEOS Ongoing M-1: Create an intradepartmental 

committee by 06/30/09 to develop a 

recruitment and outreach strategy to 

attract diverse applicants to seek 

DOJ as an employer. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 19
 -

Meeting The Mission 9/16/08 9:54 AM Page 20
 


Strategy D: Develop a strategic communication plan to share information using various resources including the internet, 

posters, brochures and electronic media. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

D-1: Develop and implement a system to 

share marketing and educational materials 

(posters, brochures, etc.). 

USMS 

EOIR 

8/30/08 

11/30/08 

03/30/09 

Ongoing 

M-1: Develop and administer a 

survey on each of the components’ 

current marketing strategies. 

M-2: Share results with EEO 

community and management. 

M-3: Review practices and 

capitalize on opportunities for 

marketing and standardization. 

M-4: Increase internal and external 

distribution of EEO materials on 

intranet and internet sites. 

20 DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 21
 


Goal 3 – Foster a highly qualified and diverse workforce. 

Strategy A: Ensure that affirmative employment programs focus on recruiting and retaining a highly qualified and diverse workforce. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

A-1: Assist in establishing targeted 

recruitment based on information obtained 

through various EEO reports. 

EEOS 1/31/09 M-1: Review targeted recruitment 

initiatives and job placements 

annually. 

A-2: Collaborate with HR to establish career 

development training and/or upward mobility 

programs that align with DOJ’s succession 

planning and generate a diverse pool of 

candidates to fill key positions. 

EEOS 

HR 

09/30/09 

Ongoing 

M-1: Partner with HR to design, 

develop, and market a 

comprehensive DOJ Career 

Opportunity Training Agreement 

(COTA) Program. 

M-2: Monitor and evaluate 

participation. 

A-3: Partner with HR to create a DOJ virtual 

marketing and recruitment program. 

USMS 

EOIR 

07/01/09 M-1: Increase use of intranet and 

internet sites to share recruiting 

materials. 

A-4: Develop a DOJ reasonable 

accommodation reassignment policy. 

EEOS 

BOP-EEO 

FBI 

EOUSA 

09/30/09 

Ongoing 

Ongoing 

M-1: Develop, implement and 

market a policy on DOJ reasonable 

accommodations reassignments. 

M-2: Review the Reasonable 

Accommodations policy to clarify 

reassignment under the 

Rehabilitation Act. 

M-3: Train Disability Program 

Managers (DPM) on the Reasonable 

Accommodations Policy. 

M-4: Obtain quarterly reports on 

accommodation requests. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 21
 -

Meeting The Mission 9/16/08 9:54 AM Page 22
 


Strategy B: The DOJ affinity councils serve as liaison for constituents, management, and the EEO community. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

B-1: Create a framework for DOJ advisory EEOS 09/30/08 M-1: Assure that members of the 

councils for affinity groups to report to FBI constituent group represent a broad 

management and discuss issues and concerns OJP spectrum of diverse individuals. 

with the EEO community. 

Ongoing M-2: Assure that concerns of and 

B-2: Develop proposed roles and responsibilities barriers faced by constituent groups 

for affinity council members and representatives are shared with appropriate DOJ 

and issue a Department-wide call for members. officials. 

B-3: Conduct and analyze workforce statistics, EEOS Ongoing M-1: Assess DOJ’s current status 

in collaboration with HR, to determine if OJP and identify possible barriers using 

barriers to hiring and retention exist and BOP(AEPB) accurate and complete population of 

develop corrective actions for any identified. 

Ongoing 

Ongoing 

data fields. 

M-2: Brief agency leadership and 

affinity groups on workforce analysis 

and report on progress. 

M-3: Develop, implement, and 

evaluate strategies to eliminate any 

barriers identified. 

B-4: In collaboration with HR, market EEOS 09/30/08 M-1: Improve marketing of worklife 

existing DOJ worklife program policies. HR 

Ongoing 

programs to enhance recruitment and 

retention. 

