+---------+---------+----------+-------------+------------------------+
| **EEOC  |         |          |             |                        |
| FORM\   |         |          |             |                        |
| 715-01  |         |          |             |                        |
| PART    |         |          |             |                        |
| A - D** |         |          |             |                        |
|         |         |          |             |                        |
| ***U.S. |         |          |             |                        |
| Equal   |         |          |             |                        |
| Emp     |         |          |             |                        |
| loyment |         |          |             |                        |
| Oppo    |         |          |             |                        |
| rtunity |         |          |             |                        |
| Commis  |         |          |             |                        |
| sion*** |         |          |             |                        |
|         |         |          |             |                        |
| **      |         |          |             |                        |
| FEDERAL |         |          |             |                        |
| AGENCY  |         |          |             |                        |
| ANNUAL  |         |          |             |                        |
| EEO     |         |          |             |                        |
| PROGRAM |         |          |             |                        |
| STATUS  |         |          |             |                        |
| R       |         |          |             |                        |
| EPORT** |         |          |             |                        |
+---------+---------+----------+-------------+------------------------+
| **For   |         |          |             |                        |
| period  |         |          |             |                        |
| c       |         |          |             |                        |
| overing |         |          |             |                        |
| October |         |          |             |                        |
| 1,2004  |         |          |             |                        |
| to      |         |          |             |                        |
| Se      |         |          |             |                        |
| ptember |         |          |             |                        |
| 30,     |         |          |             |                        |
| 2005**  |         |          |             |                        |
+---------+---------+----------+-------------+------------------------+
| **PART  | **1.    |          | **1. U.S.   |                        |
| A**     | A       |          | Department  |                        |
|         | gency** |          | of the      |                        |
| Depa    |         |          | Interior**  |                        |
| rtment\ |         |          |             |                        |
| or      |         |          |             |                        |
| Agency\ |         |          |             |                        |
| Ident   |         |          |             |                        |
| ifying\ |         |          |             |                        |
| Info    |         |          |             |                        |
| rmation |         |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | 1.a.    |          | ** **       |                        |
|         | 2^nd^   |          |             |                        |
|         | level   |          |             |                        |
|         | re      |          |             |                        |
|         | porting |          |             |                        |
|         | co      |          |             |                        |
|         | mponent |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | 1.b.    |          |             |                        |
|         | 3^rd^   |          |             |                        |
|         | level   |          |             |                        |
|         | re      |          |             |                        |
|         | porting |          |             |                        |
|         | co      |          |             |                        |
|         | mponent |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | 1.c.    |          |             |                        |
|         | 4^th^   |          |             |                        |
|         | level   |          |             |                        |
|         | re      |          |             |                        |
|         | porting |          |             |                        |
|         | co      |          |             |                        |
|         | mponent |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | **2.**  |          | **2. 1849 C |                        |
|         | Address |          | Street,     |                        |
|         |         |          | NW**        |                        |
+---------+---------+----------+-------------+------------------------+
|         | **3**.  |          | **3.        |                        |
|         | City,   |          | Washington, |                        |
|         | State,  |          | DC 20240**  |                        |
|         | Zip     |          |             |                        |
|         | Code    |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | **4.**  | **5.**   | **4. IN01** | **5. 1405**            |
|         | CPDF    | FIPS     |             |                        |
|         | Code    | code(s)  |             |                        |
+---------+---------+----------+-------------+------------------------+
| **PART  | **1.**  |          |             | **1. 60,104**          |
| B**     | Enter   |          |             |                        |
|         | total   |          |             |                        |
| Total\  | number  |          |             |                        |
| Emp     | of      |          |             |                        |
| loyment | pe      |          |             |                        |
|         | rmanent |          |             |                        |
|         | fu      |          |             |                        |
|         | ll-time |          |             |                        |
|         | and     |          |             |                        |
|         | pa      |          |             |                        |
|         | rt-time |          |             |                        |
|         | em      |          |             |                        |
|         | ployees |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | **2.**  |          |             | **2. 17,105**          |
|         | Enter   |          |             |                        |
|         | total   |          |             |                        |
|         | number  |          |             |                        |
|         | of      |          |             |                        |
|         | te      |          |             |                        |
|         | mporary |          |             |                        |
|         | em      |          |             |                        |
|         | ployees |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | **3.**  |          |             | **3. Not Applicable**  |
|         | Enter   |          |             |                        |
|         | total   |          |             |                        |
|         | number  |          |             |                        |
|         | em      |          |             |                        |
|         | ployees |          |             |                        |
|         | paid    |          |             |                        |
|         | from    |          |             |                        |
|         | no      |          |             |                        |
|         | n-appro |          |             |                        |
|         | priated |          |             |                        |
|         | funds   |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | **4.    |          |             | **4. 77,209**          |
|         | TOTAL   |          |             |                        |
|         | EMP     |          |             |                        |
|         | LOYMENT |          |             |                        |
|         | \[add   |          |             |                        |
|         | lines B |          |             |                        |
|         | 1       |          |             |                        |
|         | through |          |             |                        |
|         | 3\]**   |          |             |                        |
+---------+---------+----------+-------------+------------------------+
| **PART  | 1\.     |          | **1. P.     |                        |
| C**     | Head of |          | Lynn        |                        |
|         | Agency\ |          | Scarlett**  |                        |
| Agency\ | O       |          |             |                        |
| Offic   | fficial |          | **Acting    |                        |
| ial(s)\ | Title   |          | Secretary** |                        |
| Respo   |         |          |             |                        |
| nsible\ |         |          |             |                        |
| For     |         |          |             |                        |
| Ove     |         |          |             |                        |
| rsight\ |         |          |             |                        |
| of EEO\ |         |          |             |                        |
| Pro     |         |          |             |                        |
| gram(s) |         |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | 2\.     |          | **2. R.     |                        |
|         | Agency  |          | Thomas      |                        |
|         | Head    |          | Weimer,     |                        |
|         | D       |          | Assistant   |                        |
|         | esignee |          | Secretary** |                        |
|         |         |          |             |                        |
|         |         |          | **Policy,   |                        |
|         |         |          | Management  |                        |
|         |         |          | and         |                        |
|         |         |          | Budget**    |                        |
+---------+---------+----------+-------------+------------------------+
|         | 3\.     |          | **3. Sharon |                        |
|         | Pr      |          | D. Eller**  |                        |
|         | incipal |          |             |                        |
|         | EEO     |          | **Director, |                        |
|         | Dire    |          | Office of   |                        |
|         | ctor/Of |          | Civil       |                        |
|         | ficial\ |          | Rights**    |                        |
|         | O       |          |             |                        |
|         | fficial |          |             |                        |
|         | Titl    |          |             |                        |
|         | e/serie |          |             |                        |
|         | s/grade |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | 4\.     |          | **4. Sharon |                        |
|         | Title   |          | D. Eller**  |                        |
|         | VII     |          |             |                        |
|         | Affi    |          |             |                        |
|         | rmative |          |             |                        |
|         | EEO\    |          |             |                        |
|         | Program |          |             |                        |
|         | O       |          |             |                        |
|         | fficial |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | 5\.     |          | **5.        |                        |
|         | Section |          | Acquanetta  |                        |
|         | 501     |          | Newson**    |                        |
|         | Affi    |          |             |                        |
|         | rmative |          | *           |                        |
|         | Action\ |          | *Disability |                        |
|         | Program |          | Program     |                        |
|         | O       |          | Manager**   |                        |
|         | fficial |          |             |                        |
+---------+---------+----------+-------------+------------------------+
|         | 6\.     |          | **6. Alvin  |                        |
|         | Co      |          | Dillings**  |                        |
|         | mplaint |          |             |                        |
|         | Pro     |          | **Chief,    |                        |
|         | cessing |          | Employment  |                        |
|         | P       |          | Complaints  |                        |
|         | rogram\ |          | &**         |                        |
|         | Manager |          |             |                        |
|         |         |          | **A         |                        |
|         |         |          | djudication |                        |
|         |         |          | Division**  |                        |
+---------+---------+----------+-------------+------------------------+
|         | 7\.     |          | **Sylvia    |                        |
|         | Other   |          | Jones,      |                        |
|         | Resp    |          | Special     |                        |
|         | onsible |          | Emphasis    |                        |
|         | EEO     |          | Programs &  |                        |
|         | Staff   |          | Minority    |                        |
|         |         |          | I           |                        |
|         |         |          | nstitutions |                        |
|         |         |          | Program     |                        |
|         |         |          | Manager**   |                        |
+---------+---------+----------+-------------+------------------------+
|         |         |          |             |                        |
+---------+---------+----------+-------------+------------------------+

