LETTER TO NANCY PELOSI FROM STEPHANIE L. O'SULLIVAN

• Document Type: FOIA
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 06803277
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 55
• Document Creation Date: July 11, 2023
• Document Release Date: May 2, 2022
• Case Number: F-2014-00260
• Publication Date: February 25, 2010

Approved for Release: 2022/03/31 C06803277
Central Intelligence ?kg::
Washington, D.C. 20505
25 February 2010
The Honorable Nancy Pelosi
Speaker
U.S. House of Representatives
Washington, D.C. 20510
Dear Madam Speaker:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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The Honorable Nancy Pelosi
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee ,
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, House Committee on Oversight
and Government Reform
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Michael B. Mukasey
Attorney General
Department of Justice
Washington, D.C. 20530
Dear Mr. Mukasey:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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The Honorable Michael B. Mukasey
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
Office of Personnel Management
Center for Workforce Accountability Policy
Employee Accountability Group
1900 E. Street, N.W., Suite 7H
Washington, D.C. 20415
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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Office of Personnel Management
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
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 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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Mr. Carlton M. Hadden, Director
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Peter Hoekstra
Ranking Minority Member
Permanent Select Committee
on Intelligence
U.S. House of Representatives
Washington, D.C. 20515
Dear Mr. Hoekstra:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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The Honorable Peter Hoesktra
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Daniel Inouye
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 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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The Honorable Daniel Inouye
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Norman D. Dicks
Subcommittee on Defense
Committee on Appropriations
U.S. House of Representatives
Washington, D.C. 20515
Dear Mr. Dicks:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Enclosure:
As stated
Sincerely,
(b)(3)
(b)(3)
(b)(6)
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The Honorable Norman D. Dicks
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20595
25 February 2010
The Honorable Robert Byrd
President
Pro Tempore of the Senate
United States Senate
Washington, D.C. 20510
Dear Senator Byrd:
Enclosed is the Central Intelligence Agency's Annual Report
for the Fiscal Year 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Enclosure:
As stated
Sincerely,
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The Honorable Robert Byrd
Distribution:
Original: Addressee
Copy: Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Joseph I. Lieberman
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 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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The Honorable Joseph I. Lieberman
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Edolphus Towns
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 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Enclosure:
As stated
Sincerely,
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The Honorable Edolphus Towns
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Dianne Feinstein
Chairman
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 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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The Honorable Dianne Feinstein
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Christopher S. "Kit" Bond
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 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Sincerely,
Enclosure:
As stated
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The Honorable Christopher S. "Kit" Bond
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Chairman, House Permanent Select Committee on
Intelligence
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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Central Intelligence Agency
Washington, D.C. 20505
25 February 2010
The Honorable Silvestre Reyes
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 2009 as required by the Federal Employee
Antidiscrimination and Retaliation Act of 2002.
Tab A. Executive Summary
Tab B. Annual Report
Tab C. EEOC Form 462
Tab D. Discipline and Accountability Policy
Tab E. Agency's Zero Tolerance and Harassment Policy
If you need additional information, please contact CIA's
Office of Equal Employment Opportunity at
Enclosure:
As stated
Sincerely,
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The Honorable Silvestre Reyes
Distribution:
Original: Addressee
Copy: President Pro Tempore of the Senate
Speaker of the House of Representatives
Chairman, Senate Select Committee on
Intelligence
Vice Chairman, Senate Select Committee on
Intelligence
Chairman, Senate Appropriations Subcommittee
on Defense
House Appropriations Subcommittee
on Defense
Ranking Member, House Permanent Select
Committee on Intelligence
Chairman, Senate Committee on Homeland
Security and Governmental Affairs
Chairman, House Committee on Oversight
and Government Reform
Equal Employment Opportunity Commission
Attorney General, Department of Justice
Office of Personnel Management
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US Classification/Mon USIISCIIICodewordlIFG111Dissem ControlslINonintellialeclass as appropriate)
EXECUTIVE CORRESPONDENCE ROUTING SHEET
1. Origination Office
Office of Equal Em
loyment Opportunity
2. Date
0212312010
3. FROM:
Name
Room No. and Building
Phone
(b)(3)
4. Subject
(b)(3)
No FEAR Act Annual Report for the Fiscal Years 2008 and 2009
5. Originating Office Control #
(b)(3)
5a. Response to DAC # wooing Office to Complete)
5b. DAC Control # (LI.IC Use only)
6. Justification! Summary
(Required for Immediate and Priority Actions)
Routine
Priority
X
Immediate
(b)(3)
(b)(3)
(b)(6)
7. Coordination
NOTE: All correspondence sent to D/CIA must be sent via ADD/CIA and DD/CIA
DATE IN
ROUTE TO
ACTION
(Check a Box)
NONCONCUR REASON
DATE OUT
2 3 ?010
TITLE
DAC
SIGNATURE
FEB
2 3 2010
SIGNATURE
CONCUR
FYI
EB 2 3 MC
TITLE
A TIT) /ACT l
SIGNATURE
Z ''. 29-'2 010
I ]CONCUR
FYI
(b)(3)
(b)(6)
II1Lt
Return to OEEO for Mailing
SIGNATURE
SIGNATURE
CONCUR
FYI
TITLE
SIGNATURE
SIGNATURE
CONCUR
FYI
TITLE
SIGNATURE
SIGNATURE
CONCUR
FYI
TITLE
SIGNATURE
SIGNATURE
CONCUR
Eli FYI
TITLE
SIGNATURE
SIGNATURE
CONCUR
FYI
FORM
03-u
4468
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CL BY:
CL REASON:
DECL ON:
DRY FROM:
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Central Intelligence Agency
Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002
Annual Report for the Fiscal Year 2009
Office of Equal
Employment Opportunity
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No FEAR Act's Annual Report for the Fiscal Years 2009 and 2008
Executive Summary
The No FEAR Act, signed by President George W. Bush on 15 May 2002, is intended to
reduce the incidence of workplace discrimination within the Federal Government by making
agencies and departments more accountable for their actions. Section 203 of the No FEAR Act
specifically requires, not later than 180 days after the end of each fiscal year, each Federal
agency to submit to the Speaker of the House of Representatives, the President Pro Tempore of
the Senate, the Committee on Governmental Affairs of the Senate, the Committee on
Government Reform of the House of Representatives, each committee of Congress with
jurisdiction relating to the agency, the Equal Employment Opportunity Commission, and the
Attorney General an annual report with specific information relating to each agency's Equal
Employment Opportunity (EEO) complaints activity. The Central Intelligence Agency (CIA or
Agency) fully endorses, and continues to comply with, the intent of the No FEAR Act and in
accordance submits its annual report for the fiscal years (FY) 2009 and 2008.
