Ensure that investigations are fair and thorough. Seek to conciliate complaints of discrimination and mediate other types of disagreements to reconcile and preserve the work relationship. Discipline should be strong enough to ensure that violations will not reoccur, but follow established progressive disciplinary procedures up to and including termination of employment. Problem areas will be addressed by finding the root cause and recommending actions to be taken to remedy the problem and prevent reoccurrence. All procurement officers and contract monitors are held accountable for their efforts in the area of minority business enterprises via performance evaluations.
Equal opportunity is everyone s responsibility.
Therefore, leadership is provided by the Office of Employment and Program Equity Director and staff in cooperation with the Secretary, the Secretary s Expanded Executive Staff, the Equal Opportunity Advisory Council, Local Equal Opportunity Liaisons, the Office of the Principle Counsel, Constituent Services and the Human Resources, Development and Training Administration. OEPE will also establish and maintain strong relationships with other federal, state, and local equal opportunity entities, and community based organizations. Provide technical assistance to Locals by supplying information, resources, and assistance in investigating and resolving complaints of discrimination and harassment. Equal Opportunity is an integral part of CQI, and CQI should be an integral part of equal opportunity. The OEPE will utilize CQI principles in all of its internal and external activities.