NOTIFICATION AND FEDERAL EMPLOYEE ANTIDISCRIMINATION AND RETALIATION ACT OF 2002 ANNUAL REPORT FOR THE FISCAL YEAR 2012

• Document Type: FOIA
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 06803280
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 43
• Document Creation Date: July 11, 2023
• Document Release Date: May 2, 2022
• Case Number: F-2014-00260
• Publication Date: January 1, 2010

Approved for Release: 2022/03/31 C06803280
Central Intelligence Agency
Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002
Annual Report for the Fiscal Year 2012
ce o Equ
1ploy lent pron
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Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002
Annual Report for the Fiscal Year 2012
Table of Contents
Tab A
Tab 13
Tab C
Tab D
Tab E
Execut
Summary
Comparative Data FY2008-FY20 2
FY2012 EEO Statistical Report of Discrimination Reports
13CM Diversity and Ze
0 Tolerance Policy Statements
Agency Regulation: Discipline and Accountability
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Washington, D.C. 20505
26 June 2013
Office of Personnel Management
Center for Workforce Accountability Policy
Employee Accountability Group
1900 E. Street, N.W., Suite 71-1
Washington, D.C. 20415
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S. Park
Executive Director
Enclosures
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Washington, D.C. 20505
26 June 2013
Mr. Carlton M. Hadden, Director
Office of Federal Operations
Equal Employment Opportunity Commission
131 M. Street, N.W.
Washington, D.C. 20507
Dear Mr. Hadden:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S. Park
Executive Director
Enclosures
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Washington, D.C. 20505
26 June 2013
The Honorable C.A. "Dutch" Ruppersberger
Ranking Minority Member
Permanent Select Committee
on Intelligence
U.S. House of Representatives
Washington, D.C. 20515
Dear Mr. Ruppersberger:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical. Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S. Park
Executive Director
Enclosures
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Washington, D.C. 20505
26 June 2013
The Honorable Richard Durbin
Chairman
Subcommittee on Defense
Committee on Appropriations
United States Senate
Washington, D.C. 20510
Dear Mr. Chairman:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, �please contact CIA's
Office of Equal Employment Opportunity at
Enclosures
Sincerely,
Meroe S. Park
Executive Director
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Washington, D.C. 20505
26 June 2013
The Honorable C.W. "Bill" Young
Chairman
Subcommittee on Defense
Committee on Appropriations
U.S. House of Representatives
Washington, D.C. 20515
Dear Mr. Chairman:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Enclosures
Sincerely,
Meroe S. Park
Executive Director
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Washington, D.C. 20505
26 June 2013
The Honorable Patrick Leahy
President
Pro Tempore of the Senate
United States Senate
Washington, D.C. 20510
Dear Senator Leahy:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S. Park
Executive Director
Enclosures
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Washington, D.C. 20505
26 June 2013
The Honorable Thomas R. Carper
Chairman
Committee on Homeland Security and
Governmental Affairs
United States Senate
Washington, D.C. 20510
Dear Mr. Chairman:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S. Park
Executive Director
Enclosures
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Washington, D.C. 20505
26 June 2013
The Honorable Darrell E. Issa
Chairman
Committee on Oversight and
Government Reform
U.S. House of Representatives
Washington, D.C. 20510
Dear Mr. Chairman:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Enclosures
Sincerely,
Meroe S. Park
Executive Director
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Washington, D.C. 20505
26 June 2013
The Honorable Dianne Feinstein
Chairwoman
Select Committee on Intelligence
United States Senate
Washington, D.C. 20510
Dear Madam Chairman:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S. Park
Executive Director
Enclosures
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Washington, D.C. 20505
26 June 2013
The Honorable Saxby Chambliss
Vice Chairman
Select Committee on Intelligence
United States Senate
Washington, D.C. 20510
Dear Mr. Vice Chairman:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S. Park
Executive Director
Enclosures
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Washington, D.C. 20505
26 June 2013
The Honorable Mike Rogers
Chairman
Permanent Select Committee on Intelligence
U.S. House of Representatives
Washington, D.C. 20515
Dear Mr. Chairman:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Enclosures
Sincerely,
Meroe S. Park
Executive Director
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Washington, D.C. 20505
26 Jurip- 2013
The Honorable John Boehner
Speaker
House of Representatives
Washington, D.C. 20515
Dear Mr. Speaker:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY2008-FY2012
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S. Park
Executive Director
Enclosures
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\Washington, D.C. 20505
26 June 2013
The Honorable Eric H. Holder,
Attorney General
Department of Justice
Washington, D.C. 20530
Dear Mr. Holder:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2012 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Comparative Data FY200 -F'y20 2
Tab C. FY2012 EEO Statistical Report of Discrimination
Reports
Tab D. DCIA Diversity and Zero Tolerance Policy Statements
Tab E. Discipline and Accountability Regulation
If You need additional information, Please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Meroe S Park
Executive Director
Enclosures
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UNCLASSIFIED
No FEAR Act Annual Report for Fiscal Year 2012
Executive Summary
The No FEAR Act of 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 each
Federal agency to submit an annual report 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 (EEOC), the Attorney General, and the
Office of Personnel Management.
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, genetic information, 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 and status as a parent, as covered by Executive
Order or written CIA policy; and to promote the full realization of EEO!
CIA processed 27 formal complaints in FY 2012 and 29 formal complaints in
FY 2011. The number of formal complaints both in FY 2012 and FY 2011 reflects a
slight increase from our five-year trend, averaging 26 complaints per year. Reprisal, sex,
age, and disability were the leading bases for the CIA's EEO complaints in FY 2012.
The Agency observed an upward trend in the number of "Pending Complaints Filed in
Previous Fiscal Years." These complaints are in various stages of the EEO process, but
the majority are pending EEOC action.
There was not a single finding of discrimination in the past two years; therefore,
CIA, did not pay any judgments nor was any employee disciplined as a result of EEOC
findings of discrimination. CIA has an internal Zero Tolerance Policy for discrimination
and harassment (see Tab D), which is intended to hold all managers and employees to a
higher standard than required by Federal law.
David Petraeus was sworn into office as the Director of CIA in September 2011;
he published his Diversity and Zero Tolerance statements in October 2011 and January
The No FEAR Act is codified in the Merit Systems Protection Act (MSPA). Pursuant to 5 U.S.C. �
2302(a) (2) (C), the Central Intelligence Agency is exempted from the MSPA. Nevertheless, CIA is subject
to certain provisions of law specified in Section 202 of the No FEAR Act found under � 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 laws, rules, or regulations
prohibiting discrimination on the bases of marital status or political affiliation. The CIA, however, is not
subject to �2302(b) of the whistleblower statutes based on its exemption.
1
UNCLASSIFIED
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UNCLASSIFIED
2012, respectively (see Tab D). The CIA conducted 56 harassment inquiries in
accordance with the internal Zero Tolerance Policy. Twelve cases resulted in a true
finding and 12 employees were disciplined in accordance with Agency Regulation 13-3
(see Tab E). The discipline ranged from oral warning to removal from position. On
March 8, 2013, John 0. Brennan was sworn into office as the Director of CIA and
published his Diversity and Zero Tolerance statements in March 2013.
