Six Essential Elements of a Model EEO Program
When establishing a model EEO program, an agency should incorporate into the design a structure for effective management, ac-countability and self-analysis which will ensure program success and compliance with EEO MD-715. Agency personnel programs and policies should be evaluated regularly to ascertain whether such programs have any barriers that tend to limit or restrict equita-ble opportunities for open competition in the workplace.
The six essential elements for a model EEO program, as described in EEO-MD-715, at PART A, II. A-F, and PART B, III. A-F, are as follows:
1. Demonstrated commitment from agency leadership- Post EEO Policy Statements in all offices and on bulletin boards. Demon-strate the value of EEO to the agency and employees. Seek input (e.g., using employee surveys and focus groups, discussions with employee advisory groups, etc.) regarding the workplace environment. Provide/request EEO training as needed.
2. Integration of EEO into the agency's strategic mission- Encourage regular visits from the EEO Office to your work environment. The EEO team can assist leaders with evaluating workforce demographics and trends.
3. Management and program accountability- Make clear that all managers and supervisors share responsibility with EEO program and human resources officials for the successful implementation of EEO programs.
4. Proactive prevention of unlawful discrimination- Ensure all your employees attend EEO training (NEO, SHARP, EEO for Super-visors, Reasonable Accommodations) whether or not training is mandatory.
5. Efficiency- Ensure your approach to a situation is efficient, fair and impartial. Managers should always be receptive to resolving issues at the lowest level.
6. Responsiveness and legal compliance- Ensure all final Negotiated Settlement Agreements (NSA) are monitored for compliance and timeliness.
**Don't wait for a complaint to be filed to do something! **