new employee orientation n.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
NEW EMPLOYEE ORIENTATION PowerPoint Presentation
Download Presentation
NEW EMPLOYEE ORIENTATION

Loading in 2 Seconds...

play fullscreen
1 / 94

NEW EMPLOYEE ORIENTATION - PowerPoint PPT Presentation


  • 246 Views
  • Uploaded on

NEW EMPLOYEE ORIENTATION. Farm Service Agency Office of Civil Rights. ( FSA OCR ). February 2011. Office of Civil Rights Farm Service Agency U.S. Department of Agriculture. FSA Mission:

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'NEW EMPLOYEE ORIENTATION' - daniel_millan


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
new employee orientation
NEW EMPLOYEE ORIENTATION

Farm Service Agency

Office of Civil Rights

( FSA OCR )

February 2011

slide2

Office of Civil Rights

Farm Service Agency

U.S. Department of Agriculture

FSA Mission:

Equitably serving all farmers, ranchers, and agricultural partners by delivering effective, efficient agricultural programs for all Americans.

FSA EEO Policy Statement:

The Farm Service Agency (FSA) is fully committed to the Federal goal of equal opportunity in employment for all employees and applicants regardless of race, color, national origin, sex, religion, age, disability, sexual orientation, marital or family status, political beliefs, parental status, or protected genetic information.

fsa ocr function
FSA OCR Function
  • Provide overall leadership and direction in the development and implementation of Civil Rights (CR) and Equal Employment Opportunity (EEO) policies, programs, and procedures.
  • Scope of responsibilities extends from FSA Headquarters to Field Operations.
fsa ocr director s staff
FSA OCR Director’s Staff
  • Johnny R. Toles, Jr. – Director
  • Jacqueline Micheli – Deputy Director
  • Maria Daniels – Civil Rights Analyst
  • Cleatus Robinson – Management Analyst
  • Nina Wilburn – Secretary

Main Tel. # (202) 401-7220

Fax # (202) 401-7100

office of the director
Office of the Director
  • Lead and guide FSA OCR’s five branches in carrying out their specialized functional areas (EEO, program civil rights, special emphasis).
  • Represent the Office of Civil Rights or FSA’s civil rights interests across the board through participation in high-level conferences and meetings, both externally and within FSA.

Responsibilities

office of the director1
Office of the Director
  • Serve on the Agency Core Team responsible for FSA’s Budget and Performance Management System and Strategic Plan to ensure civil rights remains a crosscutting management objective.
  • Produce and disseminate overarching statistical and analytical reports that incorporate the separate but coordinated functions and activities of its EEO, program, and special emphasis staff.

Responsibilities

office of the director2
Office of the Director
  • Produce mandated and ad hoc reports that cover civil rights/EEO efforts, activities, and accomplishments Agency-wide.
  • Ensure the effective functioning of FSA OCR through administrative oversight of:
    • Fiscal year budget allotment/expenditures
    • Division procurement
    • Special projects

Responsibilities

equal employment opportunity branch eeob1
Equal EmploymentOpportunity Branch (EEOB)
  • Andrew Malloy – Branch Chief
  • David Atkins – EEO Specialist
  • Andre Bruce – EEO Specialist
  • Jeffrey Hayden – EEO Specialist
  • Donald Wright – EEO Specialist

Main Tel. # (202) 401-7206

Fax # (202) 401-7100

equal employment opportunity branch eeob2
Equal EmploymentOpportunity Branch (EEOB)
  • Investigate EEO complaints timely, accurately, and impartially.
  • Conduct formal EEO investigations and distribute Reports of Investigation (ROI) within ninety (90) days after receiving an authorized acceptance letter from the USDA Office of Adjudication (OA).*

* Within USDA’s Office of the Assistant Secretary for Civil Rights.

Responsibilities

equal employment opportunity branch eeob3
Equal EmploymentOpportunity Branch (EEOB)
  • Track, prepare, report, and distribute FSA’s Quarterly No Fear Act Reports and FSA’s Annual 462 and MD-715 Reports.
  • Conduct formal EEO Alternative Dispute Resolution (ADR) and ensure the enforcement of settlements and compliance agreements anytime during the EEO formal complaint stage.