M-2: In collaboration with HR, 

monitor and evaluate diversity of 

participation in the alternate work 

schedule and worklife programs. 

22 DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 23
 


Goal 4 – Maximize technology. 

Strategy A: Identify and adopt best practices and increase IT resources for the DOJ EEO community. 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

A-1: Establish a DOJ EEO IT team to 

identify workload and projected technology 

needs. 

ATF 

EEOS 

09/30/08 M-1: To comply with annual 

reporting requirements, DOJ will: 1) 

identify government-wide "best 

practices" and technology 

requirements to expedite preparation 

of annual reports; and 2) prepare a 

funding request. 

A-2: Develop an instrument to assess and 

consistently measure internal/external EEO 

IT practices. 

ATF 

EEOS 

03/30/09 M-1: Develop and distribute a 

survey for both DOJ components and 

external agencies to obtain 

information on EEO IT capabilities 

and practices; assess the potential for 

DOJ-wide implementation. 

A-3: Develop a system for effective 

electronic filing of administrative records. 

ATF 

EEOS 

09/30/09 M-1: Establish a DOJ EEO 

"Selection Committee" to identify 

internal and external best practices; 

develop a plan for implementation of 

selected practices within the DOJ 

EEO community. 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 23
 -

Meeting The Mission 9/16/08 9:54 AM Page 24
 


Strategy B: Maximize use of “iComplaints” and “eVersity.” 

Tactic Lead/Support 

Responsibilities 

Due 

Date Performance Measures/Results 

B-1: Oversee EEO community IT system to 

assure consistent and effective accountability. 

EEOS 09/30/09 M-1: Establish a DOJ EEO IT 

standard system. 

B-2: Create a team of DOJ EEO expert 

trainers for IT EEO community initiatives. 

EEOS Ongoing M-1: Provide continuous training to 

DOJ EEO employees on 

“iComplaints” and “eVersity.” 

B-3: Monitor and analyze “iComplaints” 

data. 

EEOS Ongoing 

Ongoing 

M-1: Review “iComplaints” status 

reports quarterly for accuracy and to 

identify trends. 

M-2: Prepare a quarterly 462 report 

from “iComplaints.” 

24 DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 
 -

Meeting The Mission 9/16/08 9:54 AM Page 25
 


Glossary 

ADR – Alternative Dispute Resolution 

Affinity Council - Employee advisory groups which assist with outreach and recruitment initiatives to 

promote the Department as an employer; share information with the organization's 

leadership through appropriate protocol; share employees’ issues and concerns; 

and suggest opportunities to better serve the DOJ community, with specific focus 

on the affinity communities through the EEOS. 

ATF – Bureau of Alcohol, Tobacco, Firearms and Explosives 

BOP – Bureau of Prisons 

BOP (AEPB) – Bureau of Prisons, Affirmative Employment Programs Branch 

COTA – Career Opportunity Training Agreement Program 

DEA – Drug Enforcement Administration 

DOJ – Department of Justice 

EEO – Equal Employment Opportunity 

EEOC – Equal Employment Opportunity Commission 

EEOS – Equal Employment Opportunity Staff 

Justice Management Division 

EOIR – Executive Office for Immigration Review 

EOUSA – Executive Office for United States Attorneys 

FBI – Federal Bureau of Investigation 

Form 462 – Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints 

HR – Human Resources 

MD-715 – Management Directive 715 

NDIC – National Drug Intelligence Center 

No FEAR Act – Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 

ODR – Office of Dispute Resolution 

OGC – Office of the General Counsel 

OJP – Office of Justice Programs 

SOPs – Standard Operating Procedures 

SPC – EEO Strategic Planning Committee 

USMS – U.S. Marshals Service 

DEPARTMENT OF JUSTICE EQUAL EMPLOYMENT OPPORTUNITY STRATEGIC PLAN 2008 2012 25