The mission of the Office of Equal Employment Opportunity Services (OEEOS) is
to ensure that the U.S. Department of Education provides equal opportunity in
employment for all employees and applicants. OEEOS is under the supervision of
a senior official who reports directly to the Principal Deputy Assistant
Secretary for Finance and Operations.
OEEOS has the delegated authority:
- To administer the equal employment opportunity program in the Department, in compliance with Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e et seq.; the Rehabilitation Act of 1973, as amended, 29 U.S.C. 701 et seq.; the Age Discrimination in Employment Act of 1967, as amended, 29 U.S.C. 621 et seq.; the Equal Pay Act of 1963, as amended, 29 U.S.C. 206(d); Title II of the Genetic Information Nondiscrimination Act of 2008; and applicable regulations.
- For enforcement of nondiscrimination on the basis of disability in programs or activities conducted by the Department, in compliance with Section 504 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. 794 and 34 C.F.R. Part 105.
- To carry out the U.S. Department of Education’s responsibilities under the following Executive Orders: (a) Executive Order 11478, “Equal Employment Opportunity in the Federal Government” (Aug. 8, 1969), as amended by Executive Order 11590 (April 23, 1971), Executive Order 12106 (Dec. 28, 1978), Executive Order 13087 (May 28, 1998), Executive Order 13152 (May 2, 2000), and Executive Order 13672 (July 21, 2014); (b) Executive Order 13171, “Hispanic Employment in the Federal Government” (Oct. 12, 2000); and, (c) Executive Order 11246, “Equal Employment Opportunity” (Sept. 24, 1965), as amended by Executive Order 13672 (July 21, 2014).
- To serve as the key management advisor to the Secretary, Deputy Secretary and the Assistant Secretary for Finance and Operations regarding EEO matters. The office is responsible for the overall management of the Department’s EEO program ensuring EEO policies and procedures are carried out in accordance with existing regulations and directives.
- Provides for the prompt, fair, and impartial processing of complaints of discrimination in accordance with EEOC Management Directives; provides counseling for aggrieved individuals; and processes individual and class complaints of discrimination.
- Develops and implements the Department's policies, regulations, and procedures to assure the timely, accurate, and fair processing of all complaints to include issuance of final agency decisions.
- Sets policy and coordinates activities designed to support the use of the alternative dispute resolution (ADR) in the EEO complaints process; and provides guidance and assistance to managers and employees regarding the use of the ADR process in resolving EEO complaints or disputes.
- Ensures that applicants for employment at ED are given notice of applicable rights and remedies under EEO laws.
- Provides advice, guidance, and interpretation on all facets of ED’s EEO and diversity programs. Sets policy and develops recommendations to top agency officials as requested.
- Serves as primary focal point for: (1) coordination of all plans and programs pertaining to EEOC Management Directive 715 guidance; (2) development of comprehensive agency-wide affirmative employment plans; and (3) evaluating the sufficiency of the total agency program for equal employment opportunity and reporting to top agency officials with recommendations as to any improvement or correction needed with respect to the obligations of supervisors and managers in the EEO program. This involves the analysis, interpretation, and dissemination of Department-wide EEO workforce data.
- Monitors and reviews personnel policies and staffing activities for EEO implications.
- Supports enforcement of EEO policies and provides training and advice to managers and supervisors to assure understanding of their roles and responsibilities in the EEO process.
- Makes reports and updates available to all agency employees and recognized labor organizations regarding ED’s effort in implementing the affirmative equal employment opportunity policy and program and enlists their cooperation.
- Makes written materials available to all employees via email and ED intranet informing them of the variety of EEO programs and administrative and judicial remedial procedures available to them and prominently posts such written notices throughout the workplace.
- Participates at the community level with other agencies, with schools and universities, and with other public or private sector organizations in cooperative action to improve employment opportunities and community conditions that affect employability.
- Provides recognition to employees, supervisors, managers, and principal offices demonstrating superior accomplishment in equal employment opportunity.
- Conducts compliance reviews periodically to evaluate the effectiveness of the agency’s overall equal employment opportunity effort.