NOTIFICATION AND FEDERAL EMPLOYEE ANTIDISCRIMINATION AND RETALIATION ACT OF 2002 ANNUAL REPORT FOR THE FISCAL YEAR 2008

• Document Type: FOIA
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 06803275
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 28
• Document Creation Date: July 11, 2023
• Document Release Date: May 2, 2022
• Case Number: F-2014-00260
• Publication Date: January 1, 2008

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Central Intelligence Agency
Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002
Annual Report for the Fiscal Year 2008
co)
Office of Equal
Employment Opportunity
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No FEAR Act's Annual Report for the Fiscal Years 2008 and 2007
Executive Summary
The No FEAR Act, signed by President George W. Bush on 15 May 2002, is intended to
reduce the incidence of workplace discrimination within the Federal Government by making
agencies and departments more accountable for their actions. Section 203 of the No FEAR Act
specifically requires, not later than 180 days after the end of each fiscal year, each Federal
agency to submit to the Speaker of the House of Representatives, the President Pro Tempore of
the Senate, the Committee on Governmental Affairs of the Senate, the Committee on
Government Reform of the House of Representatives, each committee of Congress with
jurisdiction relating to the agency, the Equal Employment Opportunity Commission, and the
Attorney General an annual report with specific information relating to each agency's Equal
Employment Opportunity (EEO) complaints activity. The Central Intelligence Agency (CIA or
Agency) fully endorses, and intends to comply with, the intent of the No FEAR Act and in
accordance submits its annual report for the fiscal years (FY) 2008 and 2007.
The CIA adheres to the provisions of Federal EEO laws and regulations to provide equal
opportunity in employment for all persons; to prohibit discrimination on the basis of federally-
protected categories�that is, age (40 and over), color, disability, national origin, race, religion,
sex, and reprisal for opposing employment discrimination and/or for participating in the EEO
process�and on the basis of other categories, such as sexual orientation, marital status, status as a
parent, and political affiliation as protected by Executive Order or written Agency policy; and to
promote the full realization of EEO.'
Over the last several years, the Agency has had relatively few formal complaints, which
CIA leadership believes reflects the emphasis that CIA has placed on EEO/Diversity policies and
practices. 2 In FY 2008 ,the Agency had 22 formal complaints and 24 in FY 2007. While
formal complaints were down, contact with the EEO office was up due to a large campaign to
ensure that all officers regarded the EEO office as a useful resource. The Agency found that
early contact with ()EEO allowed officers to work through issues without having to resort to
litigation. The Agency has learned that any officer, who is troubled by an issue of unfairness
related to EEO, even if the issue is only one of perception, cannot truly be focused on his or her
mission until that issue is resolved. Thus, it becomes crucial that officers feel empowered to be
1 The No FEAR Act is codified in the Merit Systems Protection Act (MSPA). Pursuant to 5 U.S.C. � 2302(a) (2)
(C), the Agency is exempted from the MSPA. Nevertheless, the Agency is subject to certain provisions of law
specified in section 202 of the No Fear Act found under Section 2302(d) of the MSPA. These include the Civil
Rights Act of 1964, the Age Discrimination Act of 1967, the Fair Labor Standards Act of 1938, the Rehabilitation
Act of 1973, and all other applicable law, rule or regulation prohibiting discrimination on the basis of marital status
or political affiliation. The Agency, however, is not subject to section 2302(b) whistleblower statutes based on its
exemption.
2 Based on industry standards, less than 30 formal complaints per year is considered extremely low for any mid to
large size Federal agency.
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agents of change by bringing both real and perceived EEO issues to the Agency's attention
without fear of reprisal. It is important to note that there was not a single finding of
discrimination in 2008 or 2007.
The Agency attributes its great statistics to the fact that the Agency has made a
commitment from the highest level of management with regard to EEO and Diversity, to include
having two senior officers overseeing these important areas. The Director of ()EEO and the
Special Assistant to the Director of CIA (DCIA) for Diversity Plans and Programs (DPP) both
report to the DCIA and serve as advisors on various senior�level boards This allows the
Agency's senior leadership to profit from expert EEO and Diversity advice, which in turn
minimizes the risk of implementing programs that are discriminatory.
