FY2002 Annual Performance Plan - Revised and Final

December 31, 2001

Table of Contents

1.  Introduction

2.  Overview of the ESA Strategic Plan

      2.1 Mission

      2.2 Vision

      2.3 ESA Strategic and Performance Goals

      2.4  ESA Organization

3.  Strategic Goals and the FY 2002 Budget

      3.1  DOL Strategic Goal - A Secure Workforce

      3.2  DOL Strategic Goal - Quality Workplaces

4.  FY 2002 Performance Goals and Indicators

     4.1  ESA Budgeted Resources by DOL Strategic Goal

     4.2  Summary of ESA Performance Goals

     4.3  Performance Goals with Alignments to DOL and ESA

5. Performance Measurement

      5.1  Current Program Information Systems

      5.2  Data Challenges

      5.3  Linking Costs to Performance

6.  Cross-Cutting Programs and Issues

7.  Maintaining a Strategic Management Focus

      7.1  Information Technology

      7.2  Management Control and Systems

      7.3  Financial Management

      7.4  Human Resources

      7.5  E-Government Services

8.  Conclusion

Appendix A:   Acronyms

1. Introduction

The Employment Standards Administration (ESA) is both a benefit delivery and enforcement agency. ESA administers programs to implement over 100 laws to protect the basic rights of workers, including: overseeing minimum wage, child labor, and overtime pay standards; ensuring equal employment opportunities for employees of Federal contractors; administering Federal workers' compensation benefits programs; and protecting workers' rights as union members. Nearly every worker in America is protected by laws and regulations administered by ESA programs. The more than 4,000 employees who carry out ESA's mission are located in offices throughout the country. We make every effort to make ESA programs as accessible to the American worker as possible, whether through one of our many field offices, toll-free telephone hotlines, the Internet, or some other means.

2. Overview of the ESA Strategic Plan

The Employment Standards Administration submitted a revised Strategic Plan, fiscal years 1997 through 2002, to the U.S. Congress in September 1998. A Strategic Plan covering fiscal years 1999 through 2004 was developed. Key elements of the ESA Strategic Plan are included here and provide the foundation and context for ESA's activities and the FY 2002 Annual Performance Plan.

ESA's Strategic Goals are to:

ESA's strategic goals support the Departmental goals which integrate the objectives of all DOL agencies and programs to prepare and protect America's workers for the challenges of the 21^st Century. ESA's work is integral to the Department's success in achieving the Departmental strategic goals for A Secure Workforce and Quality Workplaces. The performance goals in ESA's Annual Performance Plan support both the Departmental strategic and outcome goals and ESA strategic goals. The Departmental Strategic and Outcome Goals are:

2.1 Mission

As an enforcement and benefit delivery Agency, ESA is composed of four major programs: the Wage and Hour Division (WHD); the Office of Federal Contract Compliance Programs (OFCCP); the Office of Workers' Compensation Programs (OWCP); and the Office of Labor- Management Standards (OLMS).

The Wage and Hour Division enhances the welfare and protects the rights of the nation's workers through enforcement of several Acts: the Federal minimum wage, overtime pay, recordkeeping, and child labor requirements of the Fair Labor Standards Act; the Family and Medical Leave Act; the Migrant and Seasonal Agricultural Worker Protection Act; the Employee Polygraph Protection Act; field sanitation and housing standards in the Occupational Safety and Health Act; and, a number of employment standards and worker protections provided in the Immigration and Nationality Act. Additionally, the WHD administers and enforces the prevailing wage requirements of the Davis-Bacon Act and the McNamara-O'Hara Service Contract Act and other statutes applicable to Federal contracts for construction and for the provision of goods and services.

The Office of Federal Contract Compliance Programs increases equal employment opportunities (EEO) for employees of Federal contractors. Through Executive Order 11246, the Rehabilitation Act of 1973, the Vietnam Era Veterans Readjustment Assistance Act of 1974, the Immigration and Nationality Act, and the Americans with Disabilities Act, OFCCP enforces equal opportunity and non-discrimination standards for women, minorities, Vietnam era veterans, and persons with disabilities employed by the more than 200,000 contractors that participate in the Federal procurement process.

