NEW EMPLOYEE ORIENTATION

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NEW EMPLOYEE ORIENTATION

• Farm Service Agency

• Office of Civil Rights

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Office of Civil Rights Farm Service Agency U.S.
Department of Agriculture
FSA Mission Equitably serving all farmers,
ranchers, and agricultural partners by delivering
effective, efficient agricultural programs for
all Americans.
FSA EEO Policy Statement The Farm Service Agency
(FSA) is fully committed to the Federal goal of
equal opportunity in employment for all employees
and applicants regardless of race, color,
national origin, sex, religion, age, disability,
sexual orientation, marital or family status,
political beliefs, parental status, or protected
genetic information.
( FSA OCR )
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FSA OCR Function

• Provide overall leadership and direction in the
  development and implementation of Civil Rights
  (CR) and Equal Employment Opportunity (EEO)
  policies, programs, and procedures.
• Scope of responsibilities extends from FSA
  Headquarters to Field Operations.

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Organizational Structure
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FSA OCR Directors Staff

• Johnny R. Toles, Jr. Director
• Jacqueline Micheli Deputy Director
• Maria Daniels Civil Rights Analyst
• Cleatus Robinson Management Analyst

Main Tel. [phone] Fax [phone]
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Office of the Director
Responsibilities

• Lead and guide FSA OCRs five branches in
  carrying out their specialized functional areas
  (i.e., EEO, program, special emphasis or SEP).
• Represent the Office of Civil Rights or FSAs
  civil rights interests across the board through
  participation in high-level conferences and
  meetings, both externally and within FSA.

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Office of the Director
Responsibilities

• Serve on the Agency Core Team responsible for
  FSAs Budget and Performance Management System
  and Strategic Plan to ensure civil rights remains
  a crosscutting management objective.
• Produce and disseminate overarching statistical
  and analytical reports that incorporate the
  separate but coordinated functions and activities
  of its EEO, program, and SEP staff.

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Office of the Director
Responsibilities

• Produce mandated and ad hoc reports that cover
  civil rights/EEO efforts, activities, and
  accomplishments Agency-wide.
• Ensure the effective functioning of FSA OCR
  through administrative oversight of
• Fiscal year budget allotment/expenditures
• Division procurement
• Special projects

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Equal Employment Opportunity Branch (EEOB)
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Equal EmploymentOpportunity Branch (EEOB)

• Philip Newby Branch Chief
• Andrew Malloy EEO Specialist
• Jeffrey Hayden EEO Specialist
• Kristena Jenkins EEO Specialist

Main Tel. [phone] Fax [phone]
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Equal EmploymentOpportunity Branch (EEOB)
Responsibilities

• Investigate EEO complaints timely, accurately,
  and impartially.
• Conduct formal EEO investigations and distribute
  Reports of Investigation (ROI) within ninety (90)
  days after receiving an authorized acceptance
  letter from the USDA Office of Adjudication and
  Compliance (OAC).

Formerly USDA Office of Civil Rights
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Equal EmploymentOpportunity Branch (EEOB)
Responsibilities

• Track, prepare, report, and distribute FSAs
  Quarterly No Fear Act Reports and FSAs Annual
  462 and MD-715 Reports.
• Conduct formal EEO Alternative Dispute Resolution
  (ADR) and ensure the enforcement of settlements
  and compliance agreements anytime during the EEO
  Formal Complaint Stage.

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Equal EmploymentOpportunity Branch (EEOB)
Responsibilities

• Provide managers with workforce analysis briefing
  and recommendations on innovative ways to create
  diversity in the workplace.
• Recommend innovative staffing methods e.g.,
  internships, details, developmental assignments,
  and mentoring programs to recruit, train, and
  retain a top-quality workforce reflective of the
  geographical civilian labor force (CLF)
  population.

