oversight

Survey of Effectiveness and Need for Equal Employment Opportunity Training at Department of Housing and Urban Development, Region IV

Published by the Government Accountability Office on 1977-04-25.

Below is a raw (and likely hideous) rendition of the original report. (PDF)

                           DOCUMENT RESUME
02251 - [A1392391]   (Restricted)

rSurvey of Ef ectiveness and Need for Equal Employment
Opportunity Training at Department of Housing and Urban
Development, Region IV]. B-70896. April 25, 1977. 6 pp.

Report to Bruce Nestlehutt, Acting Regional Administrator,
Department of Housing and Urban Development: Regional IV,
Atlanta, GA; by Marvin Colbs, Regional Manager, Field Operations
Div.: Regional Office (Atlanta).

Issue Area: Non-Discrimination and Equal Opportunity Programs:
    Federal Agencies' Achievement of Equal Opportunity and
    Nondiscrimination Objectives (1010); Personnel Management
    and Compensation: Training and Education Programs (304).
Contact: Field Operations Div.: Regional Office (Atlanta).
Budget Function: Education, Manpower, and Social Services:
    Training and Employment (504).
Authority: Equal Employment Opportunity Act of 1972. Executive
    Order 11478.

         A survey of Equal Employment Opportunity (EEO) training
provided at Region IV, Department of Housi.ng and Urban
Development, focused on kinds of training, selection of
paLticipants, and evaluation of results. Findings/Conclusions:
Iwo categories of training were provided: skills and
orientation. Skills training was provided for individuals
directly involved in EEO programs. Orientation courses, designed
to provide knowledge of legal and policy requirements, were
provided fcr managerial and supervisory personnel. Because
attendance was based largely on an individual's availability
rather than need, very few individuals designated for courses
actually attended them. Training needs were not coordinated or
monitored at the regional level. As a result, some principals
received extensive traini.ig while others received none. Some
supervisors did not receive EEO training, because it was not
included in their supervisory course. Training data was found to
be incomplete and inaccurate, and results of training had not
been evaluated properly at the time of the GAO study. Some
principals traveled to other training centers although courses
were available at Atlanta. Recommendations: The regional
administrator should: (1! develop procedures to identify
training needs, establish an annual schedule, and provide for
record maintenance; (2) enforce procedures for record-keeping at
local levels; (3) assess training impact; and (4) require use of
training courses within the region when feasible. (HTV)
      \..^~                    v~~CiDo   not nolre    ivnlable to pll    rrulor   ,   4



                          UNITED STATES GENERAL ACCOUNTING OFFICE
                                           REGIONAL OFFICE
                                          221 COURTLANDSIREET. N E ,t1
                                         ATLANTA, GEORGIA       30303




.   OiB-
      7096


    Mr. Bruce N*stlehutt
    Acting Regional Administrator. Regtio              IV
    Dpertmert of ousmtng and Urbae
      i.velOlpnt
    50 Sev.eth Street, N. E.
    Atlanta, Seorgia   30323
    Dear mr. ,estlehutt
          We have caqleted our survey of EEqal Emplo.-ent Opportun1ty (fEO)
    tralintn provided in the Dpmrtmrt of Housing and Urban eweulaomnt's
    Ato0n '. The surey focused n the kinds of courses offered, selection
    of paricipants and the evaluttion of EFO truintig result$.
         Although the region vwu making trtainitg ava1tlble tb EEO principals.
    mangers, supervisors and other employerl, w belleve the program can be
    strengthWt by:
          -- Bprovting eeordination and control of EEO training,
           -- dew,-¥-'ng trelable trainlrt          data, and
              -.vluatln   trlining results.
    We also believe the regioi should consider the efflfcmcy and ecoowmy of
    provdinq EE(O training within the region--rather than at tm F:,lartm nt s
    tranling centers in 'fbnwr, Colorarle and Coltmbi.a. -rvyla-n:.
    GACKtGOOlIqt

