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DESIGNING AN EO PROGRAM

DESIGNING AN EO PROGRAM. Overview. Top Management and Support Policy Statements Equal Opportunity Representative Formal Complaints Equal Opportunity Reports Command Assessment Commands Training Program Commanding General Inspection. Top Management/ Leadership. Set the example

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DESIGNING AN EO PROGRAM

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  1. DESIGNING AN EO PROGRAM

  2. Overview • Top Management and Support • Policy Statements • Equal Opportunity Representative • Formal Complaints • Equal Opportunity Reports • Command Assessment • Commands Training Program • Commanding General Inspection

  3. Top Management/Leadership • Set the example • “Talk” must match the “Walk” – All eyes are on you • Take an active role in training • Support Special Emphasis Observances / EO related functions

  4. Develop a Policy Statement • A written policy statement must be enforced • Verbal policy statements become no statement at all • Post the policy statement in visible areas

  5. Policy statement should include • The Commander’s position • The definition of the issues • Examples of behavior that can constitute a problem - Impact of the problem - How personnel should handle the problem - Consequences of inappropriate behavior - Name and phone number of a point of contact (i.e. EO Representative, EO Advisor)

  6. Equal Opportunity Representative • Officer/SNCO at Battalion Level - Perceived as fair individual - Competency - Availability - Designate in writing • Required training - 40 hr EO Representative Course - Quarterly sustainment training

  7. Formal Complaints • Request Mast (most preferred) • ART 138 – Wrongs against CO • ART 1150 – Wrongs against a superior • Communication with IG • Individual Communications with Congress • DOD Hotline

  8. Formal Complaints – DASH Report • Discrimination and Sexual harassment report (DASH) is required on all formal complaints • Tracks all parties involved until final action • Is not a report card on the unit • Identifies trends, positive and negative • EORs have DASH on disk (Appendix D of the order)

  9. Formal Complaints - Timelines • 72 hours or 3 working days: - Appoint a Investigating Officer in writing - Notify the Chain of Command with who has GCMCA - Notify complainant • Every 14 days, update complainant • 14 days from commencement of investigation to complete investigation, w/SJA and EOA review • Day 20, initial DASH submitted to HQMC via EOA • Final DASH report submitted upon final disposition of complaint (substantiated, unsubstantiated)

  10. Formal Complaints - Timelines • Exception to order: - Courts-Martial - Investigation: NCIS or CID • Commanding General extension of 30 days maximum • Additional extension may be granted by HQMC

  11. Formal Complaints - Closure • Closure of complaint: - Copy of appoint letter for IO - Initial DASH - Copy of investigation - SJA review - EOA review (Appendix I of the order) - Final DASH

  12. TIPS WHEN HANDLING A COMPLAINT • When addressing EO issues it is important to act quickly as possible, be fair and keep everyone involved informed • CO’s should be aware that there may be Marines, Sailors or civilians who have a problem with dealing with the chain of command • Use all resources available to you (i.e. EOR, EOA, EEO manager/counselor, Chaplain)

  13. Equal Opportunity Reports • Annual Equal Opportunity Data Summary Report due to HQMC by November 15. • Command Military Personnel Race/Ethnic Statistics Report-local tool for Commander • DASH Report-required on all formal complaints • All reports maintained for 2 years

  14. Command Assessments • Per MCO P5354.1D, “Commanders shall assess their command EO climate within 90 days upon assumption of command” • Helps determine the unit EO climate • Assessed using DEOCS-DEOMI Equal Opportunity Climate Survey (electronic or paper version) • Only exception is if command has already conducted survey within 90 days of commander assuming command

  15. Command EO Training Program • Required annually: • Equal Opportunity Training • Minimum of 1 hour • Recommended additional training: • Team Marine • Prevention of Sexual Harassment • IRS

  16. Commanding General Inspection • Contact EOA for checklist • EOR should keep track of all EO training • EOR should know the checklist in advance • Courtesy inspections encouraged

  17. Summary • Top management and support • Policy Statements • Equal Opportunity Representative • Formal Complaints • Equal Opportunity Reports • Command Assessment • Command’s Training Program • Commanding General Inspection

  18. Questions • ????????????????????????

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