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Equal EmploymentOpportunity Branch (EEOB)
Responsibilities

• Serve as advisors to FSA managerial staff,
  providing advice on Civil Rights laws, statutes,
  directives, executive orders, as well as
  personnel policies, procedures, and practices
  that impact Civil Rights regulations.
• Administer Special Emphasis Programs (SEP) for
  the DC Headquarters area.

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Equal EmploymentOpportunity Branch (EEOB)
Responsibilities

• Provide input into written policies, conduct
  annual reviews of policies, and ensure proper
  updates and posting of the Farm Service Agency
  Administrators EEO Policy Statements.
• Develop, administer, and monitor FSAs Annual EEO
  Civil Rights Training via USDAs web-based
  AgLearn.

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Equal EmploymentOpportunity Branch (EEOB)
Responsibilities

• Conduct an EEO/EO Human Relations Institute,
  providing training for EEO specialists, EEO
  managers, and FSA employees (Federal and
  non-Federal employees), using the Desire Learning
  Objectives (DLO) to cover all aspects of EEO/EO
  programs laws, statutes, executive orders, and
  directives.

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Equal EmploymentOpportunity Branch (EEOB)
Internal EEO Complaint Processing Procedures
Federal Employees

• 29 CFR Part 1614
• Management Directive 110

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Equal EmploymentOpportunity Branch (EEOB)
MD-110

• What is EEOC Management Directive 110?
• Guidance issued by the EEOC and is effective
  November 9, 1999. EEOC amended 29 C.F.R. Part
  1614 to improve the federal sector EEO process.
  This guidance describes in detail the procedures
  that must be followed when processing complaints
  of discrimination filed by federal employees and
  applicants for federal employment alleging
  employment discrimination under the amended 1614
  regulations.

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EEO Counseling and Mediation Branch (CMB)

• Informal EEO Complaint
• (Pre-complaint) Program

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Washington DC Staff
EEO Counseling andMediation Branch (CMB)

• Branch Chief
• Darlene Smith EEO Counselor
• Mark Newsom EEO Assistant

Main Tel. [phone] Fax [phone]

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FSA EEO Counselors
EEO Counseling andMediation Branch (CMB)

• Claude McKenzie Gloria Scurry
• 706-546-2303
  720-544-2900
• Gregory Ferby Rene Rodriguez
• 315-477-6310 530-792-5544
• Wanda Wilson Michael Sherman
• 859-224-7665 816-926-3487
• Darlene Smith 202-401-7177

EEO Counselors Map on next page
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FSA Counseling Servicing Areas
Darlene Smith
Greg Ferby
Claude McKenzie
Wanda Wilson
Mike Sherman
Rene Rodriguez
Gloria Scurry
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EEO Counseling andMediation Branch (CMB)
Services

• EEO Counseling and Alternative Dispute Resolution
  (ADR)
• Training on EEO Complaint Program
• Guidance and Direction on EEO Complaint Program
• Contact on All Informal EEO Complaints
• (Pre-complaints) Filed Against FSA.

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How do we achieve our mission?
EEO Counseling andMediation Branch (CMB)

• Traditional EEO
• Counseling
• Alternative Dispute
• Resolution (ADR)

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EEO Counseling andMediation Branch (CMB)
Federal Laws Prohibiting Employment Discrimination

• Title VII of the Civil Rights Act of 1964 (Title
  VII), as amended by the EEO Act of 1972, which
  prohibits employment discrimination based on

• Sex
• National Origin, or
• Reprisal

• Race
• Color
• Religion

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EEO Counseling andMediation Branch (CMB)
Federal Laws Prohibiting Employment
Discrimination, contd

• Equal Pay Act of 1963 (EPA), which protects men
  and women who perform substantially equal work in
  the same area from sex-based wage discrimination.
• Age Discrimination in Employment Act of 1967
  (ADEA), which protects individuals who are 40
  years of age or older.
• Rehabilitation Act of 1973, which prohibits
  discrimination against qualified individuals with
  physical or mental disabilities who work in the
  Federal government.