The CIA adheres to the provisions of Federal EEO laws and regulations to provide equal
opportunity in employment for all persons; to prohibit discrimination on the basis of federally-
protected categories�that is, age (40 and over), color, disability, national origin, race, religion,
sex, and reprisal for opposing employment discrimination and/or for participating in the EEO
process�and on the basis of other categories, such as sexual orientation, marital status, status as a
parent, and political affiliation as protected by Executive Order or written Agency policy; and to
promote the full realization of EEO.'
Over the last several years, the Agency has had relatively few formal complaints, which
CIA leadership believes reflects the emphasis that CIA has placed on EEO/Diversity policies and
practices. 2 The Agency had 21 formal complaints in FY 2009 and 22 in FY 2008. While formal
complaints went down slightly, contact with the EEO office was up due to a large campaign to
ensure that all officers regarded the EEO office as a useful resource. The Agency found that
early contact with OEEO allowed officers to work through issues without having to resort to
litigation. The Agency has learned that any officer troubled by an issue of unfairness related to
EEO, even if the issue is only one of perception, cannot truly be focused on his or her mission
until that issue is resolved. Thus, it becomes crucial that officers feel empowered to be agents of
change by bringing both real and perceived EEO issues to the Agency's attention without fear of
reprisal.
1 The No FEAR Act is codified in the Merit Systems Protection Act (MSPA). Pursuant to 5 U.S.C. � 2302(a) (2)
(C), the Agency is exempted from the MSPA. Nevertheless, the Agency is subject to certain provisions of law
specified in section 202 of the No Fear Act found under Section 2302(d) of the MSPA. These include the Civil
Rights Act of 1964, the Age Discrimination Act of 1967, the Fair Labor Standards Act of 1938, the Rehabilitation
Act of 1973, and all other applicable laws, rules, or regulations prohibiting discrimination on the bases of marital
status or political affiliation. The Agency, however, is not subject to section 2302(b) of the whistleblower statutes
based on its exemption.
2 Based on industry standards, less than 30 formal complaints per year is considered extremely low for any mid to
large size Federal agency.
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The Agency attributes its great statistics to the fact that the Agency has made a
commitment from the highest level of management with regard to EEO and Diversity, to include
having two senior officers overseeing these important areas. The Director of ()EEO and the
Special Assistant to the Director of CIA (DCIA) for Diversity Plans and Programs (DPP) both
report to the DCIA and serve as advisors on various senior�level boards This allows the
Agency's senior leadership to profit from expert EEO and Diversity advice, which in turn
minimizes the risk of implementing programs that are discriminatory.
The CIA consistently has taken a pro-active approach with regard to identifying and
eliminating barriers that typically lead to EEO complaints. In FY 2009 and 2008, the Agency
continued several programs that promoted workforce inclusiveness and appreciation for cultural
and individual differences. These programs included: No Fear Training, Small Stuff Matters
workshop, Micro-triggers workshop/training, Workplace Dynamics Initiative, Diversity
Leadership Working Group, Leadership Development Program, Diversity Awareness Day,
Agency Mentoring program, EEO/Diversity Strategic Planning Offsites, EEO/Diversity Focus
Groups, training for managers who supervise disabled employees, and engagement with senior
leadership by DPP and ()EEO staffs on various EEO and Diversity programs.
The Agency also believes that early intervention has played a significant role in the
Agency's EEO success. For several years the Agency has instituted a policy of "Advice Onlys."
This is an opportunity for an employee to seek advice from the OEEO staff without officially
being in the EEO process. Employees are clearly notified that "Advice Onlys" do not trigger the
official EEO process and therefore do not stop the 45 day time requirement to contact an EEO
counselor required by the Equal Employment Opportunity Commission (EEOC). Employees
must complete an "Intent to Begin Processing" form to officially enter the EEO process. The
concept of "Advice Onlys" has prompted employees to seek EEO advice sooner, which places
the employee in a better position to favorably resolve a case without it reaching the formal
complaint stage. In addition, the training that CIA provides to management has resulted in
managers seeking ()EEO guidance for issues rather than making uneducated and rash decisions.
Again, this type of interaction with management places the CIA in a better position to avoid
issues that lead to litigation. In 2009, the EEO office had 209 "Advice Onlys" compared to 2008
where the office had 169 "Advice Onlys".
For those employees who have filed a formal complaint, the CIA's EEO office has
worked hard to ensure that their complaints are handled expeditiously. In FY 2009 and 2008,
there were only two complaints that exceeded required time frames for counseling and
investigations. Those two cases were a result of having new counselors and investigators added
to the staff who were in a learning mode during that time period.
Race, sex, disability, age, and reprisal, were the leading bases for the CIA's EEO
complaints in 2009 and 2008. The Agency continues to monitor the statistics of women and
minorities and complaints in this area appear to be on a downward swing. In 2008, the Agency
had 15 claims based on sex and that decreased to 6 in 2009. For claims based on race, the
Agency went from 19 claims in 2008 down to 8 claims in 2009. Perhaps this downward swing is
a result of the Leadership Development Program that provides resources to better identify
2
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management, training, and promotional issues that face women and minorities and the
Workplace Dynamics Initiative, which is studying almost every aspect of the organization to
provide better insights to identify where women and minorities may be disengaging from
leadership and growth opportunities. The Agency is closely monitoring disability cases as they
increased from 1 claim in 2008 to 19 claims in 2009. While this is a large jump in numbers, it
really represents seven disability cases that had multiple disability claims compared to one
disability case with one claim in 2008. In reviewing the data, the Agency did not identify any
particular disability being disadvantaged or any particular issue. The Agency believes that more
awareness in this area will help train both managers and employees regarding the resources that
are available for people with qualified disabilities. The Agency is also still monitoring reprisal
cases, which appear to be in an upward trend going from 8 in FY 2008 to 28 in FY 2009. Based
on focus groups and actual cases, the Agency is finding that many officers have unsubstantiated
fears of reprisal. Although the Agency had only 22 formal cases, nine of those cases included
one or more claims of reprisal and six of the nine cases were also disability cases.
Notwithstanding this data, the Agency is still proactively trying to attack the myth that
using the EEO office leads to retribution. In 2009, the EEO office partnered with other resources
to offer a course to senior leadership showing the importance of senior leaders proactively
endorsing and encouraging resources like the EEO office that have been underutilized due to
unsubstantiated fears. Also, in 2009, the CIA EEO office held a corporate off-site with both
senior and junior officers to brainstorm about potential ideas to help eliminate myths and stigmas
commonly associated with EEO offices. As a result of that off-site, one of the ideas that CIA's
EEO office is implementing is Web EEO, an interactive internet site scheduled to be launched in
2010. Web EEO, is similar to the popular internet site Web MD, which allow users to go on-line
and get medical advice based upon the user's medical symptoms. Similarly, Web EEO would
allow users to virtually receive EEO information based upon the user's particular circumstances.
This new service would give officers the opportunity to reach out and get vital EEO information
that they may have missed due to a fear of reprisal, whether real or perceived. In addition to
these steps, the EEO office fully investigates all formal claims of reprisal ensuring to both
complainants and the Agency that when claims are substantiated they are appropriately
disciplined. To date, the Agency has not had a single finding of discrimination based upon
reprisal, or any other basis. All of these initiatives noted above are aimed at having a more
educated workforce on EEO/Diversity issues, which helps the Agency continue its success in
having no findings of discrimination.
For FY 2009 and 2008, there were no employees that were disciplined based upon a
finding of discrimination resulting from an EEO complaint. The Agency, however, does have a
Zero Tolerance Harassment policy. This policy is intended to hold employees to a higher
standard than required by law. Thus, the Agency has disciplined employees for violating its
Zero Tolerance Policy. In FY 2009 26 employees were disciplined compared to 14 employees in
FY 2008. The discipline ranged from oral warnings to removal from position. It is Agency
policy for management to consult with the EEO office on such cases to ensure equitable and
consistent treatment across the Agency.
3
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For FY 2009 and FY 2008, there were no judgments that the Agency paid as a result of a
finding of discrimination. For FY 2009 and 2008, there was one monetary settlement, a step
increase
The CIA takes seriously its responsibility to provide a workplace that is free from
discrimination and harassment and will continue to seek ways to improve in the area of EEO and
diversity.
4
(b)(3)
(b)(3)
(b)(6)
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I.
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co
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 Approved for Release: 2022/03/31 C06803277
1,-.L/1111JclUcILIVC 1./(11.4
Complaint Activity
Previous Fiscal Year Data
2004
2005
2006
2007
2008
2009
Number of Complaints Filed
14
21
12
24
22
21
Number of Complainants
14
21
11
23
22
21
Repeat Filers
0
0
1
2
0
0
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.
2004
2005
2006
2007
2008
2009
Race
10
7
2
5
19
8
Color
1
1
0
1
1
3
Religion
2
2
1
3
1
0
Reprisal
6
5
3
7
8
28
Sex
15
12
6
11
15
6
National Origin
4
1
1
4
1
7
Equal Pay Act
0
0
0
0
0
0
Age
12
5
4
4
8
6
Disability
0
1
6
7
1
19
Non-EEO
0
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.
2004
2005
2006
2007
2008
2009
Appointment/Hire
5
1
4
0
3
0
Assignment of Duties
3
4
1
9
9
10
Awards
0
1
1
2
3
7
Conversion to Full-time
0
0
0
0
0
0
Disciplinary Action
Demotion
0
0
0
0
0
0
Reprimand
7
2
1
0
0
1
Removal
0
0
0
1
0
8
Suspension
1
0
0
0
0
0
Other
0
1
0
1
0
0
Duty Hours
0
0
0
0
0
1
Evaluation Appraisal
1
2
0
3
1
2
Examination/Test
0
0
0
0
1
0
Harassment
Non-Sexual
7
4
9
7
10
11
Sexual
0
2
1
2
3
1
Medical Examination
0
0
0
0
0
3
Pay (Including Overtime)
0
0
0
1
1
0
Promotion/Non-Selection
4
7
6
8
16
6
Reassignment
Denied
0
1
1
3
1
8
Directed
0
1
0
1
1
1
Reasonable Accommodation
0
0
0
1
0
0
Reinstatement
0
0
0
0
0
0
Retirement
0
0
0
0
0
0
Termination
3
2
0
1
2
4
Terms/Conditions of Employment
11
2
0
1
0
9
Time and Attendance
0
0
0
1
0
0
Training
1
1
2
2
3
5
Other
4
3
2
0
0
0
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�
Processing Time
t-omparauve uara
..
Previous Fiscal Year Data
2004
2005
2006
2007
2008
2009
Complaints pending during fiscal year
Average number of days in
investigation stage
71
112
145
173
181
218
Average number of days in final
action stage
240
277
Complaint pending during fiscal year
where hearing was requested
Average number of days in
investigation stage
826
758
657
296
226
240
Average number of days in final
action stage
304
312
Complaint pending during fiscal year
where hearing was not requested
Average number of days in
investigation stage
259
897
396
183
198
304
Average number of days in final
action stage
49
49
Complaints Dismissed by Agency
Comparative Data
Previous Fiscal Year Data
2004
2005
2006
2007
2008
2009
Total Complaints Dismissed by Agency
8
5
4
3
3
5
Average days pending prior to
dismissal
59
31
63
.17
.
