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EEO Implementation for Managers & Supervisors WRMC Retreat February 7 -8, 2006 Jeff Roets EEO Implementation for Managers & Supervisors WRMC Retreat February 7 -8, 2006 Jeff Roets Office for Equal Employment Opportunity 1

Agenda l Introduction l Regional Director’s Performance Standards ¡Implementation of Departments Diversity Plan and Agenda l Introduction l Regional Director’s Performance Standards ¡Implementation of Departments Diversity Plan and to promote workforce diversity ¡Notification and Federal Employee Antidiscrimination and Retaliation (No. Fear) training ¡Annual four hour EEO Training for Managers and Supervisors l Agreement on Implementation 2

DOI Strategic Plan Implementation l Distribute CD version of Plan to all Managers and DOI Strategic Plan Implementation l Distribute CD version of Plan to all Managers and Supervisors must describe ways that they have contributed to implementing the Plan during their mid annual performance review l EEO Manager will discuss one topic from the Plan during all Western Region Management Council Weekly Meetings (5 -15 minutes followed by discussion as needed) 3

DOI Strategic Plan Implementation (Cont. ) l WRMC Quarterly Training: ¡EEO Manager to highlight DOI Strategic Plan Implementation (Cont. ) l WRMC Quarterly Training: ¡EEO Manager to highlight 30 -45 min training event during each on-site WRMC meeting where managers are present (held quarterly). “It is important that we understand diversity and effectively manage for diversity within the Department. Our managers and supervisors must embrace diversity as a critical element to mission accomplishment. ” Gale A. Norton Secretary of the Interior 4

DOI Strategic Plan Implementation (Cont. ) l WRMC Quarterly Training will be based on DOI Strategic Plan Implementation (Cont. ) l WRMC Quarterly Training will be based on the five major focus areas of the plan: l l l education of managers, supervisors, and employees regarding importance of a diverse workforce stepping up recruitment efforts improved retention of a diverse workforce zero tolerance for discrimination, harassment, and retaliation ensuring accountability for achieving diversity goals 5

DOI Strategic Plan Implementation (Cont. ) l WRMC Quarterly Training Examples: ¡ Management Responsibility DOI Strategic Plan Implementation (Cont. ) l WRMC Quarterly Training Examples: ¡ Management Responsibility ¡ Importance of Diversity ¡ Demographic Trends ¡ Workforce Distribution ¡ Impediments to a Diverse Workforce ¡ Recruitment ¡ Retention ¡ Quality of Work Life and Retention ¡ Zero Tolerance ¡ Accountability ¡ Tool Box for Managers ¡ Do’s and Don’ts for Managers ¡ Reasonable Accommodation 6

DOI Strategic Plan Implementation (Cont. ) l Special Emphasis Program (SEP) Training (i. e. DOI Strategic Plan Implementation (Cont. ) l Special Emphasis Program (SEP) Training (i. e. Black History Month, Hispanic Heritage Month) ¡Annual EEO Diversity Training ¡SEP Observances “A diverse workforce is essential to providing services to the culturally and linguistically varied populations that visit and work with the Department’s facilities and land. ” Gale A. Norton Secretary of the Interior 7

DOI Strategic Plan Implementation (Cont. ) l Annual EEO Diversity Training ¡Budget is needed DOI Strategic Plan Implementation (Cont. ) l Annual EEO Diversity Training ¡Budget is needed for successful event (i. e. good speakers) ¡Program Participation is needed from various levels (managers, supervisors, employees) ¡All day event (typically from 8: 30 am – 3: 30 pm) ¡Event consists of two main speakers, one or two entertainment events, information booths on Diverse groups, Ethnic food pot-luck (involvement from all employees) 8

DOI Strategic Plan Implementation (Cont. ) l SEP Observances ¡ EEO & rotating program DOI Strategic Plan Implementation (Cont. ) l SEP Observances ¡ EEO & rotating program responsibility ¡ Typically a video will be shown in the conference room ¡ Video can be mailed to field stations ¡ Budget is needed to build a stock of Diversity Videos ¡ Managers are required to attend 2 events per year. Managers and supervisors will submit number of Diversity Training events attended for the FY during performance evaluation ¡ Managers and supervisors can submit credit for outside Diversity training (i. e. training from other sources, DFEB, Conferences, local events in their community) 9

No. Fear Training l Required every two years for all employees ¡ All employees No. Fear Training l Required every two years for all employees ¡ All employees trained in FY 2005 l Training required for new employees ¡ Distribute No. Fear CD to all new employees for FY 06. l Employee required to turn in a certificate or self certification form l Managers submit list of all new employees in FY 06 ¡ Send three or four copies of training CD to each field station 10

EEO Mandatory Training l The WO is coordinating the mandatory 4 -hour EEO training EEO Mandatory Training l The WO is coordinating the mandatory 4 -hour EEO training for Managers and Supervisors in FY 06 ¡ If training is not finalized by mid February, we can move out with our own plan ¡ What are the best times during FY 06 for training? l All Managers and supervisors must complete the 4 hour mandatory EEO Training annually. Managers will not receive a successful performance rating in the area of Diversity if they do not complete the mandatory training l Managers are responsible for receiving 4 hours of EEO training annually. If they do not attend the mandatory training, they must contact the EEO Manager and make arrangement for one-on-one training by September 1, 2006 to receive a successful rating. (Approval must be received by the Regional Director) 11

EEO Implementation for Managers & Supervisors Question & Comments… 12 EEO Implementation for Managers & Supervisors Question & Comments… 12