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EEO Counseling andMediation Branch (CMB)
Employees Have the Right to

• A working environment that is free of
  discrimination
• File an EEO complaint
• Anonymity in the Informal EEO complaint process

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EEO Counseling andMediation Branch (CMB)
What is Discrimination?

• Discrimination is defined in Civil Rights Law as
  unfavorable or unfair treatment of a person or
  class of people in comparison to others who are
  not members of the same protected class.

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EEO Counseling andMediation Branch (CMB)
What is an EEO Complaint?

• An EEO complaint is a claim that an Agency
  official acted or failed to act against an
  employee, former employee or applicant that
• Adversely affects privileges, benefits, working
  conditions, or results in disparate treatment or
  has an adverse impact on employees or applicants.

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EEO Counseling andMediation Branch (CMB)
What is an EEO Complaint? contd

• Is based in whole or in part on a persons
  protected
• class, which includes the following

• Is not permitted under the law and/or USDA
  regulations ?

• Race
• Color
• Religion
• Sex
• National Origin
• Age (40 and over)
• Disability (mental, physical)

• Reprisal
• Political Affiliation / Beliefs
• Sexual Orientation
• Marital Status
• Status as a Parent
• Genetic Information

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EEO Counseling andMediation Branch (CMB)
How Do I File an EEO Complaint?

• To file an EEO complaint, the individual must
  contact an EEO Counselor within 45 calendar days
  of the alleged discriminatory event.
• NOTE
• Contacting an EEO Counselor is the mandatory
  first step in filing an EEO complaint.
  Exceptions to the MANDATORY first step are
  allegations involving Age and/or Equal Pay Act
  violations.

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Program Complaints Inquiry Branch (PCIB)
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Program Complaints Inquiry Branch (PCIB)
Montgomery, AL

• Carlton Oneal Branch Chief
• Katherine H. Colvin Secretary
• Program Complaints Specialists

Main Tel. [phone] Fax [phone]
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Program Complaints Inquiry Branch (PCIB)
Montgomery, AL

• Program Complaints Specialists
• ? Carnell McAlpine ? Roy C. Brown
• ? Charles Glenn ? Elvin R. Earthly
• ? Sharon S. Ervin ? Patricia Gates
• ? Olan Sanders ? Richard Jones
• ? John Smith

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Functions
Program Complaints Inquiry Branch
(PCIB) Montgomery, AL

• Conduct Fact-Finding Inquires (FFI) on program
  discrimination cases
• Conduct special inquiries, misconduct inquiries,
  and OIG hotline inquiries
• Conduct EEO and CR State Management Reviews (SMR)

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Federally Conducted Program Complaint Process
Complaint submitted to the USDA Office of
Adjudication and Compliance (OAC)
Complaint must be filed within 180 calendar days
USDA OAC directs FSA to conduct a Fact-Finding
Inquiry (FFI) and provide an Agency Position
Statement (APS)
Complaints are processed within 180 days
of acceptance by OAC
FSA submits to OAC the APS to be included
in final complaint processing
FSA has 24 days to conduct An FFI and prepare an
APS
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Fact-Finding Inquiries (FFIs)
Program Complaints Inquiry Branch (PCIB)

• FSA is given 24 calendar days to provide an
  Agency Position Statement (APS) to USDAs Office
  of Adjudication and Compliance (OAC) on
  allegations of program discrimination.
• PCIB has 17 days to conduct an FFI on each
  complaint case.

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FFI Process

• The Program Complaints Inquiry Branch (PCIB)

Contacts the State Executive Director (SED) and
other personnel
Prepares the Investigative Plan
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FFI Process, continued
Prepares the Report
All USDA employees are required to cooperate in
any investigation. You are subject to
disciplinary action, up to and including removal,
if you refuse to answer or fail to respond
truthfully and fully to any of the questions, or
fail to provide other requested information to
the PCIB. Your right to invoke the protection of
the Fifth Amendment to the Constitution applies
only with respect to self-incrimination in a
criminal investigation.
- Departmental Bulletin 735-1
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State Management Reviews (SMR)
Program Complaints Inquiry Branch (PCIB)

• Purpose
• To monitor and evaluate FSA programs to
• ensure that they are administered in a
• nondiscriminatory manner.