34
28
Complaints Withdrawn by
Coniplainants
Total Complaints Withdrawn by
Complainants
0
1
2
3
2
2
Pending Complaints Filed in
Previous Fiscal Years by Status
Comparative Data
Previous Fiscal Year Data
2004
2005
2006
2007
2008
2009
Total complaints from previous Fiscal
Years
12-
9
4
3
10
18
Total Complainants
10
8
4
3
10
18
Number complaints pending
Investigation
0
0
0
0
0
0
Hearing
12
7
3
3
8
13
Final Action
0
0
1
0
1
3
Appeal with EEOC Office of Federal
Operations
0
2
0
0
1
2
Comparative Data
Complaint Investigations
Previous Fiscal Year Data
2004
2005
2006
2007
2008
2009
Pending Complaints Where
Investigations Exceeds Required Time
Frames
1
4
3
0
1
2
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTIC
Approved for Release: 2022/03/31 C06803277
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30711)
AGENCY OR DEPARTMENT: Central Intelligence Agency
REPORTING PERIOD: FY 2009
PART I - PRE-COMPLAINT COUNSELING
IEEO COUNSELOR
'AL COMPLETED/ENDED COUNSELINGS
COUNSELINGS1
42
INDIVIDUALS
42
COUNSELED WITHIN 30 DAYS
8
8
2. COUNSELED WITHIN 31 TO 90 DAYS
31
31
a. COUNSELED WITHIN WRITTEN EXTENSION
PERIOD NO LONGER THAN 60 DAYS
24
24
b. COUNSELED WITHIN 90 DAYS WHERE
INDIVIDUAL PARTICIPATED IN ADR
0
0
C. COUNSELED WITHIN 31-90 DAYS THAT WERE UNTIMELY
7
7
3. COUNSELED BEYOND 90 DAYS
3
3
4. COUNSELED DUE TO REMANDS
0
0
ADR INTAKE OFFICER
B. TOTAL COMPLETED/ENDED COUNSELINGS
COUNSELING
INDIVIDUALS
0
1. COUNSELED WITHIN 30 DAYS
0
0
2. COUNSELED WITHIN 31 TO 90 DAYS
0
0
a. COUNSELED WITHIN WRITTEN EXTENSION
PERIOD NO LONGER THAN 60 DAYS
0
0
b. COUNSELED WITHIN 90 DAYS WHERE
INDIVIDUAL PARTICIPATED IN AOR
0
0
c. COUNSELED WITHIN 31-90 DAYS THAT WERE UNTIMELY
0
0
3. COUNSELED BEYOND 90 DAYS
0
0
4. COUNSELED DUE TO REMANDS
0
0
COMBINED TOTAL
C. TOTAL COMPLETED/ENDED COUNSELINGS
COUNSELINGS-
INDMDUALS
42
42
1. COUNSELED WITHIN 30 DAYS
8
8
COUNSELED WITHIN 31 TO 90 DAYS
a. COUNSELED WITHIN WRITTEN EXTENSION
PERIOD NO LONGER THAN 60 DAYS
31
24
31
24
b. COUNSELED WITHIN 90 DAYS WHERE
INDIVIDUAL PARTICIPATED IN ADR
0
0
C. COUNSELED WITHIN 31-90 DAYS THAT WERE UNTIMELY
7
7
3. COUNSELED BEYOND 90 DAYS
3
3
4. COUNSELED DUE TO REMANDS
0
0
D. COUNSELING ACTIVITIES
COLINSELINGS
INDWIDUALS
1. ON HAND AT THE BEGINNING OF THE
REPORTING PERIOD
7
7
2. INITIATED DURING THE REPORTING PERIOD
45
45
3. COMPLETED/ENDED COUNSELINGS
42
42
a. SETTLEMENTS (MONETARY AND
NON-MONETARY)
2
2
b. WITHDRAWALS/NO COMPLAINT FILED
19
19
C. COUNSELINGS COMPLETED/ENDED IN
REPORTING PERIOD THAT RESULTED
IN COMPLAINT FILINGS IN REPORTING
PERIOD
21
21
d. DECISION TO FILE COMPLAINT PENDING
AT THE END OF THE REPORTING PERIOD
0
0
4. COUNSELINGS PENDING AT THE END OF THE
REPORTING PERIOD
10
10
I. EEOC FORM 452 (REVISED MARCH 20091
Printed on 11/2/2009
Approved for Release: 2022/03/31 C06803277
 Approved for Release: 2022/03/31 C06803277
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
PART II - FORMAL COMPLAINT ACTIVITIES
REPORTING PERIOD: FY 2009
PART III - AGENCY RESOURCES, TRAINING, REPORTING LINE
28
21
A. COMPLAINTS ON HAND AT THE BEGINNING
OF THE REPORTING PERIOD
B. COMPLAINTS FILED
C. REMANDS (sum of fines C1+C2+C3)
Cl. REMANDS (NOT INCLUDED IN A OR B)
C.2. REMANDS (INCLUDED IN A OR B)
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
D. TOTAL COMPLAINTS (sum of lines A+B+C1)
E. COMPLAINTS IN LINE D THAT WERE NOT CONSOLIDATED
F. COMPLAINTS IN LINE E CLOSED DURING REPORT PERIOD
G. COMPLAINTS IN LINE D THAT WERE CONSOLIDATED
H. COMPLAINTS IN LINE G CLOSED DURING REPORT PERIOD
