Legislative Program Review and Investigations Committee
Scope of Study
COMMISSION ON HUMAN RIGHTS AND OPPORTUNITIES
The Commission on Human Rights and Opportunities (CHRO), established in 1943, has several statutory requirements, including:
investigating and resolving discrimination complaints in such areas as employment, housing, public accommodations, and credit transactions;
monitoring state contracts to ensure compliance with applicable state nondiscrimination and affirmative action laws, and approving state agency affirmative action plans; and
making recommendations to the governor for removing injustices found by the commission, and reporting on its investigations, proceedings, hearings, and their outcomes.
The commission is governed by a nine-member policy making board. Five members are appointed by the governor and four by the legislature. An executive director is appointed by the board and hires staff to help carry out the commission’s daily responsibilities.
The commission has four divisions, including: Enforcement Services; Diversity, Education, and Economic Services; Administrative Services; and Legal Services. It operates four regional offices located in Hartford, Bridgeport, Norwich, and Waterbury. CHRO is authorized to fill 108 permanent, full-time positions and its General Fund expenditures for FY 98 totaled $5.3 million.
In 1998, the General Assembly passed legislation that, among other provisions: 1) changed the relationship between the board and the executive director; 2) amended some complaint processing deadlines; and 3) created seven full-time hearing officer positions in place of per-diem hearing officers.
Area of Focus
This study will examine the mission, policies, structure, and management of the commission related to the handling of illegal discrimination complaints. It will explore whether any changes are needed to make the commission a more effective and responsive organization.
Areas of Analysis
Organizational structure of the commission, including board, management and staff.
Discrimination complaint process, and effect of recent statutory changes on discrimination case processing, including revised deadlines and use of full-time hearing officers.
Management policies, procedures, and practices, including resource allocation, staff training, personnel performance evaluation, and staff complaint handling.
Commission’s agency performance monitoring mechanism, including performance indicator selection, monitoring, and evaluation processes.
Alternative models for enforcement of discrimination statutes.
Areas not included in analysis
The study will not review the contract compliance or state agency affirmative action plan responsibilities of the commission