Responsibilities

equal employment opportunity branch eeob4
Equal EmploymentOpportunity Branch (EEOB)
  • Provide managers with workforce analysis briefing and recommendations on innovative ways to create diversity in the workplace.
  • Recommend innovative staffing methods — e.g., internships, details, developmental assignments, and mentoring programs — to recruit, train, and retain a top-quality workforce reflective of the geographical civilian labor force (CLF) population.

Responsibilities

equal employment opportunity branch eeob5
Equal EmploymentOpportunity Branch (EEOB)
  • Serve as advisors to FSA managerial staff, providing advice on Civil Rights laws, statutes, directives, executive orders, as well as personnel policies, procedures, and practices that impact Civil Rights regulations.
  • Administer Special Emphasis Program (SEP) for the DC headquarters area.

Responsibilities

equal employment opportunity branch eeob6
Equal EmploymentOpportunity Branch (EEOB)
  • Provide input into written policies, conduct annual reviews of policies, and ensure proper updates and posting of the Farm Service Agency Administrator’s EEO Policy Statements.
  • Develop, administer, and monitor FSA’s Annual EEO Civil Rights Training via USDA’s web-based AgLearn.

Responsibilities

equal employment opportunity branch eeob7
Equal EmploymentOpportunity Branch (EEOB)
  • Conduct an EEO/EO Human Relations Institute, providing training for EEO specialists, EEO managers, and FSA employees (Federal and non-Federal employees), using the Desire Learning Objectives (DLO) to cover all aspects of EEO/EO programs laws, statutes, executive orders, and directives.

EEO–Equal Employment Opportunity

EO–Equal Opportunity

Responsibilities

equal employment opportunity branch eeob8
Equal EmploymentOpportunity Branch (EEOB)
  • 29 CFR Part 1614

Internal EEO Complaint Processing Procedures – Federal Employees

Management Directive 110 (MD-110)

equal employment opportunity branch eeob9
Equal EmploymentOpportunity Branch (EEOB)

What is EEOC Management Directive 110?

  • Guidance issued by the EEOC and is effective November 9, 1999. EEOC amended 29 C.F.R. Part 1614 to improve the federal sector EEO process. This guidance describes in detail the procedures that must be followed when processing complaints of discrimination filed by federal employees and applicants for federal employment who allege employment discrimination under the amended 1614 regulations.

MD-110

washington dc staff

EEO Counseling andMediation Branch (CMB)

Washington DC Staff
  • Vacant – Branch Chief
  • Darlene Smith – EEO Counselor
  • Mark Newsom – EEO Assistant
  • EEO Counselors

Main Tel. # (202) 720-8826

Fax # (202) 401-7103

fsa eeo counselors

EEO Counseling andMediation Branch (CMB)

FSA EEO Counselors

Claude McKenzie Gloria Scurry

706-546-2303720-544-2900

Gregory Ferby Rene Rodriguez

315-477-6310530-792-5544

Wanda Wilson Michael Sherman

859-224-7665816-926-3487

Darlene Smith 202-401-7177

EEO Counselors’ Map on next page …

fsa counseling servicing areas
FSA Counseling Servicing Areas

Darlene Smith

Greg Ferby

Claude McKenzie

Wanda Wilson

Rene Rodriguez

Mike Sherman

Gloria Scurry

slide24

EEO Counseling andMediation Branch (CMB)

  • EEO Counseling and Alternative Dispute Resolution (ADR)
  • Training on EEO Complaint Program
  • Guidance and direction on EEO Complaint Program
  • Contact on all informal EEO complaints

(pre-complaints) filed against FSA.

Services

how do we achieve our mission

EEO Counseling andMediation Branch (CMB)

How do we achieve our mission?
  • Traditional EEO Counseling
  • Alternative Dispute Resolution (ADR)
slide26

EEO Counseling andMediation Branch (CMB)

  • Title VII of the Civil Rights Act of 1964 (Title VII), as amended by the EEO Act of 1972, which prohibits employment discrimination based on:

Federal Laws Prohibiting Employment Discrimination

  • Race
  • Color
  • Religion
  • Sex
  • National Origin, or
  • Reprisal
slide27

EEO Counseling andMediation Branch (CMB)

  • Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same area from sex-based wage discrimination.
  • Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older.
  • Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals with physical or mental disabilities who work in the Federal government.