+-------------------------+--------------------------+-----+------+---+---+
| **EEOC FORM\            |                          |     |      |   |   |
| 715-01 PART A - D**     |                          |     |      |   |   |
|                         |                          |     |      |   |   |
| ***U.S. Equal           |                          |     |      |   |   |
| Employment Opportunity  |                          |     |      |   |   |
| Commission***           |                          |     |      |   |   |
|                         |                          |     |      |   |   |
| **FEDERAL AGENCY ANNUAL |                          |     |      |   |   |
| EEO PROGRAM STATUS      |                          |     |      |   |   |
| REPORT**                |                          |     |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+
| **PART D**              | **Subordinate Component  | **C |      |   |   |
|                         | and Location             | PDF |      |   |   |
| List of Subordinate     | (City/State)**           | and |      |   |   |
| Components Covered in   |                          | F   |      |   |   |
| This Report             |                          | IPS |      |   |   |
|                         |                          | c   |      |   |   |
|                         |                          | ode |      |   |   |
|                         |                          | s** |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  Office of the Secretary | IN  |      |   |   |
|                         |                          | -01 | 1405 |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  Bureau of Indian        | IN  |      |   |   |
|                         | Affairs                  | -06 |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  Bureau of Land          | IN  |      |   |   |
|                         | Management               | -05 |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  Bureau of Reclamation   | IN  |      |   |   |
|                         |                          | -07 | 1425 |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  Fish and Wildlife       | IN  |      |   |   |
|                         | Service                  | -15 | 1458 |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  Minerals Management     | IN  | 5999 |   |   |
|                         | Service                  | -23 |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  National Park Service   | IN  |      |   |   |
|                         |                          | -10 |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  Office of Surface       | IN  |      |   |   |
|                         | Mining                   | -22 |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |  Geological Survey       | IN  | 1434 |   |   |
|                         |                          | -08 |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+
|                         |                          |     |      |   |   |
+-------------------------+--------------------------+-----+------+---+---+

