Training for Managers and Supervisors
Training for Employees
EEO Critical Element GM/GS/WS Code 2 - Managers and Supervisors Promoting
Equal Employment Opportunity (EEO) and Work Force Diversity Programs
Through both personal leadership and appropriate managerial actions,
management officials shall proactively support and promote Departmental
and NIH EEO and Work Force Diversity Programs designed to achieve the
Addresses EEO Complaints and employee issues in a timely and
Guidance: Describe the steps taken to ensure that IC
EEO complaints are processed in strict accordance with the procedures
set forth by EEOC, DHHS, and the NIH (i.e., respond to complaints
in a timely manner, demonstrate efforts to resolve complaints
at the lowest level, monitor discrimination complaints to identify
patterns of discrimination, and initiate actions to correct these
patterns, etc.). Attend and support EEO and Diversity training
sessions for all staff, including sexual harassment. Describe
efforts to ensure staff comply with EEO and Diversity Management
Supports and actively participates in the implementation of
the IC’s Affirmative Action Plans, programs, and initiatives
that address the underrepresentation of minorities, women,
and persons with disabilities.
Guidance: Describe the size and diversity of your Office
staff by race, gender, national origin, and disability. Identify
any goals you have set to improve the diversity of the work force
and how these goals have been/are being accomplished. Identify
special efforts made to monitor organizational accomplishments
in maintaining a diverse work force and supporting the IC’s
Affirmative Employment Program. Discuss your role in focused recruitment
efforts (i.e., Historically Black Colleges and Universities [HBCUs],
Hispanic Serving Institutions [HSIs], Tribal Colleges and Universities
[TCUs], and Community-Based Organizations, etc.).
Describe the use of special hiring authorities to fill vacancies
with qualified applicants from underrepresented groups.
Describe your efforts to assist the IC in meeting NIH’s
“Stretch Goals” to hire 945 new individuals with disabilities
by 2005. NOTE: Hires are to be from outside the Federal Government.
Provides equitable training and career development opportunities
and performance awards for staff at all grade levels (examples –
use of IDPs, equitable allocation of available training funds).
Guidance: Describe the efforts or initiatives implemented
to ensure the equitable development and recognition of staff at
all levels (i.e., NIH Management Intern Program, STRIDE, COTA, etc.).
Identify awards or changes in your work force that reflect the success
of these initiatives. Highlight the steps taken to remove any "barriers"
that impede the accomplishment of this element.
- Establishes a fair and equitable work environment by encouraging
the use of problem solving and alternate dispute resolution processes.
Guidance: Describe efforts to encourage and support the
development and use of alternative dispute resolution (ADR) in managing
conflict within the workplace. Provide specific examples of successful
ADR/workplace resolution techniques and strategies that have been
effective. Highlight initiatives that have created an inclusive work
environment in which employee concerns and ideas are utilized in problem
solving, decision-making, and planning workplace activities and initiatives.
- Promotes a zero tolerance policy for harassment and discrimination.
Guidance: Describe EEO, Diversity and workplace management
initiatives developed to: ensure that the work environment is free
from all forms of harassment and intolerance, including sexual harassment.
- Supports EEO and Work Force Diversity programs by providing
leadership, allocating adequate staff, fiscal resources, and supporting
staff participation in these programs.
Guidance: Consistent with workload requirements, describe
the degree of support/resources for NIH-wide educational efforts
and IC EEO and Diversity programs. Describe any initiatives, Memorandum
of Understandings, or collaborations with other agencies or ICs
that support EEO Program goals. Support NIH-wide Special Emphasis
Programs by attending and encouraging staff to attend/participate.
- Responds to requests for reasonable accommodations from persons
with disabilities in accordance with Federal laws, regulations,
and NIH policies.
Guidance: Discuss in detail, the number and types of reasonable
accommodations if requested and how they were addressed. Highlight
any policies or procedures developed and implemented to address
requests in a timely manner.