Training for Managers and Supervisors
Training for Employees
EEO Critical Element for Supervisors and Managers Appointed Under
SES, SBRS or Title 42 Promotes Equal Employment Opportunity (EEO) and
Work Force Diversity Programs
Through both personal leadership and appropriate managerial actions,
management officials shall proactively develop and promote Departmental
and NIH EEO and Work Force Diversity Programs designed to achieve the
- Compliance with relevant EEO laws, regulations and NIH policies
Expected Output: Addressed IC EEO Complaints and issues in
a timely and effective manner
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, describe efforts to ensure IC staff comply with
EEO complaint policies and procedures, monitor discrimination complaints
to identify patterns of discrimination and initiate actions to correct
these patterns, etc.).
Attend and support EEO training sessions for all staff, including
Describe the steps taken to ensure your IC's compliance with
EEO laws, regulations, and policies
A diverse NIH workforce by developing goals to address underrepresentation
of minorities, women and persons with disabilities
Expected Output: Implemented the IC's Affirmative Action
Plan that addressed underrepresented groups
Guidance: Describe the size and diversity of staff by
race, gender, national origin, and disability. Describe efforts,
such as workforce profile studies that address underrepresentation
within the IC. Identify any goals set by the IC to improve the
diversity of the workforce and how these goals have been/are being
accomplished. Identify special efforts made to monitor organizational
accomplishments in maintaining a diverse workforce and supporting
the IC's Affirmative Action Program. Discuss 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 underrepresented group applicants.
Describe your IC's progress in meeting NIH's "Stretch Goals"
to hire 945 individuals with disabilities by 2005.
Career development, training, recognition, and advancement
opportunities for employees at all levels
Expected Output: Provided equitable training and education
opportunities for staff at all grade levels (example - use of IDPs)
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 workforce that reflect the success
of these initiatives. Highlight the steps taken to remove any "barriers"
that impede the accomplishment of this element.
EEO and Work Force Diversity Program goals by enhancing outreach
programs designed to attract and retain minorities, women, and
persons with disabilities
Expected Output: Initiated targeted recruitment for minorities,
women, and persons with disabilities where underrepresentation
Guidance: Describe any new or innovative approaches to
implement and manage a diverse workforce. Address efforts that
support IC and NIH-wide outreach, recruitment, and retention
A fair and equitable work environment by encouraging the use
of, and when appropriate, utilizing problem solving and dispute
Expected Output: Disseminated information on workplace dispute
resolution programs and promoted training that created a fair and
equitable work environment
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; 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.
EEO and Work Force Diversity Program objectives by allocating
adequate staff and fiscal resources
Expected Output: Allocated adequate staff and fiscal resources
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.
Accountability at all management levels for accomplishing EEO
and Diversity Program objectives in their areas of responsibility
Expected Output: Conducted periodic evaluations of subordinate
managers' EEO and Diversity responsibilities
Guidance: Describe management initiatives, policies,
or procedures implemented that address EEO and Diversity program
responsibilities. Highlight efforts that reflect a subordinate
manager's awareness and support for NIH's EEO and AEP efforts
(i.e., participation in mandatory sexual harassment and EEO/Diversity
Management training, etc.).
Describe the procedures implemented for monitoring a subordinate
manager's EEO and Diversity program responsibilities