Equal Employment Opportunity (EEO)

Mission:  The USAG Daegu EEO Officer serves as the command advisor for all EEO matters; recommends policy, vision, and priorities; coordinates for and allocates resources; and conducts staff management of the EEO program.

Compliance and Program Evaluation -- EEO is responsible to review and interpret applicable laws and regulations; conduct surveys; develop policies; command inspection programs; assessments; staff assistance visits; collect ISR data; manage EEO committee; personnel recruitment action review; and comply with accommodations guidelines.  EEO is also responsible for advising all levels of management by providing EEO guidance and recommendations through participation in strategic planning; meetings (labor relations, community out reach, briefings); program overview, and administering sensing sessions.

Affirmative Employment Program:  Management Directive (MD) 715 Report is required by the Equal Employment Opportunity Commission (EEOC).  The MD715 serves as a road map for the EEO program.  MD715 is developed annually at all installations and higher levels within components and defense agencies.

Training:  EEO and anti-harassment training is conducted in compliance with 29 Code of Federal Regulation, Part 1614, Equal Employment Opportunity Discrimination Complaints (AR  690-600) and Equal Employment Opportunity and Affirmative Action (AR 690-12).   All civilian employees are required to receive four hours of initial training and a minimum of two hours of refresher training each year.

.Complaint Processing:  AR 690-600, EEO Discrimination Complaints, dated Feb. 9, 2004, applies to all DA appropriated or non-appropriated fund activities employees, former employees, applicants for employment and certain contract employees.

Special Emphasis Programs:  SEPs are a vital asset and integral resource in identifying problems and recommending solutions that eliminate discrimination and under-representation of women, minorities and individuals with disabilities in the Federal workplace.  The SEP manager's role and responsibilities include reviewing statistics and trends; advising managers concerning barriers to employment and advancement; and understanding the statutes, laws and directives governing the programs.