The Office of Workers' Compensation Programs mitigates the financial burden on certain workers, or their dependents or survivors, resulting from work-related injury, disease, or death, through the provision of wage replacement and cash benefits, medical treatment, vocational rehabilitation, and other benefits. The Federal Employees' Compensation Act (FECA) program provides income and medical cost protection and return-to-work services to civilian employees of the Federal Government injured at work, and to certain other designated groups. The Longshore and Harbor Workers' Compensation Act (LHWCA) program provides similar protection to private sector workers engaged in certain maritime and related employment. The Energy Employees Occupational Illness Compensation Program Act (EEOICPA) provides compensation and medical benefits to disabled nuclear weapons employees or their survivors. The Black Lung Benefits program provides protection to the nation's coal miners totally disabled by pneumoconiosis or to their survivors.

The Office of Labor-Management Standards promotes internal union democracy and financial integrity and protects certain rights of union members in administering and enforcing provisions of the Labor-Management Reporting and Disclosure Act (LMRDA) and related laws. Under the LMRDA, OLMS resolves union member complaints concerning union officer elections, union trusteeships, and other matters pertaining to safeguards for union democracy; administers statutory safeguards for union funds and assets; and makes reports required of labor unions and others available for public disclosure. The Division of Statutory Programs assures that appropriate arrangements are in place to protect the rights of affected mass transit workers when federal funds are used to acquire, improve, or operate a transit system. These statutory requirements are set forth in section 5333(b) of Title 49 U.S. Code (formerly section 13(c) of the Federal Transit Act).

2.2 Vision

ESA will work to protect the rights of American workers and achieve compliance with the workplace laws it administers. We will work in partnership with leaders in business, industry, unions, city, State and local governments, public and non-profit interest groups, and other Federal agencies to encourage voluntary compliance, to assure equitable and fair workplaces, and to increase the effectiveness of our enforcement and outreach efforts. We will address customer and stakeholder interests and concerns by emphasizing quality in program administration and customer service, and will provide covered individuals who experience work- related injuries the best and most cost-effective assistance and services possible. ESA will also make effective, prudent use of available technology to accomplish program work and advance the statutory mandates of our programs.

2.3 ESA Strategic and Performance Goals

To support the Department's Strategic and Outcome goals and the Secretary's priorities for the 21^st Century workforce, ESA established two broad strategic goals that encompass all of ESA's program responsibilities. Each of the strategic goals is supported by performance goals to guide the development of programs and activities for the Agency. Through the Departmental strategic and outcome goals and ESA's strategic and performance goals, ESA staff and the American public can see a direct link between ESA's mission and its activities.

ESA is focused on its vision of achieving universally applied fair practices in the American workplace. To that end, each of ESA's four major Program Offices, directed by legislative mandates, target resources to achieve the most effective results for the available resources. Through the collective efforts of each of ESA's four major Program Offices, workers and employers are better informed of their rights and responsibilities. Better and more readily available information generally results in behavior changes which improve compliance with the Fair Labor Standards Act, Equal Opportunity laws, the safeguarding of union democracy and the minimization of the impact of work-related injuries. For employers who are not voluntarily complying, however, enforcement is the result. Either way, change occurs in workplaces as a result of these efforts. Whether this workplace change is driven by compliance assistance, partnership, education, recognition or enforcement activities, the ultimate result is to create better workplaces, ESA's first strategic goal.

ESA and its major Program Offices are responsible for the stewardship of resources, trust funds, and the management of programs and services. To support the Program Offices in achieving their goals, ESA's strategic planning establishes a management framework which links the program, administrative and management operations of the agency. This helps ensure that the Program Offices in ESA work together to achieve the Agency's overall goals and that they are supported by the administrative and management systems and operations necessary for their goal accomplishment. Through effective management and integrated delivery of its various programs and services, ESA will demonstrate a positive impact on the welfare and rights of American workers which will secure public confidence, ESA's second strategic goal.

The following strategic and performance goals demonstrate a unified purpose and direction for all of the programs within ESA.

Associated with each of the above goals are specific programs designed to implement key Departmental and ESA priorities including: compliance with labor standards laws and regulations and union integrity standards; the provision of timely benefits for covered miners, longshore workers, employees at nuclear weapons production or testing facilities, and Federal employees; effective intervention for injured Federal employees to enable them to recover to the full extent possible and to ensure that benefit funding will be available as intended for eligible employees; and increasing compliance of Federal contractors and subcontractors with the equal employment opportunity and non-discrimination provisions of their Federal contracts.

2.4 ESA Organization

The Employment Standards Administration is the largest agency in the Department of Labor. ESA is organized into four major components: the Wage and Hour Division, the Office of Federal Contract Compliance Programs, the Office of Workers' Compensation Programs, and the Office of Labor-Management Standards. An Assistant Secretary heads ESA and each program is headed by a Deputy Assistant Secretary, Director, or, in the case of the Wage and Hour Division, an Administrator. ESA's program staff are located in regional, district, area, and field offices throughout the country to ensure that the enforcement and benefit delivery programs are accessible to the American public. The ESA organization chart follows:

3. Strategic Goals and the FY 2002 Budget

The FY 2002 budget of the Employment Standards Administration directly supports two of the Departmental strategic goals: A Secure Workforce and Quality Workplaces. The discussion which follows aligns ESA's budgeted resources with the Departmental strategic goals, describing the processes and resources to be used in Fiscal Year 2002 in advancing these goals.

3.1 DOL Strategic Goal -- A Secure Workforce

In support of the Departmental Secure Workforce strategic goal, ESA promotes the economic security of workers and families. ESA is committed to protecting workers' hours, wages, and other conditions when on the job; ensuring the fiscal integrity of the workers' compensation benefit funds it administers; assisting injured Federal workers to expeditiously receive the care and assistance needed to return to work; and enforcing the standards for financial and democratic integrity of labor unions, which represent workers. Employer compliance with labor standards laws is both promoted and enforced by the Wage and Hour Division. The financial integrity of four benefit funds is the responsibility of the Office of Workers' Compensation Programs. The Office of Labor-Management Standards administers and enforces standards for union democracy and financial integrity and certifies protections for certain transportation workers.

$498.4 million¹ is budgeted for administrative expenses for the promotion of the economic security of workers and families in FY 2002. That figure represents the total of $326.0 million in salaries and expenses, which includes $36.7 million from Fair Share funds in the FECA Special Benefits Account and $135.7 million in administrative expenses for the Energy Employees Occupational Illness Compensation Program.

¹ Includes Program Direction and Support overhead.

3.2 DOL Strategic Goal -- Quality Workplaces

ESA is committed to fostering workplaces that allow equal opportunities for all employees paid with Federal contracting funds, including women, people of color, the disabled, and covered veterans. Nearly a quarter of the civilian workforce-about 26 million workers-is employed by Federal contractors or subcontractors. The ESA Office of Federal Contract Compliance Programs enforces the laws that require Federal contractors to take affirmative action to promote an equal employment opportunity workplace, and not discriminate. The laws are designed to advance equal employment opportunities generated by Federal taxpayers' dollars so not to perpetuate employment discrimination on the basis of race, gender, national origin, religion, color, disability or status as a covered veteran. ESA's FY 2002 budget contains $80.4 million this goal.

4. FY 2002 Performance Goals and Indicators

This section presents several items of information focused on the FY 2002 Performance Goals:

A summary of budgeted resources for each of the Departmental goals supported by ESA.

A summary of ESA's Performance Goals arrayed by ESA's Strategic Goals.

Each of the FY 2002 Performance Goals and indicators is presented in tables by ESA Strategic Goal with the alignment to the DOL goals. Each cluster of Performance Goals is followed by the means and strategies that will be used by ESA in achieving the goals. Means and strategies for sustained (continuing) efforts are identified; no new initiatives are included for FY 2002.

The Performance Goal tables highlight the following:

DOL Strategic Goal -- The Departmental goal which ESA's performance goal supports.

DOL Outcome Goal -- The Departmental outcome to be achieved relative to the Departmental Strategic Goal.

ESA Strategic Goal -- The ESA Strategic Goal which ESA's performance goal supports.

ESA Performance Goal -- The specific targets relative to the DOL and ESA outcome goals, which will be accomplished in FY 2002. The FY 1999 - FY 2001 targets are included.

