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Title: NEW EMPLOYEE ORIENTATION


1
NEW EMPLOYEE ORIENTATION
  • Farm Service Agency
  • Office of Civil Rights

2
Office of Civil Rights Farm Service Agency U.S.
Department of Agriculture
FSA Mission Equitably serving all farmers,
ranchers, and agricultural partners by delivering
effective, efficient agricultural programs for
all Americans.
FSA EEO Policy Statement The Farm Service Agency
(FSA) is fully committed to the Federal goal of
equal opportunity in employment for all employees
and applicants regardless of race, color,
national origin, sex, religion, age, disability,
sexual orientation, marital or family status,
political beliefs, parental status, or protected
genetic information.
( FSA OCR )
3
FSA OCR Function
  • Provide overall leadership and direction in the
    development and implementation of Civil Rights
    (CR) and Equal Employment Opportunity (EEO)
    policies, programs, and procedures.
  • Scope of responsibilities extends from FSA
    Headquarters to Field Operations.

4
Organizational Structure
5
FSA OCR Directors Staff
  • Johnny R. Toles, Jr. Director
  • Jacqueline Micheli Deputy Director
  • Maria Daniels Civil Rights Analyst
  • Cleatus Robinson Management Analyst

Main Tel. (202) 401-7220 Fax (202) 401-7100
6
Office of the Director
Responsibilities
  • Lead and guide FSA OCRs five branches in
    carrying out their specialized functional areas
    (i.e., EEO, program, special emphasis or SEP).
  • Represent the Office of Civil Rights or FSAs
    civil rights interests across the board through
    participation in high-level conferences and
    meetings, both externally and within FSA.

7
Office of the Director
Responsibilities
  • Serve on the Agency Core Team responsible for
    FSAs Budget and Performance Management System
    and Strategic Plan to ensure civil rights remains
    a crosscutting management objective.
  • Produce and disseminate overarching statistical
    and analytical reports that incorporate the
    separate but coordinated functions and activities
    of its EEO, program, and SEP staff.

8
Office of the Director
Responsibilities
  • Produce mandated and ad hoc reports that cover
    civil rights/EEO efforts, activities, and
    accomplishments Agency-wide.
  • Ensure the effective functioning of FSA OCR
    through administrative oversight of
  • Fiscal year budget allotment/expenditures
  • Division procurement
  • Special projects

9
Equal Employment Opportunity Branch (EEOB)
10
Equal EmploymentOpportunity Branch (EEOB)
  • Philip Newby Branch Chief
  • Andrew Malloy EEO Specialist
  • Jeffrey Hayden EEO Specialist
  • Kristena Jenkins EEO Specialist

Main Tel. (202) 720-5709 Fax (202) 401-7100
11
Equal EmploymentOpportunity Branch (EEOB)
Responsibilities
  • Investigate EEO complaints timely, accurately,
    and impartially.
  • Conduct formal EEO investigations and distribute
    Reports of Investigation (ROI) within ninety (90)
    days after receiving an authorized acceptance
    letter from the USDA Office of Adjudication and
    Compliance (OAC).

Formerly USDA Office of Civil Rights
12
Equal EmploymentOpportunity Branch (EEOB)
Responsibilities
  • Track, prepare, report, and distribute FSAs
    Quarterly No Fear Act Reports and FSAs Annual
    462 and MD-715 Reports.
  • Conduct formal EEO Alternative Dispute Resolution
    (ADR) and ensure the enforcement of settlements
    and compliance agreements anytime during the EEO
    Formal Complaint Stage.

13
Equal EmploymentOpportunity Branch (EEOB)
Responsibilities
  • Provide managers with workforce analysis briefing
    and recommendations on innovative ways to create
    diversity in the workplace.
  • Recommend innovative staffing methods e.g.,
    internships, details, developmental assignments,
    and mentoring programs to recruit, train, and
    retain a top-quality workforce reflective of the
    geographical civilian labor force (CLF)
    population.