I. COMPLAINTS ON HAND AT THE END OF THE
REPORTING PERIOD (Line D - (F+H)) + ((C2 + C3) - C4)
J. INDIVIDUALS FILING COMPLAINTS
K. NUMBER OF JOINT PROCESSING UNITS FROM
CONSOLIDATION OF COMPLAINTS
(b)(3)
(b)(6)
A. AGENCY & CONTRACT RESOURCES
AGENCY
NUMBER
1. WORK FORCE
2. COUNSELOR
a. TOTAL WORK FORCE
b. PERMANENT EMPLOYEES
b. PART-TIME
C. COLLATERAL DUTY
Z,W7T-Tti
3. INVESTIGATOR
a. FULL-T1ME
b. PART-TIME
C. COLLATERAL DUTY
4. COUNSELOR/INVESTIGATOR
a. FULL-TIME
b. PART-TIME
C. COLLATERAL DUTY
B. AGENCY & CONTRACT STAFF TRAINING
COUNSELORS
AGENCY CONTRACT
INVESTIGATORS
AGENCY CONTRACT
COUNS/INVESTIG
AGENCY CONTRACT
1. NEW STAFF - TOTAL
0
0
0
0
3
0
a. STAFF RECEIVING REQUIRED
32 OR MORE HOURS
0
0
0
0
3
0
b. STAFF RECEIVING 8 OR MORE
HOURS, USUALLY GIVEN TO
EXPERIENCED STAFF
0
0
0
0
3
0
C. STAFF RECEIVING NO
TRAINING AT ALL
2. EXPERIENCED STAFF - TOTAL
0
0
0
0
0
0
0
0
0
5
0
1
a. STAFF RECEIVING REQUIRED
8 OR MORE HOURS
b. STAFF RECEIVING 32 OR
MORE HOURS, GENERALLY
GIVEN TO NEW STAFF
0
0
0
0
0
0
0
0
5
0
1
0
C. STAFF RECEIVING NO
TRAINING AT ALL
0
0
0
0
0
0
C. REPORTING LINE
1 EEO DIRECTOR'S NAME:
1a. DOES THE EEO DIRECTOR REPOR I
TO THE AGENCY HEAD?
YES
NO
X
2.
PERSON:
TITLE
IF NO, WHO DOES THE EEO DIRECTOR REPORT TO?
3. WHO IS RESPONSIBLE FOR THE DAY-TO-DAY OPERATION OF THE EEO
PROGRAM IN YOUR OFPARTMENT/AGENCY/ORGANIZATION?
PERSON: (b)(3)
TITLE: Director (b)(6)
4 WHO DOES THAT PERSON REPORT TO?
PERSON: Leon E. Panetta
TITLE: Director of CIA
EEOC FORM 462 (REVISED MARCH 2009)
P699 2
Approved for Release: 2022/03/31 C06803277
LLZ�09900 1.�/�0/ZZOZ :aseaia JOI pancuddV
I= NM I= INE 1.11 Mil NM MN MN OM ME 1.1
ANNUAL FEDERAL ECU, MPLOYMENT OPPORTUNITY
STATISTICAL REPORT Of- DISCRIMINATION COMPLAINTS
AGENCY OR DEPARTMENT: Central Intelligence Agency
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
PART IV - BASES AND ISSUES ALLEGED IN COMPLAINTS FILED
11111 =I Mil =I INN
REPORTING PERIOD: FY 2009
ISSUES OF
ALLEGED
DISCRIMINATION
A. APPOINTMENOHIRE
It ASSIONMENT OP DUTIES
C. AWARDS
D. CONVERSION TO FULL TIME
11. DISCIPLINARY ACTION
I. D11/41MON
2. REPRIMAND
1. SUSPENSION
4. REMOVAL
J.
F. DUTY HOURS
0. IIVALUATION/APPRA ISA I.
H. EXAMINATEINOPST
I. HARASSMENT
I. NONSEXUAL
2. SEXUAL
I. MEDICAL EXAMINATION
/C. PAY INCLUDINO OVERTIME
ONOTIONTION.SIELECTION
M. REASSIONMIINT
I. DENIED
2. DIRECTED
N. REASONAIII.E ACCOMMODATION
0. REINSTATEMENT
P. RETIREMENT
O. TERMINATION
R. TREMS/CONDITIONS OP EMPLOYMENT
IL TIME AND 'ATTENUANCI!
T. TRAINM(1
U. OTHER (PIN. 40441(y
4.
TOTAL ISSUES BY BASES
TOTAL COMPLAINTS FILED BY BASES
BASES OF ALLEGED DISCRIMINATION
AMER. IND/ANI
ALASKA
WOVE
0
0
0
0
0
0
0
TOTAL COMPLAINANTS BY BASES 0
EEOC FORM 462 (REVISED DECEMBER 2007) -
ASIAN .
0
1
0
1
0
0
0
0
0
0
0
0
0
1.
RACE
NAVVY UAW Mimi.
PArIPIC
ISLANDER
0
0
0
0
0
0
0
814451
AFRICAN
AMERICAN
0
0
0
0
1
0
0
0
0
2
WHITE TWO OR MORE
0
0
0
0
0
0
0
0
RAMS
COLOR
RELIGION
REPRISAL
MAIE
SEX
FEMALE
0
NATIONAL ORIGIN
HISPANIC/
0
EQUAL ,
PAY ACT
OTHER MALE PENIALE
0
0
AGE
DISABILITY
MENTAL PHYSICAL
0
0
TOTAL TOTAL
BASES COMPLAINTS
BY ISSUE BY ISSUE
TOTAL
COMPLAINANTS
BY ISSUE
PRP 3
5
2
0
7
1
6
1
0
5
1
2
0
4
3
2
1
0
0
3
6
0
3
LLZ�09900 1.�/�0/ZZOZ :aseaia JOI panaiddV
Approved for Release: 2022/03/31 C06803277
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
AGENCY OR DEPARTMENT: Central Intelligence Ager REPORTING PERIOD: FY
2009
PART V - SUMMARY OF CLOSURES BY STATUTE
A. STATUTE
16
(IF A SINGLE COMPLAINT HAS MULTIPLE STATUTES RECORD EACH ON THE APPROPRIATE LINE.)
