EEOC Discusses Progress of Strategic Plan for Fiscal Years 2012 to 2016 in Public Meeting on February 20

The U.S. Equal Employment Opportunity Commission (EEOC) held a public meeting on February 20, 2013 to discuss progress, achievements, and implementation of the EEOC Strategic Plan for Fiscal Years 2012 to 2016 that was approved in a 4-1 vote in February 2012. The Strategic Plan serves as a framework for the EEOC to achieve its mission to stop and remedy unlawful employment discrimination by focusing on three objectives: strategic law enforcement, education and outreach, and efficiently serving the public. Information about the meeting is available at

The three Strategic Plan objectives of the each have performance measures detailing outcomes to be achieved during the four-year period the plan is in effect and designed to assess the EEOC’s progress in carrying out its mission. During the meeting, the EEOC’s Performance Improvement Officer (PIO) answered questions about the first objective – strategic law enforcement – and addressed the EEOC Strategic Enforcement Plan (SEP) for Fiscal Years 2013 to 2016 and each of the performance measures. The EEOC’s SEP is available at

Integrated enforcement of the EEOC’s SEP uses a range of strategies including investigations, litigation, federal sector oversight and adjudication, policy development, research, and outreach and education. Based on efforts by a staff work and public input, the EEOC has adopted the following national priorities:

  • Eliminating Barriers in Recruitment and Hiring.
  • Protecting Immigrant, Migrant and Other Vulnerable Workers.
  • Addressing Emerging and Developing Issues.
  • Enforcing Equal Pay Laws.
  • Preserving Access to the Legal System.
  • Preventing Harassment Through Systemic Enforcement and Targeted Outreach.

The EEOC will hold open the February 20, 2013 meeting record for 15 days, and invites audience members and members of the public to submit written comments on any issues or matters discussed at the meeting. Public comments may be mailed to Commission Meeting, EEOC Executive Officer, 131 M Street, N.E., Washington, D.C. 20507, or emailed to: A press release about the February 20, 2013 meeting is available at

As reported in November of 2012 on the ESR News blog, the EEOC announced record high monetary recoveries for victims of discrimination for Fiscal Year (FY) 2012 – more than $365 million – in its first Performance and Accountability Report (PAR) compiled under the standards of the EEOC’s new Strategic Plan. The PAR for FY 2012 is available at An EEOC press release detailing the PAR findings, which also include a significant decrease in the inventory of pending cases, is available at

Under the first objective of strategic law enforcement, the EEOC secured $365.4 million in monetary recovery, the highest level of relief ever, through is private sector administrative enforcement that includes mediation, settlements, withdrawals with benefits, and conciliation.  The PAR also revealed more than $36 million of the amount of relief secured was derived from investigations and conciliations of systemic charges of discrimination, four times the amount received in the previous fiscal year. In addition, the EEOC recovered $44.2 million through its litigation program and more than $61.9 million in relief for parties who requested hearings in the federal sector. The EEOC Strategic Plan for Fiscal Years 2012 to 2016 is available at

On April 25, 2012, the EEOC voted to approve updated Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964. The EEOC Guidance is available at To help employers comply with updated EEOC rules, Attorney Lester Rosen, Founder and CEO of background check firm Employment Screening Resources (ESR), has written a whitepaper titled ‘Practical Steps Employers Can Take to Comply with New EEOC Criminal Record Guidance.’ The complimentary whitepaper is undergoing a controlled release and is only available to employers by emailing

Employment Screening Resources (ESR) – ‘The Background Check Authority’ – is a nationwide background screening provider accredited by The National Association of Professional Background Screeners (NAPBS®). For information about EEOC compliant pre-employment background checks, visit, call Toll Free 888.999.4474, or email


About Employment Screening Resources (ESR):

Founded by safe hiring expert Attorney Les Rosen in 1997, Employment Screening Resources (ESR) – ‘The Background Check AuthoritySM’– provides accurate and actionable information that empowers employers to make informed hiring decisions for the benefit of their organizations, employees, and the public. CEO Rosen literally wrote the book on background checks with “The Safe Hiring Manual” and ESR is accredited by The National Association of Professional Background Screeners (NAPBS), a distinction held by a small percent of screening firms. Employers choosing ESR know they have selected an agency meeting the highest industry standards. To learn more about ESR, visit or call toll free 888.999.4474.

About ESR News:

The Employment Screening Resources (ESR) News blog – ESR News – provides employment screening information for employers, recruiters, and jobseekers on a variety of topics including credit reports, criminal records, data privacy, discrimination, E-Verify, jobs reports, legal updates, negligent hiring, workplace violence, and use of search engines and social network sites for background checks. For more information about ESR News or to send comments or questions, please email ESR News Editor Thomas Ahearn at To subscribe to the ESR News Blog Feed, visit To subscribe to the complimentary ESRcheck Report monthly newsletter, please visit