The CIA consistently has taken a pro-active approach with regard to identifying and
eliminating barriers that typically lead to EEO complaints. In FY 2008 and 2007, the Agency
continued several programs that promoted workforce inclusiveness and appreciation for cultural
and individual differences. These programs included: No Fear Training, Workplace Dynamics
Initiative, Diversity Leadership Working Group, Leadership Development Program, Diversity
Awareness Day, Agency Mentoring program, EEO/Diversity Strategic Planning Offsites,
EEO/Diversity Focus Groups, training for managers who supervise disabled employees, and
engagement with senior leadership by DPP and �EEO staffs on various EEO and Diversity
programs.
The Agency also believes that early intervention has played a significant role in the
Agency's EEO success. For several years the Agency has instituted a policy of "Advice Onlys."
This is an opportunity for an employee to seek advice from the ()EEO staff without officially
being in the EEO process. Employees are clearly notified that "Advice Onlys" do not trigger the
official EEO process and therefore do not stop the 45 day time requirement to contact an EEO
counselor required by the Equal Employment Opportunity Commission (EEOC). Employees
must complete an "Intent to Begin Processing" form to officially enter the EEO process. The
concept of "Advice Onlys" has prompted employees to seek EEO advice sooner, which places
the employee in a better position to favorably resolve a case without it reaching the formal
complaint stage. In addition, the training that CIA provides to management has resulted in
managers seeking OEEO guidance issues rather than making uneducated and rash decisions.
Again, this type of interaction with management places the CIA in a better position to avoid
issues that lead to litigation. In 2008, the EEO office had 169 "Advice Onlys" compared to 2007
where the office had 50 "Advice Onlys".
For those employees who have filed a formal complaint, the CIA ()EEO has worked hard
to ensure that their complaints are handled expeditiously. In FY 2008 and 2007, there was only
one complaint that exceeded required time frames for counseling and investigations.
Race, sex, disability, and reprisal, were the leading bases for the CIA's EEO complaints
in 2008 and 2007. The Agency is still closely monitoring sex cases as they increased from 11 in
2007 to 15 in 2008. The Agency believes that the Leadership Development Program will
provide more resources to better identify management, training, and promotional issues that face
women and minorities. The Agency is also developing an Workplace Dynamics Initiative that
2
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will study almost every aspect of the organization to provide better insights to identify where
women and minorities may be disengaging from leadership and growth opportunities. The
Agency is also monitoring reprisal cases as they had a slight increased from 7 in FY 2007 to 8 in
FY 2008. In addition to emphasizing and advertising EEO programs, the Agency is also
initiating a program where senior officers will participate in a mandatory strategy session on
ways to eliminate the perception of reprisal that some officers hold. All of these initiatives are
aimed at having a more educated workforce on EEO/Diversity issues, which will help the
Agency continue its success in having no findings of discrimination.
For FY 2008 and 2007, there were no employees that were disciplined based upon a
finding of discrimination resulting from an EEO complaint. The Agency, however, does have a
Zero Tolerance Harassment policy. This policy is intended to hold employees to a higher
standard than required by law. Thus, the Agency has disciplined employees for violating the
CIA's Zero Tolerance Policy. In FY 2008, 14 employees were disciplined and 5 employees in
FY 2007. The discipline ranged from oral warnings to letters of reprimand. It is Agency policy
for management to consult with CIA OEEO on such cases to ensure equitable and consistent
treatment across the Agency.
For FY 2008 and FY 2007, there were no judgments that the Agency paid as a result of a
finding of discrimination. For FY 2008 and 2007, there were no monetary settlements.
The CIA takes seriously its responsibility to provide a workplace that is free from
discrimination and harassment and will continue to seek ways to improve in the area of EEO and
diversity.
(b)(3)
(b)(6)
3
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Complaint Activity
Comparative Data
Previous Fiscal Year Data
2003
2004
2005
2006
2007
2008
Number of Complaints Filed
13
14
21
12
24
22
Number of Complainants
12
14
21
11
23
22
Repeat Filers
1
0
0
1
2
5
Complaints by Basis
Comparative Data
Previous Fiscal Year Data
Note: Complaints can be
filed alleging multiple
bases. The sum of the
bases may not equal total
complaints filed.
2003
2004
2005
2006
2007
2008
Race
19
10
7
2
5
19
Color
0
1
1
0
1
1
Religion
0
2
2
1
3
1
Reprisal
20
6
5
3
7
8
Sex
20
15
12
6
11
15
National Origin
4
4
1
1
4
1
Equal Pay Act
0
0
0
0
0
0
Age
27
12
5
4
4
8
Disability
2
0
1
6
7
1
Non-EEO
0
0
0
0
0
0
Complaints by Issue
Comparative Data
Previous Fiscal Year Data
Note: Complaints can be
filed alleging multiple
issues. The sum of the
issues may not equal
total complaints filed.