Federal Laws Prohibiting Employment Discrimination, cont’d

eeo counseling and mediation branch cmb1
EEO Counseling andMediation Branch (CMB)
  • A working environment that is free of discrimination
  • File an EEO complaint
  • Anonymity in the Informal EEO complaint process

Employees Have the Right to:

eeo counseling and mediation branch cmb2
EEO Counseling andMediation Branch (CMB)

What is Discrimination?

Discrimination is defined in Civil Rights Law as unfavorable or unfair treatment of a person or class of people in comparison to others who are not members of the same protected class.

eeo counseling and mediation branch cmb3
EEO Counseling andMediation Branch (CMB)
  • An EEO complaint is a claim that an Agency official acted or failed to act against an employee, former employee or applicant that:
    • Adversely affects privileges, benefits, working conditions, or results in disparate treatment or has an adverse impact on employees or applicants.

What is an EEO Complaint?

eeo counseling and mediation branch cmb4
EEO Counseling andMediation Branch (CMB)

What is an EEO Complaint? … cont’d

  • Based in whole or in part on a person’s protected

class, which includes the following:

  • Race
  • Color
  • Religion
  • Sex
  • National Origin
  • Age (40 and over)
  • Disability (mental, physical)
  • Reprisal
  • Political Affiliation / Beliefs
  • Sexual Orientation
  • Marital Status
  • Status as a Parent
  • Genetic Information

▲ Not permitted under the law and/or

USDA regulations

eeo counseling and mediation branch cmb5
EEO Counseling andMediation Branch (CMB)

How Do I File an EEO Complaint?

To file an EEO complaint, the individual must contact an EEO Counselor within 45 calendar days of the alleged discriminatory event.

NOTE:

Contacting an EEO Counselor is the mandatory first step in filing an EEO complaint. Exceptions to the MANDATORY first step are allegations involving Age and/or Equal Pay Act violations.

program complaints inquiry branch pcib montgomery al
Program Complaints Inquiry Branch (PCIB)Montgomery, AL
  • Carnell McAlpine – Branch Chief
  • Katherine Colvin – Secretary
  • Program Complaints Specialists

Main Tel. # (334) 279-3601

Fax # (334) 279-3698

program complaints inquiry branch pcib montgomery al1
Program Complaints Inquiry Branch (PCIB)Montgomery, AL
  • Program Complaints Specialists

▪ Roy C. Brown ▪ Sharon S. Ervin

▪ Patricia Gates ▪ Charles Glenn

▪ Richard Jones ▪ Olan Sanders

▪ John Smith, III

functions
Functions

Program Complaints Inquiry Branch (PCIB)

Montgomery, AL

  • Conduct Fact-Finding Inquires (FFI) on program discrimination cases
  • Conduct special inquiries, misconduct inquiries, and OIG hotline inquiries
  • Conduct EEO and CR State Management Reviews (SMR)
federally conducted program complaint process
Federally Conducted Program Complaint Process

Complaint submitted to the

USDA Office of Adjudication

(OA)

Complaint must be

filed within 180

calendar days

USDA OA directs FSA

to conduct a Fact-Finding Inquiry

(FFI) and provide an Agency

Position Statement (APS)

Complaints are processed

within 180 days of

acceptance by OA

FSA submits to OA the APS

to be included in

final complaint processing

FSA has 24 days to conduct

an FFI and prepare an APS

fact finding inquiries ffis
Fact-Finding Inquiries (FFIs)

Program Complaints Inquiry Branch (PCIB)

  • FSA is given 24 calendar days to provide an Agency Position Statement (APS) to USDA’s Office of Adjudication (OA) on allegations of program discrimination.
  • PCIB has 17 days to conduct an FFI on each complaint case.
ffi process

FFI Process

Contacts the State Executive Director (SED) and other personnel

Prepares the Investigative Plan

The Program Complaints Inquiry Branch (PCIB):

ffi process continued
FFI Process,continued

Prepares the Report

All USDA employees are required to cooperate in any investigation. You are subject to disciplinary action, up to and including removal, if you refuse to answer or fail to respond truthfully and fully to any of the questions, or fail to provide other requested information to the PCIB. Your right to invoke the protection of the Fifth Amendment to the Constitution applies only with respect to self-incrimination in a criminal investigation.

- Departmental Bulletin 735-1

state management reviews smr
State Management Reviews (SMR)

Program Complaints Inquiry

Branch (PCIB)

Purpose

  • To monitor and evaluate FSA programs to

ensure that they are administered in a

nondiscriminatory manner.

smr process

SMR Process

On-SiteReview

Post-Review

Pre-Review

SMR Report to State

Corrective Action Plan to FSA/OCR

Implementation Reports

Closure

States & Team Selections

Notification

Data Analysis

Service Center Selections

Notification

Interview Employees

Review Accessibility

Review Public

Information

Review Files

slide44

Compliance and Program Analysis Branch (CPAB)

  • Vacant – Branch Chief
  • Doris Rudolph – EO Specialist / Acting Branch Chief
  • Carl Holmes – EO Specialist
  • Jonathan Howard – EO Specialist
  • Jamarie Parks – EO Specialist
  • Makiya Gantt – EO Assistant

Main Tel. # (202) 401-7187 Fax # (202) 401-7104

responsibilities
Responsibilities

Compliance and Program Analysis Branch (CPAB)

  • Develop, implement, and coordinate Agency policies and procedures to ensure compliance with nondiscrimination laws, statutes, and regulations in program delivery.
  • Provide guidance and technical assistance in implementing civil rights laws and regulations in the delivery of all FSA programs.
functions1
Functions

Compliance and Program Analysis Branch (CPAB)

  • Prepare and submit to the USDA Office of Adjudication (OA) an Agency Position Statement (APS) for each accepted complaint of program discrimination filed against FSA.
    • Based on documentation from a fact-finding inquiry conducted by FSA OCR’s Program Complaints Inquiry Branch (PCIB).
functions2
Functions

Compliance and Program Analysis Branch (CPAB)

  • Review, revise as needed, and approve each Civil Rights Impact Analysis (CRIA) submitted to FSA OCR by FSA program areas (farm loans and farm programs).
    • A CRIA is required in relation to any significant new FSA program regulation.
functions3
Functions

Compliance and Program Analysis Branch (CPAB)

  • Partner with FSA’s Program Complaints Inquiry Branch (PCIB) in conducting and reporting State Management Reviews (SMR), and in briefing top FSA management officials on the results of each review.
functions4
Functions

Compliance and Program Analysis Branch (CPAB)

  • Develop handbooks, training modules, and procedures relating to equal opportunity and civil rights compliance, including program discrimination complaint processing.
    • Provide program civil rights training as needed (e.g., State Civil Rights Coordinators) covering the above.
functions5
Functions

Compliance and Program Analysis Branch (CPAB)

  • Administer the Agency’s program for processing complaints alleging discrimination in USDA Federally assisted and conducted programs, in accordance with Departmental regulations.
    • Provide assistance to the field staff to augment the process.
functions6
Functions

Compliance and Program Analysis Branch (CPAB)

  • Provide liaison with external customers and groups and conduct program civil rights-related training on Agency programs, services, and procedures.
  • Monitor program civil rights complaint activity, resolution, and settlement.
functions7
Functions

Compliance and Program Analysis Branch (CPAB)

  • Assist as technical advisors in program civil rights for internal and external customers and stakeholders.
    • External customers include Federal/state/local governments, land grant educational institutions, community-based and national organizations, and members of underserved groups.
slide53

Compliance and Program Analysis Branch (CPAB)

Civil Rights Laws

(major laws impacting program delivery)

  • Title VI of the Civil Rights Act of 1964 (Title VI), which prohibits discrimination in any program or activity receiving Federal financial assistance based on
      • Race
      • Color, or
      • National Origin
slide54

Compliance and Program Analysis Branch (CPAB)