14
Equal EmploymentOpportunity Branch (EEOB)
Responsibilities
  • Serve as advisors to FSA managerial staff,
    providing advice on Civil Rights laws, statutes,
    directives, executive orders, as well as
    personnel policies, procedures, and practices
    that impact Civil Rights regulations.
  • Administer Special Emphasis Programs (SEP) for
    the DC Headquarters area.

15
Equal EmploymentOpportunity Branch (EEOB)
Responsibilities
  • Provide input into written policies, conduct
    annual reviews of policies, and ensure proper
    updates and posting of the Farm Service Agency
    Administrators EEO Policy Statements.
  • Develop, administer, and monitor FSAs Annual EEO
    Civil Rights Training via USDAs web-based
    AgLearn.

16
Equal EmploymentOpportunity Branch (EEOB)
Responsibilities
  • Conduct an EEO/EO Human Relations Institute,
    providing training for EEO specialists, EEO
    managers, and FSA employees (Federal and
    non-Federal employees), using the Desire Learning
    Objectives (DLO) to cover all aspects of EEO/EO
    programs laws, statutes, executive orders, and
    directives.

17
Equal EmploymentOpportunity Branch (EEOB)
Internal EEO Complaint Processing Procedures
Federal Employees
  • 29 CFR Part 1614
  • Management Directive 110

18
Equal EmploymentOpportunity Branch (EEOB)
MD-110
  • What is EEOC Management Directive 110?
  • Guidance issued by the EEOC and is effective
    November 9, 1999. EEOC amended 29 C.F.R. Part
    1614 to improve the federal sector EEO process.
    This guidance describes in detail the procedures
    that must be followed when processing complaints
    of discrimination filed by federal employees and
    applicants for federal employment alleging
    employment discrimination under the amended 1614
    regulations.

19
EEO Counseling and Mediation Branch (CMB)
  • Informal EEO Complaint
  • (Pre-complaint) Program

20
Washington DC Staff
EEO Counseling andMediation Branch (CMB)
  • Branch Chief
  • Darlene Smith EEO Counselor
  • Mark Newsom EEO Assistant

Main Tel. (202) 720-8826 Fax (202) 401-7103

21
FSA EEO Counselors
EEO Counseling andMediation Branch (CMB)
  • Claude McKenzie Gloria Scurry
  • 706-546-2303
    720-544-2900
  • Gregory Ferby Rene Rodriguez
  • 315-477-6310 530-792-5544
  • Wanda Wilson Michael Sherman
  • 859-224-7665 816-926-3487
  • Darlene Smith 202-401-7177

EEO Counselors Map on next page
22
FSA Counseling Servicing Areas
Darlene Smith
Greg Ferby
Claude McKenzie
Wanda Wilson
Mike Sherman
Rene Rodriguez
Gloria Scurry
23
EEO Counseling andMediation Branch (CMB)
Services
  • EEO Counseling and Alternative Dispute Resolution
    (ADR)
  • Training on EEO Complaint Program
  • Guidance and Direction on EEO Complaint Program
  • Contact on All Informal EEO Complaints
  • (Pre-complaints) Filed Against FSA.

24
How do we achieve our mission?
EEO Counseling andMediation Branch (CMB)
  • Traditional EEO
  • Counseling
  • Alternative Dispute
  • Resolution (ADR)

25
EEO Counseling andMediation Branch (CMB)
Federal Laws Prohibiting Employment Discrimination
  • Title VII of the Civil Rights Act of 1964 (Title
    VII), as amended by the EEO Act of 1972, which
    prohibits employment discrimination based on
  • Sex
  • National Origin, or
  • Reprisal
  • Race
  • Color
  • Religion

26
EEO Counseling andMediation Branch (CMB)
Federal Laws Prohibiting Employment
Discrimination, contd
  • Equal Pay Act of 1963 (EPA), which protects men
    and women who perform substantially equal work in
    the same area from sex-based wage discrimination.
  • Age Discrimination in Employment Act of 1967
    (ADEA), which protects individuals who are 40
    years of age or older.
  • Rehabilitation Act of 1973, which prohibits
    discrimination against qualified individuals with
    physical or mental disabilities who work in the
    Federal government.