          The rned for £EE training is estebl1shed by tho FFP Act of 19q7.
    £xecu4wve Order 1147 . and the Federel Personnel Manuml. The need for
    tra'lrng employees---prtrcularly  managers, supervisors and -4vliduals
    Clroctly involved in the Etn prmjrim--was also eehastzeA In Rqtion IY's
    affirnative action plan.
           Two citeqor as of trritning--skills and orientation. wvre siven.
           EEO skills treanirng was deslgned toimprove tho skills and knowle4dg
    of FE,) principals--cuseleor   Federal Women's   Program [.,f
                                                                itnators. Spanish
    Speaking Progrva Coordinators, discriminatton   complaint tnvewstiators--d1rectly
    involved In the repiun's EEO progrlm.
       EER
       ETfl n
         n orientation
standing, and orientatit
                         erses wraert d-7t!
                           n so Fedexl aEral
                                               b1 prvde
                                               to         knledr
                                                  proyds kw
                                                           i
                                            O rn as-.-tcu1ud
                                                             l
                                                               n
latlote. peolcide . pregrm reutiremnti--to supervisors, emmne. end
                                                                     C, .ge-
                                                                 WNuWr

oteer eloeyets. FE0 orlstation was usually qtven as a pert of      wsriMat
and supevsary comres.
      In addition, tratng tn ersonrel adrlnistratitt   1s givnt to EVt
rtritcipels wht ,,ve not pr!iously reK*ivd suth training.
CaOM)INATI')N AHO U-CWTOO OF EEO
jCUtMTIiaI       MRO WQM!W,
        ldvitduals Jesltted for training dd Ht alway rwecive treI"ng
if*cause attndkeene was based larely on an indtvidt1ls  'atR4libittt     retker
than an the need for treiing. Very fw       Individials *desi itd    fi eptelfic
,conrss       the fiscal year 1976 traenmag meeds nsessot etully attend
the comes, This problem ws atttrbutd to
     -- Agqrslyv. tratini$ng-¢ ecies waleyM who tfnd to 11st
        owrses they ould ttke to take
                                   t   withct ralisttlclly Ce
        sidering the nwaber of trlinig hours t" Cam fit left VW
        ftscal y"%r.
     -- A tendency to consult trainig eourse Medlet1            before
        -- alyzino ems own strengths and wak ehses.
      -Supervisors v' qrant training req   ted ther then ca.w
       fully evaluat. tr&4 *iog Mos fr the kolt wortk eunt.
       Suprsorn i entfteId emeleyees P iag training threh am uial
trWtaiwin mneds surVy. ir selecting pwlw-ee s                     Vsors wre ilk trwte
                                                                 v,
te presr.e  a  1Istt1,    oef  rtlc1pants  and  cunse    based     se both oaluatio!al
goals and Individual       eeds.   These listtngs   me   usedl    as  the basis for the
req1enal tralliniQ     plan.  Servlis      were  also  reqw   ste     to release Mployes
from duty to atten the Pmed training.
       i~anettioe fPr training r reqireJ teo be sub lttel to the eit al
training offt.r fr review and lapMr al- but this was ota1ways deft.
Seo officers arranged their oun trlaint g throuh Civtl Service Co4wsslee
or noun p      mewnta l msuces ant this trawn" was net alwrys reported to
t regio1l t"iintq officer            review and apprael
  nlkgEE
Iet    EEO         p
     T1e regional EEO officer ws responsible for asurrng that LO 1priteials
were adequately trained fo* their d"i s. wevemr. tril nitg ee        prel
and attence wnre t alwsos reort to or aItered -y tLht        E1EO officer.

                                          2
B 7Oi~9E


     So.        rincitpas   Vreques.ted   traiwiw  for tbe0WISves. some were ooeiii*
noted by tJ &CO    officer. osfcav            trulniro n~eds weomv not coordinated or
 monttored at tbre regtleal level sao           principals received extiamty. trainipq
                                          f e-thr received oem*.
It both EEO ams persomnol admnistration while
         For exar.pli.   the ptrnmel file           for 15 E11 principals shwowe.
         -- fiwe had met received eithtr EEO v*1a*l) trainiu'q or traiupIa
            in personanl adilnistratiea. and
          -six of tOe rwmtolng 10 had not received training 1. personnel