1. TITLE VII .
2. AGE DISRIMINATION IN EMPLOYMENT ACT (ADEA)
3. REHABILITATION ACT
4. EQUAL PAY ACT (EPA)
STATUTES
THIS NUMBER MAY BE LARGER THAN THE TOTAL NUMBER OF COMPLAINTS CLOSED.
4
6
0
...
B. TOTAL BY
26
(Al+A2+A3+A4)
PART VI - SUMMARY OF CLOSURES BY CATEGORY
A. TOTAL NUMBER OF CLOSURES (1+2+3)
TOTAL
NUMBER
TOTAL
DAYS
AVERAGE
DAYS
19
6439
338.89
1. WITHDRAWALS
3
451
150.33
a. NON-ADR WITHDRAWALS
3
451
150.33
b. ADR WITHDRAWALS
0
0
0.00
,
2. SETTLEMENTS
8
3929
491.13
a. NON-ADR SETTLEMENTS
7
2939
419.86
b. ADR SETTLEMENTS
1
990
990.00
3. FINAL AGENCY ACTIONS (B+C)
8
2059
257.38
B. FINAL AGENCY DECISIONS WITHOUT AN ADMINISTRATIVE JUDGE DECISION (1+2+3)
7
1139
162.71
1. FINDING DISCRIMINATION
0
0
0.00
2. FINDING NO DISCRIMINATION
2
890
445.00
3. DISMISSAL OF COMPLAINTS
5
249
49.80
C. FINAL AGENCY ORDERS WITH AN ADMINISTRATIVE JUDGE (AJ) DECISION (1+2)
1
920
920.00
1. AJ DECISION FULLY IMPLEMENTED (a+b+c)
1
920
920.00
(a) FINDING DISCRIMINATION
0
0
0.00
(b) FINDING NO DISCRIMINATION
1
920
920.00
(c) DISMISSAL OF COMPLAINTS
0
0
0.00
2. AJ DECISION NOT FULLY IMPLEMENTED (a+b+c)
0
0
0.00
(a) FINDING DISCRIMINATION (i+ii+iii)
0
0
0.00
i. AGENCY APPEALED FINDING BUT NOT REMEDY
0
0
0.00
ii. AGENCY APPEALED REMEDY BUT NOT FINDING
0
0
0.00
iii. AGENCY APPEALED BOTH FINDING AND REMEDY
0
0
0.00
(b) FINDING NO DISCRIMINATION
0
0
0.00
(c) DISMISSAL OF COMPLAINTS
0
0
0.00
ORM 462 (REVISED MARCH 2009)
page 4
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Approved for Release: 2022/03/31 C06803277
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
An=NCY OR DEPARTMENT: Central Intelligence Agency REPORTING PERIOD: FY 2009
PART VI - SUMMARY OF CLOSURES BY CATEGORY (Continued)
TOTAL
NUMBER
TOTAL
DAYS
AVERAGE
DAYS
D. FINAL AGENCY MERIT DECISIONS (FAD) ISSUED (1+2+3+4)
2
120
60.00
1. COMPLAINANT REQUESTED IMMEDIATE FAD (1a+1b)
0
0
0.00
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF RECEIPT OF FAD REQUEST
0
0
0.00
b. AGENCY ISSUED FAD MORE THAN 60 DAYS BEYOND RECEIPT OF FAD REQUEST
0
0
0.00
2. COMPLAINANT DID NOT ELECT HEARING OR FAD (2a+2b)
2
120
60.00
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF END OF 30-DAY ELECTION PERIOD
1
59
59.00
b. AGENCY ISSUED FAD MORE THAN 60 DAYS BEYOND END OF 30-DAY ELECTION PERIOD
1
61
61.00
3. HEARING REQUESTED; AJ RETURNED CASE TO AGENCY FOR FAD WITHOUT AJ DECISION (3a+3b)
0
0
0.00
a. AGENCY ISSUED FAD WITHIN 60 DAYS OF RECEIPT OF AJ RETURNED CASE FOR FAD ISSUANCE
0
0
0.00
b. AGENCY ISSUED FAD MORE THAN 60 DAYS AFTER RECEIPT OF AJ RETURNED CASE FOR FAD ISSUANCE
0
0
0.00
4. FINAL AGENCY DECISION ISSUED ON A MIXED CASE (4a+4b)
0
0
0.00
a. AGENCY ISSUED FAD WITHIN 45 DAYS AFTER INVESTIGATION
0
0
0.00
b. AGENCY ISSUED FAD MORE THAN 45 DAYS AFTER INVESTIGATION
0
0
0.00
PART VII - SUMMARY OF FORMAL COMPLAINTS CLOSED BY TYPES OF BENEFITS
NUMBER
A. TOTAL COMPLAINTS CLOSED WITH BENEFITS
8
B. CLOSURES WITH MONETARY BENEFITS TO COMPLAINANT
5
1. BACK PAY/FRONT PAY
0
2. LUMP SUM PAYMENT
2
3. COMPENSATORY DAMAGES
0
ATTORNEY FEES AND COSTS
AONALLY LEFT BLANK
E. ,LOSURES WITH NON-MONETARY BENEFITS
3
F. TYPES OF BENEFITS
NUMBER OF CLOSURES
WITH MONETARY BENEFITS
1. HIRES
0
a. RETROACTIVE
0
b. NON-RETROACTIVE
0
2. PROMOTIONS
3
a. RETROACTIVE
0
b. NON-RETROACTIVE
3
3. EXPUNGEMENTS
0
4. REASSIGNMENTS
0
5. REMOVALS RESCINDED
0
a. REINSTATEMENT
0
b. VOLUNTARY RESIGNATION
0
6. ACCOMMODATIONS
0
7. TRAINING
2
8. APOLOGY
0
9. DISCIPLINARY ACTIONS
0
a. RESCINDED
0
b. MODIFIED
0
10. PERFORMANCE EVALUATION MODIFIED
1
11. LEAVE RESTORED
0
I, STEP INCREASE
2
-iNTOR PROVIDED
1
EEOC FORM 462 (REVISED MARCH 2009)
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
