Stakeholder Consultation

Wage and Hour DivisionDepartment of Labor (DOL)

DRAFT Strategic Plan

FY 2010-2016

Draft: February 22, 2010

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Wage and Hour Division Overview

Wage and Hour Division (WHD)

– Mission: The Wage and Hour mission is to promote and

achieve compliance with labor standards to protect and enhance the welfare of the Nation's workforce.

– Leadership: Deputy Administrator Nancy J. Leppink

– Organization: 1,582 Authorized FTE in National Office and Five

Regional Offices Current FY 2010 Resources: $242.9 million

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WHD GoalsWHD supports the following Department of Labor Strategic Goals and Outcome Goals:

Strategic Goal 1: Prepare workers for good jobs and ensure fair compensation

– Outcome Goal– Increase workers’ incomes and narrow wage and income inequality.

– Outcome Goal– Secure wages and overtime.

Strategic Goal 2: Ensure workplaces are safe and healthy

– Outcome Goal– Secure safe and healthy workplaces, particularly in high-risk industries.

Strategic Goal 3: Assure fair and high quality work-life environments

– Outcome Goal― Provide workplace flexibility for family and personal care-giving.

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WHD Results We are measuring results differently.

– WHD is transitioning from the three efficiency indicators used in prior years to performance measures that reflect its emphasis on quality-driven customer service and on its strategies to change compliance levels in high-risk industries that employ the most vulnerable workers.

How will we measure success?– Conduct baseline investigation-based compliance surveys in

industries that employ vulnerable workers to determine the level of compliance with laws enforced by WHD.

– Use customer service measures that promote improved responsiveness to complainants who seek WHD services.

– Measure the timeliness of Davis-Bacon wage rates publication.

Do you believe these are the right outcomes? Do you believe these are the right measures for those

outcomes?

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WHD Strategies We are using new approaches.

– To meet the challenge of ensuring good jobs for everyone, WHD has realigned its work processes into key objectives, including:

Ensuring that the most vulnerable workers are employed in compliance with laws enforced by WHD.

Making certain that employers, including the most persistent violators, are brought into and maintain compliance with laws enforced by WHD.

Fostering a customer-oriented, quality-driven culture within WHD. Issuing prevailing wage determinations that are current and accurate. Pursuing regulatory initiatives that broadly support and advance the Secretary’s mission.

Our strategies to achieve these goals include:– Target industries in which violations are most likely to occur.– Employ resources-leveraging strategies and technologies to affect compliance with the

labor laws within WHD’s enforcement jurisdiction.– Pursue corporate-wide compliance strategies to ensure that employers take responsibility

for their compliance behavior.– Target public awareness and outreach efforts to worker populations and industries in which

workers are reluctant to report violations. – Use penalties, sanctions, the Fair Labor Standards Act hot goods provision, and similar

strategies – as appropriate – to ensure future compliance among violators and to deter violations among other employers.

– Implement revised Davis-Bacon wage survey processes to improve the quality and timeliness of wage determinations.

Do these strategies make sense to you?

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Questions

If you would like to send comments to DOL or to learn more about the DOL strategic planning

process, please visit http://www.dol.gov/strategicplan2010.