Supporting Budget Activity -- The program activity structure. Each budget activity supporting the Performance Goal is identified. FY 1999 - FY 2001

Performance Goal Results -- A brief statement of the end of year performance accomplished.

Indicator -- The measures that will be used to assess progress towards performance goal accomplishment.

Data Source -- The measurement system(s) that will be used to collect performance indicator data.

Baseline -- The baseline year and baseline level against which progress will be evaluated.

Comment -- Issues related to goal accomplishment, measurement systems, and strategies that provide a context or description of the performance goal or indicator.

4.1 ESA Budgeted Resources by DOL Strategic Goal:

4.2 Summary of ESA Performance Goals

4.3 Performance Goals with Alignments to DOL and ESA

ESA Strategic Goal l: Create better workplaces by increasing employer and employee awareness of, commitment to, and involvement in assuring fair wages and equal employment opportunity, minimizing the impact of work-related injuries, and safeguarding union democracy.

ESA seeks to impact or change the behavior and practices of whole industries, particularly those in which violations are most likely to occur – the low-wage industries. These industries are also most likely to employ vulnerable workers who often won't complain about violations or are less informed about their workplace rights.

The FY 2002 indicators for Performance Goal 1.1A follow.

ESA Means and Strategies:

Operating Program: Wage and Hour Division

Sustained Efforts in FY 2002:

• ESA/WHD will continue initiatives to promote compliance with labor standards by:
  • building partnerships with other governmental, non-governmental, faith-based and business organizations to promote compliance;
  • continuing to make more effective and sustained interventions, including education and outreach efforts, and better detection of violations; and,
  • pursuing more timely litigation and prosecution of the more egregious violators. (1.1A1, 1.1A2)
• ESA/WHD will continue the operational development of the Technology for Excellent Customer Service (TECS) systems that will provide nationwide toll-free access to:
  • promptly identify and refer calls unrelated to ESA/WHD activities to the appropriate agency;
  • answer commonly asked questions quickly and accurately; and,
  • eventually accept employee complaints alleging violations and refer them electronically to the proper field office. (1.1A1, 1.1A2)

Significant New or Enhanced Efforts in FY 2002:

• ESA will implement a revised comprehensive compliance education program, including technology-based compliance assistance. (1.1A1, 1.1A2)
• ESA will provide compliance assistance on all applicable statutes administered by ESA/WHD during the conduct of an investigation; secure agreements for future compliance and specific commitments for future compliance following an ESA/WHD intervention; and obtain commitments for corporate-wide compliance by multi-establishment employers through formal and informal agreements following a history of ESA/WHD interventions. (1.1A1, 1.1A2)
• ESA will assess penalties, pursue litigation and prosecution, and publicize the consequences of non-compliant behavior as may be appropriate for willful and repeat violators. (1.1A1, 1.1A2)
• ESA will provide ongoing training to ESA/WHD investigative staff and conduct reviews according to established accountability measures to ensure that proper policies and procedures are followed during initial ESA/WHD interventions. (1.1A1, 1.1A2)
• ESA will communicate to ESA/WHD investigative staff the relative impact of the five intervention tools. (1.1A1)

ESA Strategic Goal 1: Create better workplaces by increasing employer and employee awareness of, commitment to, and involvement in assuring fair wages and equal employment opportunity, minimizing the impact of work-related injuries, and safeguarding union democracy.

ESA safeguards union financial integrity and democracy, and the transparency of union operations in administering its responsibilities under the Labor-Management Reporting and Disclosure Act (LMRDA). The timeliness, accuracy, and completeness of union financial reports filed with ESA are central to a key objective of the LMRDA to promote and assist union democracy and financial integrity through the public disclosure of reported information. Enforcement actions that result from agency investigation of union funds embezzlement and other criminal violations are of vital importance in protecting union assets and financial integrity for the membership.

The FY 2002 indicators for Performance Goal 1.1B follow.