  --------------------------- --- -------------------------------------- ---
  EEOC FORMS and Documents                                               
  Included With This Report                                              

  \*Executive Summary \[FORM  X   \*Optional Annual Self-Assessment      X
  715-01 PART E\], that           Checklist Against Essential Elements   
  includes:                       \[FORM 715-01PART G\]                  

  Brief paragraph describing  X   \*EEO Plan To Attain the Essential     X
  the agency\'s mission and       Elements of a Model EEO Program \[FORM 
  mission-related functions       715-01PART H\] for each programmatic   
                                  essential element requiring            
                                  improvement                            

  Summary of results of       X   \*EEO Plan To Eliminate Identified     X
  agency\'s annual                Barrier\                               
  self-assessment against         \[FORM 715-01 PART I\] for each        
  MD-715 \"Essential              identified barrier                     
  Elements\"                                                             

  Summary of Analysis of Work X   \*Special Program Plan for the         X
  Force Profiles including        Recruitment, Hiring, and Advancement   
  net change analysis and         of Individuals With Targeted           
  comparison to RCLF              Disabilities for agencies with 1,000   
                                  or more employees \[FORM 715-01 PART   
                                  J\]                                    

  Summary of EEO Plan         X   \*Copy of Workforce Data Tables as     X
  objectives planned to           necessary to support Executive Summary 
  eliminate identified            and/or EEO Plans                       
  barriers or correct program                                            
  deficiencies                                                           

  Summary of EEO Plan action  X   \*Copy of data from 462 Report as      
  items implemented or            necessary to support action items      
  accomplished                    related to Complaint Processing        
                                  Program deficiencies, ADR              
                                  effectiveness, or other compliance     
                                  issues.                                

  \*Statement of              X   \*Copy of Facility Accessibility        
  Establishment of Continuing     Survey results as necessary to support 
  Equal Employment                EEO Action Plan for building           
  Opportunity Programs\           renovation projects                    
  \[FORM 715-01 PART F\]                                                 

  \*Copies of relevant EEO    X   \*Organizational Chart                   X
  Policy Statement(s) and/or                                             
  excerpts from revisions                                                
  made to EEO Policy                                                     
  Statements                                                             
  --------------------------- --- -------------------------------------- ---

**715-01** U.S. Equal Employment Opportunity Commission

^PART\ E^ FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

> Department of the Interior
>
> For Period Covering October 1, 2004 to September 30, 2005

EXECUTIVE SUMMARY

The U.S. Department of the Interior (Department) is America's principal
conservation agency. The Department manages more than 507 million acres
of land or about one in every five acres in the United States; protects
and provides access to the nation's significant natural and cultural
resources; provides scientific and other information about those
resources; and honors commitments to American Indians.