Civil Rights Laws, cont’d

  • Section 504, Rehabilitation Act of 1973, which prohibits discrimination against an otherwise qualified disabled individual—solely by reason of disability—in employment, programs, or activities receiving Federal financial assistance or which are Federally conducted.
slide55

Compliance and Program Analysis Branch (CPAB)

Civil Rights Laws, cont’d

  • Equal Credit Opportunity Act (ECOA), which prohibits discrimination against an applicant regarding any aspect of a credit transaction.
  • Age Discrimination Act of 1975, which prohibits discrimination based on age in the delivery of programs and services.
kansas city eeo and civil rights staff
Kansas City EEO and Civil Rights Staff
  • Edith Stovall – Staff Officer
  • Michelle Cain – EEO Specialist
  • Janet Head – Mgmt & Program Analyst
  • Marsha Young – Mgmt & Program Analyst
  • Teresa Jones – EEO Specialist
  • Wanda G. Littles – EEO Assistant

Main Tel. # (816) 926-6701 Fax # (816) 823-1811

kansas city eeo and civil rights staff1
Kansas City EEO and Civil Rights Staff
  • The KC Field Office EEO/CR Staff serves as an Agency technical authority on EEO initiatives and compliance in performing an extensive range of EEO functions related to:

▪ Sec. 717 of Title VII employment programs

▪ Sec. 501 of the Rehabilitation Act

kansas city eeo and civil rights staff2
Kansas City EEO and Civil Rights Staff

Title VII – Section 717

  • Make all personnel actions free from discrimination based on race, color, religion, sex or national origin
  • Maintain an affirmative action program of equal employment opportunity for all employees and applicants
  • Submit an annual plan or updates to EEOC for approval
kansas city eeo and civil rights staff3
Kansas City EEO and Civil Rights Staff

Rehabilitation Act – Section 501

  • Make all personnel actions free from discrimination based on disability
  • Maintain an affirmative action program plan for the hiring, placement, and advancement of people with disabilities
  • Submit an annual plan and/or updates to EEOC for approval
kansas city eeo and civil rights staff4
Kansas City EEO and Civil Rights Staff
  • The KC EEO/CR Staff is involved with Agency-wide research, analysis, and compliance and also provides advice, guidance, and assistance on the implementation and management of EEO programs.
  • The Staff is actively involved in developing EEO standard operating procedures, handbooks, policies, and procedures.
kansas city eeo and civil rights staff5
Kansas City EEO and Civil Rights Staff

EEO laws, regulations, directives, and legislation require proactive EEO functions to be provided as a means of guidance and assistance in implementing and/or maintaining a Model EEO program that ensures a workplace conducive to:

▪ diversity, reasonable accommodation, fairness, and equal treatment for all internal and external customers.

kansas city eeo and civil rights staff6
Kansas City EEO and Civil Rights Staff

Staff Functions

  • Administers EEOC Management Directive 715 (MD-715) involving:
    • Monitoring and reporting
    • Barrier analysis
    • Goal setting, and
    • Monitoring compliance and accountability
kansas city eeo and civil rights staff7
Kansas City EEO and Civil Rights Staff

MD-715

The policy guidance by the Equal Employment Opportunity Commission (EEOC) as directives for Federal agencies to follow in establishing and maintaining a “Model Equal Employment (EEO) Program.”

This directive was established for management, Civil Rights, and Human Resources to collaborate proactively in managing human capital by ensuring equity and limiting EEO liabilities.

kansas city eeo and civil rights staff8
Kansas City EEO and Civil Rights Staff

Staff Functions,continued

  • Collaborates with top management and the Office of Human Resources (OHR) on initiatives established via:
    • Diversity
    • Federal Equal Opportunity Recruitment Plans (FEORP)
kansas city eeo and civil rights staff9
Kansas City EEO and Civil Rights Staff

Staff Functions, continued

  • Monitors and reports on:
    • Reasonable Accommodation via MD-715
    • Section 501 of the Rehabilitation Act
  • Conducts Civil Rights Impact Analysis (CRIA)

