The U.S. Equal Employment Opportunity Commission held a meeting on Wednesday, March 20, 2013 to develop the Quality Control Plan (QCP) called for in the EEOC’s 2012-2016 Strategic Plan to revise the criteria used to measure the quality of agency charge investigations and conciliations. Three roundtables – made up of EEOC front line staff, private employer and employee representatives, and EEOC managers – presented their views to develop a draft plan for Commission approval. A press release from the EEOC about the meeting is available at

“Ensuring quality investigations and conciliations that advance enforcement, providing excellent customer service, and implementing internal efficiency are the cornerstones of the agency’s new Strategic Plan,” EEOC Chair Jacqueline Berrien stated in the press release. “We will therefore carefully consider the recommendations of our staff and external stakeholders on how to strengthen and improve EEOC’s administrative enforcement program.”

According to the EEOC press release, participants in the meeting agreed that the QPC must take into account the limited budgetary and staffing resources available to the EEOC during current fiscal times for the federal government and the nation. Each roundtable noted the critical importance of quality intake, the initial interaction between the charging party and the EEOC and the first step in the investigative process. Participants also underscored the importance of meaningful measurements that gauge the advancement of the EEOC’s core mission to stop and remedy unlawful employment discrimination.

Private practitioners urged the Commission to ensure that investigative and conciliation procedures, including whether to make certain disclosures, be applied consistently throughout the agency in every district and field office. However, EEOC staff counseled that while consistency is important, it must be balanced against the need for flexibility in the field, taking into account office resources, investigator case-load, and the specific needs of each investigation. More information about the EEOC – the agency that enforces federal laws prohibiting employment discrimination – is available at

The EEOC will hold open the March 20, 2013 Commission Meeting record for 15 days. Audience members, as well as other members of the public, are invited to submit written comments on any issues or matters discussed at the meeting. Public comments submitted will be made available to members of the Commission and to Commission staff working on the 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: [email protected].

As reported previously on the ESR News blog, the 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 on February 20, 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

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 Attorney Lester Rosen, Founder and CEO of background check firm Employment Screening Resources® (ESR), has written a complimentary whitepaper titled ‘Practical Steps Employers Can Take to Comply with New EEOC Criminal Record Guidance’ available to employers by emailing [email protected].

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 more information about background checks from ESR, please visit, call Toll Free 888.999.4474, or email [email protected].


About Employment Screening Resources® (ESR):

Founded by safe hiring expert Attorney Les Rosen in 1997, Employment Screening Resources® (ESR) – ‘The Background Check Authority®’– 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 [email protected]. To subscribe to the ESR News Blog Feed, visit To subscribe to the complimentary ESRcheck Report monthly newsletter, please visit


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