2003
2004
2005
2006
2007
2008
Appointment/Hire
3
5
1
4
0
3
Assignment of Duties
1
3
4
1
9
9
Awards
0
0
1
1
2
3
Conversion to Full-time
0
0
0
0
0
0
Disciplinary Action
Demotion
2
0
0
0
0
0
Reprimand
1
7
2
1
0
0
Removal
1
0
0
0
1
0
Suspension
0
1
0
0
0
0
Other
0
0
1
0
1
0
Duty Hours
1
0
0
0
0
0
Evaluation Appraisal
1
1
2
0
3
1
Examination/Test
0
0
0
0
0
1
Harassment
Non-Sexual
7
7
4
9
7
10
Sexual
0
0
2
1
2
3
Medical Examination
0
0
0
0
0
0
Pay (Including Overtime)
0
0
0
0
1
1
Promotion/Non-Selection
4
4
7
6
8
16
Reassignment
Denied
1
0
1
1
3
1
Directed
0
0
1
0
1
1
Reasonable Accommodation
0
0
0
0
1
0
Reinstatement
Retirement
0
0
0
0
0
0
0
0
0
0
0
0
Termination
Terms/Conditions of
Employment
Time and Attendance
Training
Other
2
1
2
0
3
3
11
2
0
0
1
0
0
0
0
0
1
0
2
1
1
2
2
3
0
4
3
2
0
0
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Processing Time
Comparative Data
Previous Fiscal Year Data
2003
2004
2005
2006
.
2007
2008
Complaints pending during
fiscal year
.
..
.
_
-
.
_
.
�

'
Average number of days
in investigation stage
153
71
112
145
173
181
Average number of days
in final action stage
240
Complaint pending during
fiscal year where hearing
was requested
.
1
.
,. .
, � e
t
,
�
a
.4. '
4 .4
Average number of days
in investigation stage
950
826
758
657
296
226
Average number of days
in final action stage
304
Complaint pending during
fiscal year where hearing
was not requested
.
4 ,
�
. .
-. -
.
� 't
::�,4
,.-,
�
� L 4
..,
t
4
..�
--�-���44' y
-?-. �:'_ .

, ,.
.
'
Average number of days
in investigation stage
250
259
897
396
183
198
Average number of days
in final action stage
49
Complaints Dismissed by
Agency
Comparative Data
Previous Fiscal Year Data
2003
2004
2005
2006
2007
2008
Total Complaints Dismissed
by Agency
4
8
5
4
3
3
Average days pending prior
to dismissal
34
59
31
63
17
34
Complaints Withdrawn by
Complainants
Total Complaints Withdrawn
by Complainants
1
0
1
2
3
2
Pending Complaints Filed
in Previous Fiscal Years
by Status
Comparative Data
Previous Fiscal Year Data
2003
2004
2005
2006
2007
2008
Total complaints from
previous Fiscal Years
18
12
9
4
3
10
Total Complainants
14
10
8
4
19
10
Number complaints pending
Investigation
0
0
0
6
12
0
Hearing
18
12
7
3
6
8
Final Action
0
0
0
2
1
1
Appeal with EEOC Office
of Federal Operations
0
0
2
0
1
1
Complaint Investigations
Comparative Data
Previous Fiscal Year Data
2003
2004
2005
2006
2007
2008
Pending Complaints Where
Investigations Exceeds
Reauired Time Frames
3
1
4
3
0
1
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency
REPORTING PERIOD: FY 2008
PART XI - SUMMARY OF ADR PROGRAM ACTIVITIES
FORMAL PHASE
COMPLAINTS COMPLAINANTS
'_vht54:
B. ADR ACTIONS IN COMPLAINT CLOSURES
1 ADR OFFERED BY AGENCY
2. REJECTED BY COMPLAINANT
3. REJECTED BY AGENCY (INCLUDES MANAGEMENT OFFICIALS)
4. TOTAL ACCEPTED INTO ADR PROGRAM
C. ADR RESOURCES USED IN COMPLAINT CLOSURES
1 1NHOUSE
2. ANOTHER FEDERAL AGENCY
3. PRIVATE ORGANIZATIONS, (e.g., CONTRACTORS,
BAR ASSOCIATIONS, INDIVIDUAL VOLUNTEERS
OR COLLEGE/UNIVERSITY PERSONNEL)
4. MULTIPLE RESOURCES USED (Please specify in a comment box)
5. FEDERAL EXECUTIVE BOARD
6.