27
EEO Counseling andMediation Branch (CMB)
Employees Have the Right to
  • A working environment that is free of
    discrimination
  • File an EEO complaint
  • Anonymity in the Informal EEO complaint process

28
EEO Counseling andMediation Branch (CMB)
What is Discrimination?
  • Discrimination is defined in Civil Rights Law as
    unfavorable or unfair treatment of a person or
    class of people in comparison to others who are
    not members of the same protected class.

29
EEO Counseling andMediation Branch (CMB)
What is an EEO Complaint?
  • An EEO complaint is a claim that an Agency
    official acted or failed to act against an
    employee, former employee or applicant that
  • Adversely affects privileges, benefits, working
    conditions, or results in disparate treatment or
    has an adverse impact on employees or applicants.

30
EEO Counseling andMediation Branch (CMB)
What is an EEO Complaint? contd
  • Is based in whole or in part on a persons
    protected
  • class, which includes the following
  • Is not permitted under the law and/or USDA
    regulations ?
  • Race
  • Color
  • Religion
  • Sex
  • National Origin
  • Age (40 and over)
  • Disability (mental, physical)
  • Reprisal
  • Political Affiliation / Beliefs
  • Sexual Orientation
  • Marital Status
  • Status as a Parent
  • Genetic Information

31
EEO Counseling andMediation Branch (CMB)
How Do I File an EEO Complaint?
  • To file an EEO complaint, the individual must
    contact an EEO Counselor within 45 calendar days
    of the alleged discriminatory event.
  • NOTE
  • Contacting an EEO Counselor is the mandatory
    first step in filing an EEO complaint.
    Exceptions to the MANDATORY first step are
    allegations involving Age and/or Equal Pay Act
    violations.

32
Program Complaints Inquiry Branch (PCIB)
33
Program Complaints Inquiry Branch (PCIB)
Montgomery, AL
  • Carlton Oneal Branch Chief
  • Katherine H. Colvin Secretary
  • Program Complaints Specialists

Main Tel. (334) 279-3601 Fax (334) 279-3698
34
Program Complaints Inquiry Branch (PCIB)
Montgomery, AL
  • Program Complaints Specialists
  • ? Carnell McAlpine ? Roy C. Brown
  • ? Charles Glenn ? Elvin R. Earthly
  • ? Sharon S. Ervin ? Patricia Gates
  • ? Olan Sanders ? Richard Jones
  • ? John Smith

35
Functions
Program Complaints Inquiry Branch
(PCIB) Montgomery, AL
  • Conduct Fact-Finding Inquires (FFI) on program
    discrimination cases
  • Conduct special inquiries, misconduct inquiries,
    and OIG hotline inquiries
  • Conduct EEO and CR State Management Reviews (SMR)

36
Federally Conducted Program Complaint Process
Complaint submitted to the USDA Office of
Adjudication and Compliance (OAC)
Complaint must be filed within 180 calendar days
USDA OAC directs FSA to conduct a Fact-Finding
Inquiry (FFI) and provide an Agency Position
Statement (APS)
Complaints are processed within 180 days
of acceptance by OAC
FSA submits to OAC the APS to be included
in final complaint processing
FSA has 24 days to conduct An FFI and prepare an
APS
37
Fact-Finding Inquiries (FFIs)
Program Complaints Inquiry Branch (PCIB)
  • FSA is given 24 calendar days to provide an
    Agency Position Statement (APS) to USDAs Office
    of Adjudication and Compliance (OAC) on
    allegations of program discrimination.
  • PCIB has 17 days to conduct an FFI on each
    complaint case.

38
FFI Process
  • The Program Complaints Inquiry Branch (PCIB)

Contacts the State Executive Director (SED) and
other personnel
Prepares the Investigative Plan
39
FFI Process, continued
Prepares the Report
All USDA employees are required to cooperate in
any investigation. You are subject to
disciplinary action, up to and including removal,
if you refuse to answer or fail to respond
truthfully and fully to any of the questions, or
fail to provide other requested information to
the PCIB. Your right to invoke the protection of
the Fifth Amendment to the Constitution applies
only with respect to self-incrimination in a
criminal investigation.
- Departmental Bulletin 735-1
40
State Management Reviews (SMR)
Program Complaints Inquiry Branch (PCIB)
  • Purpose
  • To monitor and evaluate FSA programs to
  • ensure that they are administered in a
  • nondiscriminatory manner.