CIA's Center for Mission Diversity and Inclusion (CMDI), which houses the
personnel and programs of the Office of Diversity and Inclusion Staff, the Office of
Equal Employment Opportunity, the Agency Ombudsman, Alternative Dispute
Resolution Program, Community Outreach and Liaison Staff, and Grievance oversight,
serves as a single point of contact for employees seeking information, advice, or
assistance on a wide range of issues. During this reporting period, the Agency
established a War Zone Harassment Awareness and Prevention Program and assigned an
experienced Agency officer to lead the program. In an effort to expand options for
confidential reporting, the Agency launched a harassment hotline and broadened the use
of the privacy channel.
CIA continues to focus on educating its workforce, both domestically and abroad,
to include the war zone, on professional workplace conduct, anti-harassment and anti-
discrimination laws and practices, diversity and fairness issues. Current programs
include an online No FEAR Act course and a mandatory Harassment Free Workplace
briefing. Over the last two years, 99 percent of the Agency's population successftilly
completed the online No FEAR Act course.
In April 2012, then-Director David H. Petraeus commissioned an advisory group
on women in leadership. This group published its report in February 2013, and it is
available on CIA's public website.
CIA continues to offer an "Advice Only" program, encouraging managers and
employees to seek advice on EEO-related issues without officially entering the EEO
process; 454 individuals utilized this program in FY 2012.
CIA takes seriously its responsibility to provide a workplace that is free from
discrimination and harassment, and we continue to seek new and innovative ways to
improve diversity and fairness at the Central Intelligence Agency.
Meroe S. Park
Executive Director, Central Intelligence Agency
2
UNCLASSIFIED
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Complaint Activity
Previous Fiscal Year Data
2008
2009
2010
2011
2012
Number of Complaints Filed
23
22
33
29
27
Number of Complainants
23
22
30
25
24
Repeat Filers
0
0
3
3
3
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.
2008
2009
2010
2011
2012
Race
19
8
11
5
7
Color
1
3
0
3
2
Religion
1
0
3
1
2
Reprisal
8
28
18
14
13
Sex
15
6
12
9
13
Pregnancy Discrimination Act
n/a
n/a
n/a
0
2
National Origin
1
7
4
7
2
Equal Pay Act
0
0
0
0
0
Age
8
6
10
10
12
Disability
1
19
9
9
11
Genetic Information Non-Disclosure
n/a
n/a
n/a
0
1
Non-EEO
0
0
0
0
0
Complaints by Issue
Comparative Data
Previous Fiscal Year
Note: Complaints can be filed
alleging multiple issues. The sum
of the issues may not equal total
complaints filed.
2008
2009
2008
2011
2012
Appointment/Hire
3
0
7
2
2
Assignment of Duties
9
10
9
5
0
Awards
3
7
1
2
2
Conversion to Full-time
0
0
0
0
0
Disciplinary Action
Demotion
0
0
0
0
1
Reprimand
0
1
1
0
1
Removal
0
8
1
0
0
Suspension
0
0
0
2
1
Other
0
0
3
0
0
Duty Hours
0
1
1
0
0
Evaluation Appraisal
1
2
9
7
5
Examination/Test
1
0
1
1
1
Harassment
Non-Sexual
10
11
3
4
19
Sexual
3
1
1
0
0
Medical Examination
0
3
1
0
1
Pay (Including Overtime)
1
0
2
3
1
Promotion/Non-Selection
16
6
9 '
11
2
Reassignment
Denied
1
8
3
4
2
Directed
1
1
2
2
4
Reasonable Accommodation
0
0
1
3
0
Reinstatement
0
0
0
0
0
Retirement
0
0
0
0
0
Termination
2
4
4
3
2
Terms/Conditions of Employment
0
9
1
1
1
Time and Attendance
0
0
1
0
0
Training
3
5
5
1
1
Other
0
0
6
5
0
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Processing Time
Release:
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Previous Fiscal Year Data
2008
2009
2010
2011
2012
Complaints pending during fiscal year
181
4
218
180.05
176.59
281
Average number of days in
investigation stage
Average number of days in final action
stage
240
277
61
366.36
61.2
Complaint pending during fiscal year
where hearing was requested
Average number of days in
investigation stage
226
240
0
202.13
307.08
Average number of days in final action
stage
304
312
0
0
879.42
Complaint pending duringquested fiscal year
where hearing was not re
v-.
,
-
.
.
Average number of days in
investigation stage
198
304
290.85
300.85
281
Average number of days in final action
stage .
49
49
61
366.36
61.2
Complaints Dismissed by Agency
Comparative Data
Previous Fiscal Year Data
2008
2009
2010
2011
2012
Total Complaints Dismissed by Agency
3
5
4
6
9
Average days pending prior to
dismissal
34
28
36
27
36.67
Complaints Withdrawn by
Comolainants
Total Complaints Withdrawn by
Complainants
2
2
2
2
2
Pending Complaints Filed in
Previous Fiscal Years by Status
Comparative Data
Previous Fiscal Year Data
2008
2009
2010
2011
2012
Total complaints from previous Fiscal
Years
10
18
30
61
58
Total Complainants
10
18
29
52
49
Number complaints pending
Investigation
0
0
0
20
20
Hearing
8
13
18
35
26
ROI Issued, Pending Complainants
Action
n/a
n/a
0
0
8
Final Action
1
3
2
6
1
Appeal with EEOC Office of Federal
Operations
1
2
0
0
3
Comparative Data
Complaint Investigations
Previous Fiscal Year Data
2008
2009
2010
2011
2012
Pending Complaints Where
Investigations Exceeds Required Time
Frames
1
2
6
6
13
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 181 AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency
REPORTING PERIOD: FY 2012
PART 1 PRE-COMPLAINT ACTIVITIES
F.0 COUNSELOR
INTENTIONALLY LEFT BLANK
AOR INTAKE OFFICER
B. INTENTIONALLY LEFT BLANK
C. TOTAL COMPLETED/ENDED COUNSELINGS
1. COUNSELED WITHIN 30 DAYS
2. COUNSELED WITHIN 31 TO 90 DAYS
a. COUNSELED WITHIN WRITTEN EXTENSION
PERIOD NO LONGER THAN 60 DAYS
b. COUNSELED WITHIN 90 DAYS VVHERE
INDIVIDUAL PARTICIPATED IN ADR
C COUNSELED WITHIN 31-90 DAYS THAT WERE UNTIMELY
3. COUNSELED BEYOND 90 DAYS
4. COUNSELED DUE TO REMANDS
D. PRE-COMPLAINT ACTIVMES
1. ON HAND AT THE BEGINNING OF THE
REPORTING PERIOD
2. INITIATED DURING THE REPORTING PERIOD
3. COMPLETED/ENDED COUNSELINGS
a. SETTLEMENTS (MONETARY AND
NON-MONETARY)
b. WITHORAWALS/NO COMPLAINT FILED
c. COUNSELINGS COMPLETED/ENDED IN
REPORTING PERIOD THAT RESULTED
IN COMPLAINT FILINGS IN REPORTING
PERIOD
d. DECISION TO FILE COMPLAINT PENDING
AT THE END OF THE REPORTING PERIOD
4 COUNSELINGS PENDING AT THE END OF THE
REPORTING PERIOD
(REVISED APR 2011)
(b)(3)
42
16
20
14
3
3
6
0
COLINSELIN INDIVIDUALS
Printed on 10/10/2012
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
' GENCY OR DEPARTMENT: Central Intelligence Agency
IR? II - FORMAL COMPLAINT ACTIVITIEI
REPORTING PERIOD: FY 2012
PART III - AGENCY RESOURCES, TRAINING, REPORTING UNE
58 A. COMPLAINTS ON HAND AT THE BEGINNING
OF THE REPORTING PERIOD
27 B. COMPLAINTS FILED
C. REMANDS (sum of lines C1+C2+C3)
Cl. REMANDS (NOT INCLUDED IN A ORB)
C.2. REMANDS (INCLUDED IN A OR 8)
C.3. NUMBER OF ADDITIONAL REMANDS IN THIS REPORTING
PERIOD THAT ARE NOT CAPTURED IN C.1 OR C.2 ABOVE
C.4. ADDITIONAL CLOSURES IN THIS REPORTING PERIOD NOT
REFLECTED IN F. OR H. THAT RESULTED FROM REMANDS
86 D. TOTAL COMPLAINTS (sum of lines A+B+C1)
76
38 F. COMPLAINTS IN LINE E CLOSED DURING REPORT PERIOD
10 G. COMPLAINTS IN LINE 0 THAT WERE CONSOLIDATED
H. COMPLAINTS IN LINE G CLOSED DURING REPORT PERIOD
E. COMPLAINTS IN LINE D THAT WERE NOT CONSOLIDATED
48 I. COMPLAINTS ON HAND AT THE END OF THE
REPORTING PERIOD (Line D - (F+H)) +Ha + C3) - C41
24 J. INDIVIDUALS FILING COMPLAINTS (Complainants)
K. NUMBER OF JOINT PROCESSING UNITS FROM
CONSOLIDATION OF COMPLAINTS
EEOC FORM 402 (REVISED APR 2011)
(b)(3)
(b)(6)
A. AGENCY & CONTRACT RESOURCES
1.
