National Guard Bureau EEOEO Conference Boston, Massachusetts 26 June 2003

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National Guard Bureau EEO/EO
ConferenceBoston, Massachusetts2-6 June 2003

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AEP - 101
National Guard Bureau EEO/EO Conference

Ms. Kathie Wyant Ms. Karen Swindell
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AFFIRMATIVE EMPLOYMENT PROGRAM
AEP WORKSHOP COMPONENTS
1) Developing The Plan 2) The
Update (Annual Accomplishment Report)
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OVERVIEW

• Laws Regs
• Purpose of AEP
• Definitions
• AEP Development Methodology
• AEP Components
• AEP Update

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AFFIRMATIVE EMPLOYMENT PLAN

• Based in Law
• Civil Rights Act of 1964
• Amendments
• 29 CFR 1614
• MD 714

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AFFIRMATIVE EMPLOYMENT PLAN

• New Multi-Year Plan requirement was established
  for FY00-FY05 at EEO Conference in Reno - Nov
  1999

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PURPOSE OF AEP
(1) A tool for managers supervisors to
achieve representative diversity in the work
force
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PURPOSE OF AEP
(2) A tool for managers supervisors to
combat imbalances in the impact of
employment-related selections
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PURPOSE OF AEP
(3) Utilization of AEP can reduce your
organizations vulnerability to claims of
discrimination
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DEFINITIONS
Equal Employment Opportunity - the expressed
written promise NOT to make employment decisions
based on race, color, national origin, religion,
gender, age, or disability.
The Promise
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Affirmative Employment - similar to EEO but with
the added dimension of requiring or encouraging
employers to hire people of color or women based
on the general availability of these groups.
Should include initiatives to develop and advance
employees.
The Plan
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Diversity - some say diversity goes beyond
satisfying legal requirements to focusing on the
corporate environment and how rewarding the
environment is to everyone. In this definition,
the focus in on employee productivity, morale,
and correcting environmental issues.
Continued
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Diversity - according to NGB A reality created
by individuals and groups from a broad spectrum
of demographic groups and philosophical views.
The Reality
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Diversity - The National Guard must develop a
corporate culture in which diversity is not
recognized as a mandatory requirement, but is
genuinely valued as an important source of
strength for the National Guard.
(Reference All States Letter I01-0168)
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GOAL VS QUOTA Goal - a number or percentage
established to increase under-representation of
women minorities Quota - a number or
percentage mandated by the courts to correct past
practices of discrimination
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AEP DEVELOPMENT METHODOLOGY

• Working Group
• Self

Bottom line To get buy in from managers and
supervisors.
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AEP COMPONENTS (Ref MD 714)

• Cover Page
• EEO Policy Statement
• Delegation of Authority
• Certification of Qualifications
• of EEO Officials
• Plan for POSH

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AEP COMPONENTS (Ref MD 714)

• Statement of Adequate Monitoring /
• Evaluation System
• Program Analysis
• Report of Objectives Action Items
• Statistical Data

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PROGRAM ELEMENTS (Ref MD 714 - Page 8)

• Organization Resources
• Workforce
• Discrimination Complaints
• Recruitment Hiring

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PROGRAM ELEMENTS (Ref MD 714 - Page 8)

• Employee Development Programs
• Promotions
• Separations
• Program Evaluation

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PROBLEM / BARRIER STATEMENT

Personnel principle, policy, or practice which
restricts or tends to limit the representative
employment of applicants and employees,
especially minorities and women.
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OBJECTIVE
Statement of a specific end product or condition
to be attained that will lead to the elimination
of a barrier or a problem.
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RESPONSIBLE OFFICIAL
Executive, Manager, or Supervisor who is
accountable for accomplishing the objective or
action item(s).
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TARGET DATE
Date (month/year) for completion of the Objective
or Action Item(s).
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WORKFORCE ANALYSIS

• Statistical Analysis - Technician
• -- Distribution of EEO Groups Comparison
  of General Wage Schedules (Race/Ethnicity/Gen
  der)
• (Obtain DESIRES from PSM by 30 Sep)

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WORKFORCE STATISTICS

• Statistical Analysis - Continued
• Army/Air Excepted - By Grade
• Army/Air Excepted - By Grade Groupings
• Army/Air Excepted - By PATCOB
• (s, vs. MLF s and )

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WORKFORCE STATISTICS

• Statistical Analysis - Continued
• Army/Air Excepted -PATCOB Current Year
  Previous Year
• (s Only)
• Army/Air Excepted - PATCOB Planned / Actual
  (s Only)

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WORKFORCE STATISTICS

• Statistical Analysis - Continued
• Army/Air Competitive
• (Same as Excepted)

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WORKFORCE STATISTICS

• Statistical Analysis - Military
• Military Labor Force (MLF) Stats (as of 30
  Sept)
• ARNG (SIDPERS)
• ANG (MPF)

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MLF STATISTICAL DATA

• Army M-Day Employees
• Data from SIDPERS
• Convert MOS into PATCOB
• ANG Traditional Employees
• Data from MPF
• Convert AFSC into PATCOB

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PRACTICAL EXERCISE
Developing a Plan
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WHATs NEXT ? ? ?

• Plan is submitted to
• NGB-EO
• EEOC

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NEXT ? ? ?

• The Update
• Accomplishment Report

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ANNUAL ACCOMPLISHMENT REPORT

Refer to The Plan
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ANNUAL ACCOMPLISHMENT REPORT

• Update Statistical Data
• Update Cover Page
• Develop Summary Analysis of Workforce
  (Narrative, PATCOB, Grade Groupings)
• Update Program Element Objectives Action
  Items

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NOTEWORTHY ACCOMPLISHMENTS

• Activities / Initiatives which
• have been successful in improving employment and
  promotional opportunities for minorities
  women.

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EXAMPLES

• SEP Program
• POSH Training
• Newsletters
• New Supv Training
• New Employee
• Orientation
• Outreach Programs

• Cultural / Diversity Training
• ADR Program
• Number of Personnel Counseled
• Memorials Recognition
• Speaking Engagements

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PRACTICAL EXERCISE
Accomplishment Report Update
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ANNUAL ACCOMPLISHMENT REPORT

• Due to NGB 15 March
• Due to EEOC 15 April

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SUMMARY

• Laws Regulations
• Purpose of the AEP
• Definitions
• Development of the AEP
• Annual Accomplishment Report

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PLEASE COMPLETETHEEVALUATION