41
SMR Process
On-Site Review
Post-Review
Pre-Review
SMR Report to State Corrective Action Plan to
FSA/OCR Implementation Reports Closure
States Team Selections Notification Data
Analysis Service Center Selections Notification
Interview Employees Review Accessibility Review
Public Information Review Files
42
Compliance and Program Analysis Branch (CPAB)
43
Compliance and Program Analysis Branch (CPAB)
  • Brian Garner, Jr. Branch Chief
  • Doris Rudolph EO Specialist
  • Carl Holmes EO Specialist
  • Rosalie Ramirez EO Specialist
  • Carmen Fulton EO Assistant

Main Tel. (202) 401-7150, Fax (202)
401-7104
44
Responsibilities
Compliance and Program Analysis Branch (CPAB)
  • Develop, implement, and coordinate Agency
    policies and procedures to ensure compliance with
    nondiscrimination in program delivery.
  • Provide direction, assistance, and enforcement of
    Civil Rights laws and regulations in the delivery
    of all FSA programs, including outreach.

45
Functions
Compliance and Program Analysis Branch (CPAB)
  • Produce and submit to the USDA Office of
    Adjudication and Compliance (OAC) an Agency
    Position Statement (APS) for each complaint of
    program discrimination filed with USDA OAC.
  • Based on documentation from a fact-finding
    inquiry conducted by FSA OCRs Program Complaint
    Inquiry Branch (PCIB).

46
Functions
Compliance and Program Analysis Branch (CPAB)
  • Review and approve each Civil Rights Impact
    Analysis (CRIA) submitted to FSA OCR by FSA
    program areas (farm loans and farm programs).
  • A CRIA is required before issuance of any
    significant new FSA regulation.

47
Functions
Compliance and Program Analysis Branch (CPAB)
  • Partner with the Program Complaints Inquiry
    Branch (PCIB) in conducting and reporting State
    Management Reviews (SMR), and then in briefing
    top FSA management officials on the results of
    each review.

48
Functions
Compliance and Program Analysis Branch (CPAB)
  • Develop handbooks, training modules, and
    procedures for conducting civil rights compliance
    reviews and preliminary inquiries of program
    discrimination complaints.
  • Provide training as needed (e.g., State Civil
    Rights Coordinators) covering the above.

49
Functions
Compliance and Program Analysis Branch (CPAB)
  • Administer the Agencys program for processing
    complaints alleging discrimination in USDA
    Federally assisted and conducted programs, in
    accordance with Departmental regulations.
  • Provide assistance to the Field staff to augment
    the process.

50
Functions
Compliance and Program Analysis Branch (CPAB)
  • Provide liaison with external customers and
    groups and conduct civil rights-related training
    on Agency programs, services, and procedures.
  • Develop and maintain a database for complaint
    activity, resolution, and settlement.

51
Functions
Compliance and Program Analysis Branch (CPAB)
  • Represent FSA in dealing with internal and
    external organizations, individuals, members of
    underserved groups, educational institutions,
    State and local government, and other customers
    to provide program information and to secure
    cooperation in the implementation and delivery of
    FSA programs.

52
Compliance and Program Analysis Branch (CPAB)
  • Civil Rights Laws
  • (major laws impacting program delivery)
  • Title VI of the Civil Rights Act of 1964 (Title
    VI), which prohibits discrimination in any
    program or activity receiving Federal financial
    assistance based on
  • Race
  • Color, or
  • National Origin

53
Compliance and Program Analysis Branch (CPAB)
  • Civil Rights Laws, contd
  • Section 504, Rehabilitation Act of 1973, which
    prohibits discrimination against an otherwise
    qualified disabled individualsolely by reason of
    disabilityin employment, programs, or activities
    receiving Federal financial assistance or which
    are Federally conducted.