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SMR Process
On-Site Review
Post-Review
Pre-Review
SMR Report to State Corrective Action Plan to
FSA/OCR Implementation Reports Closure
States Team Selections Notification Data
Analysis Service Center Selections Notification
Interview Employees Review Accessibility Review
Public Information Review Files
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Compliance and Program Analysis Branch (CPAB)
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Compliance and Program Analysis Branch (CPAB)

• Brian Garner, Jr. Branch Chief
• Doris Rudolph EO Specialist
• Carl Holmes EO Specialist
• Rosalie Ramirez EO Specialist
• Carmen Fulton EO Assistant

Main Tel. [phone], Fax (202)
401-7104
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Responsibilities
Compliance and Program Analysis Branch (CPAB)

• Develop, implement, and coordinate Agency
  policies and procedures to ensure compliance with
  nondiscrimination in program delivery.
• Provide direction, assistance, and enforcement of
  Civil Rights laws and regulations in the delivery
  of all FSA programs, including outreach.

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Functions
Compliance and Program Analysis Branch (CPAB)

• Produce and submit to the USDA Office of
  Adjudication and Compliance (OAC) an Agency
  Position Statement (APS) for each complaint of
  program discrimination filed with USDA OAC.
• Based on documentation from a fact-finding
  inquiry conducted by FSA OCRs Program Complaint
  Inquiry Branch (PCIB).

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Functions
Compliance and Program Analysis Branch (CPAB)

• Review and approve each Civil Rights Impact
  Analysis (CRIA) submitted to FSA OCR by FSA
  program areas (farm loans and farm programs).
• A CRIA is required before issuance of any
  significant new FSA regulation.

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Functions
Compliance and Program Analysis Branch (CPAB)

• Partner with the Program Complaints Inquiry
  Branch (PCIB) in conducting and reporting State
  Management Reviews (SMR), and then in briefing
  top FSA management officials on the results of
  each review.

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Functions
Compliance and Program Analysis Branch (CPAB)

• Develop handbooks, training modules, and
  procedures for conducting civil rights compliance
  reviews and preliminary inquiries of program
  discrimination complaints.
• Provide training as needed (e.g., State Civil
  Rights Coordinators) covering the above.

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Functions
Compliance and Program Analysis Branch (CPAB)

• Administer the Agencys program for processing
  complaints alleging discrimination in USDA
  Federally assisted and conducted programs, in
  accordance with Departmental regulations.
• Provide assistance to the Field staff to augment
  the process.

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Functions
Compliance and Program Analysis Branch (CPAB)

• Provide liaison with external customers and
  groups and conduct civil rights-related training
  on Agency programs, services, and procedures.
• Develop and maintain a database for complaint
  activity, resolution, and settlement.

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Functions
Compliance and Program Analysis Branch (CPAB)

• Represent FSA in dealing with internal and
  external organizations, individuals, members of
  underserved groups, educational institutions,
  State and local government, and other customers
  to provide program information and to secure
  cooperation in the implementation and delivery of
  FSA programs.

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Compliance and Program Analysis Branch (CPAB)

• Civil Rights Laws
• (major laws impacting program delivery)
• Title VI of the Civil Rights Act of 1964 (Title
  VI), which prohibits discrimination in any
  program or activity receiving Federal financial
  assistance based on
• Race
• Color, or
• National Origin

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Compliance and Program Analysis Branch (CPAB)

• Civil Rights Laws, contd
• Section 504, Rehabilitation Act of 1973, which
  prohibits discrimination against an otherwise
  qualified disabled individualsolely by reason of
  disabilityin employment, programs, or activities
  receiving Federal financial assistance or which
  are Federally conducted.