7.NCY OR DEPARTMENT: Central Intelligence Agency REPORTING PERIOD: FY 2009
PART VIII SUMMARY OF PENDING COMPLAINTS BY CATEGORY
A. TOTAL COMPLAINTS PENDING (SAME AS PART II Line I)
(1+2+3+4)
1. COMPLAINTS PENDING WRITTEN NOTIFICATION
(Acknowledgement Letter
2. COMPLAINTS PENDING IN INVESTIGATION
3. COMPLAINTS PENDING IN HEARINGS
4. COMPLAINTS PENDING A FINAL AGENCY ACTION
NUMBER
PENDING
NUMBER
OF DAYS
AVERAGE
DAYS
187.92
312.46
PART IX - SUMMARY OF INVESTIGATIONS COMPLETED
TOTAL
A. INVESTIGATIONS COMPLETED DURING REPORTING PERIOD (1+3)
1. INVESTIGATIONS COMPLETED BY AGENCY PERSONNEL (a+b+c)
a. INVESTIGATIONS COMPLETED IN 180 DAYS OR LESS
b. INVESTIGATIONS COMPLETED IN 181 -360 DAYS
1. TIMELY COMPLETED INVESTIGATIONS
2. UNTIMELY COMPLETED INVESTIGATIONS
c. INVESTIGATIONS COMPLETED IN 361 OR MORE DAYS
2. AGENCY INVESTIGATION COSTS
3. INVESTIGATIONS COMPLETED BY CONTRACTORS (a+b+c)
a. INVESTIGATIONS COMPLETED IN 180 DAYS OR LESS 0
b. INVESTIGATIONS COMPLETED IN 181 -360 DAYS 1
1. TIMELY COMPLETED INVESTIGATIONS 1
2. UNTIMELY COMPLETED INVESTIGATIONS
c. INVESTIGATIONS COMPLETED IN 361 OR MORE DAYS
4. CONTRACTOR INVESTIGATION COSTS
EEOC FORM 462 (REVISED MARCH 2009)
NUMBER OF DAYS PENDING
FOR OLDEST CASE
TOTAL DAYS
338
338
338
AVERAGE DAYS
357.38
359.00
0.00
308.89
302.86
330.00
509.33
338.00
0.00
338.00
338.00
0.00
page 6
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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 2009
PART X - SUMMARY OF ADR PROGRAM ACTIVITIES
A. INTENTIONALLY LEFT BLANK
B. ADR ACTIONS IN COMPLETED/ENDED COUNSELINGS
1. ADR OFFERED BY AGENCY
2. REJECTED BY COUNSELEE
3. INTENTIONALLY LEFT BLANK
4. TOTAL ACCEPTED INTO ADR PROGRAM
1 EEOC FORM 462 (REVISED MARCH 2009)
INFORMAL PHASE (PRE-COMPLAINT)
C ADR RESOURCES USED IN COMPLETED/ENDED COUNSELINGS (TOTALS)
1. INHOUSE
2. ANOTHER FEDERAL AGENCY
3. PRIVATE ORGANIZATIONS, (e.g., CONTRACTORS,
BAR ASSOCIATIONS, INDIVIDUAL VOLUNTEERS
OR COLLEGE/UNIVERSITY PERSONNEL)
4. MULTIPLE RESOURCES USED (Please specify in a comment box)
5. FEDERAL EXECUTIVE BOARD
6.
D. ADR TECHNIQUES USED IN COMPLETED/ENDED COUNSELINGS (TOTALS)
1. MEDIATION
2. SETTLEMENT CONFERENCES
3. EARLY NEUTRAL EVALUATIONS
4 FACTFI N DING
FACILITATION
6 OMBUDSMAN
7. PEER REVIEW
8. MULTIPLE TECHNIQUES USED (Please specify in a comment box)
9.
10.
11.
E. STATUS OF ADR CASES IN COMPLETED/ENDED COUNSELINGS
1. TOTAL CLOSED
a. SETTLEMENTS WITH BENEFITS (Monetary and Non-monetary)
b. NO FORMAL COMPLAINT FILED
c. COMPLAINT FILED
I. NO RESOLUTION
ii. NO ADR ATTEMPT (aka Part X.E.1.d)
DECISION TO FILE COMPLAINT PENDING AT THE END OF THE
e. REPORTING PERIOD
2. INTENTIONALLY LEFT BLANK
COUNSELINGS
42
41
1
0
COUNSELINGS
1
0
INDIVIDUALS
42
41
0
INDIVIDUALS DAYS
1 36
COUNSELINGS INDIVIDUALS DAYS
1 1 36
0 0 0
0
0
0
AVERAGE DAYS
36.00
0.00
0.00
0.00
0.00
0.00
36.00
0.00
0.00
AVERAGE DAYS
36.00
0.00
0.00
36.00
0.00
0.00
PAP 7
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II
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 2009
...4..............i...-.....:
PART XI - SUMMARY OF ADR PROGRAM ACTIVITIES
FORMAL PHASE
A. INTENTIONALLY LEFT BLANK
71C14',77-1.7 7 ',Jr-7;7,7 .7:77
B. ADR ACTIONS IN COMPLAINT CLOSURES
COMPLAINTS
COMPLAINANTS
1 ADR OFFERED BY AGENCY
2. REJECTED BY COMPLAINANT
3. INTENTIONALLY LEFT BLANK
4. TOTAL ACCEPTED INTO ADR PROGRAM
2
2
0
0
--tr--:r-'
.
2
2
C. ADR RESOURCES USED IN COMPLAINT CLOSURES (TOTALS)
2
2
1 INHOUSE
2. ANOTHER FEDERAL AGENCY
3. PRIVATE ORGANIZATIONS, (e.g., CONTRACTORS,
BAR ASSOCIATIONS, INDIVIDUAL VOLUNTEERS
OR COLLEGE/UNIVERSITY PERSONNEL)
4. MULTIPLE RESOURCES USED (Please specify in a comment box)
5. FEDERAL EXECUTIVE BOARD
6.
