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Office of Program Policy Analysis and Government Accountability

Performance Audit of the Equal Employment Opportunity Program Administered by the Department of Transportation , Report No. 12155, August 1993

  • DOT has increased its hiring of minorities and females and improved EEO contractor compliance since an audit of the Program in 1984. The Department has met its employment goals for increasing the overall percentage of minorities and females in the DOT work force and has nearly met all of its goals for increasing the representation of DOT minorities and females distributed among the eight federally recognized EEO job categories. However, DOT could not provide their methodology for their goal on the overall percentage of females to be employed. The Department as a whole and most of the districts have hired and promoted minorities and females at rates which are consistent with affirmative action policies. However, the Department has dismissed minorities and females at rates higher than non-minorities and males.
  • The Department has procedures in place to help ensure that only qualified firms are certified as Disadvantaged Business Enterprises. Although the Department has control procedures in place designed to ensure that DBE highway construction contractors do the work for which they have contracted, no such controls exist for DBE consultants who work as architects, surveyors, and engineers.

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