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Compliance and Program Analysis Branch (CPAB)

• Civil Rights Laws, contd
• Equal Credit Opportunity Act (ECOA), which
  prohibits discrimination against an applicant
  regarding any aspect of a credit transaction.
• Age Discrimination Act of 1975, which prohibits
  discrimination based on age in the delivery of
  programs and services.

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Kansas City EEO Civil Rights Office
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Kansas City EEO and Civil Rights Staff

• Edith Stovall Staff Officer
• Teresa Jones EEO Specialist
• Janet Head EEO Specialist
• Marsha Young EEO Specialist
• Michelle Cain EEO Assistant

Main Tel. [phone] Fax (816)
823-1811
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Kansas City EEO and Civil Rights Staff

• The KC Field Office EEO/CR Staff serves as an
  Agency technical authority on EEO initiatives and
  compliance in performing an extensive range of
  EEO functions related to
• ? Sec. 717 of Title VII employment programs
• ? Sec. 501 of the Rehabilitation Act

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Kansas City EEO and Civil Rights Staff

• Title VII Section 717
• Make all personnel actions free from
  discrimination based on race, color, religion,
  sex or national origin
• Maintain an affirmative action program of equal
  employment opportunity for all employees and
  applicants
• Submit an annual plan or updates to EEOC for
  approval

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Kansas City EEO and Civil Rights Staff

• Rehabilitation Act Section 501
• Make all personnel actions free from
  discrimination based on disability
• Maintain an affirmative action program plan for
  the hiring, placement, and advancement of people
  with disabilities
• Submit an annual plan and/or updates to EEOC for
  approval

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Kansas City EEO and Civil Rights Staff

• The KC EEO/CR Staff is involved with Agency-wide
  research, analysis, and compliance and also
  provides advice, guidance, and assistance on the
  implementation and management of EEO programs.
• The Staff is actively involved in developing EEO
  standard operating procedures, handbooks,
  policies, and procedures.

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Kansas City EEO and Civil Rights Staff

• EEO laws, regulations, directives, and
  legislation require proactive EEO functions to be
  provided as a means of guidance and assistance in
  implementing and/or maintaining a Model EEO
  program that ensures a workplace conducive to
• ? diversity, reasonable accommodation,
  fairness, and equal treatment for all
  internal and external customers.

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Kansas City EEO and Civil Rights Staff

• Staff Functions
• Administers EEOC Management Directive 715
  (MD-715) involving
• Monitoring and reporting
• Barrier analysis
• Goal setting, and
• Monitoring compliance and accountability

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Kansas City EEO and Civil Rights Staff

• MD-715
• The policy guidance by the Equal Employment
  Opportunity Commission (EEOC) as directives for
  federal agencies to follow in establishing and
  maintaining a Model Equal Employment (EEO)
  Program.
• This directive was established for management,
  Civil Rights, and Human Resources to collaborate
  proactively in managing human capital by ensuring
  equity and limiting EEO liabilities.

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Kansas City EEO and Civil Rights Staff

• Staff Functions, continued
• Collaborates with top management and the Office
  of Human Resources (OHR) on initiatives
  established via
• Diversity
• Federal Equal Opportunity Recruitment Plans
  (FEORP)

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Kansas City EEO and Civil Rights Staff

• Staff Functions, continued
• Monitors and reports on
• Reasonable Accommodation via MD-715
• Section 501 of the Rehabilitation Act
• Conducts Civil Rights Impact Analysis
• (Title VIIEmployment)

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Kansas City EEO and Civil Rights Staff

• Staff Functions, continued
• Actively participates in State Management Reviews
  for compliance
• Administers Special Emphasis Programs (SEP)
• Provides ombudsperson services in resolving local
  concerns and issues

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Kansas City EEO and Civil Rights Staff

• Staff Functions, continued
• Develops and delivers training and awareness for
  EEO programs
• MD-715
• Special Emphasis Programs
• Diversity
• Section 501 of the Rehabilitation Act

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs (SEP)
• Special Emphasis Programs are implemented
  pursuant to Presidential Executive Orders and
  Federal personnel programs established by the
  Office of Personnel Management (OPM)
• to assist in the elimination of demographic group
  imbalances in targeted occupations, and
• to enhance the achievement of workforce
  diversity.