(Title VII–Employment)

kansas city eeo and civil rights staff10
Kansas City EEO and Civil Rights Staff

Staff Functions, continued

  • Actively participates in State Management Reviews (SMR) for compliance
  • Administers Special Emphasis Programs (SEP)
  • Provides ombudsperson services in resolving local concerns and issues
kansas city eeo and civil rights staff11
Kansas City EEO and Civil Rights Staff

Staff Functions, continued

  • Develops and delivers training and awareness for EEO programs
    • MD-715
    • Special Emphasis Programs
    • Diversity
    • Section 501 of the Rehabilitation Act
kansas city eeo and civil rights staff12
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs (SEP)

Special Emphasis Programs are implemented pursuant to Presidential Executive Orders and Federal personnel programs established by the Office of Personnel Management (OPM)

  • to assist in the elimination of demographic group imbalances in targeted occupations, and
  • to enhance the achievement of workforce diversity.
kansas city eeo and civil rights staff13
Kansas City EEO and Civil Rights Staff

What is the Purpose of

Special Emphasis Programs?

  • Assist the recruitment, development, training, and advancement of minorities, women, and people with disabilities.
  • Each SEP to develop and implement objectives to enhance the status of their respective groups.
kansas city eeo and civil rights staff14
Kansas City EEO and Civil Rights Staff

What is the Objective of

Special Emphasis Programs?

  • Analyzing Agency workforce data and identifying barriers in the areas of recruitment, hiring, promotions, reasonable accommodation, and retention affecting the full representation of protected groups.
kansas city eeo and civil rights staff15
Kansas City EEO and Civil Rights Staff

What is the Objective of

Special Emphasis Programs? …Cont’d

  • Compiling, developing, and disseminating information and documents for managers, supervisors, and employees to provide knowledge and sensitivity in all facts or issues affecting the full representation of protected groups.
kansas city eeo and civil rights staff16
Kansas City EEO and Civil Rights Staff

What is the Objective of

Special Emphasis Programs? …Cont’d

  • Developing and conducting programs such as training, workshops, conferences, job fairs, and commemorative observances to provide awareness, sensitivity, and understanding of the special issues affecting employment of the protected groups.
kansas city eeo and civil rights staff17
Kansas City EEO and Civil Rights Staff
  • African American Program
  • Asian American/Pacific Islander Program
  • Hispanic Program
  • American Indian/Alaskan Native Program
  • People with Disabilities Program
  • Federal Women’s Program

Special Emphasis Programs

Six Programs required by Executive Order (EO) or Departmental Regulation (DR):

kansas city eeo and civil rights staff18
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

African American Program

This program was strengthened through Executive Order 11478, “Equal Employment Opportunity in the Federal Government,” which established the Equal Employment Opportunity Program.

It is the policy of the Federal government to provide equal opportunity in employment to all individuals regardless of race, color, religion, gender, national origin, disability or age.

kansas city eeo and civil rights staff19
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

African American Program, cont’d

The Special Emphasis Program has been established to increase the awareness and the representation of African Americans throughout the Agency.

kansas city eeo and civil rights staff20
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Asian American and Pacific Islander Program

On May 13, 2004, President George W. Bush signed Executive Order 13339 to increase economic opportunities for and improve the quality of life of approximately 14 million Asian Americans and Pacific Islanders (AAPIs) living in the United States and the U.S. and Pacific Island jurisdictions.

kansas city eeo and civil rights staff21
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Asian American / Pacific Islander Program, cont’d

This action renews a previous Executive Order, which established the President’s Advisory Commission and a federal Interagency Working Group on AAPIs.

kansas city eeo and civil rights staff22
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Hispanic Program

Executive Order 13230, Educational Excellence for Hispanic Americans Commission, strengthens the Nation’s capacity to provide high quality education and increase opportunities for Hispanic Americans to participate in and benefit from Federal Education programs.