54
Compliance and Program Analysis Branch (CPAB)
  • Civil Rights Laws, contd
  • Equal Credit Opportunity Act (ECOA), which
    prohibits discrimination against an applicant
    regarding any aspect of a credit transaction.
  • Age Discrimination Act of 1975, which prohibits
    discrimination based on age in the delivery of
    programs and services.

55
Kansas City EEO Civil Rights Office
56
Kansas City EEO and Civil Rights Staff
  • Edith Stovall Staff Officer
  • Teresa Jones EEO Specialist
  • Janet Head EEO Specialist
  • Marsha Young EEO Specialist
  • Michelle Cain EEO Assistant

Main Tel. (816) 926-6701 Fax (816)
823-1811
57
Kansas City EEO and Civil Rights Staff
  • The KC Field Office EEO/CR Staff serves as an
    Agency technical authority on EEO initiatives and
    compliance in performing an extensive range of
    EEO functions related to
  • ? Sec. 717 of Title VII employment programs
  • ? Sec. 501 of the Rehabilitation Act

58
Kansas City EEO and Civil Rights Staff
  • Title VII Section 717
  • Make all personnel actions free from
    discrimination based on race, color, religion,
    sex or national origin
  • Maintain an affirmative action program of equal
    employment opportunity for all employees and
    applicants
  • Submit an annual plan or updates to EEOC for
    approval

59
Kansas City EEO and Civil Rights Staff
  • Rehabilitation Act Section 501
  • Make all personnel actions free from
    discrimination based on disability
  • Maintain an affirmative action program plan for
    the hiring, placement, and advancement of people
    with disabilities
  • Submit an annual plan and/or updates to EEOC for
    approval

60
Kansas City EEO and Civil Rights Staff
  • The KC EEO/CR Staff is involved with Agency-wide
    research, analysis, and compliance and also
    provides advice, guidance, and assistance on the
    implementation and management of EEO programs.
  • The Staff is actively involved in developing EEO
    standard operating procedures, handbooks,
    policies, and procedures.

61
Kansas City EEO and Civil Rights Staff
  • EEO laws, regulations, directives, and
    legislation require proactive EEO functions to be
    provided as a means of guidance and assistance in
    implementing and/or maintaining a Model EEO
    program that ensures a workplace conducive to
  • ? diversity, reasonable accommodation,
    fairness, and equal treatment for all
    internal and external customers.

62
Kansas City EEO and Civil Rights Staff
  • Staff Functions
  • Administers EEOC Management Directive 715
    (MD-715) involving
  • Monitoring and reporting
  • Barrier analysis
  • Goal setting, and
  • Monitoring compliance and accountability

63
Kansas City EEO and Civil Rights Staff
  • MD-715
  • The policy guidance by the Equal Employment
    Opportunity Commission (EEOC) as directives for
    federal agencies to follow in establishing and
    maintaining a Model Equal Employment (EEO)
    Program.
  • This directive was established for management,
    Civil Rights, and Human Resources to collaborate
    proactively in managing human capital by ensuring
    equity and limiting EEO liabilities.

64
Kansas City EEO and Civil Rights Staff
  • Staff Functions, continued
  • Collaborates with top management and the Office
    of Human Resources (OHR) on initiatives
    established via
  • Diversity
  • Federal Equal Opportunity Recruitment Plans
    (FEORP)

65
Kansas City EEO and Civil Rights Staff
  • Staff Functions, continued
  • Monitors and reports on
  • Reasonable Accommodation via MD-715
  • Section 501 of the Rehabilitation Act
  • Conducts Civil Rights Impact Analysis
  • (Title VIIEmployment)

66
Kansas City EEO and Civil Rights Staff
  • Staff Functions, continued
  • Actively participates in State Management Reviews
    for compliance
  • Administers Special Emphasis Programs (SEP)
  • Provides ombudsperson services in resolving local
    concerns and issues

67
Kansas City EEO and Civil Rights Staff
  • Staff Functions, continued
  • Develops and delivers training and awareness for
    EEO programs
  • MD-715
  • Special Emphasis Programs
  • Diversity
  • Section 501 of the Rehabilitation Act

68
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs (SEP)
  • Special Emphasis Programs are implemented
    pursuant to Presidential Executive Orders and
    Federal personnel programs established by the
    Office of Personnel Management (OPM)
  • to assist in the elimination of demographic group
    imbalances in targeted occupations, and
  • to enhance the achievement of workforce
    diversity.