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Kansas City EEO and Civil Rights Staff

• What is the Purpose of
• Special Emphasis Programs?
• Assist the recruitment, development, training,
  and advancement of minorities, women, and people
  with disabilities.
• Each SEP to develop and implement objectives to
  enhance the status of their respective groups.

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Kansas City EEO and Civil Rights Staff

• What is the Objective of
• Special Emphasis Programs?
• Analyzing Agency workforce data and identifying
  barriers in the areas of recruitment, hiring,
  promotions, reasonable accommodation, and
  retention affecting the full representation of
  protected groups.

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Kansas City EEO and Civil Rights Staff

• What is the Objective of
• Special Emphasis Programs? Contd
• Compiling, developing, and disseminating
  information and documents for managers,
  supervisors, and employees to provide knowledge
  and sensitivity in all facts or issues affecting
  the full representation of protected groups.

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Kansas City EEO and Civil Rights Staff

• What is the Objective of
• Special Emphasis Programs? Contd
• Developing and conducting programs such as
  training, workshops, conferences, job fairs, and
  commemorative observances to provide awareness,
  sensitivity, and understanding of the special
  issues affecting employment of the protected
  groups.

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Kansas City EEO and Civil Rights Staff
Special Emphasis Programs
Six Programs required by Executive Order or
Departmental Regulation

• African American Program
• Asian American/Pacific Islander Program
• Hispanic Program
• American Indian/Alaskan Native Program
• People with Disabilities Program
• Federal Womens Program

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• African American Program
• This program was strengthened through Executive
  Order 11478, Equal Employment Opportunity in the
  Federal Government, which established the Equal
  Employment Opportunity Program.
• It is the policy of the Federal government to
  provide equal opportunity in employment to all
  individuals regardless of race, color, religion,
  gender, national origin, disability or age.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• African American Program, contd
• The Special Emphasis Program has been
  established to increase the awareness and the
  representation of African Americans throughout
  the Agency.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Asian American and Pacific Islander Program
• On May 13, 2004, President George W. Bush signed
  Executive Order 13339 to increase economic
  opportunities for and improve the quality of life
  of approximately 14 million Asian Americans and
  Pacific Islanders (AAPIs) living in the United
  States and the U.S. and Pacific Island
  jurisdictions.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Asian American / Pacific Islander Program, contd
• This action renews a previous Executive Order,
  which established the Presidents Advisory
  Commission and a federal Interagency Working
  Group on AAPIs.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Hispanic Program
• Executive Order 13230, Educational Excellence
  for Hispanic Americans Commission, strengthens
  the Nations capacity to provide high quality
  education and increase opportunities for Hispanic
  Americans to participate in and benefit from
  Federal Education programs.
• Executive Order 13171 was issued on October 12,
  2000 to help improve the representation of
  Hispanics in federal employment.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Hispanic Program, contd
• In September 1997, the U.S. Office of Personnel
  Management developed and called upon agencies to
  adopt a Hispanic Employment Initiative (9-Point
  Plan) to improve the representation of Hispanics
  in the Federal workforce.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Native American Program
• President George W. Bush reaffirmed the previous
  administrations Native American Program of
  Support for Tribal Colleges and Universities in
  Executive Order 13270 of July 3, 2002.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Native American Program, contd
• He reiterated the unique relationship between
  the United States and the Indian tribes and also
  acknowledged the special relationship between the
  United States and Alaskan Native entity
  universities that serve Indian tribes and Alaska
  Native entities.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Native American Program, contd
• President Bush declared that it is the policy of
  the Federal government that this Nations
  commitment to educational success and opportunity
  extends as well to the tribal colleges.
• President Bush hopes that this order will
  fulfill a vital role in
• Maintaining and preserving irreplaceable
  languages and cultural traditions
• Offering a high-quality college education to
  younger students
• Providing job training and other career-building
  programs to adults and senior citizens.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• People with Disabilities Program
• Executive Order 13078, issued on March 13, 1998,
  established the National Task Force on Employment
  of Adults with Disabilities to reduce employment
  barriers for persons with disabilities.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• People with Disabilities Program, contd
• Executive Order 13164 of July 26, 2001, promotes
  a model Federal workplace that provides
  reasonable accommodation for people with
  disabilities and those who are applying for
  Federal employment.
• Executive Order 13187 of January 10, 2001,
  established the Presidents Disability Employment
  Partnership Board.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• People with Disabilities Program, contd
• People with disabilities can be hired through
  the traditional competitive hiring process or, if
  they qualify, noncompetitively through the use
  of excepted service appointing authorities.
• Excepted service appointing authorities were
  developed to provide an opportunity for people
  with disabilities to show that they can do the
  job and to circumvent the attitudinal barriers of
  managers and supervisors.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Womens Program
• In 1967, Executive Order 11375 added sex to
  other prohibited forms of discrimination such as
  race, color, religion, and national origin. In
  response to this, OPM established the Federal
  Womens Program (FWP).