2
WORK FORCE
COUNSELOR
a. TOTAL WORK FORCE
b. PERMANENT EMPLOYEES
a. FULL-TIME
b. PART-TIME
C. COLLATERAL DUTY
3. INVESTIGATOR
. FULL-TIME
b. PART-TIME
C. COLLATERAL DUTY
4. COUNSELORANVESTIGATOR
a. FULL-TIME
b PART-TIME
c COLLATERAL DUTY
AGENCY
CONTRACT
NUMBER PERCENT
0 0.00
0 o.00
0 0,00
0 0.00
1 100.00
12
12 100.00
NUMBER
0 0.00 0
0 o,00
B. AGENCY & CONTRACT STAFF TRAINING
PERCEN
COUNSELORS I INVESTIGATORS
COLINVINVESTIG
AGENCY
CONTRACT
AGENCY CONTRACT
AGENCY
CONTRACT
1. NEW STAFF -TOTAL
0
5
0
a. STAFF RECEMNG REQUIRED
32 OR MORE HOURS
0
0
0
5
0
Ii. STAFF RECEIVING 8 OR MORE
HOURS, USUALLY GIVEN TO
EXPERIENCED STAFF
0
0
0
0
0
0
c. STAFF RECEIVING NO
TRAINING AT ALL
0
0
0
2 EXPERIENCED STAFF - TOTAL
0
1
7 0
a. STAFF RECEIVING REQUIRED
8 OR MORE HOURS
1
7
0
b. STAFF RECEIVING 32 OR
MORE HOURS, GENERALLY
GIVEN TO NEW STAFF
0
0
0
0
0
C. STAFF RECEIVING NO
TRAINING AT ALL
0
C. REPORTING UNE
1 EEO DIRECTOR'S NAME:
Is. DOES THE EEO DIRECTOR REPORT
TO THE AGENCY HEAD?
YES
(b)(3)
(b)(6)
(b)(3)
(b)(6)
(b)(3)
(b)(6)
2.
PERSON:
IF NO, WHO DOES THE EEO DIRECTOR REPORT TO?
TITLE: Director, Center for Mission Diversity and Inclusion
PERSON:
WHO IS RESPONSIBLE FOR THE DAY-TO-DAY OPERATION OF THE EEO
PROGRAM IN YIN IR DEPARTMENT/AGENCY/ORGANIZATION?
TITLE: Director, Office of Equal Employment Opportunity
4
PERSON:
WHO DOES THAT PERSON REPORT TO?
TITLE. Director, Center for Mission Diversity and Inclusion
oar 2
Approved for Release: 2022/03/31 C06803280
Approved ' '
for Release / : 202203/31 606803280
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1IIT AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency REPORTING PERIOD: FY 2012
PART IV - BASES AND ISSUES ALLEGED IN COMPLAINTS PILED (Part 9)
ISSUES OF
ALLEGED
DISCRIMINATION
BASES OF ALLEGED DISCRIMINATION
R Act
Mtn
R Ft 10I05
BEMIS At
MEAL
ALL BASES
BY ISSUE
'MT AL ALL
CompLAINTS
BY ISSUE
TOTAL ALL
COMPLAINANTS
BY ISSUE
AMF.R. MAN/
ALASKA
NATTY I-
AM AN
NATIVE HAWAIIAN
AtniER PACInc
ISLANDER
Et. WC/
AFRIC AN
AMERICAN
WHITE
TWOOR MORE
RACES
A. %ppOINTMENTNIKE
0
0
0
0
0
0
1
1
0
8
2
2
B. ASSIGNMENT OP DLTIES
0
0
0
0
0
0
0
0
0
0
0
0
C. AWARDS
0
0
0
0
0
0
0
0
0
5
2
2
II CoNvERsIoN To mit. Timr.
0
0
0
0
0
0
0
0
CI
0
0
0
E. DISCIPLINARY ACTION
0
0
0
3
0
0
1
0
3
11 '
3
3
I. DENHYBON
0
0
0
1
0
0
0
0
1
3
1
1
2. REPRIMAND
0
0
0
0
0
0
0
0
1
1
1
1
1 SUSPENSION
0
0
0
0
0
(i�
0
0
0
0
0
0
4. REMOVAL
0
0
0
2
0
0
1
0
1
7
1
1
5.
6.
7.
P. DUly HOURS
0
0
0
0
0
0
0
0
0
0
0
0
O. EVALUATION/APPRAISAL
0
0
0
1
0
0
0
0
5
15 �
5
4
DI. EXAMINATIONfTEST
0
0
0
1
0
0
1
0
0
3
1
1
I. -HARASSMENT
0
1
0
4
1
0
1
1
11
47
19
17
L NON-SEXUAL
0
1
, 0
4
1
0
1
1
11
47
19
17
2. SEXUAL
Lo.14
I

0
0
0
0
I. MEDICAL EXAMINATION
0
0
0
0
0
0
0
0
0
2
1
1
B, PAY INCLUDING OVERTIME
0
0
0
0
0
0
0
0
0
1
1
1
L. PRoMO1ON5t0N-SI1.EC1ION
0
0
0
0
0
0
0
0
0
4
2
2
M. REASSIGNMENT
0
0
0
1
0
0
0
3
3
13 '
6
6
I. DENIED
0
0
0
0
0
0
0
3
0
5
2
2
2. DIRECTED
0
1
0
3
4
TOTAL ALL ISSUM BY BASES
0
1
0
12
1
0
6
6
26
TOTAI. ALI. COMPLAINTS PILED BY BASF,S
0
1
0
5
1
0
2
2
13
TOTAL ALL COM pLAINANTS By BASES
0
1
2----
1 1
EEOC FORM 462 (REVISED APR 2011)
page 3
Approved for Release: 2022/03/31 C06803280
Approved for 'Release: 2022103/31 606803280
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 2012
PART IV - BASES AND ISSUES ALLEGED IN COMPLAINTS PILED (Part 1)
ISSUES OE
ALLEGED
DISCRIMINATION
BASES OF ALLEGED DISCRIMINATION
RACE
COI OR
artinlosr
REPRISAL
1TIT M.