7.
0
0
0
0
2
2
0
0
0
0
COMPLAINTS
COMPLAINANTS
DAYS
AVERAGE DAYS
D ADR TECHNIQUES USED IN COMPLAINT CLOSURES (TOTALS)
2
2
66
33.00
1. MEDIATION
2. SETTLEMENT CONFERENCES
3. EARLY NEUTRAL EVALUATIONS
4. FACTFINDING
5. FACILITATION
6. OMBUDSMAN
7. MINI-TRIALS
8. PEER REVIEW
9. MULTIPLE TECHNIQUES USED (Please specify in a comment box)
10.
11.
12.
0
0
0
0.00
0
0
0
0.00
0
0
0
0.00
0
0
0
0.00
0
0
0
0.00
2
2
66
33.00
0
0
0
0.00
0
0
0
0.00
0
0
0
0.00
E. STATUS OF CASES IN COMPLAINT CLOSURES
COMPLAINTS
COMPLAINANTS
DAYS
AVERAGE DAYS
1. TOTAL CLOSED
a. SETTLEMENTS WITH BENEFITS 0,10.)
b. WITHDRAWAL FROM EEO PROCESS
C. NO RESOLUTION
d. NO ADR ATTEMPT
2
2
96
48.00
1
1
60
60.00
0
0
0
0.00
1
1
36
36.00
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
0
e.
f.
9.
2. NON-MONETARY (INSERT TOTALS)
1
1
a. HIRES
0
0
i. RETROACTIVE
0
0
ii. NON-RETROACTIVE
0
0
b. PROMOTIONS
1
1
I. RETROACTIVE
0
0
ii. NON-RETROACTIVE
1
1
c. EXPUNGEMENTS
0
0
d. 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.
m.
EEOC FORM 462 (ROOMED MARCH 2009)
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ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)
CY OR DEPARTMENT: Central Intelligence Agency
REPORTING PERIOD: FY 2009
PART XII - SUMMARY OF EEO ADR PROGRAM ACTIVITIES
EEO ADR TRAINING AND RESOURCES
A. BASIC EEO ADR ORIENTATION TRAINING
1. MANAGERS
2. EMPLOYEES
B. EMPLOYEES THAT CAN PARTICIPATE IN EEO ADR
C. RESOURCES THAT MANAGE ADR PROGRAM (DOES NOT
INCLUDE NEUTRALS AS REPORTED IN PARTS X. & XI.)
1. IN-HOUSE FULL TIME (40 HOURS EEO ADR ONLY)
2. IN-HOUSE PART TIME (32 HOURS EEO ADR ONLY)
3. IN-HOUSE COLLATERAL DUTY (OTHERS/NON-CONTRACT)
4. CONTRACT (ANOTHER FEDERAL AGENCY/PRIVATE ORGANIZATIONS)
(b)(3)
D. ADR FUNDING SPENT
E. ADR CONTACT INFORMATION
1. NAME OF ADR PROGRAM DIRECTOR / MANAGER
2. TITLE Ombudsman
7LEPHONE NUMBER
(b)(3)
NUMBER IN TOTAL WORKFORCE
0
0
0
0
0
CUMULATIVE TOTAL WORKFORCE TRAINED
(b)(3)
(b)(6)
4. EMAIL Not applicable
F. ADR PROGRAM INFORMATION
YES
NO
1. Does the agency require the alleged responsible management official to participate in ADR?
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 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, through September 30, 2009 are accurate and complete.
NAME AND TITLE OF EEO DIRECTOR/CERTIFYING OFFICIAL:
Director Of EEO
X
SIGNATURE OF EEO DIRECTOR/CERTIFYING OFFICIAL: (Enter PIN here to serve as your electronic signature)
DATE: 11/2/2009 TELEPHONE NUMBER:
NAME AND TITLE OF PREPARER:
(b)(3)
E-MAIL:
DATE: 11/2/2009 TELEPHONE NUMBER:
Compliance Specialist
(b)(3)
(b)(3)
E-MAIL:
This report (with the PIN entered) is due on or before November 2, 2009.
7 .ORM 462 (REVISED MARCH 2009)
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Title: AR
(U) DISCIPLINE AND ACCOUNTABILITY
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���
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THE DIRECTOR
CENTRAL INTELLIGENCE AGENCY
WASHINGTON, D.C. 20505
Statement from the Director:
Zero Tolerance for Harassment and Discrimination
The Central Intelligence Agency can only be as strong and as good as its people. This
organization, the servant of a democracy, must embody and reflect the highest values of
that democracy. CIA has zero tolerance for harassment or discrimination on the basis of
race, religion, color, sex, national origin, age, disability, sexual orientation, or status as a
parent. That is both a legal obligation and a civic duty. For me, public service in
America is inseparable from the promotion of equal opportunity.
I view the Agency's Office of Equal Employment Opportunity as a strong resource, a
reservoir of advice and expertise, in fostering the best possible work environment. Make
use of the knowledge and talent there. As always, if any employee encounters or
witnesses behavior that may cross the line into harassment or discrimination, they, too,
should contact OEEO. They can do so secure in the knowledge that the Agency�and the
law�shields them from reprisal.
I will hold managers at every level accountable for the working environment in the units
they lead. You have a right to expect that. But every Agency employee�supervisor and
non-supervisor alike�has a shared responsibility to ensure that CIA is an equitable,
harassment-free place in which to serve, grow, and excel.
We must all strive to build and sustain a workplace worthy of our mission. Our
awareness of that duty must guide�among other actions�the complete range of
management decisions, from hiring and training to assignments, promotion, and career
development. If CIA is to be at its best in safeguarding America, a difficult job in a
dangerous world, we need to get the most from all our officers. We need them to reach
their full potential.
By being true to these policies, we demonstrate the values that shape our nation and
inspire our service. They are central to our identity as an Agency and to our effectiveness
in protecting the American people.
Leon E. Panetta
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