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Womens Program, contd
• In 1969, Executive Order 11478 integrated the
  FWP into the Equal Employment Opportunity (EEO)
  Program and placed the FWP under the direction of
  the EEO for each agency.

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Kansas City EEO and Civil Rights Staff

• Special Emphasis Programs
• Womens Program, contd
• OPM regulations implementing Public Law 92-261
  require that Federal agencies designate a FWP
  Manager to advise the Director of EEO on matters
  affecting the employment and advancement of
  women. This law also requires that Federal
  agencies allocate sufficient resources for their
  Federal Womens Programs.

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Kansas City EEO and Civil Rights Staff

• Staff Functions, continued
• Appraises personnel operations at regular
  interval to assure their conformity with EEO
  programs in accordance with MD-715 and 29 CFR
  1614
• Conducts environmental assessments via employee
  surveys
• Conducts assessments based on employee exit
  interviews

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Kansas City EEO and Civil Rights Staff

• Staff Functions, continued
• Collects, evaluates, and analyzes statistical
  data on the status of workforce diversity and
  makes information available to senior management
  on a quarterly basis for planning purposes.
• Participates in the development of long-range
  plans of action to achieve FSA Affirmative
  Employment (AEP) goals and objectives and
  Strategic Plan.

91
Kansas City EEO and Civil Rights Staff

• Staff Functions, continued
• Provides numerous profiles and reports for the
  State Management Reviews conducted by the Alabama
  Office.
• Participates as reviewers on State Management
  Review teams.

92
Administrators Policy Statements

• FSA Civil Rights Policy Statement
• http//www.fsa.usda.gov/pas/civil/civil_rights.htm
  
• Equal Employment Opportunity Statement
• http//www.fsa.usda.gov/FSA/webapp?areaaboutsubj
  ectlandingtopicsao-oa-cr

93
Administrators Policy Statements, continued

• Policy Statement on Reprisal and Retaliation
• http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
  yonreprisalfy08.pdf
• Policy on the Prevention of Sexual Harassment
• http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
  yonsexualharassfy08.pdf

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Administrators Policy Statements, continued

• EEO and Diversity Policy Statement
• http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
  yondiversityfy08.pdf
• Policy Statement on Harassment
• http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
  yonharassmentfy08.pdf

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Administrators Policy Statements, continued

• Civil Rights Accountability Policy and Procedures
  Statement
• http//www.fsa.usda.gov/Internet/FSA_File/fsapolic
  yonaccountabilityfy08.pdf

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USDA Policy Statement

• Civil Rights Policy Statement
• http//www.usda.gov/da/CRPolicy.htm

97
FSA OCR on the Web

• http//www.fsa.usda.gov/FSA/webapp?areaaboutsubj
  ectlandingtopicsao-oa-cr-co

END