ALL BASER
NY !SSD,:
'TOTAL U.
COMPLAINTS
BY ISSUE
TOTAL AL!.
COMPLAINANTS
n Tssia
0.1ER. MIRAN
ALASKA
NAtiVE
IAN
NATIVE tuWVIIVN
TIOtPACIAIC
ISI N1112
MACK!
AFRICAN
AMMUCAN
WHITE
TWI1ORMtJRI
ft USES
R.E. MILE AC D1110
I REINSTATEMENT
0
0
0
0
0
0
0
0
0
0
0
0
RIii1RtMEN1
0
0
0
0
0
0
0
0
0
0
0
0
I. TERMINA11ON
0
0
0
0
0
0
0
0
2
7
2
2
TERALWI NMTIONS OF EMMEWMENT
0
0
0
1
0
0
1
0
1
4
2
2
� ME AND ATTENDANCE
0
0
0
0
0
0
0
0
0
2
1
1
rrTtttrwisjs
0
0
0
0
0
0
0
0
0
1
. OTHER (Mae ppec11) bdu.)
I. POSITION DOWNGRADE
0
0
0
0
0
0
0
0
0
3
L RECEIVED POOR ADVICE
0
0
0
1
0
0
1
0
0
3
3.
A
S.
TOTAL A 1.1_ I MIES BY IIASE.
0
1
0
12
1
0
6
6
26
TOTAL AL COI tflLESIll D lit N tsu
0
0
5
1
0
2
2
13
IDIAL Al COMPLAINANTS liY II ASPS
0
1
0
4
1
0
2
2
11
EEOC FORM 462 (REVISED APR 2011)
Page 3a
Approved for Release: 2022/03/31 C06803280
Approved for Release: 2022/03/31 C06803280
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 2012
PART IV ��� BASES AND ISSUES ALLEGED IN COMPLAINTS PILED *(Part 2)
ISSUES OF
ALLEGED
DISCRIMINATION
BASES OF ALLEM) DISCRIMINATION
S A
PREGNANCY
DISCRIMINATION ACT
NATIONAL ORIGIN
AQUA L
PAY ACT
VIII
ISSAS:11TV'
GINA
TYYT AL
ALL BASES
BY NAIL
TOTAL All
COMPLAINTS
BY MIT
TOTAL At.t.
YINSPI,IN ANTS
SY !WIC
NITI F.
FLAIALE
II1SP %WIC/
I. inw,
01I1LR
M A! 1.
rt MM.F.
MENTAL
FlYSR: AL
A. APPOINTMENT/HIRE
1
0
0
9
$
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0
0
0
0
0
0
0
0
0
0
0
0
'. :WARDS
0
2
11111=M
0
0
3
0
0
0
5
2
2
3. CONVERSION TO PIILL TIME
0
0
1111111111111111111111 MM.
0
0
0
=1111 1
0
0
0
.. DISCIPLINARY ACDON
MI
0
0
0
0
1
0
MEIN
0
1111=
3
3
I. DEMO'DON
1
0
0
0
0
0
0
0
0
3
1
1111111811111
1
1. REPRIMAND
0
0
0
0
0
0
0
0
0
1
1
� S. SUSPENSION
0
0
0
0
0
0
0
0
0
0
4. REMOVAL
1
0
0
0
0
1
0
0
7
1
1
S.
...
NM
'
MI
0
0
0
0
0
0
0
0
0
0
IMIll
1
1. EVALUATIONIAPPRA15.11
0
2
0
0
0
111111111111
�
1111=111111111111111111111111
3
1
.1. EX ANINATION/TEST
0
0
0
0
0
0
0
0
. ILARASSMENT
4
�
0
0
8
2
9
1
11112al
19
17
1. NON.sExuAL
4
4
0
0
0
8
9
1
111=
19
17
2. SENDAI.
0
0
0
0
�..
1
0
0
1
0
0
2
0
1
1
C. MEDICAL EXAMINATION
0
1
0
0
.. PAY INCLUDING OVERTIME
0
0
0
0
0
. 0 0
0
0
1
6
1
1
1
.. PROMOD1lNNON-SELECI1ON
1
1
0
0
1
1.
1
0
0
0
4
2
2
REASSIONMINI
0
2
1
0
0
2
0
1
0
13
6
6
1. DrIstlID
0
1
0
0
0
1
0
0
0
6
2
2
3 DIRECTED
0
1
1
0
0
1
0
1
0
8
4,4
[GAL ALI ISSUES BY SASES
15
3
0
2
0
0
29
4
MEAL Mt 1(5111 (153 FILM SY RASES
8
2
0
0
0
2
9
IOTA'. 111COMPIAIN ANIS SY SASES
5
8
1
0
2
1
EEOC FORM 482 (REVISED APR 20 1)
Page 3e
Approved for Release: 2022/03/31 C06803280
Approved for Release': 2022/03/31 6068032'80
ANNUAL FEDERAL EQUAL
STATISTICAL REPORT
(REPORTING PERIOD BEGINS
EMPLOYMENT OPPORTUNITY
OF DISCRIMINATION COMPLAINTS
OCTOBER 111T AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency REPORTING PERIOD: FY 2012
PART IV - BASES AND ISSUES ALLEGED IN COMPLAINTS PILED (Part 2)
ISSUES OF
ALLEGED
DISCRINIINATION
BASES OF ALLEGED DISCRIMINATION
SEX
PRFONANCY
DISC RAIN %TION tT
ATIONAL ORIGIN
EOUAL
P, Y ACT
MIR
INSANITY
DIN �
TOTAI
All 11,SES
BY IRMIE
TOTAL AM.
COSIPt ill:TS
BY MITE
ToTAI ALI.
rt,s, AIN
fly IBS GT.
MALE
I
FENIAIR
HISPANIC,
LATTNO
001FR
MALE
Ft 1.141
MENTAL
PDYSIC AI
N. RFASON 011.1', ACCOMMODATION
0. REINSTATEMENT
0
0
0
0
0
0
0
0
0
0
0
0
RE11REI.IENT
0
0
0
0
0
0
0
0
0
0
0
0
10. TCRMINATI ri
0
1
0
0
0
%
1
1
1
1
7
2
2
R TERMS/CONDITIONS OF F. IPLOYM NT
0
0
0
0
0
�1
0
0
6
4
2
2
IS. TIME AND ATTENDANCE
0
1
0
0
0
1
0
0
0
2
1
1
T. TRAKING
1
0
0
0
1
1
1
li. OPIER(Plam Dpecify !stns.)
I. POSITION DOWNGRADE
0
1
0
0
0
0
3
2
2
2 RECEIVED POOR ADVICE
0
1 �
0
0
0
1
0
0
0
3
1
1
5
Cli AI, ALL MOUS BY It
15
3
0
29
4
18
rrnAi. ALL COMMAINTSBIM) SY RAW
5
8
2
0
2
0
0
12
2
9
TOTAL ALL COSIPL A IN ANTS BY HARES
5
8
1
0
2
0
0
11
2
7
1
EEOC FORM 462 (REVISED APR 2011)
Page 3c
Approved for Release: 2022/03/31 C06803280
Approved for Release: 2022/03/31 606803280
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD REGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Agency
REPORTING PERIOD: FY 2012
, . 'edi.iiiile? i s'i'i 'iii'i'' v.
.
