Agency Issues Performance and Accountability Report
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) has received an “unqualified opinion” on its 2005 financial statements, the second consecutive year in which independent auditors have performed an extensive examination of the EEOC’s financial records and reported a clean fiscal bill of health.
The audit report is a focus of the EEOC’s Performance and Accountability Report (PAR) which the agency has released for Fiscal Year 2005, which ended on September 30. The auditors’ judgment signifies that they have performed an extensive examination of the EEOC’s financial records and have no reservations regarding the accuracy and fairness of its presentation, as well as the application of generally accepted accounting principles.
The PAR, which is required by the Office of Management and Budget for most federal agencies, highlights the EEOC’s efforts to be more customer-centered and results-oriented in accordance with the President’s Management Agenda. The full text of the PAR is available on the agency’s web site at www.eeoc.gov.
“We continued to pursue organizational excellence in FY 2005 through our model workplace efforts and implementation of the President’s Management Agenda,” said EEOC Chair Cari M. Dominguez. “We strove to set and implement the highest quality standards for equal employment opportunity, customer service, internal efficiency, and fiscal responsibility.”
The EEOC is required to prepare and submit audited financial statements by the Accountability of Tax Dollars Act of 2002, which was signed into law by President Bush on November 7, 2002. Additionally, the Improved Financial Performance component of the President’s Management Agenda also requires federal agencies to obtain and sustain clean audit opinions in their financial statements.
Jeffrey A. Smith, the agency’s chief financial officer, said, “The independent auditors’ ‘unqualified opinion’ on the EEOC’s financial statements represents another milestone in our efforts to improve the financial management of the agency. In FY 2006, guided by an examination and update of our Strategic Plan, the EEOC will continue its focus on accountability and results through improved performance metrics, budget planning and financial management.”
The EEOC is responsible for enforcing the nation’s laws prohibiting employment discrimination based on race, color, gender (including sexual harassment and pregnancy), religion, national origin, age, disability and retaliation. Further information about the EEOC is available on its web site atwww.eeoc.gov.
This page was last modified on December 21, 2005.
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