Comment from Anonymous

Here are several substantive recommendations: 1. **Prioritize timeliness alongside case quality.** The plan emphasizes systemic enforcement and quality investigations, but many charging parties experience lengthy investigations. Consider adopting publicly reported metrics for: * Average time to initial investigator contact. * Average time to complete investigations. * Percentage of charges resolved within established target timeframes. * Age of pending investigations. *Closure rates *Types of discriminatory conduct reported, and no action taken on. 2. **Increase transparency.** The EEOC could publish more detailed performance dashboards showing: * Charge inventory by office. * Resolution times. * Mediation success rates. * Systemic investigation outcomes. * Customer satisfaction trends. Greater transparency would strengthen accountability and help identify resource needs. 3. **Improve communication with charging parties.** Many complainants report frustration over long periods without updates. Regular status notifications, estimated timelines, and clearer explanations of investigative milestones could improve confidence in the process without affecting investigative independence. 4. **Expand technological modernization.** The Strategic Plan recognizes the importance of digital services and case-management modernization. Continued investment should focus on: * Easier document submission. * Secure messaging with investigators. * Online scheduling. * Real-time status tracking for charges. * Accessibility for individuals with disabilities and limited English proficiency. ([EEOC][2]) 5. **Strengthen outreach to underserved communities.** While outreach is a major strategic goal, success should be measured not only by the number of events conducted but also by whether outreach reaches workers who historically face barriers to accessing EEOC services, including rural communities, low-wage workers, immigrant workers, and people with disabilities. 6. **Ensure consistent enforcement nationwide.** Strategic goals should emphasize consistency across field offices by promoting standardized investigative practices, training, and quality assurance so that similarly situated charging parties receive comparable treatment regardless of location. 7. **Protect institutional independence.** The EEOC's effectiveness depends on public confidence that enforcement decisions are based on the law and evidence rather than political considerations. Regardless of changes in administration, maintaining stable governance, transparent decision-making, and a fully functioning Commission supports that confidence. Recent leadership changes and periods without a quorum have highlighted the importance of institutional continuity. 8. **Use outcome-based performance measures.** Rather than focusing primarily on outputs (such as outreach events or training sessions), the EEOC could place greater emphasis on measurable outcomes, including: * Reduction in repeat violations. * Employer adoption of compliant workplace policies. * Improvements in public understanding of civil rights protections. * Successful resolution of systemic barriers to equal employment opportunity. Overall, the Strategic Plan provides a strong framework built around enforcement, education, and organizational effectiveness. Its greatest opportunity for improvement lies in translating those goals into measurable outcomes that emphasize timeliness, transparency, consistency, customer experience, and public accountability while preserving the agency's independence.