PART IVA � MAASS OF DISCRIMINATION IN FINDINGS AND ALLIGRO IN SRITLEM MTh
EASES OF DISCRIMINATION IN FINDINGS AND ALLEGED BASES IN SETILEMINTS
t41,
00U010,
RPillS.I.
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FINDINGS/ALLEGATIONS IN:
I. Counseling Settlement Allegations
U
U
U
1
U
0
U
U
U
U
U
0
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6
o
0
0
0
0
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IA N bat:4C ass Seeded
0
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U
0
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0
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0
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0
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I
0
0
0
0
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0
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2. Complaint Settlement Allegations
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0
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U
U
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8
2
4
0
0
0
0
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2e. Numbero(Consplairts Settled
0
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0
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0
U
0
1
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1
4
0
0
0
0
0
2
2
2
8
INN umber orComplainants Settled WWI
0
1
0
1
0
0
0
1
3
1
4
0
0
0
0
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2
2
2
0
3. Final Agency Decision Findings
U
U
U
U
U
0
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0
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u
u
0
0
Cr
0
0
0
0
0
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la. Number FAIR AIM Findings
0
0
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41t. Number AI Decisions With FIndlnal
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5. Final Agency Order Findings Implemented
U
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0
0
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0
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0
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0
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TOTALSETTLESIENT ALLEGATIONS
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TOTAL FINAL ACTION FINDINGS
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0
0
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0
0
0
0
0
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0
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0
0
0
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PART IVO - ISSUES OP DISCRIMINATION IN WINDINGS
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4. A.I Decision Findings
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4a. Number Al Decisions WIlh Findinds
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5. Final .Agency Order Findings Implemented
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0
0
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0
0
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0
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0
u
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0
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0
0
0
0
0
0
0
0
5a. Number ofiFirtal Cadets 141111 Findisis lotpIesnerned
0
0
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U
U
U
U
u
0
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u
u
u
u
u
0
0
0
u
u
ti
u
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0
0
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5b. I of Comptainann issued RR AIM Findings IMPIvivOss1
U
u
o
u
0
0
0
u
0
0
u
a
o
u
o
0
0
0
u
u
a
0
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u
u
U
TOTAL SETTLEMENT ALLEGATIONS
V
0
U
U
U
U
1
..5
0
4
u
0
U
u
4
3
2
2
u
u
o
u
u
u
1
4
TOTAL FINAL ACTION FINDINGS
U
U
0
0
0
U
0
0
0
0
0
(1
0
0
o
a
u
u
o
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a
a
a
u
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u
EEOC FORM 482 IRE vise� APR 20111
Approved for Release: 2022/03/31 C06803280
Approved for Release: 2022/03/31 C06803280
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelli � ence Agency
A. STATUTE
29
1
8
8
0
1
REPORTING PERIOD: FY 2012
PART V - SUMMARY OF CLOSURES BY STATUTE
(IF A SINGLE COMPLAINT HAS MULTIPLE STATUTES RECORD EACH ON THE APPROPRIATE LINE.)
1. TITLE VII
la. PREGNANCY DISCRIMINATION ACT (PDA)
2. AGE DISRIMINATION IN EMPLOYMENT ACT (ADEA)
3. REHABILITATION ACT
4. EQUAL PAY ACT (EPA)
5. GENETIC INFORMATION NONDISCRIMINATION ACT (GINA)
B. TOTAL BY STATUTES
47 THIS NUMBER MAY BE LARGER THAN THE TOTAL NUMBER OF COMPLAINTS CLOSED.
(A1+A1a+A2+A3+A4+A5)
PART VI - SUM
RY OF CLOSURES BY CATEGORY
A. TOTAL NUMBER OF CLOSURES
(1+2+3)
TOTAL
NUMBER
TOTAL
DAYS
AVERAGE
DAYS
39
22830 585.38
1. WITHDRAWALS
2
236 118.00
a. NON-ADR WITHDRAWALS
2
236 118.00
b. ADR WITHDRAWALS
0
0.00
2. SETTLEMENTS
10
4484 448.40
a. NON-ADR SE i I LEMENTS
10
4484 448.40
b. ADR SETTLEMENTS
0
0
0.00
3. FINAL AGENCY ACTIONS ( B+C )
27
18110
670.74
B. FINAL AGENCY DECISIONS WITHOUT AN ADMINISTRATIVE JUDGE DECISION (1+2+3)
15
3872
258.13
1. FINDING DISCRIMINATION
0
0
0.00
2. FINDING NO DISCRIMINATION
6
3542
590.33
3. DISMISSAL OF COMPLAINTS
9
330
36.67
C. FINAL AGENCY ORDERS WITH AN ADMINISTRATIVE JUDGE (AJ) DECISION (1+2)
12
14238
1186.50
1. AJ DECISION FULLY IMPLEMENTED (a+b+c)
12
14238
1186.50
(a) FINDING DISCRIMINATION
0
0
0.00
(b) FINDING NO DISCRIMINATION
11
13055
1186.82
(c) DISMISSAL OF COMPLAINTS
1
1183
1183.00
2. AJ DECISION NOT FULLY IMPLEMENTED (a+b+c)
0
0
0.00
(a) FINDING DISCRIMINATION (i+ii+iii)
0
0.00
I. AGENCY APPEALED FINDING BUT NOT REMEDY
0
0.00
ii. AGENCY APPEALED REMEDY BUT NOT FINDING
0
0.00
iii. AGENCY APPEALED BOTH FINDING AND REMEDY
0
0.00
(b) FINDING NO DISCRIMINATION
0
0
0.00
(c) DISMISSAL OF COMPLAINTS 0
0.00
EEOC FORM 482 (REVISED APR 2011)
poge 5
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
.aENCY OR DEPARTMENT:
OW*
nt
Ii
A
REPORTING PERIOD: FY 2012
PART VI - SUMMARY OF CLOSURES BY CATEGORY (Continued)
TOTAL TOTAL
NUMBER DAYS
AVERAGE
DAYS
D. FINAL AGENCY MERIT DECISIONS (FAD) ISSUED
(1+2+3+4)
358
b9.bf
1. COMPLAINANT REQUESTED IMMEDIATE FAD
(1a+1b)
1 60
60.00
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF RECEIPT OF FAD REQUEST
60
60.00
b. AGENCY ISSUED FAD MORE THAN 60 DAYS BEYOND RECEIPT OF FAD REQUEST
O.UU
2. COMPLAINANT DID NOT ELECT HEARING OR FAD (2a+2b)
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF END OF 30-DAY ELECTION PERIOD
2 122
1
60
61.00
60.00
B. AGENCY ISSUED FAD MORE THAN 60 DAYS BEYOND END OF 30-DAY ELECTION PERIOD
1 62
62.00
3. HEARING REQUESTED; AJ RETURNED CASE TO AGENCY FOR FAD WITHOUT AJ DECISION (30+3b)
1 /b
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF RECEIPT OF AJ RETURNED CASE FOR FAD ISSUANCE
2 115
57.50
B. AGENCY ISSUED FAD MORE THAN 60 DAYS AFTER RECEIPT OF AJ RETURNED CASE FOR FAD ISSUANCE
1 b 1
b1.UU
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
0.00
b. AGENCY ISSUED FAD MORE THAN 45 DAYS AFTER INVESTIGATION
0
0.00
PART VII - SUMMARY OF FORMAL COMPLAINTS CLOSED BY TYPES OF BENEFITS
A. TOTAL COMPLAINTS CLOSED WITH BENEFITS
B. TOTAL CLOSURES WITH MONETARY BENEFITS TO COMPLAINANT
1. BACK PAY/FRONT PAY
2. LUMP SUM PAYMENT
NUMBER
10
8
1
2
3. COMPENSATORY DAMAGES
4
4. ATTORNEY FEES AND COSTS
3
D. INTENTIONALLY LEFT BLANK
E. TOTAL CLOSURES WITH NON-MONETARY BENEFITS TO COMPLAINANT
6
F. TYPES OF BENEFITS IN NON-MONETARY CLOSURES
fARADED Di DI.C.JRLD T., RECEIVED
MONETARY NEW-SITS ...SWELL
1. HIRES
a. RETROACTIVE
b. NON-RETROACTIVE
2. PROMOTIONS
a. RETROACTIVE
b. NON-RETROACTIVE
3. EXPUNGEMENTS
4. REASSIGNMENTS
5. REMOVALS RESCINDED
a. REINSTATEMENT
b. VOLUNTARY RESIGNATION
6. ACCOMMODATIONS
7. TRAINING
8. APOLOGY
9. DISCIPLINARY ACTIONS
a. RESCINDED
b. MODIFIED
10. PERFORMANCE EVALUATION MODIFIED
11. LEAVE RESTORED
0
0
0
1
1
0
2
3
0
0
0
0
1
0
0
0
0
0
1
114
EEOC FORM 462 (REVISED APR 2011)
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
kGENCY OR DEPARTMENT: Central Intern ence A enc
REPORTING PERIOD: FY 2012
- .