ESA Means and Strategies:

Operating Program: Office of Labor-Management Standards

Sustained Efforts in FY 2002:

• ESA will investigate complaints concerning union officer elections, supervise remedial union officer elections, and conduct audits and civil and criminal investigations to enforce the LMRDA standards for union democracy and financial integrity. ESA will secure reports required from unions and others under the LMRDA and make them available for public disclosure, including public disclosure access via the Internet to a searchable database of information from union financial reports. ESA will continue to perform all statutory responsibilities to ensure union democracy and to strive for quality and efficiency in these mission-critical endeavors. (1.1B)
• ESA will focus case targeting and management to promote effective use of investigative resources. ESA will allocate criminal investigative time to cases with the most prosecutive potential and, where appropriate, redirect criminal investigative resources to union compliance audits. ESA will increase the number of compliance audits that are conducted to discover and correct violations of LMRDA fiduciary safeguards. Beginning in FY 2003, at least 1% of labor organizations subject to the LMRDA will be audited each fiscal year. (1.1B)
• ESA will continue to offer and conduct compliance assistance seminars throughout the country to explain the requirements of the Labor-Management Reporting and Disclosure Act (LMRDA). These seminars cover topics such as union reporting and recordkeeping, financial safeguards for union funds, elections of union officers, and training for union trustees on conducting audits in small unions. These seminars may be sponsored by labor unions, labor education programs, or other groups to provide training for their representatives or may be ESA-sponsored and attended by any interested union officers and members. ESA will continue to advertise upcoming compliance assistance seminars on its website and to extend to interested organizations the opportunity to sponsor seminars in the future. (1.1B)
• ESA will foster partnerships with international unions to promote voluntary compliance with LMRDA standards by affiliates and will provide compliance assistance to union officials. A program of compliance assistance contacts will be continued that targets unions scheduled to elect officers in FY 2002 whose previous election was investigated by the agency. A program of contacts at the field office level to obtain timely reports by unions with receipts of more than $200,000 that were delinquent in the prior year will be continued. A program of seminars for trustees of small unions will be continued to provide assistance and training in use of the agency-developed guide for trustees in conducting audits in small unions. ESA will provide outreach to union members to promote the objectives of the LMRDA. ESA will also continue distribution of a publication and program to advise new unions and new officers about their responsibilities under the LMRDA. (1.1B)
• ESA will modify its agency-developed union trustee guide and workshop materials for distribution to international unions and universities for their use in providing training for union officials in auditing techniques and sound financial practices. (1.1B)

Significant New or Enhanced Efforts in FY 2002:

• ESA will implement an electronic reporting format for labor organization annual report forms LM-2, LM-3, and LM-4 and will initiate a system for their public disclosure via the Internet. (1.1B)
• ESA will enhance a computerized desk audit system implemented in FY 1999 to review the completeness and accuracy of filed union annual financial reports. The enhancement will enable agency staff to readily identify the most seriously deficient reports for computerized desk audit and corrective action. (1.1B)
• ESA will initiate efforts to incorporate in the Internet-based public disclosure system, union trusteeship reports and reports filed by employers, consultants, union officers and employees, and surety companies under the LMRDA. (1.1B)
• ESA will modify its agency-developed union trustee guide and workshop materials for distribution to international unions and universities for their use in providing training for union officials in auditing techniques and sound financial practices. (1.1B)
  

ESA Strategic Goal 1: Create better workplaces by increasing employer and employee awareness of, commitment to, and involvement in assuring fair wages and equal employment opportunity, minimizing the impact of work-related injuries, and safeguarding union democracy.

ESA's Office of Workers' Compensation Programs (OWCP) administers four primary disability compensation programs that provide benefits to certain workers who experience work-related injury or disease, and survivors of employees who die from job-related injury or disease. OWCP places strategic emphasis on prompt adjudication and payment of benefits; improved customer service; active claims management aimed at reducing lost time due to disability and return to work as soon as practicable; and responsible stewardship of managed public trust funds.

OWCP is dedicated to maximizing these performance outcomes through a strengthened customer support and services program. This strategy includes upgrade of OWCP's telecommunications platform, central coordination of customer service policy and goals, establishment of a Customer Bill of Rights, and continuous measurement of access, responsiveness, courtesy, and customer service requirements.

The FY 2002 indicators for Performance Goal 1.1C follow.