      W weret told that snly two of the principals had ret received Elf
training and that nuet EEO pri'cipuls 'ad received tralniwq li personnel
amisistration, bust that damcu entation had not boon sutritted for Incrluasio
Iu the Persenntl file. The regional Samish-speakin, pmgr,-m coordinator
                                                        O ert atteme any
told us that two Spanish-speaking pr'ogra cerditnaters d,
tra1.ning tcause *a* didf not bolieve it was ncessary aid the ether's svper-
visor would not release his ftr training.
Troinne su.irvtsors
      Sea* swperviser did fet receive EF(' traiunip,' arlwrari1y beCause it wes
rot itcludd In a mndatory UnOt'eimr superviswry comtrso at the tip'. tky
attended. tegional officials were na* certain when the WL( svgi-nA vas
added to this course. Thty were onatle to determineie tN? muer of suervis'rrs
who had or had not tC< ved the rre stiwt nt tecause (1) rpcords ef trainirg
wome unreliatble inm(ej many eus.ployves bccame supervtors Nforo thC EMI
sealant Was included end woiy not hav& rmceivod LfEO trvinlig In ftth.r :nursrs.
Titoe lac of reliatlo data is diseusTr'i later in this rp'ort.
      Plt)'rw spua ruagors and sugp'rviscrs rmceiveti rt' tranitrr thrmufth
 Wrier coursas, the re were no eoaotrols to insure. that all ranagers and zu~r
visors raeelved at least one cournu rllc" PicltWld a sooimrt on FE.". Setletiemt
for these courses wesre not bssetf o imtlvidua)l Yne for EE, trajinit' af4A tO4
idostity of amplayets who yviceved trainri -',r thus* ne2inq It. *tes not
routinely remwrted.
                                       in oar surwy rcoris
         for thre 1l8--troth period include4d                       ,roI'*t1
                                                                        by
PlWiao               xbwd that fi ftvlovt'es eceiwavd ru- ssbJect ratter
        IV cfflcisls sti
arientation. The records did not show whether t.''se emPloveuga wtnr -alnomrs
or supovi sons      -




         V* intervled       14 sdVervibors and managers abuut their FtA trai'rkin
exprience. Seven had never rmceived EMF( trminis and seven had received it
dworla tkt past 4 yesv's.  this prahiei was recognljiAd in the reniouI' s fiscal
197% affirnmtivo action plan. and action it"FS wevr ircluIOd to
            fo1d ~;e1ttn`4 with
                            1tO aryors      %agerts
                                            c-i       a   diroctors to
            Oxplatv and qain Support for the M  C progra,
         --review  Suprvisarry traint ", for Inclusion of EEC stsbject
            iatter traflni;, and

          -conduct trPAlinQ sesstons lU each office on
            Msr-onslbttiltIes of suprvisors and Managers the dMties a&
                                                          1i the federal
           wiro4n'S Program,.
 '4FU~ VflR RUMPALE

       4iocousse rwliable training data v'rt not   tintoltmd there wasmA
 assurafce that these who nfeded t"ulnyq rpeftived
                                                        it. f.titki the regionl
 tratPlin officer nor thes vetopa LED oficer umlntaftod
          - e.emed  or received by EEO princieal$, magners VW  rparc n t detifyipq
                                                              nd         ySters.
       L wtre unsuccmisfwi In ObtainiPn    reliable training data fr.. the
  'yrrtmaht's nitoftated mlranag~ent ifffrvatton  systeap baceus It wt
 o)lPte and i-aaccvvate.
                                                                     a
                                                                    mm     om-

       Thv regijonal training officer is rtsptesible
cordf nted reqitort                                  ftr adwiststoling a
                        trainuig progrw sharite with ha usuwaysmmt
res;'ortsiblillkt ftr determinlng training weds and selecting          the
training. The regionAl EEO officer is rIepouible                sWlV*ea   for
crlncipal* a,. adequately trailnm for tbotr daties.   for assuroing that EV#

       Ths,     officials
                      told us that a major problem
Is tht lack of reliat1lp trainrng date. The viinmaryIn messqm g W) training
unrpraell, data was t'tat offices                     reasw they cited fo
                                  de not always cearInat. training "eeds
tihrowqir zhe itlonal tralninc nfflee. The regio has
Ii;tructing offices to notify O e vooianal training    drafted g9uidelines
arangod tralning ativittes. A"t ('ctaber Zl.         offce  of all laatly
                                               1976. thse g"Idellmas had
igot Sreen ssupwj.
   4 F0Rv
        ryALuAVlTftrIP4
       The region lsaed ot properly evaluated the results
                                                            of EEO trainIng pro-
vild to !r~Pqia IV "he loye   s--thbs did not knwt Its Iepact on EEO.
       The Federal Personyoel -'vAal makes aqrey heads
attng tVie results of trainir Prorw to dettmln, responsible for eval.-
t'utlin effhctively to &Ch IE                           whe"ter th..y are aetri-
                                    ageity wissiop nd attaining imapuiset
toahs. Thre uanal urges that.- at a Ptwinw-w
of                                               evelwatio,, Incid     pAelyses

                                         4
     -- the extent to which stc flc trltainig a    e or es
                                                         r'egrm
        Vpkec desi red ebcag      n e wloy-- kowledefp skills,
        at         e
                   ordiS, n    .:
                                 ltg
     -- the "tent to wbtch the trat  caones or pregraa       that
        ar prwCdd covr the smes asogre test nodl and
     ·--the Ree fa m16dltcattun lit the crreage or c ktlact of
        tes tralinin cnts or prwrw4m to met changing aency