PART Viii - SUMMARY OF PENDING COMPLAINTS BY CATEGORY
A. TOTAL COMPLAINTS PENDING (SAME AS PART II Line I)
NUMBER
PENDING
NUMBER
OF DAYS
AVERAGE NUMBER OF DAYS PENDING
DAYS L FOR OLDEST CASE
1. COMPLAINTS PENDING WRITTEN NOTIFICATION
(Acknowledgement Letter)
0
0
0.00
0
Ia. COMPLAINTS PENDING DECISION TO ACCEPT/DISMISS
1
33
33.00
33
2. COMPLAINTS PENDING IN INVESTIGATION
20
5406
270.30
600
3. COMPLAINTS PENDING IN HEARINGS
26
27122
1043.15 .
1889
4. COMPLAINTS PENDING A FINAL AGENCY ACTION
1
1020
1020.00
1020
PART IX - SUMMARY OF INVESTIGATIONS
COMPLETED
,
'
TOTAL
TOTAL DAYS
AVERAGE
A. INVESTIGATIONS COMPLETED DURING REPORTING PERIOD (1+3)
14
4838
345.57
1. INVESTIGATIONS COMPLETED BY AGENCY PERSONNEL (a+b+c)
11
3871
351.91
a. INVESTIGATIONS COMPLETED IN 180 DAYS OR LESS
0
0
0.00
b. INVESTIGATIONS COMPLETED IN 181 - 360 DAYS
8
2399
299.88
- 1. TIMELY COMPLETED INVESTIGATIONS
1
298
298.00
2. UNTIMELY COMPLETED INVESTIGATIONS
7
2101
300.14
c. INVESTIGATIONS COMPLETED IN 361 OR MORE DAYS
3
1472
490.67
2. AGENCY INVESTIGATION COSTS
3. INVESTIGATIONS COMPLETED BY CONTRACTORS (a+b+c)
� )
967
322.33
a INVESTIGATIONS COMPLETED IN 180 DAYS OR LESS
Th
0
0
0.00
b INVESTIGATIONS COMPLETED IN 181 - 360 DAYS
2
526
263.00
1. TIMELY COMPLETED INVESTIGATIONS
0
0
0.00
2 UNTIMELY COMPLETED INVESTIGATIONS
2
526
263.00
c. INVESTIGATIONS COMPLETED IN 361 OR MORE DAYS
1
441
441.00
4. CONTRACTOR INVESTIGATION COSTS
EEOC FORM 482 (REVISED APR 2011)
Page 7
(b)(3)
(b)(3)
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 131 AND ENDS SEPTEMBER 30111)
�
;ENCY OR DEPARTMENT: Central Intell's ence A. enc - REPORTING PERIOD: FY 2012
.. _
PART X - SUMMARY OF ARE PROGRAM ACTIVITIES
INFORMAL PHASE (PRE-COMPLAINT)
A. INTENTIONALLY LEFT BLANK
B. ADR ACTIONS IN COMPLETED/ENDED COUNSELINGS
COUNSELINGS
INDIVIDUALS
1. ADR OFFERED BY AGENCY
38
35'
.
2. REJECTED BY INDIVIDUAL (COUNSELEE)
28
27
3. INTENTIONALLY LEFT BLANK
4. TOTAL ACCEPTED INTO ADR PROGRAM
10
10

C. ADR RESOURCES USED IN COMPLETED/ENDED COUNSEIJNGS (TOTALS)
10
10
7e,
1. INHOUSE
0
0
7
2. ANOTHER FEDERAL AGENCY
0
0
3. PRIVATE ORGANIZATIONS, (e v., CONTRACTORS,
BAR ASSOCIATIONS, INDIVIDUAL VOLUNTEERS
OR COLLEGE/UNIVERSITY PERSONNEL)
10
10
4. MULTIPLE RESOURCES USED (Please specify in a comment box)
0
0
5. FEDERAL EXECUTIVE BOARD
0
0
.
6.
,
7.
COUNSELINGS
INDIVIDUALS
DAYS
AVERAGE DAYS
a ADR TECHNIQUES USED IN COMPLETED/ENDED COUNSELINGS (TOTALS)
10
10
600
60.00
1. MEDIATION
0
0
0
0.00
2. SETTLEMENT CONFERENCES
0
0
0
0.00
3. EARLY NEUTRAL EVALUATIONS
0
0
0
0.00
4 FACTFINDING
0
0
0
0.00
5. FACILITATION
0
0
0
0.00
6 OMBUDSMAN
10
10
600
60.00
7. PEER REVIEW
0
0
0
0.00
8. MULTIPLE TECHNIQUES USED (Please specify in a comment box)
0
0
0
0.00
9.
10.
11.
E. STATUS OF ADR CASES IN COMPLETED/ENDED COUNSELINGS
COUNSELINGS
INDIVIDUALS
DAYS
AVERAGE DAYS
1. TOTAL CLOSED
10
10
600
60.00
a. SETTLEMENTS WITH BENEFITS (Monetary and Non-monetary)
0
0
0
0.00
b. NO FORMAL COMPLAINT FILED
4
4
200
50.00
c. COMPLAINT FILED
I. NO RESOLUTION
3
3
250
83.33
ii. NO ADR ATTEMPT (aka Part X.E.1.d)
3
3
150
50.00
DECISION TO FILE COMPLAINT PENDING AT THE END OF THE
e. REPORTING PERIOD
0
0
0
0.00
2. INTENTIONALLY LEFT BLANK
,
.,
EEOC 601tV 462(REV1SED APR 2011)
P464
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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 2012
7'17,_. -.allii.= , -
PART XI - SUMMARY OF ADR PROGRAM ACTIVITIES
FORMAL PHASE (COMPLAINT FILED)
B. ADR ACTIONS IN COMPLAINT CLOSURES
COMPLAINTS
COMPLAINANTS
'
1 ADR OFFERED BY AGENCY
Z REJECTED BY COMPLAINANT
0
0
3. INTENTIONALLY LEFT BLANK
4. TOTAL ACCEPTED INTO ADR PROGRAM
0
0
C. ADR RESOURCES USED IN COMPLAINT CLOSURES (TOTALS)
0
0
1 INHOUSE
D
0
2. ANOTHER FEDERAL AGENCY
0
0
,
3. PRIVATE ORGANIZATIONS, (e.g., CONTRACTORS,
BAR ASSOCIATIONS, INDIVIDUAL VOLUNTEERS
OR COLLEGE/UNIVERSITY PERSONNEL)
0
0
4. MULTIPLE RESOURCES USED (Please specify in a comment box)
0
0
5. FEDERAL EXECUTIVE BOARD
0
0
6.