69
Kansas City EEO and Civil Rights Staff
  • What is the Purpose of
  • Special Emphasis Programs?
  • Assist the recruitment, development, training,
    and advancement of minorities, women, and people
    with disabilities.
  • Each SEP to develop and implement objectives to
    enhance the status of their respective groups.

70
Kansas City EEO and Civil Rights Staff
  • What is the Objective of
  • Special Emphasis Programs?
  • Analyzing Agency workforce data and identifying
    barriers in the areas of recruitment, hiring,
    promotions, reasonable accommodation, and
    retention affecting the full representation of
    protected groups.

71
Kansas City EEO and Civil Rights Staff
  • What is the Objective of
  • Special Emphasis Programs? Contd
  • Compiling, developing, and disseminating
    information and documents for managers,
    supervisors, and employees to provide knowledge
    and sensitivity in all facts or issues affecting
    the full representation of protected groups.

72
Kansas City EEO and Civil Rights Staff
  • What is the Objective of
  • Special Emphasis Programs? Contd
  • Developing and conducting programs such as
    training, workshops, conferences, job fairs, and
    commemorative observances to provide awareness,
    sensitivity, and understanding of the special
    issues affecting employment of the protected
    groups.

73
Kansas City EEO and Civil Rights Staff
Special Emphasis Programs
Six Programs required by Executive Order or
Departmental Regulation
  • African American Program
  • Asian American/Pacific Islander Program
  • Hispanic Program
  • American Indian/Alaskan Native Program
  • People with Disabilities Program
  • Federal Womens Program

74
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • African American Program
  • This program was strengthened through Executive
    Order 11478, Equal Employment Opportunity in the
    Federal Government, which established the Equal
    Employment Opportunity Program.
  • It is the policy of the Federal government to
    provide equal opportunity in employment to all
    individuals regardless of race, color, religion,
    gender, national origin, disability or age.

75
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • African American Program, contd
  • The Special Emphasis Program has been
    established to increase the awareness and the
    representation of African Americans throughout
    the Agency.

76
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Asian American and Pacific Islander Program
  • On May 13, 2004, President George W. Bush signed
    Executive Order 13339 to increase economic
    opportunities for and improve the quality of life
    of approximately 14 million Asian Americans and
    Pacific Islanders (AAPIs) living in the United
    States and the U.S. and Pacific Island
    jurisdictions.

77
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Asian American / Pacific Islander Program, contd
  • This action renews a previous Executive Order,
    which established the Presidents Advisory
    Commission and a federal Interagency Working
    Group on AAPIs.

78
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Hispanic Program
  • Executive Order 13230, Educational Excellence
    for Hispanic Americans Commission, strengthens
    the Nations capacity to provide high quality
    education and increase opportunities for Hispanic
    Americans to participate in and benefit from
    Federal Education programs.
  • Executive Order 13171 was issued on October 12,
    2000 to help improve the representation of
    Hispanics in federal employment.

79
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Hispanic Program, contd
  • In September 1997, the U.S. Office of Personnel
    Management developed and called upon agencies to
    adopt a Hispanic Employment Initiative (9-Point
    Plan) to improve the representation of Hispanics
    in the Federal workforce.

80
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Native American Program
  • President George W. Bush reaffirmed the previous
    administrations Native American Program of
    Support for Tribal Colleges and Universities in
    Executive Order 13270 of July 3, 2002.

81
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Native American Program, contd
  • He reiterated the unique relationship between
    the United States and the Indian tribes and also
    acknowledged the special relationship between the
    United States and Alaskan Native entity
    universities that serve Indian tribes and Alaska
    Native entities.

82
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Native American Program, contd
  • President Bush declared that it is the policy of
    the Federal government that this Nations
    commitment to educational success and opportunity
    extends as well to the tribal colleges.
  • President Bush hopes that this order will
    fulfill a vital role in
  • Maintaining and preserving irreplaceable
    languages and cultural traditions
  • Offering a high-quality college education to
    younger students
  • Providing job training and other career-building
    programs to adults and senior citizens.

