STATEMENT of
MODEL PROGRAM
ESSENTIAL ELEMENT
DEFICIENCY:

Timetables or schedules have not been established for the agency to review its Merit Promotion, Employee Recognition Awards and Employee Development/Training Programs and Procedures for systemic barriers, which may be impeding full participation in the program by all groups.

OBJECTIVE:

To establish and implement timetables for the agency’s review of its personnel programs.

RESPONSIBLE OFFICIAL:

Associate Administrator for Administration

DATE OBJECTIVE INITIATED:

1/5/05

TARGET DATE FOR
COMPLETION OF OBJECTIVE:

Old Date:  6/5/05

New Date:  6/30/07.     A Work Group has been established to complete this action item.

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

Old:  The Office of Human Resources and the Office of Civil Rights will develop an action plan with timetables for the review of these personnel programs and procedures.

New:  Work Group has been developed to implement this action item.

 1/5/05

12/31/06

Old:  The Office of Civil Rights will conduct an analysis of the programs data and prepare a report by race, national origin, gender, and disability.

New:  The Work Group will complete this activity.

 1/20/05

06/30/07

Old:  The Office of Human Resources and the Office of Civil Rights will develop strategies to address any systemic barriers identified. 

New:  The Work Group will develop an approach for eliminating the identified barriers.

 03/15/05

09/30/07

Old:  The Office of Civil Rights will monitor implementation of the action plan to eliminate barriers.

New: This action will be implemented after the completion of the work activities of the Work Group.

 05/15/05 

12/31/07 and continuing as necessary.

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

The FHWA has developed a Work Group to implement the activities for this item.

STATEMENT of
MODEL PROGRAM
ESSENTIAL ELEMENT
DEFICIENCY:

Senior managers do not successfully implement EEO action plans and incorporate the EEO action plan objectives into agency strategic plans.

OBJECTIVE:

To identify and implement strategies to assist senior managers in successfully implementing the EEO action plan and include the plan in the agency’s strategic plan.

RESPONSIBLE OFFICIAL:

Senior Management Staff

DATE OBJECTIVE INITIATED:

03/15/05

TARGET DATE FOR
COMPLETION OF OBJECTIVE:

08/15/05

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

Old: The Office of Civil Rights, Professional Development and Corporate Management will meet to develop strategies for including the EEO action plan in the agency's strategic plan.

03/15/05  

Old:  The EEO action plan once it is developed by the EEO Plan Workgroup will be distributed to senior managers. 

New:  The Work Group will develop this activity.

06/15/05

06/30/07

Old:  The Office of Civil Rights will hold a series of meetings with senior managers to provide a briefing on the EEO action plan. 

New:  The Associate Administrator for Civil Rights will coordinate this action.

08/01/05

12/31/07

Old:  The Office of Civil Rights will monitor senior management’s implementation of the EEO action plan. 

New:  The Associate Administrator for Civil Rights will monitor this action once the process has been developed.

10/01/05 and every 3 months.

12/31/07 and continuing.

The Work Group will develop the activities for this item.

STATEMENT of
MODEL PROGRAM
ESSENTIAL ELEMENT
DEFICIENCY:

Senior managers do not provide assistance in the identification of equal employment opportunity barriers.

OBJECTIVE:

To involve senior managers in the development of an EEO barriers identification process.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

12/15/04

TARGET DATE FOR
COMPLETION OF OBJECTIVE:

03/15/05

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

Establish an EEO Plan Workgroup of senior managers and other employees to develop a comprehensive EEO plan.

11/15/04

The Office of Civil Rights will provide a briefing to the agency leadership on the agency EEO plan.

05/15/04

Distribute the final EEO plan to the senior managers.

06/15/05

The Office of Civil Rights will provide one-on-one briefing to all senior managers on the agency’s EEO plan.

06/25/05

The Office of Civil Rights will prepare an end of the fiscal year Accomplishment report.

10/01/05

1. The Work Group has been developed and has held 2 meetings---April and June 2005.

2. The Work Group is in the process of reviewing the deficiencies resulting from the self-assessment.  This activity is continuing and will not be completed until 12/31/06.

3. The EEO plan will not be completed until 06/30/07.

STATEMENT of
MODEL PROGRAM
ESSENTIAL ELEMENT
DEFICIENCY:

The FHWA has not conducted trend analyses for the following:

1. Workforce profiles by race, national origin, sex, and disability;
2. Workforce major occupations by race, national origin, sex and disability;
3. Workforce grade level distribution by race, national origin, sex, and disability;
4. Workforce compensation and reward system by race, national origin, sex and disability.

OBJECTIVE:

Develop a mechanism for identifying barriers in the above areas.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

04/30/05

TARGET DATE FOR
COMPLETION OF OBJECTIVE:

12/31/06

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

The FHWA has developed a Work Group that will determine if any barriers can be identified in the above cited areas.

03/31/06

The Work Group will determine the cause of any identified barriers.

06/30/06

The Work Group will develop an approach for eliminating the identified barrier.

12/31/06

The Work Group will present the information to the Associate Administrator for Civil Rights, who will disseminate the information to the senior management staff.

03/31/07

New initiative for FY 2006.