Coast Guard: Civil Rights Directorate Can Enhance Workforce Restructuring Efforts

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A letter report issued by the Government Accountability Office with an abstract that begins "The United States Coast Guard's (USCG) Civil Rights Directorate's (CRD) principal functions are to provide Equal Opportunity (EO) services to its approximately 50,000 active duty military, and Equal Employment Opportunity (EEO) services to its 8,000 civilian employees. We reported in April 2010 that CRD had taken action to help resolve its management challenges, such as dissatisfaction among USCG personnel and to improve its civil rights program, primarily guided by recommendations resulting from a 2009 Booz Allen Hamilton (BAH) study that CRD commissioned. Among these recommendations were ... continued below

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United States. Government Accountability Office. July 18, 2011.

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Description

A letter report issued by the Government Accountability Office with an abstract that begins "The United States Coast Guard's (USCG) Civil Rights Directorate's (CRD) principal functions are to provide Equal Opportunity (EO) services to its approximately 50,000 active duty military, and Equal Employment Opportunity (EEO) services to its 8,000 civilian employees. We reported in April 2010 that CRD had taken action to help resolve its management challenges, such as dissatisfaction among USCG personnel and to improve its civil rights program, primarily guided by recommendations resulting from a 2009 Booz Allen Hamilton (BAH) study that CRD commissioned. Among these recommendations were that CRD centralize its organizational structure and institute a full-time equal employment workforce, which BAH expected would help significantly enhance program components, such as organizational cohesion. According to CRD officials, they implemented these recommendations in July 2009, and at the time of our last review continued to build on the organizational restructuring. In response to BAH recommendations, in July 2009 CRD: (1) Reorganized its field operations to deliver civil rights services by specialists through a centrally managed national structure divided into three national regions headed by regional managers. Regions are further divided into 14 subordinate zones. (2) Staffed the civil rights regions and zones with full-time field Civil Rights Service Providers (CRSPs) and discontinued the use of part-time (collateral duty) personnel. (3) Established a centralized reporting structure for all CRSPs to report to three regional civil rights managers who in turn report directly to CRD headquarters, rather than the previous practice of reporting to a local command structure. CRD relies on a blended workforce of full-time military and civilian CRSPs to provide USCG personnel with EO/EEO counseling, complaint investigation/processing, and EO/EEO training. CRD uses the same discrimination complaint processing procedures for military personnel as it does for civilians, except, unlike civilian employees, military personnel do not have standing at the Equal Employment Opportunity Commission (EEOC). However, military personnel may appeal their complaints to the Department of Homeland Security. Because of the importance of the role that CRSPs have in implementing CRD's civil rights program, and congressional interest in how the current structure enables CRD to meet the needs of USGC personnel, Congress requested that we determine what CRD has done to help ensure that the reorganization of its workforce improves civil rights services. In particular, we examined workforce structure changes related to: (1) The reorganization of field operations (e.g., use of full-time staff, rather than collateral-duty staff, geographic distribution of USCG personnel, staff workload, and ratios of civil rights service providers to USCG personnel in different regions and zones where USCG personnel serve), and (2) CRSP's qualifications (i.e., work experience, educational requirements, performance standards and qualifications, and training)."

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Government Accountability Office Reports

The U.S. Government Accountability Office (GAO) is an independent, nonpartisan agency that works for the U.S. Congress investigating how the federal government spends taxpayers' money. Its goal is to increase accountability and improve the performance of the federal government. The Government Accountability Office Reports Collection consists of over 13,000 documents on a variety of topics ranging from fiscal issues to international affairs.

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  • July 18, 2011

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  • June 12, 2014, 7:50 p.m.

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United States. Government Accountability Office. Coast Guard: Civil Rights Directorate Can Enhance Workforce Restructuring Efforts, report, July 18, 2011; Washington D.C.. (digital.library.unt.edu/ark:/67531/metadc298121/: accessed September 26, 2017), University of North Texas Libraries, Digital Library, digital.library.unt.edu; crediting UNT Libraries Government Documents Department.