ESA Means and Strategies:

Operating Program: Office of Workers' Compensation Programs

Sustained Efforts in FY 2002:

• ESA's Quality Case Management strategy employs creative methods and services to assist recovery and return to work, including early case management by nurses who coordinate medical treatment and reemployment. Further, the non-adversarial nature of the FECA program allows ESA to work with Federal agencies and employee unions to facilitate the return to work process. (1.1C1, 1.1C7)
• ESA will facilitate returns to work through better oversight of medical treatment:
  • Continue the Quality Case Management Program, in which new injury cases receive early intervention from nurses allowing case management to begin at a point when it can be much more effective.
  • Actively manage disability cases in the early Continuation of Pay (COP) period.
  • Improve access to expert medical evaluation.
  • Communicate more effectively with medical providers, through better technology and interaction between treating physicians and nurse case managers.
  • Screen cases for appropriateness of medical and pharmacological treatment, identifying outliers for directed review. (1.C1, 1.1C7)
• ESA will conduct a formal evaluation for the effectiveness of FECA's Early Nurse Intervention program to support Quality Case Management objectives and support achievement of return-to-work goals. (1.1C1)
• Through OWCP's work with OSHA, ESA will assist Federal agencies to reduce injuries, improve timely filing of injury reports, and assist injured workers to obtain benefits and return to work. Specific actions include conducting periodic conferences, technical assistance or informational meetings with the agencies, expanding electronic filing of claims documents, and widening access to OWCP case data and other program information through the Internet and other automated applications. (1.1C1)
• ESA will continue to provide public recognition of Federal agency performance to reduce Lost Production Days and improve the timeliness of filing Notices of Injury. (1.1C1)
• Using the FECA future benefit liability model developed in FY 1999, ESA will share forecasting information in conjunction with its work with Federal employing agencies to reduce lost production days. (1.1C1)
• ESA will complete the transition to an efficient paperless office by imaging all incoming mail for new and old cases, and implementing ADP redesign. (1.1C1, 1.1C6, 1.1C7)
  
• ESA will continue multiple broad-based strategies to improve customer services, gauge customer needs, and measure customer satisfaction in the FECA program. These include:
  • A multi-faceted Communications Redesign initiative, including upgrade of telecommunications hardware and operation of a central call center, and improvement of national and district automated call intake systems;
  • Focus groups held with Federal agency representatives to assess agency assistance requirements and improve agency assistance programs;
  • A call-back survey of claimant callers to our district offices, and development of other surveys for various customer groups;
  • Development of performance standards to ensure a high level of caller access to telephone services, prompt and accurate responses, professional handling, and high quality. Communications Specialists in each office as local change agents and an advisory group for National policy. (1.1C1, 1.1C6, 1.1C7)
• ESA will use mediation skills, outreach, and other communication tools to work closely with parties to contested cases under the Longshore program as a means for reaching quicker resolution of disputed issues in those cases. (1.1C2)
• ESA will continue to use outreach and technical assistance activities with all Black Lung program stakeholder communities to promote an atmosphere of understanding and constructive cooperation in support of fewer challenges to program adjudication decisions. ESA will also work with Black Lung's authorized diagnostic provider community to emphasize the need for complete and accurate medical reports that satisfy program requirements and further support fewer challenges to program adjudication decisions.(1.1C3)
• ESA will continue building new and improved automated data processing tools to support the timeliness and quality of Federal employee compensation case handling, case management, and return to work. (1.1C1, 1.1C6, 1.1C7)
• ESA will continue to improve overall management of the Federal Employees' Compensation Fund by expanding quality review of medical servicing and medical bill payment processes. This will include centralized prior authorization of requests for medical treatment, focus reviews to ensure that proper treatment regimens are followed, bill review to identify duplication or other improper practices, and reevaluation and development of new treatment guidelines. (1.1C7)
• ESA will continue to improve fiscal integrity by using fee schedules to reduce medical, pharmacy and hospital service costs under FECA. (1.1C7)
• The Periodic Roll Management system will continue to review long-term cases on the disability roll and reevaluate case status for change in medical condition and potential for return to work. (1.1C6, 1.1C7)

Significant New or Enhanced Efforts in FY 2002:

• ESA will continue to develop new and improved ADP tools to support the timeliness and quality of Energy Employees Illness Compensation Program Act (EEOICPA) decisions, benefit delivery, and case management. (1.1C4, 1.1C5)
• ESA will seek to improve financial performance and ensure proper medical care for injured workers by developing improved processing of Prior Authorizations before surgery and other medical procedure and pursuing the development of Medical Utilization Review (UR). Through UR, FECA will monitor the level and appropriateness of medical services as related to medical condition. (1.1C7)

Federal contractors and subcontractors must not discriminate and must promote equal employment opportunity in the workplace. These requirements, which are a part of nearly all Federal contracts, are an integral part of the Federal procurement process. They are based on the principle that employment opportunities generated by Federal dollars should be available on an equitable and fair basis for all Americans. While ESA is responsible for enforcing these requirements, protection of civil rights and assurances of quality workplaces should not be solely dependent on finding violations. Creating and effectively delivering high quality compliance assistance is also a strong deterrent to discrimination. Interactive web applications, town hall meetings, and relevant outreach and public education on discrimination issues also help contractors achieve equal opportunity workplaces.

The 2002 indicators for Performance Goal 1.1D follow.

Operating Program: Office of Federal Contract Compliance Programs

Sustained Efforts in FY 2002:

• ESA will expand its compliance assistance plan and efforts and continue its fair and balanced enforcement program with the tiered compliance evaluation strategy. Each contractor and subcontractor selected for evaluation will receive compliance assistance after the action is scheduled. In addition, targeted contractors and subcontractors will receive compliance assistance outside the evaluation process. (1.1D)
• ESA will continue to conduct compliance evaluations and complaint investigations under all DOL authorities, including Executive Order 11246, Section 503 of the Rehabilitation Act and 38 U.S.C. 4212 of the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA). In this manner, ESA will enhance its compliance evaluations for supply and service contractors and subcontractors, individuals with disabilities, and special and disabled veterans. (1.1D)
• ESA will utilize performance measurements and indicators to enable it to focus compliance and technical assistance efforts to meet the goal established in FY 2002. ESA/OFCCP's Strategic Formulation Team and Executive staff will monitor program efforts. (1.1D)
• ESA will continue to utilize data submitted by Federal contractors on personnel activity and other required reports. Electronic submission of data is offered as a way to reduce contractor burden, and efforts will continue to facilitate this process. Preparation and submission of this data advances self-audits by Federal contractors. Additionally, electronic analysis of contractor-submitted data expedites the entire ESA/OFCCP evaluation process, thereby increasing the efficiency and effectiveness of the compliance assistance, outreach, and technical assistance programs. (1.1D)
• ESA will continue promotion of industry best practices in EEO and anti-discrimination programs by acknowledging employer efforts with the Exemplary Voluntary Efforts Award, the Secretary's Opportunity Award, the Exemplary Public Interest Contribution Award, and the Outstanding Partnership and Liaison Award. (1.1D)
• ESA will enhance customer service through interactive and personal public education and compliance assistance training for federal contractor and partnership groups. (1.1D) ESA will continue to disseminate model employer recruitment practices and will assist contractors in identifying resources for recruiting qualified individuals with disabilities, protected veterans, women, and minorities. Such resources may include, but not be limited to, the nationwide network of One-Stop Centers established by the Workforce Investment Act. (1.1D)
• ESA will continue regional outreach, education and compliance assistance to Federal contractors and subcontractors on nondiscrimination and equal employment opportunity. (1.1D)

Significant New or Enhanced Efforts in FY 2002:

• ESA will examine new methods for increased utilization of technology to enhance program quality, availability, and interaction with stakeholders, i.e., websites with sample contractor data for timely self-audits. (1.1D)

ESA Strategic Goal 2: Secure public confidence through excellence in the management and delivery of ESA's programs and services.

To align management systems and organizational initiatives with the Strategic Plan, to support ESA's four major Program Offices in the accomplishment of their goals, and to achieve organizational excellence, ESA has developed goals in three key administrative management areas: financial management, information technology, and human resources.

The FY 2002 indicators for performance Goals 2.1A – 2.1D follow.