3 What is MD-715?Policy Guidance and standards from the EEOC for federal agencies to establish and maintain effective affirmative employment programs under Title VII and the Rehabilitation Act
4 Goals of MD-715 Develop and Maintain a Model EEO Program Provide Equal Opportunities (Barrier Free Workplace)
5 The Model EEO Program“Attainment of a model EEO program at an agency will provide the infrastructure necessary for the agency to achieve the ultimate goal of a discrimination free work environment characterized by an atmosphere of inclusion and free and open competition for employment opportunities.” MD-715 Guidance
6 SIX ESSENTIAL ELEMENTS of a MODEL EEO PROGRAM Demonstrates Commitment from Agency LeadershipIntegration of EEO into the Agency’s Strategic MissionManagement & Program AccountabilityProactive Prevention of Unlawful DiscriminationEfficiencyResponsiveness and Legal Compliance
7 Demonstrated commitment from agency Requires Agency leadership to make EEO a fundamental part of the culture.Issuing regular EEO policy statements – sharing commitment to a workplace free of discriminationEvaluate management’s commitment to EEODisseminate Reasonable Accommodation proceduresProvide All employees and applicants with written information on agency remedial procedures available
8 Integration of EEO into the agency’s strategic mission EEO Director reports directly to the Head of AgencyEEO Director has an effective means of informing & communicating w/ the agency headSufficient funds/resources for reasonable accommodations, complaints processing, programs and EEO training for all employeesThere is sufficient funding allocated to operate an effective overall EEO program (EEO training, reasonable accommodations, complaint processing and ADR, special emphasis programs & barrier and trends analysis, )
9 Management and program accountability Managers, supervisors , EEO/CR and HR Officials are responsible for the effective implementation and managements of the agency’s EEO ProgramExamples:Agency has a disciplinary policy and table of penalties that covers employees found to have committed discriminationThe Agency promptly complies with EEOC, Merit System Protection Board, Federal Labor Relations Authority, labor arbitrators and District Court ordersAgency has written reasonable accommodation procedures in place..
10 Proactive Prevention of Unlawful Discrimination Prevent unlawful discrimination by eliminating potential causes.Examples:Conduct Annual Self-AssessmentBarriers identification that may be impeding the realization of EEO and eliminationUtilizing Alternative Dispute Resolution (ADR) in the EEO complaint process and supervisors and managers cooperatively participate in the process
11 EFFICIENCYEffective program evaluation and dispute resolution systems are in placeAgency conducts the analyses required by MD-715Management and staff trained in ADRThe EEO Office monitors and ensures all counselors and investigators whether full-time, contract or collateral receive the required training in accordance with EEO Management Directive (MD)110Find Best Practices & establish BenchmarksClear and separate Investigative and Adjudicatory functions in Complaints process
12 Responsiveness and Legal Compliance Timely Compliance :On EEOC OrdersCompletion of Corrective ActionsSubmission of compliance documentsLegal compliance with related Laws , E.O. and Regulations
13 BIG’s OPPORTUNITY in AGENCY SELF-ASSESSMENT Conducted Annually Identify areas where barriers may operate to exclude certain groups (Blacks in particular) Collaborate with other advocacy groups to monitor progress
14 Agency Self-assessment Actions for BIG Submit MD-715 Part G self-assessment checklistRequest from EEO/CR Briefing on MD-715 Report & Workforce Profiles (statistical data & information)Review of Agency policies, practices, and procedures and submission of recommendations
15 Vital Workforce Data/Info to Have Total Workforce Breakdown compared to the National Labor ForceData by race/gender/disability/ethnic group/gradeAgency major occupational groupingsHiring/Separation and Applicant DataComplaint DataPromotion and Award DataGeneral and Targeted Disability DataBreakdown of Position Types: Professional, Administrative, Technical, Management, Senior Level
16 Key Resources for BIG Chapters Last 3 years of MD-715 ReportsLast 3 years of 462 ReportsEEOC Annual ReportOPM Occupational HandbookAll Agency policy and regulations such as: Merit Promotion, Hiring and Selections, Career Development/Training, Awards, Discipline, etc. relevant to your membership
18 Purpose of 462 ReportData is collected from each federal agency in the Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints.EEOC’s Office of Federal Operations (OFO) produces an Annual Report on the Federal Workforce that includes, among other data, information on federal equal employment opportunity complaints and ADR activities.
19 What the 462 Report Provides for BIG Chapters Provides Data on Informal, Formal and ADR ProcessesProvides Info on Complaint Staff and Reporting AuthorityProvides Breakdown of Issues and Basis of Complaints FiledProvides Complaint Closure , Settlement and Discrimination Finding InfoProvides Complaint Timeliness Data
20 Questions?Lori J. BledsoeManager, Affirmative Employment and Diversity ManagementOffice of Equal Employment Opportunity and DiversityPension Benefit Guaranty Corporation(202) Ext. 3345(202) Ext (Main Office)(202) (Fax)"Every job is a self-portrait of the person who did it. Autograph your work with excellence." Unknown
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