Title: U.S. Army Installation Management Command Federal Agency Annual Equal Employment Opportunity Program
1U.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
4Report 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
5FY 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
7Civilian 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
12Way 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
13INSTALLATION MANAGEMENT COMMAND Sustain,
Support and Defend