7.
D. ADR TECHNIQUES USED IN COMPLAINT CLOSURES
DAYS
AVERAGE DAYS
0.00
1. MEDIATION
-2. SETTLEMENT CONFERENCES
3. EARLY NEUTRAL EVALUATIONS
4. FACTFINDING
5. FACILITATION
6. OMBUDSMAN
7. MINI-TRIALS
8. PEER REVIEW.
9. MULTIPLE TECHNIQUES USED (Please specib, in a comment box)
10.
11.
12.
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0.00
0.00
E. STATUS OF CASES IN COMPLAINT CLOSURES
COMPLAINTS COMPLAINANTS
DAYS
AVERAGE DAYS
1
TOTAL CLOSED
a. SETTLEMENTS WITH BENEFITS (......r.ndt40.....,y)
b. WITHDRAWAL FROM EEO PROCESS
C. NO RESOLUTION
d. NO ADR ATTEMPT
eit' irt2(.7314,
F. BENEFITS RECEIVED
MONETARY (INSERT TOTAL)
a. COMPENSATORY DAMAGES
b. BACKPAY/FRONTPAY
c. LUMP SUM
d ATTORNEY FEES AND COSTS
NON-MONETARY (INSERT TOTAL)
a. HIRES
i. RETROACTIVE
a. NON RETROACTIVE
b. PROMOTIONS
i. RETROACTIVE
ii. NON-RETROACTIVE
C. EXPUNGEMENTS
d. REASSIGNMENTS
e. REMOVALS RESCINDED
REINSTATEMENT
ii. VOLUNTARY RESIGNATION
f ACCOMMODATIONS
TRAINING
h APOLOGY
DISCIPLINARY ACTIONS
i. RESCINDED
MODIFIED
PERFORMANCE EVALUATION MODIFIED
k. LEAVE RESTORED
Tm
EEOC FORM 462 (REVISED MAY 20071
0.00
0.00
COMPLAINTS COMPLAINANTS
0.00
�-allttP
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one 8
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AGENCY OR
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS.
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
DEPARTMENT:Central Intelligence Agency
REPORTING PERIOD: FY
PART XII - SUMMARY OF EEO ADR PROGRAM ACTIVITIES
EEO ADR TRAINING AND RESOURCES
NUMBER IN TOTAL WORKFORCE
A. BASIC EEO ADR ORIENfATIONIRAINING
1. MANAGERS
2. EMPLOYEES
B. EMPLOYEES THAT CAN PARTICIPATE IN EEO ADR
C. RESOURCES THAT MANAGE ADR PROGRAM (DOES NOT
INCLUDE NEUTRALS AS REPORTED IN PARTS X. & XI.)
1. IN-HOUSE FULL TIME (40 HOURS EEO ADR ONLY)
2. IN-HOUSE PART TIME (32 HOURS EEO ADR ONLY)
3. IN-HOUSE COLLATERAL DUTY (OTHERS/NON-CONTRACT)
4. CONTRACT (ANOTHER FEDERAL AGENCY/PRIVATE ORGANIZATIONS)
D. ADR FUNDING SPENT
(b)(3)
2008
CUMMATWE TOTAL WORKFORCE TRAINED
CERTIFICATION AND CONTACT INFORMATION
I certify that the EEO complaint data contained on this report, EEOC Form 462, Annual Federal Equal Employment Opportunity Statistical
Report of Discrimination Complaints, for the reporting period October 1, through September 30, are accurate and complete.
TYPED NAME ANg
SIGNATURE
TYPED NAME AND TITLE OF PREPARER:
SIGNATURE OF PREPARER:
DATE: 12/10/2008 TELEPHONE NUMBER:
Director of �EEO
(Paralegal
E-MAIL: FAX:
This report is due to the following address on or before October 31st.
EEOC FORM 462 (REVISED DECEMBER 2007)
(b)(3)
(b)(6)
Page 9
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Appendix A - Comments
Part 2
CIA - II.A - During this year's preparation of the 462, the EEO office caught an error in its 2007 submission. The number of complaints on hand at the end of the
reporting period in 2007 listed in Part II, line 1(21) did not match pending complaints listed in Part VIII, Line A (19). The correct number was 19, and it was correctly
noted in Part VIII, Line A. This number has been used as the complaints on hand for the 2008 report. The discrepancies was due to incorrectly reporting a
consolidated case.
