Readers' Comments
Total Comments: 32
Page 3 of 4
Page 3 of 4
Evaluating EEO As If It Really Mattered
Total Comments: 32
Page 3 of 4
Page 3 of 4
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| Close | Change | YTD | |
| G | $12.6972 | +0.0013 | +3.40% |
| F | $11.9749 | +0.0219 | +0.38% |
| C | $8.6601 | -0.6223 | -47.70% |
| S | $9.4250 | -0.7684 | -52.37% |
| I | $11.4821 | -0.6136 | -53.63% |
| Close | Change | YTD | |
| L 2040 | $10.4314 | -0.5746 | -42.81% |
| L 2030 | $10.7668 | -0.5171 | -38.16% |
| L 2020 | $11.2461 | -0.4459 | -32.46% |
| L 2010 | $12.8789 | -0.2531 | -16.70% |
| L Income | $12.1740 | -0.1561 | -9.62% |
November 21, 2008
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Evaluating EEO as if really mattered
DOD
Wed Nov 28, 2007 8:03 AM
Post Reply
What a bunch of double talk and ego centric "Mr. Pure" garbage. I understand why he moved around so much and from one agency to another. What gobblegook. His elements are outdated ,do not conform to federal guidance after the 1995 Supreme Court Adarran decision , The Clinton papers on Affirmative Action, the Push for "Diversity" , which is not statutory but what congress likes to hit agencies up for non-compliance.nor could they implemented in every feder agency. Let me ask this If the Committed EEO people in Federal government are not keepng the faith why are they getting salaries over $150,000. with an average of $85000. why the ones that do the hiring of people and still charged with a primary mission get far below the EEO specialist in the majority of Federal agencies do not have to produce anything, just process complaints, according to a cook book procedure, and put on special events of food and entertainment .
Outstanding Performance Standard
OPM
Wed Nov 28, 2007 8:59 AM
Post Reply
I was surprised that outstanding (O) and fully successful (FS) performance were separated by only 3 tasks from the provided list (minimum of 3 for FS and 6 for O). I believe the spread should be greater. I also feel the standard for FS is too low for this very important element. I liked the tasks that described topical interaction with others in the workforce.
Re: Outstanding Performance Standard
Government Personnel Services
Wed Nov 28, 2007 12:29 PM
Abolish EEO - The system does not work
DON
Wed Nov 28, 2007 3:36 PM
Post Reply
The way the current EEO system is setup It does not work.
We need a system that can resolve problems (NOT TAKE SIDES).
So far all of the EEO cases go to court (which means the cases are not resolved at the lowest level by EEO). These actions cost the tax payers million of dollars.
So far all of the EEO cases protect supervisors & management. EEO does not resolve the problems.
I had to tesify in an EEO case about six years ago.
It was a joke because the EEO rep sat on the side of management & it was management that was at fault (the supervisor put his hands on an employee).
The employee won the case, & management lost (& EEO lost).
EEO was attempting to cover up.
EEO should have removed the supervisor as a supervisor and had the supervisor re-trained
and not let the supervisor ever be a supervisor in that kind of position again.
All the cases I have see
EEO assumes that management & supervisors are always right and the employee is always wrong.
Re: Abolish EEO - The system does not work
VA
Tue May 27, 2008 10:17 AM
i would like to read about the case you testified in. i was grabbed and slung by my supervisor and i need help as the agency is trying to get the judge to dismiss my case without a hearing.please email any info to wellsdolores@yahoo.com.thanks.
Discrimination
HUD
Tue Dec 4, 2007 11:07 AM
Post Reply
The purpose of EEO at HUD, and at other agencies, is to hire and promote unqualified blacks and Hispanics; especially females. Even though the groups mentioned are grossly overrepresented compared with the general population, HUD still gives preference to these groups. White males don't count, even though they are grossly underrepresented.
Former President Clinton stated that the federal government would be the model employer of persons with disabilities. EEO specialists have paid no heed to this noble goal. The percentage of disabled employees has dropped over the past several years. This group is also grossly underrepresented.
EEO: Good Tackle!
EEO GUIDANCE, Inc.
Wed Apr 23, 2008 5:02 PM
Post Reply
Mr. Kunreuther,
I applaud you in writing this article. I too have struggled with the manner in which the federal government has casually tossed EEO in as an element within rating criteria. It is typically accomplished w/little thought/knowledge of the EEO system. Few have given thought to how the EEO element could actually make a positive difference in attitudes/behaviors. There is considerable ignorance "out there" about EEO and Affirmative Employment and the more our federal managers learn about what it truly means (or doesn't), the quicker we will get to a respectful and inclusive federal workforce...okay, WAKE UP, PollyAnna! Some will never learn; however, this is certainly a step in the right direction. Thank you for taking on the subject and giving agencies some excellent guidance. A copy of your article should be cut out by every EEO Specialist/Manager/Director and forwarded to their Agency Head (oh yes, and to all supervisors/managers). Well written ~
Carol A. Dawson
RE: The system does not work
Interior
Thu Apr 24, 2008 9:19 AM
Post Reply
The EEO representatives in my office have both openly declared that they are part of management and their job is to discourage complaints. They will also report one's complaint and the name of the complainant directly to the supervisor involved immediately. Its no wonder most people here feel there is no place to go for redress.
Re: RE: The system does not work
EEO GUIDANCE, Inc.
Mon May 26, 2008 4:27 PM
If, on the other hand, the EEO officials are stating their jobs are to "resolve" EEO complaints, that is a different story.
For more detailed information, you can contact the Equal Employment Opportunity Commission (EEOC)'s Lori Grant on (202) 663-4616 (voice) or (202) 663-4593 (TTY).
It's about time!
ARS
Mon Aug 18, 2008 2:45 PM
Post Reply
Thank You Robbie, for a quantifiable rating scale! What a fantastic method you've developed for evaluating, be it EEO or any other critical element. Ratings are so often subjective and full of wishy-washy terms that are easily misunderstood or abused by either the rater or the ratee. I appreciate your perspective - always, and your straight forward approach in simple, clear and difinitive language.