1. MANAGEMENT DIRECTIVE 715 (MD-715)
STATE OF THE AGENCY
EQUAL EMPLOYMENT OPPORTUNITY
FY 2010
PRESENTED BY:
Joseph E. Hairston
Director, Civil Rights Office
February 23, 2011

2. CONTENT Purpose of the MD-715 Elements of a Model EEO Program
FY 2010 Report Findings
FY 2010 Workforce Representation
FY 2010 Personnel Actions

3. Purpose of Management Directive 715 (MD-715)
Implement proactive provisions of Title VII of the Civil Rights Act of 1964 and the Rehabilitation Act of 1973 which mandate that federal agencies establish EEO Programs for all federal employees and applicants for employment.
MD-715 provides policy guidance and standards for establishing and maintaining effective affirmative programs of EEO and effective affirmative action programs under Section 501 of the Rehabilitation Act.
The Directive also sets forth general reporting requirements, and applies to all executive agencies and military departments.

4. What Does MD-715 Require? Develop and maintain model EEO program.
Ensure all employment decisions are free from discrimination.
Examine employment policies, procedures and practices to identify and remove barriers to equal opportunity.
Develop plans to correct identified barriers.
Report plans and progress to EEOC.

5. The Model EEO Program Six Essential Elements
Demonstrated commitment from leadership
Integration of EEO into strategic mission
Management and program accountability
Proactive prevention of discrimination
Efficiency
Responsiveness and legal compliance

6. Six Essential Elements of a Model EEO Program
1. Demonstrated commitment from agency leadership
Equal Employment opportunity must be:
Embraced by agency leadership
Communicated through the ranks from the top down
EEO principles must be made a fundamental part of the agency’s culture
Agency Head must issue annual EEO and anti-harassment policy statements and post
2. Integration of EEO into strategic mission
EEO/Civil Rights Director has regular access to agency head and senior management
EEO/Civil Rights staff is involved with, and consulted on, the management and deployment of human resources
EEO Programs have sufficient resources
Managers and employees are involved in the implementation of the agency’s Title VII and Rehabilitation Act Programs

7. Six Essential Elements of a Model EEO Program
3. Management and Program Accountability
Conduct regular internal EEO/Civil Rights program audits
Establish procedures to prevent all forms of discrimination
Evaluate managers and supervisors on efforts to ensure equality of employment opportunity
Maintain clearly defined and fair personnel policies selections and promotion procedures, evaluation procedures, rules of conduct and training systems
4. Proactive Prevention of Unlawful Discrimination
Conduct a self assessment on at least an annual basis to monitor progress and identify areas where barriers may operate to exclude certain groups
Develop strategic plans to eliminate identified barriers

8. Six Essential Elements of a Model EEO Program
5. Efficiency
Maintain an efficient, fair and impartial complaint resolution process
Establish and encourage the widespread use of alternative dispute resolution (ADR)
Maintain effective data collection systems on workforce, applicant flow and complaint tracking
6. Responsiveness and Legal Compliance
Ensure full compliance with Title VII and Rehabilitation Act, including EEOC regulation, orders, and other written instructions
Report agency program efforts and accomplishments to EEOC
Comply with final EEOC orders for corrective action and relief

9. FY2010 Report Findings
Deficiencies
Triggers
Barriers
Accomplishments

10. The Model EEO Program Six Essential Elements
There are over 120 measures on the Agency Self-Assessment check list, subdivided into six elements. Only the following measures were not met in FY 2010:
Integration of EEO into the agency’s strategic mission
Deficiency: The CRO does not report directly to the agency head.
Proactive Prevention of unlawful discrimination
Deficiency: Participation of supervisors and managers in the ADR process is not required.

11. What is a Trigger?
A statistical anomaly or trend identified through data analysis or other means.

12. What is a Barrier to EEO?
A policy, procedure, practice or condition that limits employment opportunities for members of a particular race, ethnic background, gender or because of disability.
Some barriers may be easy to identify.
Other barriers are embedded in the day-to-day procedures and practices of an agency and may appear neutral.

13. Examples of Barriers Decrease in NOAA employee population.
Low or no participation in hiring women, minorities and persons with disabilities in agency leadership positions.
Major decrease in women, minorities and person with disabilities in all major job categories.
Lack of agency leaders commitment to a diverse workforce.

14. 2010 Barriers
Barriers
1. Low participation rates of minorities in the GS-13 (or equivalent) and above.
2. Low participation rates of Hispanic Fisheries Biologists.
3. Low participation rates of individuals with targeted disabilities.
Possible Solution (s)
Begin increasing the number of females, minorities and persons with disabilities in order to reverse the current trend of low participation rates in these areas.

15. FY 2010 Workforce

16. CLF and RLF
Civilian Labor Force (CLF): Persons 16 years of age and over, except those in the armed forces, who are employed or are unemployed and seeking work.
Relevant Labor Force (RLF): The source from which an agency draws or recruits applicants for employment or an internal selection such as promotion.

17. NOAA WORKFORCE PROFILE FY 09 and FY10

18. FY 2010 Personnel Actions

19. Summary Analysis of FY 2010 Separations
Total : 802
Female
Men
Black 62 24
Hispanic 3 12
Asian 14 21
NHOPI 1
AI/AN 4 7
Multiple 2+
White
236
417
NHOPI = Native Hawaiian or Other Pacific Islander
AI/AN = American Indian/Alaska Native

20. Summary Analysis of FY 2010 Hiring
Total : 988
Female
Men
Black 62 37
Hispanic 9 10
Asian 16 23
NHOPI 6 5
AI/AN 3
Multiple 2+ 2
White
484
321
NHOPI = Native Hawaiian or Other Pacific Islander
AI/AN = American Indian/Alaska Native

21. The Way Ahead New & Upcoming
Policy
Training
Awareness
Providing monthly EEO Complaint Report
Partnering with Workforce Management
Quarterly updates

22. Access to NOAA’s FY 2010 MD-715
Please note that the FY 2010 MD-715 has been posted to the CRO website. You can access using link below:
Civil Rights Office contact person: Coneshea Simpson (301)
Additional information can be obtained from the EEOC website at: