Sec. 6212. Efforts to improve retention and prevent retaliation
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/bill/118/s/2226/pap/section-6212·A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
Not later than one year after the date of the enactment of this Act, the Secretary shall establish a single point of initial reporting for allegations of discrimination, bullying, and harassment that provides an initial review of the allegations and, if necessary, the ability to file multiple claims based on a single complaint. Not later than 180 days after the date of the enactment of this Act and every 2 years thereafter, the Secretary shall conduct a Department-wide survey of all Department personnel regarding harassment, discrimination, bullying, and related retaliation that includes workforce perspectives on the accessibility and effectiveness of the Bureau of Global Talent Management and Office of Civil Rights in the efforts and processes to address these issues.
Not later than 180 days after the date of the enactment of this Act, and annually thereafter, the Secretary shall conduct an annual employee satisfaction survey to assess the level of job satisfaction, work environment, and overall employee experience within the Department. The survey required under subparagraph
(A)shall include options for open-ended responses. The survey shall include questions regarding— work-life balance; compensation and benefits; career development opportunities; the performance evaluation and promotion process, including fairness and transparency; communication channels and effectiveness; leadership and management; organizational culture; awareness and effectiveness of complaint measures; accessibility and accommodations; availability of transportation to and from a work station; information technology infrastructure functionality and accessibility; the employee’s understanding of the Department’s structure, mission, and goals; alignment and relevance of work to the Department’s mission; and sense of empowerment to affect positive change. Not later than 180 days after the date of the enactment of this Act, the Secretary shall develop and implement a standardized, confidential exit survey process that includes anonymous feedback and exit interviews with employees who voluntarily separate from the Department, whether through resignation, retirement, or other means. The exit surveys conducted pursuant to subparagraph (A)shall— be designed to gather insights and feedback from departing employees regarding— their reasons for leaving, including caretaking responsibilities, career limitations for partner or spouse, and discrimination, harassment, bullying, or retaliation; their overall experience with the Department; and any suggestions for improvement; and include questions related to— the employee’s reasons for leaving; job satisfaction; work environment; professional growth opportunities; leadership effectiveness; suggestions for enhancing the Department’s performance; and if applicable, the name and industry of the employee’s future employer. The Secretary shall compile and analyze the anonymized exit survey data collected pursuant to this paragraph to identify trends, common themes, and areas needing improvement within the Department. Not later than 180 days after the date of the enactment of this Act, the Secretary shall conduct a Department-wide survey for Locally Employed Staff regarding retention, training, promotion, and other matters, including harassment, discrimination, bullying, and related retaliation, that includes workforce perspectives on the accessibility and effectiveness of complaint measures. Not later than 60 days after the conclusion of each survey conducted pursuant to this subsection, the Secretary shall make the key findings available to the Department workforce and shall submit them to the appropriate congressional committees. If there is a pending investigation of discrimination, bullying, or harassment against a superior who is responsible for rating or reviewing the complainant employee, the complainant shall be reviewed by the superior’s supervisor. This paragraph shall take effect 90 days after the date of the enactment of this Act. Any Department employee against whom an allegation of discrimination, bullying, or harassment has been made shall receive written guidance (a retaliation hold ) on the types of actions that can be considered retaliation against the complainant employee. The employee’s immediate supervisor shall also receive the retaliation hold guidance.