Part 8
CIA - VIII.A.2 Pending Oldest Case -
(b)(3)
Part 9
CIA - IX.A.1.b.2 Days - CIA only had one untimely case and it was late due to the fact that it had to be reassigned because of the death of the investigator. The
case was only one day late!
Part 10
CIA- X.E.1 Counselings - The CIA's ADR program covers both EEO complaints as well as those who are not in the EEO process. In this case we included in error,
an ADR participant who did not come to EEO, but did raise EEO issues in ADR. The 462, however, only asks for ADR participants in the Pre-Complaint Process, so
we reduced our ADR numbers by one.
Part 12
CIA - XII.A.1 Total Workforce - Total Workforce - CIA does not report its workforce numbers.
CIA - XILC In house staff resources - The EEO office does not have internal ADR officers. We use a contract officer that is the Agency's Ombudsman for all
disputes.
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0
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency
REPORTING PERIOD: FY 2008
PART I - PRE-CO
MPLAI COUNSEUNG
EEO COUNSELOR
A. TOTAL COMPLETED/ENDED COUNSELINGS
NSELING9 INDIVIDUALS
47 47
1. COUNSELED WITHIN 30 DAYS
18 18
2. COUNSELED WITHIN 31 TO 90 DAYS
29 29
a. COUNSELED WITHIN WRITTEN EXTENSION
PERIOD NO LONGER THAN 60 DAYS
22 22
b. COUNSELED WITHIN 90 DAYS WHERE
INDIVIDUAL PARTICIPATED IN ADR
7 7
c. COUNSELED WITHIN 31-90 DAYS THAT WERE UNTIMELY
0
0
3. COUNSELED BEYOND 90 DAYS
0
0
4. COUNSELED DUE TO REMANDS
0
0
ADR INTAKE OFFICER
OUNSELIN INDIVIDUALS
B. TOTAL COMPLETED/ENDED COUNSELINGS
1. COUNSELED WITHIN 30 DAYS
2. COUNSELED WITHIN 31 TO 90 DAYS
0
a. COUNSELED WITHIN WRITTEN EXTENSION
PERIOD NO LONGER THAN 60 DAYS
b. COUNSELED WITHIN 90 DAYS WHERE
INDIVIDUAL PARTICIPATED IN ADR
C. COUNSELED WITHIN 31-90 DAYS THAT WERE UNTIMELY
0
0
3. COUNSELED BEYOND 90 DAYS
0
4. COUNSELED DUE TO REMANDS
0
0
COMBINED TOTAL
C. TOTAL COMPLETED/ENDED COUNSELINGS
COUNSELINGS INDIVIDUALS
47 47
1. COUNSELED WITHIN 30 DAYS
18 18
2. COUNSELED WITHIN 31 TO 90 DAYS
29 29
a. COUNSELED WITHIN WRITTEN EXTENSION
PERIOD NO LONGER THAN 60 DAYS
22 22
b. COUNSELED WITHIN 90 DAYS WHERE
INDIVIDUAL PARTICIPATED IN ADR
7 7
C. COUNSELED WITHIN 31-90 DAYS THAT WERE UNTIMELY
3. COUNSELED BEYOND 90 DAYS
0
0
0
0
4. COUNSELED DUE TO REMANDS
0
0
D. COUNSELING ACTIVITIES
COUNSELINGS/
INDIVIDUALS
1. ON HAND AT THE BEGINNING OF THE
REPORTING PERIOD
6
6
2. INITIATED DURING THE REPORTING PERIOD
48
48
3. COMPLETED/ENDED COUNSELINGS
47
47
a. SETTLEMENTS (MONETARY AND
NON-MONETARY)
0
0
b. WITHDRAWALS/NO COMPLAINT FILED
C. COUNSELINGS COMPLETED/ENDED IN
REPORTING PERIOD THAT RESULTED
IN COMPLAINT FILINGS IN REPORTING
PERIOD
21
25
21
25
d. DECISION TO FILE COMPLAINT PENDING
AT THE END OF THE REPORTING PERIOD
1
1
4. COUNSELINGS PENDING AT THE END OF THE
REPORTING PERIOD
7
7
(b)(3)
EEOC FORM 462 (REVISED MAY 2007)
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1
1
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency REPORTING PERIOD: FY 2008
PART II - FORMAL COMPLAINT ACTIVITIES
PART III - AGENCY RESOURCES, TRAINING, REPORTING LINE
19
A. COMPLAINTS ON HAND AT THE BEGINNING
A. AGENCY & CONTRACT RESOURCES
22
OF THE REPORTING PERIOD
B. COMPLAINTS FILED
4-
AGENCY
CONTRACT
PERCENT
1. WORK FORCE
ii
i.
