A sworn officer in a law enforcement agency is one who has taken a solemn oath to perform duties on behalf of the public in a manner that merits the public's trust. He or she holds a commissioned position and is trained and empowered to perform a full range of law enforcement duties, including, but not limited to, preventing and suppressing crime, and investigating, apprehending and detaining individuals suspected or convicted of offenses that violate the public interest.
- Office of Justice Programs (OJP)
- Bureau of Justice Assistance (BJA)
- Bureau of Justice Statistics (BJS)
- National Institute of Justice (NIJ)
- Office for Victims of Crime (OVC)
- Office of Juvenile Justice and Delinquency Prevention (OJJDP)
- Office of Community Oriented Policing Services (COPS)
- Office on Violence Against Women (OVW)
For law enforcement agencies preparing the EEOP Report, the online system automatically accesses both types of Statistics from the relevant labor market selected by the law enforcement agency.
Community Labor Statistics from the U.S. Census Bureau show the percentage of eligible workers in each of the major job categories for state and local government agencies in a selected labor market, cross-classified by race, national origin and sex. Law enforcement agencies that have already calculated the percentages of employees in their workforces in each of the major job categories, also cross-classified by race, national origin and sex (i.e., the Workforce Analysis Chart in the EEOP Utilization Report), can then compare their workforce's demographics to those of eligible workers in the relevant labor markets. The comparison allows recipients to identify underutilization of employees in any of the eight job categories.
For the EEOP Report, law enforcement agencies break down the number of employees in the Protective Services: Sworn job category into (1) Protective Services: Sworn-Officials and (2) Protective Services: Sworn-Patrol Officers. "Sworn-Patrol Officers" represents the most common rank for commissioned officers; Sworn Officials" represents all sworn employees above the rank of patrol officer.
To compare the demographics of Protective Services: Sworn-Officials in a law enforcement agency's workforce to the relevant labor market, the EEOP Report uses Community Labor Statistics for the relevant labor market. The Community Labor Statistics include demographic information on workers in the relevant labor market who already hold positions in the Protective Services: Sworn job category.
To compare the demographics of the Protective Services: Sworn-Patrol Officers in a law enforcement agency's workforce to the relevant labor market, the EEOP Report uses civilian labor force statistics. These statistics for a selected geographic area provide information on the percentages of people in the relevant labor market, cross-classified by race, national origin and sex, who are eligible to become patrol officers based on required minimum age and educational level. Comparing the demographics of patrol officers to the civilian labor force shows, to some extent, how well patrol officers represent the pool of possible recruits.
Yes. In preparing a Workforce Analysis Chart, one of the most common errors of recipients is to calculate the percentage of workers, cross-classified by race, national origin and sex, in each job category compared to the total number of employees in the recipients' workforces. The correct calculation requires a comparison to the total number of workers in the same job category. The total number of workers in each of the major job categories represents 100 percent. The community labor statistics make a similar comparison in reporting the percentage of eligible workers, cross-classified by race, national origin and sex, in each job category in the relevant labor market. For example, if a recipient has 50 employees entered in the professional job category, representing 10 Hispanic males, 2 Asian males, 25 Black or African American females, and 13 American Indian or Alaska Native females, the online EEOP Report automatically converts these numbers to 20 percent Hispanic males, 4 percent Asian males, 50 percent Black or African American females, and 26 percent American Indian or Alaska Native females.
No. A recipient may use its AAP as a resource in preparing the EEOP Report. However, OCR will not accept a previously prepared AAP as a substitute.
Recipients should submit EEOP Utilization Reports and Certification Forms to OCR within 60 days of the grant award date. Each recipient receives an award packet, which includes its civil rights obligations and the time frame for submitting required information.
Yes. The direct recipient (named grantee) of Justice Department funds must comply with all civil rights regulations, including the EEOP requirement, even if the funding is being passed through to other agencies. All agencies who receive subawards must also satisfy EEOP requirements.
Grantmaking agencies that make subawards subject to administrative provisions of the Safe Streets Act must ensure that subrecipients comply with EEOP regulations. State-administering agencies and grantmaking agencies in local government should have established procedures for monitoring subrecipients' compliance (e.g., requiring grant applicants to sign assurances that expressly state that the applicant will comply with the EEOP regulations or monitoring whether subrecipients have developed an EEOP or filed the appropriate Certification Forms with OCR). A subrecipient's failure to comply with EEOP regulations may result in OCR finding that the grantmaking agency does not comply with the same regulations.
Reporting requirements may differ depending on the funding source. If a local government agency receives an award subject to the Safe Streets Act from OVW or OJP and its components (and the agency meets other regulatory thresholds), then the recipient agency must prepare an EEOP Utilization Report that analyzes the workforce of the agency named as grantee on the official award document. For example, if BJA, an OJP component, makes a formula grant to a county, then the county should include an analysis of the entire county's workforce.
If a local law enforcement agency receives a direct award from COPS, it would analyze only its own workforce in developing an EEOP Report. For example, if a sheriff's department with more than 50 employees receives a COPS Office award of more than $25,000, it must prepare an EEOP Report that analyzes just the workforce of the sheriff's department (both sworn and civilian employees). However, if either a city or a county receives a COPS Office award, both the named grantee and the funded law enforcement agency must satisfy the EEOP requirement. For instance, if a city is the named recipient of a COPS Office grant award of $25,000 or more and the police department has at least 50 employees, both the city and the police department must comply with federal EEOP regulations. They could work together to develop a single EEOP Report, but the city and police department would each still have to complete a separate utilization analysis. Alternatively, the city and the police department could develop separate EEOP Reports.
A recipient may need to reclassify some jobs in its workforce to correspond with the revised job categories used in the 2000 Census. For example, to reclassify jobs that were previously classified as para-professional, a category that no longer exists, or to reclassify jobs previously designated as simply protective services (instead of the new categories of Protective Services Sworn and Protective Services Non-Sworn), use the job classifications listed on the U.S. Census Bureau's website. To access information from the website, locate the third line from the top and click on "State and Local Occupation Groups." The link will lead to the file "Occupational Crosswalk" to State and Local Government Job Categories." Scroll down to find job titles listed in the Category Title table, and locate for each the corresponding number to one of the eight job categories in the 2000 Census (i.e., one (1) for Officials and Managers, two (2) for Professionals, etc.)