     Departmnt lseets         reqtre that regioteal prsense s traeni-
 rwPimto1 Idteatf eeds. deivelop cees. end coadgct classes. Aare-
  .r, the are t ev Mete trewu lg and perttclpatn 1i rPatwnt-wl*i
evwleatlo.     owevear, only epqolree tel f-svaluttlo$-$todt trcttqmae.
were iad. TM regtenSl tfmsltwg officr at4 that stdentet urittees were
belopfl ln detollndtsa Mathir lstadets wore attentiwve- treasnr g the
pssibitlity for learni--but tthey de not pretidem  an habettve evalusttio
of couns content or training results.
     A eartment-wide training tvaluatton system was trplemnted duritn
our feld-weri-4vt It was tee early to assess tke systew's effictivenss
in evaluating EEO tnranitg tn helo ItV.
;ASSURtIN [GiCIEtT AMD EO

     Ve were told that about 85 rerceMt of the rgions treinine is dorwe
at the t)prtlnet's trainlg crears In Columbit   , taryttnd end ';erver., Coerado.
 e noted five tistnces where TO prlrncipals attended        "EEtrartinq at thes;
centers when the training was available within the renioto       Three Oprncipats
travled from Atlnta,.   Gergia to Celwmbmi. Maryland  to   attene    tralintin on
the effirmttve a.-tion plan d the FEPI act. A fourth pr1ncrpal wade the
trip for trainlng in EEO cemnseling. Mother principal traieled frw
Cols ia. South Carolin tor snver. folearaI for EEr couselor trullni,.
      Both courses were available In Atlanta throeu the faowssion's roienaT
traintng canter. There was apl eopportunity for ££" principals to partclnate
in th1 tratning since the cmneslin couise was offered 17 tites durtn; the
period sumreed dW    the course on the affirmtive action plan and EEO act
  s offered five ti s.
      Tie tUreurtatie cost alont for these fite rtlncltpls was abnut
 $iarOgreeter than It wvild have ben for tthe sam courss eI Atlata.
-'orevor,. only one of the eaQpyos wruld have bton entit.ed to oer dte%
C- a*llwamos NHd the triatpln%1 eon Provided I .'tlantsa.
 co clv tone.sr
         ic"S 4tlon
         Ift RetVON IV, ELE trelula was made available to EEO
 wRhaet0     . Supervison. aEd WmtFr epleye"s. Sam.. offices principals,
 GOwtrafining while othmr cnerdl ated training                arvang4d teir
 offfee. Tralnin-f was nt always reported          through tW rwe"nl      training
                                              t tte ragianal tretntg officar
 for review and approal. Litkewi,. offices die,tt
 of tralnlnq for EEO prtclpals threegh the reglonel      lwayS s*timit yeftw
                                                        EO
 prograr lacked coordinatlo* and centrel at the rogional officer. Thu the
                                                            level,
      -neither the rogna") trainring    ffOfice,   r4tno
 tained reco6~s identifyng Ltraining needd or receivedareginal FED offce nit.
 mnsgrs . and                                            by EEO principals,
                supervisors. Without reliable trainta gata thenr
 assurwac that thns who needed training received                  wa s o
                                                    it.
      The results of MEIN training
 Leon pvomerly "vBloated theforeftr ~rviedW to Region TV nopleorM had Mtst
                                      Its inpect ex EVI was Wkuson.
      We re*400snd that the vo oal 6A44P1strat r,
      -4e-keyaluwate   1ttngf
                      XiSUgPrcad       foreoffican Withis "onle
         a., deve&lop oiw pa edvrs as needed to Idewtff           IT
        who shcvld 'scelw                                 b erson
                        iEE trainieg establish an uoma) rChedtla
       for vreviding the training, end provide a systum
       adequate trainlaq ftcdsk.                        f malutsining

       -Enfocei at the local levels, systmeiic Procedure
        provide for accurate recrdiwq of all Pcrissry      uoich will
                                                       training
       with copres of rdcords bVI9g sent to the re9gioal office data
       cordi naetion prposes.                                   fo
      -Assoss the Impact of EEC training en tk# achieveowt
        W-) goas.                                           of ageacy

      -kequtre the use of EEM tviIow- courss available
                                                       within the
        mgion tidPe,*eve feasble In the intert of elel"ecy
                                                            and


     tk apmoeciate ttie cooperation mad asststamce *xtmoud
staff 4tring this surve~y.                                 to us by yewg'

                                        Slicerely you"

                                       MARVIN COLB3S
                                        14min Calbs
                                        Pationl '4" ano