0
C. REMANDS (sum of lines C1+C2+C3)
a. TOTAL WORK FORCE
0
b. PERMANENT EMPLOYEES 0
,
0
CA. REMANDS (NOT INCLUDED IN A. OR B.)
2. COUNSELOR
0
0
r
0
C.2. REMANDS (INCLUDED IN A. OR B.)
a. FULL-TIME
0
0.00
0
0.00
0
C.3. NUMBER OF ADDITIONAL REMANDS IN THIS REPORTING
b. PART-TIME
0
0.00
0
0.00
0
PERIOD THAT ARE NOT CAPTURED IN Cl. OR C.2. ABOVE
C.4. ADDITIONAL CLOSURES IN THIS REPORTING PERIOD NOT�
c. COLLATERAL DUTY
0
0.00
0
0.00
41
REFLECTED IN F. OR H. THAT RESULTED FROM REMANDS
D. TOTAL COMPLAINTS (sum of tines A+B+C1)
3. INVESTIGATOR
0
o
a. FULL-TIME
0
0.00
0
0.00
b. PART-TIME
0
0.00
0
0.00 �
40
E. COMPLAINTS IN LINE D THAT WERE NOT CONSOLIDATED
C. COLLATERAL DUTY
0
0.00
o
0.00
13
F. COMPLAINTS IN LINE E CLOSED DURING REPORT PERIOD'
4. COUNSELOR/INVESTIGATOR
8
0
a. FULL-TIME
8
100.00
0
0.00
'1
G. COMPLAINTS IN LINE D THAT WERE CONSOLIDATED
b. PART-TIME
0
0.00
0
0.00
c. COLLATERAL DUTY
0
0.00
0
0.00
0
H. COMPLAINTS IN LINE G CLOSED DURING REPORT PERIOD
B. AGENCY & CONTRACT STAFF TRAINING
28
I. COMPLAINTS ON HAND AT THE END OF THE
_,_ . ....,
,-.. 4,
COUNSELORS
INVESTIGATORS
COUNSANVESTIG
AGENCY
CONTRACT
AGENCY
CONTRACT
AGENCY
CONTRACT
22
REPORTING PERIOD (Line D - (F + H)) + I(C2 + C3) - C41
J. INDIVIDUALS FILING COMPLAINTS
I. NEW STAFF - TOTAL
0
0
0
0
2
0
a. STAFF RECEIVING REQUIRED
32 OR MORE HOURS
0
0
0
0
2
0
0
K. NUMBER OF JOINT PROCESSING UNITS FROM
b. STAFF RECEIVING 8 OR MORE
HOURS, USUALLY GIVEN TO
EXPERIENCED STAFF
CONSOLIDATION OF COMPLAINTS
-
(b)(3)
. (b)(6)
0
0
0
0
1
0
C. STAFF RECEIVING NO
TRAINING AT ALL
0
0
0
0
0
0
2. EXPERIENCED STAFF - TOTAL
0
0
(1
f)
6
0
a. STAFF RECEIVING REQUIRED
8 OR MORE HOURS
0
0
0
0
6
0
b. STAFF RECEIVING 32 OR
MORE HOURS, GENERALLY
GIVEN TO NEW STAFF
0
0
0
0
0
0
C. STAFF RECEIVING NO
TRAINING AT ALL
0
0
0
0
0
_ 0
C. REPORTING LINE
1 EEO DIRECTOR'S NAME:
Is. DOES THE EEO DIRECTOR REPORT
TO THE AGENCY HEAD?
YES
NO
X
(b)(3)
(b)(6)
2. IF NO, WHO DOES THE EEO DIRECTOR REPORT TO?
PERSON:
TITLE:
3. WHO IS RESPONSIBLE FOR THE DAY-TO-DAY
PROGRAM IN YOUR DEPARTMENT/AGENCY/ORGANIZATION?