83
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • People with Disabilities Program
  • Executive Order 13078, issued on March 13, 1998,
    established the National Task Force on Employment
    of Adults with Disabilities to reduce employment
    barriers for persons with disabilities.

84
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • People with Disabilities Program, contd
  • Executive Order 13164 of July 26, 2001, promotes
    a model Federal workplace that provides
    reasonable accommodation for people with
    disabilities and those who are applying for
    Federal employment.
  • Executive Order 13187 of January 10, 2001,
    established the Presidents Disability Employment
    Partnership Board.

85
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • People with Disabilities Program, contd
  • People with disabilities can be hired through
    the traditional competitive hiring process or, if
    they qualify, noncompetitively through the use
    of excepted service appointing authorities.
  • Excepted service appointing authorities were
    developed to provide an opportunity for people
    with disabilities to show that they can do the
    job and to circumvent the attitudinal barriers of
    managers and supervisors.

86
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Womens Program
  • In 1967, Executive Order 11375 added sex to
    other prohibited forms of discrimination such as
    race, color, religion, and national origin. In
    response to this, OPM established the Federal
    Womens Program (FWP).

87
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Womens Program, contd
  • In 1969, Executive Order 11478 integrated the
    FWP into the Equal Employment Opportunity (EEO)
    Program and placed the FWP under the direction of
    the EEO for each agency.

88
Kansas City EEO and Civil Rights Staff
  • Special Emphasis Programs
  • Womens Program, contd
  • OPM regulations implementing Public Law 92-261
    require that Federal agencies designate a FWP
    Manager to advise the Director of EEO on matters
    affecting the employment and advancement of
    women. This law also requires that Federal
    agencies allocate sufficient resources for their
    Federal Womens Programs.

89
Kansas City EEO and Civil Rights Staff
  • Staff Functions, continued
  • Appraises personnel operations at regular
    interval to assure their conformity with EEO
    programs in accordance with MD-715 and 29 CFR
    1614
  • Conducts environmental assessments via employee
    surveys
  • Conducts assessments based on employee exit
    interviews

90
Kansas City EEO and Civil Rights Staff
  • Staff Functions, continued
  • Collects, evaluates, and analyzes statistical
    data on the status of workforce diversity and
    makes information available to senior management
    on a quarterly basis for planning purposes.
  • Participates in the development of long-range
    plans of action to achieve FSA Affirmative
    Employment (AEP) goals and objectives and
    Strategic Plan.

91
Kansas City EEO and Civil Rights Staff
  • Staff Functions, continued
  • Provides numerous profiles and reports for the
    State Management Reviews conducted by the Alabama
    Office.
  • Participates as reviewers on State Management
    Review teams.

92
Administrators Policy Statements
  • FSA Civil Rights Policy Statement
  • http//www.fsa.usda.gov/pas/civil/civil_rights.htm
  • Equal Employment Opportunity Statement
  • http//www.fsa.usda.gov/FSA/webapp?areaaboutsubj
    ectlandingtopicsao-oa-cr

93
Administrators Policy Statements, continued
  • Policy Statement on Reprisal and Retaliation
  • http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
    yonreprisalfy08.pdf
  • Policy on the Prevention of Sexual Harassment
  • http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
    yonsexualharassfy08.pdf

94
Administrators Policy Statements, continued
  • EEO and Diversity Policy Statement
  • http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
    yondiversityfy08.pdf
  • Policy Statement on Harassment
  • http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
    yonharassmentfy08.pdf

95
Administrators Policy Statements, continued
  • Civil Rights Accountability Policy and Procedures
    Statement
  • http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
    yonaccountabilityfy08.pdf

96
USDA Policy Statement
  • Civil Rights Policy Statement
  • http//www.usda.gov/da/CRPolicy.htm

97
FSA OCR on the Web
  • http//www.fsa.usda.gov/FSA/webapp?areaaboutsubj
    ectlandingtopicsao-oa-cr-co

END
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