U.S. Army Installation Management Command Federal Agency Annual Equal Employment Opportunity Program - PowerPoint PPT Presentation

1 / 13
About This Presentation
Title:

U.S. Army Installation Management Command Federal Agency Annual Equal Employment Opportunity Program

Description:

Our Mission: Our mission is to provide the Army the installation capabilities ... directly impacts the Disabled Veterans Affirmative Action Program and Program ... – PowerPoint PPT presentation

Number of Views:245
Avg rating:3.0/5.0
Slides: 14
Provided by: WERT8
Category:

less

Transcript and Presenter's Notes

Title: U.S. Army Installation Management Command Federal Agency Annual Equal Employment Opportunity Program


1
U.S. Army Installation Management CommandFederal
Agency Annual Equal Employment Opportunity
Program Status ReportManagement Directive - 715
Report
Presented to LTG Wilson April 2008
Our Mission Our mission is to provide the Army
the installation capabilities and services to
support expeditionary operations in a time of
persistent conflict, and to provide a quality of
life for Soldiers and Families commensurate with
their service. We are the Army's home
2
  • Authority
  • Equal Employment Opportunity Management Directive
    715
  • Title VII of the Civil Rights Act of 1964
  • Section 501 of the Rehabilitation Act of 1973

3
  • Objective
  • Building a Model Equal Employment Opportunity
    Program
  • Six Essential Elements
  • Demonstrated Commitment From Agency Leadership
  • Integration of EEO into the Agencys Strategic
    Mission
  • Management and Program Accountability
  • Proactive Prevention of Unlawful Discrimination
  • Efficiency
  • Responsiveness and Legal Compliance

4
Report Components Report has 10 Parts
(A-J) Part A-F Agency Identification, Total
Employment, Agency Officials, List of
Subordinate Components, Executive Summary,
Certification Part G Checklist Determining
Posture Part H Narrative on Planned
Improvements (Based on Identified
Deficiencies) Part I Analysis of Data Tables
Identifying Triggers/Barriers Part
J Program Plan for Initiatives Individuals
w/Targeted Disabilities Requires added
Emphasis and Plan for Progress
5
FY 2007 MD 715 Report Covers 61,488 IMCOM
Civilians - Appropriated Fund Full Time/Part
Time (34,358) - Appropriated Fund Temporary
(580) - Non- Appropriated Fund (26,550) Not
Covered in Report - Local Nationals (10.5K) -
Military (2.3K)
6
  • IMCOMS FY07 MD-715 Report
  • Workforce Profile
  • Male Female
  • - IMCOM 54.2 45.8
  • - Civilian Labor Force 53.2 46.8
  • Civilian Employees with Disabilities
  • Number Percentage
  • - Targeted Disability 370
    .6
  • Federal Government High 2.16

Targeted Disabilities
7
Civilian Employee Demographics
IMCOM 47.2 NCLF 72.7
IMCOM 18.2 NCLF 10.5
IMCOM 7.1 NCLF 10.7
IMCOM 5.4 NCLF 3.6
IMCOM 20.6 NCLF 1.6
IMCOM 0.8 NCLF 0.6
IMCOM 0.7 NCLF 0.2
BLACK
TWO OR MORE
WHITE
NATIVE HAWAIIAN
AMERICAN INDIAN
ASIAN
HISPANIC
Data Source FY 2007 MD 715 Report (HQ
ACPERS/DCPDS)
NCLF National Civilian Labor Force
8
FY 2007 EEO Program Accomplishments EEO is
recognized as an integral part of IMCOMs
strategic plan and mission. EEO practitioners at
every level are engaged in providing advisory
services for the successful transition and
conversion of all non- bargaining unit employees
to the National Security Personnel System
Operations in FY 2007. IMCOM H3 (Heal, Help,
Hire) campaign and initiative directly impacts
the Disabled Veterans Affirmative Action Program
and Program for Individuals With Disabilities.
EEO was the first manpower model approved by
G-3. Results provide for 50 more requirements at
installation Garrison EEO. Outstanding
Achievement in EEO recognized by SECAR (06-07)

9
  • Statistical Anomalies
  • Overall participation rates of IMCOM employees by
    RNO and Gender is above or substantially similar
    to the NCLF with the exception of Hispanics and
    Whites.
  • The participation rate of employees identified as
    having two of more races is 20.7. This new RNO
    category conforms with Office of Management and
    Budget (OMB) Directive 15. The Armys use of MY
    BIZ for self certification is the source from
    which DCPDS extracts this data. For those
    employees whose identification is pending are
    counted as Two or More Races.
  • While the overall participation rate of IMCOM
    employees is similar to the NCLF, the
    participation rate of women in supervisory and
    leadership positions is not proportionate with
    the participation rate of women in the workforce.
    Female employees represents 45.8 of the
    workforce and only held 27 of supervisory and
    leadership positions.
  • While Black Males and Black Females
    participation rate in the workforce is 18.2,
    they represent 41.9 of the total number of
    involuntary separations. This disproportionate
    gap of 23.7 will be examined to identify and
    eliminate any potential barriers.
  • Individuals with targeted disabilities remain
    below the DA Standard of 2 and the Federal High
    of 2.16.

10
  • Potential Barriers/Deficiencies/Challenges
  • Access to data collection and analysis systems
    that permit tracking of recruitment efforts to
    identify potential barriers in accordance with MD
    715 standards. (e.g. applicant flow data,
    recruitment and retention, selection and
    referral, career development and training)
  • Ensuring DCPDS data is consistent and reliable
    for accurate analysis and reporting.
    (Interpretation, definition, institutionalized
    consensus)
  • Improve IMCOMs hiring and retention of employees
    with targeted disabilities. The participation
    rate of individuals with targeted disabilities
    (.6) is well below the federal high of 2.16.
  • To achieve total compliance in all six essential
    elements for a Model EEO Program at all levels
    throughout IMCOM.
  • Providing clear and consistent EEO products and
    services to customers.

11
  • Compliance Indicators/Posture
  • ESSENTIAL ELEMENTS PERCENT
    COMPLIANT
  • FY 04 FY 05 FY 06 FY 07
  • Demonstrated Commitment From Agency
    Leadership 68 89 95 92
  • Integration of EEO into the Agencys Strategic
    Mission 72 91 91 94
  • Management and Program Accountability 40
    70 60 95
  • Proactive Prevention of Unlawful
    Discrimination 50 80 80 100
  • Efficiency 75 69 72
    91
  • Responsiveness and Legal Compliance 94
    94 100 100

12
Way Ahead Conduct Barrier Analysis Workshop
Execute IMCOM H3 Campaign Deploy EEO Self
Assessment Tool (EEOSAT) IMCOM-Wide Improve
Installation Status Report III Ratings (C3 ?
C2) EEO/Legal Teambuilding Workshop EEO
Metrics 101 EEO Professional Development NSPS
Trend Analysis and Lessons Learned Funded at
amber
13
INSTALLATION MANAGEMENT COMMAND Sustain,
Support and Defend
Write a Comment
User Comments (0)
About PowerShow.com