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
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)