COMMISSION TO OFFER FEDERAL SECTOR EEO TRAINING

2001 Courses Available Nationwide for New and Current EEO Counselors and Investigators

WASHINGTON -- The U.S. Equal Employment Opportunity Commission (EEOC) today announced a national series of comprehensive federal sector training courses for new EEO counselors and investigators in the federal sector, as well as refresher courses for those already on the job.  The training program is part of EEOC's broader efforts to improve the federal sector complaint process by making it more efficient, expedient, and fairer for employees and agencies alike.

"EEOC is committed to providing the highest quality training to our federal sector stakeholders in order to enhance customer service and resolve disputes quickly and fairly," said Commission Chairwoman Ida L. Castro.  "Ensuring that agency counselors and investigators are adequately trained in all aspects of the EEO complaint process will help to prevent discrimination and move us closer to the goal of creating a model federal workplace."

Training sessions for new EEO counselors and investigators will last four-and-one-half days and cover wide-ranging topics, including the revised federal sector 1614 regulations, EEO laws, theories of discrimination, investigative and counseling techniques, and alternative dispute resolution.  These courses are also structured to provide participants with hands-on training in interviewing and other techniques through role-playing.  Refresher courses, lasting a single day, for current EEO counselors and investigators will cover the latest information and updates on EEO laws, regulations, policies, and procedures.

The training is consistent with the requirements of the EEOC Management Directive 110 for new counselors or investigators (32-hour training requirement) and current EEO counselors or investigators (8-hour requirement).  Courses will be conducted by Commission attorneys or administrative judges, teamed up with experienced EEO counselors or investigators.

"The 2001 training is unique because we are tapping into the available expertise government-wide to teach the courses," said Carlton M. Hadden, Director of EEOC's Office of Federal Operations.

Mr. Hadden, added, "Unlike previous training, the Commission is partnering with other federal agencies.  Therefore, not only will new counselors receive training from expert EEOC staff, they will  have the added benefit of learning about the many roles and responsibilities of an EEO counselor from qualified individuals on the front lines at sister agencies."

The importance of alternative dispute resolution (ADR) will be stressed in the training sessions, in accordance with the revised federal sector 1614 regulations, said Mr. Hadden. "EEOC is strongly encouraging agencies to take a pro-active role in adopting voluntary mediation to handle workplace disputes, which is a vital part of EEOC's overall efforts to reform and streamline the federal sector complaint process.  The training will emphasize the role of ADR in facilitating resolutions of disputes prior to formal complaints being filed."

The first training sessions in Washington, D.C., will take place for new EEO investigators on January 22, 2001, and for new EEO counselors on January, 29, 2001.  Selected cities around the country will be offering some of the training classes; these cities include Atlanta, Chicago, Kansas City (Mo.), New York, San Francisco, Boston, Dallas, Denver, Philadelphia, and Seattle. Registration information, dates and locations, and course agendas may be obtained by contacting EEOC:

   

By Phone:

   

For Registration, Sandy Rhodes, (202) 663-7071, TTY (202) 663-7114
    General Questions, Joel Kravetz, (202) 663-4529, TTY: (202) 663-4593

   

By Fax:

   

(202) 663-7014

   

By E-Mail:

   

fed.training@eeoc.gov

   

By Internet:

   

www.eeoc.gov

   

By Mail:

   

EEOC Technical Assistance Program, P.O. Box 18198,
    Washington, D.C. 20036-8198

   

EEOC enforces Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, and national origin; the Age Discrimination in Employment Act, which prohibits discrimination against individuals 40 years of age or older; sections of the Civil Rights Act of 1991; the Equal Pay Act; Title I of the Americans with Disabilities Act, which prohibits discrimination against people with disabilities in the private sector and state and local governments; and the Rehabilitation Act's prohibitions against disability discrimination in the federal government.  Further information about the Commission is available on its Web site at www.eeoc.gov.