Equal Employment Opportunity
Vision: To operate a premier EEO Office with a model
EEO Program where customers can succeed in an environment free from harassment,
discrimination and retaliation.
Mission: The USAG Yongsan 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 outreach, 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 of AR 690-12, EEO and Affirmative Action. All employees are required to receive four
hours of initial training and a minimum of two hours of refresher training each
year. See the FY 2012 EEO TRAINING SCHEDULE.(*The training scheduled for March 27 is canceled)
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.
Contact Info
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| Date created: |
3/28/2011 1:27:02 PM |
| Date last updated: |
7/23/2012 1:42:21 PM |