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National Guard Bureau 2008 Training Conference MD 715 Executive Summary

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National Guard Bureau 2008 Training Conference MD 715 Executive Summary

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    1. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 National Guard Bureau 2008 Training Conference MD 715 Executive Summary Maj Sherry Holly WI Equal Employment Manager DSN: 724-3702 sherry.holly@us.army.mil

    2. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 PURPOSE OF THE EXECUTIVE SUMMARY Alert managers and supervisors of their responsibilities regarding the agency’s EEO program Provides the reader with a quick and informative review of EEO program administrative deficiencies and identified barriers

    3. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 CONTENT - Short & Concise Brief narrative description of the agency’s mission and mission related functions Strengths & weaknesses when evaluated against the essential elements of a model program Barriers identified for elimination & correction Action items and plans to be implemented by the agency during the upcoming year

    4. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 The Mission To provide an effective and reliable force of Army and Air National Guard units that are fully capable of meeting any federal or state mission in partnership with the Division of Emergency Management which provides disaster preparedness, response, recovery, and mitigation services for Wisconsin. Our Federal mission is to provide trained units to the US Army and US Air Force in time of war or national emergency as directed by the President. Our State mission is to assist civilian authorities protecting life and property and preserving peace…

    5. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 THE LEADERSHIP Command Group (List out: TAG, DAGS, Emergency Management, CSM, SEA) JFHQ Staff (List out: COS’s, J Staff, G Staff, USPFO, etc…)

    6. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 Breaking it Down by Elements Essential Element A: Demonstrated Commitment From Agency Leadership: The Adjutant General for the Wisconsin Army and Air National Guard, BG Don Dunbar, has had EEO policy statements in place since being installed on 1 September 2007 as the Adjutant General for the Wisconsin Air and Army National Guard. EEO policy statements are provided to new employees and are available on the agency’s website. Managers and supervisors are expected to support the agency’s EEO program in a variety of ways. Appropriate actions are taken and a system is in place to address EEO concerns throughout the agency. EEO counselors are in place and trained. There are many tools available for training and EEO counselors meet semi-annually to discuss training needs and concerns.

    7. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 Breaking it Down by Elements Essential Element B: Integration of EEO into the Agency’s Strategic Mission The EEO Manager has direct access to BG Dunbar. The duties and responsibilities are clearly defined and the EEO Manager has been trained to carry out the duties and responsibilities of the position. Currently, the EEO Manager is a one person office and relies on temporary assistance in order to complete the requirements of the MD715 report. The EEO Manager is also the coordinator for the Special Emphasis Program. The EEO Manager is actively involved with the Greater Madison Federal Agency Association’s (GMFAA) Multicultural Committee and has coordinated many federal heritage celebrations in which all federal employees can attend. This is the second year she is serving as Chair of that Multicultural Committee.

    8. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 Breaking it Down by Elements Essential Element C: Management and Program Accountability Regular reviews of the Merit Promotion Program and Employee Recognition Program are done annually. Last year the Human Resource Office/Employee… Development/Training Program experienced a turn-over in personnel due to a deployment resulting in some data not being available for FY06. This year all personnel in that office have returned and the Supervisor Training was conducted for FY07.

    9. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 Breaking it Down by Elements Essential Element D: Proactive Prevention: Senior leadership meets with the EEO Manager to identify potential barriers and opportunities to recruit and retain a diverse work force…. Essential Element E: Efficiency: Although the agency has adequate data to track the information required by MD-715, there are areas that have been identified that require additional reporting measures to be put in place…. Essential Element F: Responsiveness and Legal Compliance: Legal Counsel and EEO Director comply with all EEOC standards and actions….

    10. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 Breaking it Down by Elements Essential Element H: Identified Deficiencies: One deficiency remains identified from FY2006– data will be gathered and collected to capture and goals were established… Essential Element I: Plan to Eliminate Barrier(s): The major barrier identified is the under representation of minorities in the technician workforce. The goal is to Work with Army and Air National Guard recruiters to increase minority representation in the Military Labor Force… Essential Element J: Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals with Targeted Disabilities: Not required for agencies with under 1,000 employees

    11. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 Analysis of Workforce Data Tables Working with the Personnel Systems Manager, reports were run to collect the necessary data for the workforce tables. Since the majority of the workforce is dual status employees, there were no requests for disability accommodations and the B Tables in this report were not necessary. In some cases, the reports did not collect for all of the data needed to create the tables and data in those cases was collected by hand…. It is extremely difficult to see any statistically significant changes relevant to race in the technician workforce using these tables. The Wisconsin military labor force (Air and Army national guard) is 94% white. The technician workforce is 97% white, one percentage point higher than FY06….

    12. “EO/EEO, A Checklist… or a Passion” EO/EEO TRAINING CONFERENCE, Phoenix, AZ 19-23 May 2008 Questions?

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