7.
-
COMPLAINTS
COMPLAINANTS
DAYS
AVERAGE DAYS
DV ADR TECHNIQUES USED IN COMPLAINT CLOSURES (TOTALS)
0
0
0
0.00
1. MEDIATION
0
0
0
0.00
2. SETTLEMENT CONFERENCES
0
0
0
0.00
3. EARLY NEUTRAL EVALUATIONS
0
0
0
0.00
4. FACTFINDING
0
0
0
0.00
5. FACILITATION
0
0
0
0.00
6. OMBUDSMAN
0
0
0
0.00
7. MINI-TRIALS
0
0
0
0.00
8. PEER REVIEW
0
0
0
0.00
9. MULTIPLE TECHNIQUES USED Masse specify in a comment box)
0
0
0
0.00
10.
11.
12.
E STATUS OF CASES IN COMPLAINT CLOSURES
COMPLAINTS
COMPLAINANTS
DAYS
AVERAGE DAYS
1. TOTAL CLOSED
0
0
0
0.00
a. SETTLEMENTS WITH BENEFITS ne...4.y ...I W.. *Wry)
0
0
0
0.00
b. WITHDRAWAL FROM EEO PROCESS
0
0
0
0.00
c. NO RESOLUTION
0
0
0
0.00
d. NO ADR ATTEMPT
0
0
0
0.00
2 INTENTIONALLY LEFT BLANK
,.,
F. BENEFITS RECEIVED
COMPLAINTS
COMPLAINANTS
1. MONETARY (INSERT TOTALS)
0
0
a. COMPENSATORY DAMAGES
0
0
b. BACKPAY/FRONTPAY
0
0
C. LUMP SUM
0
0
d. ATTORNEY FEES AND COSTS
0
e.
f.
9
. NON-MONETARY (INSERT TOTALS)
0
0
a. HIRES
0
0
I. RETROACTIVE
0
0
ii. NON-RETROACTIVE
b. PROMOTIONS
0
0
i RETROACTIVE
0
0
ii. NON RETROACTIVE
0
0
C . EXPUNGEMENTS
0
0
cl. REASSIGNMENTS
0
0
e. REMOVALS RESCINDED
0
0
i. REINSTATEMENT
0
0
ii. VOLUNTARY RESIGNATION
0
0
f. ACCOMMODATIONS
0
0
g. TRAINING
0
0
h. APOLOGY
0
0
I DISCIPLINARY ACTIONS
0
0
i. RESCINDED
0
0
ii. MODIFIED
0
0
j. PERFORMANCE EVALUATION MODIFIED
0
0
k LEAVE RESTORED
0
0
I
EEOC FORM .61 (REVISED APR 2011)
p9g99
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(b)(3)
Approved for Release: 2022/03/31 C06803280
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30Th)
AGENCY OR DEPARTMENT: Central Intelli.ence A enc REPORTING PERIOD: FY 2012
v
PART XII - SUMMARY OF EEO ADR PROGRAM ACTIVITIES
EEO ADR RESOURCES
A NO LONGER COLLECTED
'
B. EMPLOYEES THAT CAN PARTICIPATE IN EEO ADR
C. RESOURCES THAT MANAGE EEO ADR PROGRAM (DOES NOT
INCLUDE NEUTRALS AS REPORTED IN PARTS X. 8, XI.)
1. IN-HOUSE FULL TIME (40 HOURS EEO ADR ONLY)
o
..
2. IN-HOUSE PART TIME (32 HOURS EEO ADR ONLY)
o
3. IN HOUSE COLLATERAL DUTY (OTHERS/NON-CONTRACT)
0
. CONTRACT (ANOTHER FEDERAL AGENCY/PRIVATE ORGANIZATIONS)
D EEO ADR FUNDING SPENT
E. EEO ADR CONTACT INFORMATION
1. NAME OF EEO ADR PROGRAM DIRECTOR / MANAGER
2. TITLE Ombudsman
3. TELEPHONE NUMBER
(b)(3) 4.EMAIL N/A
F. EEO ADR PROGRAM INFORMATION
-
YES
NO
1. Does the agency require the alleged responsible management official to participate in EEO ADR?
X
la. If yes, is there a written policy requiring the participation?
2. Does the alleged responsible management official have a role in deciding if the case is appropriate for EEO ADR/
CERTIFICATION AND CONTACT INFORMATION
I certify that the EEO complaint data contained in this report, EEOC Form 462, Annual Federal Equal Employment Opportunity Statistical
Report of Discrimination Complaints, for the reporting period October 1, 2011 through September 30, 2012, is accurate and complete.
NAME AND TITLE OF CERTIFYING OFFICIAL:
SIGNATURE OF CERTIFYING OFFICIAL: (Enter PIN here to serve as your electronic signature)
DATE: 10/9/2012 TELEPHONE NUMBER: E-MAIL
NAME AND TITLE OF PREPAREP
Paralegal/Compliance Specialist
DATE: 10/9/2012 TELEPHONE NUMBER:
E-MAIL:
The FY 2012 report (with the PIN entered) Is due on or before October 31, 2012.
,C FORM 462 REVISED MARCH 2011)
(b)(3)
(b)(3)
(b)(6)
545e10
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Approved for Release: 2022/03/31 C06803280
Appendix A - Comments
AGENCY: Central Intelligence Agency - YEAR: 2012
1
CIA -1.D.1 Counselings - There appears to be a discrepancy in the number of counsleings reported as "on hand" at the end of FY11 in last years report, and the
number of counselings reported as "on hand" at the beginning of FY12 in this yearss report. Please be advised that the numbers reported as "on hand" at the beinning
- of FY12 in this report are correct. There were two counselings that were mistakenly reported as "on hand" at the end of FY11; In reality, the counselings were not
initiated until after the start of FY12 and should not have been reported in the FY11 numbers. Additionally, upon closer scrutiny of our database, it was discovered that
four of the reported "counselings" were actually duplicate entries that should not have been reported.
- Part 2
CIA - 11.8 -While there were 27 formal complaints filed during FY2012, only 26 were counselings that were completed during FY2012. One formal complaint was
filed wherein the counseling was concluded during FY2011.
CIA -11.1- At the end of FY11, the Agency reported 61 complaints on hand at the end of the period. However, during an in depth review of the files in our office
during FY12, it was determined that there were three cases that were incorrectly reported; these cases should have been reported as having been closed.
CIA - II.J - While there were 24 individuals who filed formal complaints filed during FY2012, only 23 individuals had counselings that were completed during
FY2012. One individual who filed a formal complaint during FY2012 had a counseling that was concluded at the end of FY2011.
Part 3
CIA -111.A.1.a Agency Number - The number of Agency employees is classified and has not been reported.
Part 8
CIA - - The oldest case pending hearing is
(b)(3)
(b)(6)
- Part 9
CIA - IX,A Total - There are three cases being reported as closed during FY12 that were also reported as closed during FY11. These cases were incorrectly
reported during the previous fiscal year.
Part 12
CIA - X11.8 Employees participate in ADR - All Agency employees and managers are eligible to participate in EEO ADR; however, the number of Agency employees
is classified and has not been reported.
CIA - XII.C.4 Contract - The contract is with an individual contractor (IC) who provides independent consultations and informal counsel as the Agency Ombudsman,
performing casework on issues requiring independent sa.v.pssment of concerns and issues raised by Agency employees. Consulting time will comprise time spent
counseling employees and interviewing parties involved with employee concerns and general problems. In addition, the IC serves as the Program Manager for the
- Alternative Dispute Resolution Program, which includes (1) reviewing cases - both EEO and no-EEO; (2) identifiying mediators; (3) identifying appropriate parties for
the mediation; (4) educating managers and employees on ADR; (5) establishing performance measures; and (6) provide quarterly reports on the program.
(b)(3)
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Approved for Release: 2022/03/31 C06803280
Message from the Director: Zero Tolerance for Harassment and Discrimination
At the Central Intelligence Agency, every employee should be treated with dignity and respect
and afforded a work environment free of harassment in any form. The CIA has zero tolerance
for harassment or discrimination on the basis of race, religion, color, sex (including gender
identity and pregnancy), national origin, age, physical or mental disability, genetic information,
sexual orientation, status as a parent, retaliation for previous EEO activity, or any other factor
unrelated to merit.
I am personally committed to enforcing this policy, which ultimately depends on every Agency
officer upholding the highest standards of professionalism. Indeed, we must work together to
maintain an atmosphere in which words or actions that could harm a colleague and undermine
his or her career are completely unacceptable. We cannot allow harassment or discrimination to
diminish any officer's contributions to our mission.
The Agency's Office of Equal Employment Opportunity provides oversight and guidance for the
harassment and discrimination complaint process. Any employee who is the target of
harassment or discrimination�or who witnesses such behavior�should contact his or her
supervisor or an EEO representative immediately. The supervisor is responsible for protecting
the integrity of the complaints process by addressing issues promptly, and by shielding those
involved from acts of reprisal.
I will hold managers at every level accountable for maintaining these standards. I also expect
every officer to live our values: implicit trust and support for our brother and sister officers,
mutual respect for each other's beliefs and backgrounds, and unity of purpose and effort. These
principles are essential to our success as an Agency, and I appreciate all that you do to live and
promote them.
David H. Petraeus
Published: 1/17/2012
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Message from the Director: The Critical Value of Diversity
Innovation and creativity are defining features and traditions of our Agency. At the end of
World War II, Major General William J. Donovan, head of our predecessor organization, the
Office of Strategic Services, described the OSS as an "experiment.. .to determine whether a
group of Americans constituting a cross-section of racial origins, of abilities, temperaments, and
talents" could succeed at the difficult tasks of intelligence. Each day, we continue that
experiment, and each day, we show what Americans of all backgrounds can do.
For us, then, diversity is neither new nor unproven. It is both who we are and essential to
mission success. Excellence in foreign intelligence requires broad perspectives, both in our
understanding of a complex world and in our approach to problems and solutions. Our country,
diverse as it is, has always had the talent we need, and we have recruited heavily from
communities old and new, and from a dazzling variety of schools and specialties.
Our key challenge now is to ensure that the CIA's extraordinarily gifted and dedicated workforce
is contributing to its full potential. That means we must, at every level, be as inclusive as
possible in our composition and in how we make decisions. We must foster a climate in which a
sound range of views is heard and assessed, and in which the ideas and skills of each officer are
given due weight and consideration. That sort of intellectual process, open yet disciplined, is a
critical element of leadership. You should expect it of me, just as I expect it of you.
In gauging our progress on diversity, statistics have value, and I will be asking my senior leaders
for regular updates. Raw numbers alone, though, are not enough. We need to take a hard look at
our leadership pipelines and how we select officers for growth assignments, not simply at the
higher grades, but at every grade. Our goal is the strongest mix of people deployed across our
professions, at each stage of career development.
Where we fall short, we will make changes. Intelligence work is teamwork, and we have a duty,
in our own teams, to reinforce each day the values of diversity, fairness, respect, and inclusion.
As we do, we will be true to our ideals as Americans, and we will help strengthen an already
agile, dynamic organization that can meet the security challenges of a dangerous and constantly
changing world. General Donovan knew that in his time. We can never forget it in ours.
David H. Petraeus
Published: 10/13/2012
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Approved for Release: 2022/03/31 C06803280
THE DIRECTOR
CENTRAL INTELLIGENCE AGENCY
WASHINGTON, D.C. 20505
Message from the Director:
Zero Tolerance for Harassment and Discrimination
(U) We are all responsible for promoting a workplace free of harassment and
discrimination that upholds our laws and values as Americans, allows all our officers to
reach their full potential, and enables our Agency to meet its critical intelligence mission.
There is never an excuse to depart from those standards, and that is why we enforce a
zero-tolerance policy on harassment and discrimination at CIA.
(U) Words or actions that harm a colleague and undermine his or her career are more
than just unprofessional, painful, and wrong�they are illegal and hurt us all. Victims of
harassment and discrimination are distracted from our Agency's crucial work, depriving
CIA of the full benefit of our officers' talents, knowledge, and experience.
(U) I am personally committed to the zero-tolerance policy, and I expect every one of
you to be, too. If you feel you are being harassed or discriminated against, you should
immediately report the behavior to your supervisor or representative from our Office of
Equal Employment Opportunity (OEE0), which provides guidance on and oversight of
the complaint process. If you witness harassment or discrimination, you must act by
stopping it or reporting the behavior immediately to your supervisor or EEO
representative. In both situations, you have my assurance that I and my senior Agency
Leadership team will not tolerate any acts of reprisal. We will hold all managers
accountable for living by and promoting our zero-tolerance policy.
(U) As we undertake our work, we owe the American people nothing less than to honor
our Agency's core values: those of service, integrity, and excellence. Harassment and
discriminatory practices are incompatible with our Agency's mission and simply have no
place at CIA.
John 0. Brennan
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Message from the Director: Diversity Matters
I believe diversity is critical to the success of our mission at the CIA. We need a workforce with
a broad range of ethnic and cultural backgrounds, language expertise, and educational and life
experiences to ensure diversity of thought and to operate effectively worldwide. And we are
fortunate that our Nation offers such a tremendous variety of talented women and men�the first
requirement of a truly global intelligence service.
But hiring a diverse workforce is not enough�we will not reap the benefits of that diversity
unless we also foster a culture of inclusion. Engaged employees are not only more productive,
they also bring the full range of views, ideas, and talents of our dedicated workforce to our vital
mission.
To be sure, diversity is not only about mission. It is also about our bedrock belief as Americans
in equality of opportunity. I am committed to hiring and retaining a diverse workforce across all
Directorates and in leadership positions. I have asked the CIA's Executive Diversity and
Inclusion Council and the Center for Mission Diversity and Inclusion to complete the Agency's
first strategic plan since 2007 for this mission-critical area.
Our people are what make this Agency great. I call on every one of you to help foster a culture
of inclusion, one in which we all benefit from the skills, experiences, and viewpoints of an ever
more diverse workforce. That is how we will become an employer of choice across all
communities�and how we will continue to succeed as an Agency.
John 0. Brennan
Published: 03/12/2013
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