OPERATION OF THE EEO
PERSON:
TITLE: Director
4 WHO DOES THAT PERSON REPORT TO?
PERSON: Michael V. Hayden
TITLE Director of CIA
EEOC FORM 462 (REVISED DECEMBER 2007)
Approved for Release: 2022/03/31 C06803275
page 2
NIB Nal MINI NS 11111 EN 111111 1E11 111111 NIB OM 111111 NM MINI NS NS 11111 11111 EN
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
SLZ�09900 1.�/�0/ZZOZ :aseaia JOI penaidd\of
AGENCY OR DEPARTMENT: Central Intelligence Agency
REPORTING PERIOD: FY 2008
PART IV � BASES AND ISSUES ALLEGED IN COMPLAINTS FILED
ISSUES OF
ALLEGED
DISCRIMINATION
n. APPOINTMENT/HIRE
ASSIONMENT OP DIMES
r. nwAitns
0. CONVERSION TO MILL TIME
11154 PLENARY ACTION,
I. OEMOTION
I. REPRIMAND
I. SUSPENSION
d. REMOVAL
3.
�
F. GOFF unms
EVAIVATIO/VAIMISAGAL
N. EXAMINATIOMTEST
I HARASSMENT
I. NON.SEXUAL
SEXIIAL
1, MEDICAL EXAMINATION
IL PAY Nctuomo �slime
L. PROMOTIONNON.SELECTION
M. REASSIGNMENT
I. 050410
L DIRECTED
N �EAsnmArit.r. ACCOMMODATION
O. REINSTATEMENT
P. RETIREMENT
� TERSIINA11031
R. TERMSCONDITIOMOF EMPWYMENT
S. TIME AND ATTENDANCE
T. TRAINITIO
II �ENERGIE.. Rally below,
t.
TOTAL ISSUES BY BASES
TOTAL COMPLAINTS FILED BY BASES
TOTAL COMPLAINANTS BY BASES
BASES OF ALLEGED DISCRIMINATION
AMER. INDIAN.
ALASKA
NAT1VH
EEOC FORM 462 (REVISED DECEMBER 2007)
0
0
0
0
0
ASIAN
0
0
2
0
RACE
worVE11.41.11.04
tam MOM
ISUNDell
0
BLACK.
AFRICAN
AMERICAN
WHITE
1 0
2 1
0 1
0 _ 0
2 0
2 2
TWO OR MORE
RACES
0
0
0
0
0
0
0
0
0
0
0
' COLOR
0
0
0
0
0
1
0
0
RELIGION
0
0
0
0
0
0
0
0
0
0
REPRISAL
0
0
2
MALE
0
0
0
0
2
0
0
SEX
FEMALE
0
3
1
0
0
0
0
0
3
0
4
0
0
0
NATIONAL ORIGIN
HISPANIC
0
0
0
0
0
0
0
OTHER
0
0
0
0
0
0
0
0
1
0
0
0
0
MIMAILVTOM WEITNIe0 044511011 RE=
0
2 0
3 0 12 4
2 0 7 2
2 0 7 2
0
0
0
0
8
7
7
0
0
4
3
3
0
0
0
0
0
0
0
0
0
0
11 0
8 0
8 0
0
0
0
0
0
0
0
0
0
EQUAL
PAY ACT
MALE FEMALE
1 0
0
1 0
AGE
DISABILITY
MENTAL
0
0
0
PHYSICAL
0
0
0
TOTAL
BASES
BY ISSUE
3
9
TOTAL TOTAL
COMPLAINTS COMPLAINANTS
BY ISSUE BY ISSUE
3 3
6 6
7'6141111111131�111110111
0
0
6
4
2
P090 a
0
7
1
0
0
0
0
Approved for Release: 2022/03/31 C06803275
I.
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency REPORTING PERIOD: FY 2008
PART V - SUMMARY OF CLOSURES BY STATUTE
A. STATUTE (IF A SINGLE COMPLAINT HAS MULTIPLE STATUTES RECORD EACH ON THE
7 1. TITLE VII
APPROPRIATE LINE.)
COMPLAINTS CLOSED.