Executive Order 13171 was issued on October 12, 2000 to help improve the representation of Hispanics in federal employment.

kansas city eeo and civil rights staff23
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Hispanic Program, cont’d

In September 1997, the U.S. Office of Personnel Management developed and called upon agencies to adopt a Hispanic Employment Initiative (9-Point Plan) to improve the representation of Hispanics in the Federal workforce.

kansas city eeo and civil rights staff24
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Native American Program

President George W. Bush reaffirmed the previous administration’s Native American Program of Support for Tribal Colleges and Universities in Executive Order 13270 of July 3, 2002.

kansas city eeo and civil rights staff25
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Native American Program, cont’d

He reiterated the unique relationship between the United States and the Indian tribes and also acknowledged the special relationship between the United States and Alaskan Native entity universities that serve Indian tribes and Alaska Native entities.

kansas city eeo and civil rights staff26
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Native American Program,cont’d

President Bush declared that it is the policy of the Federal government that this Nation’s commitment to educational success and opportunity extends as well to the tribal colleges.

President Bush hopes that this order will fulfill a vital role in:

  • Maintaining and preserving irreplaceable languages and cultural traditions;
  • Offering a high-quality college education to younger students;
  • Providing job training and other career-building programs to adults and senior citizens.
kansas city eeo and civil rights staff27
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

People with Disabilities Program

Executive Order 13078, issued on March 13, 1998, established the National Task Force on Employment of Adults with Disabilities to reduce employment barriers for persons with disabilities.

kansas city eeo and civil rights staff28
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

People with Disabilities Program, cont’d

Executive Order 13164 of July 26, 2001, promotes a model Federal workplace that provides reasonable accommodation for people with disabilities and those who are applying for Federal employment.

Executive Order 13187 of January 10, 2001, established the President’s Disability Employment Partnership Board.

kansas city eeo and civil rights staff29
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

People with Disabilities Program,cont’d

People with disabilities can be hired through the traditional competitive hiring process or, if they qualify, noncompetitively through the use of excepted service appointing authorities.

Excepted service appointing authorities were developed to provide an opportunity for people with disabilities to show that they can do the job and to circumvent the attitudinal barriers of managers and supervisors.

kansas city eeo and civil rights staff30
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Women’s Program

In 1967, Executive Order 11375 added sex to other prohibited forms of discrimination such as race, color, religion, and national origin. In response to this, OPM established the Federal Women’s Program (FWP).

kansas city eeo and civil rights staff31
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Women’s Program,cont’d

In 1969, Executive Order 11478 integrated the FWP into the Equal Employment Opportunity (EEO) Program and placed the FWP under the direction of the EEO for each agency.

kansas city eeo and civil rights staff32
Kansas City EEO and Civil Rights Staff

Special Emphasis Programs

Women’s Program, cont’d

OPM regulations implementing Public Law 92-261 require that Federal agencies designate a FWP Manager to advise the Director of EEO on matters affecting the employment and advancement of women. This law also requires that Federal agencies allocate sufficient resources for their Federal Women’s Programs.

kansas city eeo and civil rights staff33
Kansas City EEO and Civil Rights Staff

Staff Functions,continued

  • Appraises personnel operations at regular interval to assure their conformity with EEO programs in accordance with MD-715 and 29 CFR 1614
  • Conducts environmental assessments via employee surveys
  • Conducts assessments based on employee exit interviews
kansas city eeo and civil rights staff34
Kansas City EEO and Civil Rights Staff

Staff Functions,continued

  • Collects, evaluates, and analyzes statistical data on the status of workforce diversity and makes information available to senior management on a quarterly basis for planning purposes.
  • Participates in the development of long-range plans of action to achieve FSA Affirmative Employment (AEP) goals and objectives and Strategic Plan.
kansas city eeo and civil rights staff35
Kansas City EEO and Civil Rights Staff

Staff Functions,continued

  • Provides numerous profiles and reports for the State Management Reviews conducted by the Alabama Office.
  • Participates as reviewers on State Management Review teams.
fsa administrator s civil rights policy statement

FSA Administrator’sCivil Rights Policy Statement

FSA Civil Rights Policy Statement Bundle

http://www.fsa.usda.gov/Internet/FSA_File/crstatement.pdf

http://www.fsa.usda.gov/Internet/FSA_File/fsapolicystatementbundle2009.pdf

usda civil rights policy statement

USDACivil Rights Policy Statement

FSA OCR on the Web

http://www.fsa.usda.gov/Internet/FSA_File/crstatement.pdf

http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr

END