5 2. AGE DISRIMINATION IN EMPLOYMENT ACT (ADEA)
2 3. REHABILITATION ACT
0 4. EQUAL PAY ACT (EPA)
B. TOTAL BY STATUTES
14 THIS NUMBER MAY BE LARGER THAN THE TOTAL NUMBER OF
(A1+A2+A3+A4)
PART VI - SUMMARY OF CLOSURES BY CATEGORY
A. TOTAL NUMBER OF CLOSURES (1+2+3)
TOTAL
NUMBER
TOTAL
DAYS
AVERAGE
DAYS
13
5038
387.54
1. WITHDRAWALS
2
834
417.00
a. NON-ADR WITHDRAWALS
2
834
417.00
b. ADR WITHDRAWALS
0
0
0.00
2. SETTLEMENTS
1
1119
1119.00
a. NON-ADR SETTLEMENTS
1
1119
1119.00
b. ADR SETTLEMENTS
0
0
0.00
3. FINAL AGENCY DECISIONS (B+C)
10
3085
308.50
B. FINAL AGENCY DECISIONS WITHOUT AN ADMINISTRATIVE JUDGE DECISION (1+2+3)
9
2181
242.33
1. FINDING DISCRIMINATION
0
0
0.00
2. FINDING NO DISCRIMINATION
6
2078
346.33
3. DISMISSAL OF COMPLAINTS
3
103
34.33
C. FINAL AGENCY ORDERS WITH AN ADMINISTRATIVE JUDGE (AJ) DECISION (1+2)
1
904
904.00
1. AJ DECISION FULLY IMPLEMENTED (a+b)
1
904
904.00
(a) FINDING DISCRIMINATION
. 0
0
0.00
(b) FINDING NO DISCRIMINATION
1
904
904.00
(c) DISMISSAL OF COMPLAINTS
0
0
0.00
2. AJ DECISION NOT FULLY IMPLEMENTED (a+b+c)
0
0
0.00
(a) FINDING DISCRIMINATION (i+ii+iii)
0
0
0.00
I. AGENCY APPEALED FINDING BUT NOT REMEDY
0
0
0.00
ii. AGENCY APPEALED REMEDY BUT NOT FINDING
0
0
0.00
iii. AGENCY APPEALED BOTH FINDING AND REMEDY
0
0
0.00
(b) FINDING NO DISCRIMINATION
0
0
0.00
(c) DISMISSAL OF COMPLAINTS
0
0
0.00
EEOC FORM 462 (REVISED SEP 2008)
page 4
Approved for Release: 2022/03/31 C06803275
Approved for Release: 2022/03/31 C06803275
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency
REPORTING PERIOD: FY 2008
PART VI - SUMMARY OF CLOSURES BY CATEGORY (Continued)
TOTAL
TOTAL
AVERAGE
NUMBER
DAYS
DAYS
D. FINAL AGENCY MERIT DECISIONS (FAD) ISSUED (1+2+3+4)
6
339
56.50
1. COMPLAINANT REQUESTED IMMEDIATE FAD (1a+1b)
3
170
56.67
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF RECEIPT OF FAD REQUEST
3
170
56.67
b.AGENCY ISSUED FAD MORE THAN 60 DAYS BEYOND RECEIPT OF FAD REQUEST
0
0
0.00
2. COMPLAINANT DID NOT ELECT HEARING OR FAD (2a+2b)
2
119
59.50
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF END OF 30-DAY ELECTION PERIOD
2
119
59.50
b. AGENCY ISSUED FAD MORE THAN 60 DAYS BEYOND END OF 30-DAY ELECTION PERIOD
0
0
0.00
3. HEARING REQUESTED; AJ RETURNED CASE TO AGENCY FOR FAD WITHOUT AJ DECISION (3a+3b)
1
50
50.00
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF RECEIPT OF AJ RETURNED CASE FOR FAD ISSUANCE
1
50
50.00
b. AGENCY ISSUED FAD MORE THAN 60 DAYS AFTER RECEIPT OF Ai RETURNED CASE FOR FAD ISSUANCE
0
0
0.00
4. FINAL AGENCY DECISION ISSUED ON A MIXED CASE (4a+4b)
0
0
0.00
a. AGENCY ISSUED FAD WITHIN 45 DAYS AFTER INVESTIGATION
0
0
0.00
b. AGENCY ISSUED FAD MORE THAN 45 DAYS AFTER INVESTIGATION
0
0
0.00
PART VII - SUMMARY OF COMPLAINTS CLOSED BY TYPES OF BENEFITS
DURING FORMAL COMPLAINT STAGE
A. TOTAL COMPLAINTS CLOSED WITH BENEFITS
1
B. CLOSURES WITH MONETARY BENEFITS TO COMPLAINANT
1
1. BACK PAY/FRONT PAY
0
2. LUMP SUM PAYMENT
1
3. COMPENSATORY DAMAGES
0
C. CLOSURES WITH ATTORNEY FEES AND COSTS
0
D. SUBTOTAL OF ALL MONETARY BENEFITS (B+C)
1
E. CLOSURES WITH NON-MONETARY BENEFITS
0
F. TYPES OF BENEFITS
!AMBER OF