As of September 30, 2005, the Department's workforce included 60,104
permanent employees and 17,105 temporary employees for a total of 77,209
employees. Distribution of the permanent workforce showed 74.7% White,
5.0% Hispanic, 5.9% African American, 2.2% Asian/Pacific Islander, and
12.2% American Indian/Alaska Native. The permanent workforce was
comprised of 39.0% women, 25.3% minorities, and 6.2% employees with
disabilities, of which 0.9% were employees with targeted disabilities.

From October 1, 2004 through September 30, 2005, the Department's
permanent workforce experienced a net decrease in population of 1,247
employees (a 2.0% reduction in the workforce). Net increases occurred
within the population of Hispanic females (+9), Asian males (+2), and
Asian female (+1). Analysis of the Department's permanent workforce data
as of September 30, 2005 indicated that White males and American
Indian/Alaska Native males and females were the only groups that met or
exceeded the National Civilian Labor Force (NCLF) benchmark. The graph
below compares the participation rates of employees within the
Department's permanent workforce to the groups' participation in the
NCLF.

![](media/image1.wmf)Race/National Origin/Gender Designations:

DM Hispanic male

DF Hispanic female

EM White male

EF White female

CM African American male

CF African American female

BM Asian/Pacific Islander male

BF Asian/Pacific Islander female

AM American Indian/Alaska Native male

AF American Indian/Alaska Native female

DOI data taken from the Federal Personnel and Payroll System. NCLF data
taken from the 2000 Census.

Based on the Department's FY 2005 Self-Assessment Checklist Measuring
Essential Elements of the Model EEO Program (EEOC Form 715-01, Part G),
the Department is pleased to report that the number of unmet EEO Program
compliance measures decreased by 25%, from 64 in Fiscal Year (FY) 2004
to 48 in FY 2005. This reduction is significant in light of the
continuing budget constraints and the loss of employees, specifically,
the loss of equal employment opportunity (EEO) and human resources (HR)
expertise through retirements and early departures from the agency. The
improvements realized in FY 2005 are attributed to management's greater
understanding of and increased accountability for the EEO Program and
the enhanced communication and collaboration between management, EEO,
and HR officials.

During FY 2005, the Department made several noteworthy accomplishments
by implementing strategic initiatives and investing in resources that
will assist in the attainment of a model EEO Program. These
accomplishments included: implementation of the Department's Strategic
Plan for Achieving and Maintaining a Highly Skilled and Diverse
Workforce, FY 2005 - 2009 (Strategic Diversity Plan); publication of the
Department's policy and procedures for handling requests for reasonable
accommodation in the Departmental Manual; completion of 100% employee
training on Whistleblowing and Discrimination in the Workplace (No Fear
Act training); procurement of the automated complaints tracking system,
I-Complaints; certification of new EEO counselors; procurement of the
automated system, DOI-Learn, to capture employee training data;
procurement of new EEO software, Visual Powerfiles, for workforce data
collection and analysis; establishment of senior executive's performance
measures linked to diversity; and designation of a Departmental
Disability Program Manager to monitor the agency's compliance with
reasonable accommodation and disability laws, policy, and procedures.

Also, during FY 2005, the Office of Collaborative Action and Dispute
Resolution finalized development of the Interior Resolution Network
(IRN), an alternate dispute resolution (ADR) program. The IRN was
designed to improve the management of workplace conflict by preventing
and resolving any type of workplace concern, including EEO complaints
and grievances. A phased roll-out of the program will begin in FY 2006.

As the Department strives to attain a model EEO Program, it will
continue to equip its leaders, managers, supervisors, and EEO and HR
professionals with the skills and resources needed to promote and
maintain an environment of equal opportunity and non-discrimination. To
reach this objective, some of the Department's FY 2006 activities
include: convening a consortium of EEO and HR professionals to enhance
communication and collaboration among all those involved in human
capital management; implementing an exit survey for all departing
employees to assess reasons for early departures; restructuring existing
or creating innovative targeted recruitment plans to increase diversity
within applicant pools; training managers and supervisors on diversity,
reasonable accommodation, and recruiting, hiring, and retention policies
and procedures; and assessing the effectiveness of recruitment and
outreach activities.

EEOC FORM\
715-01 PART F

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT**

+---------------------------------------------------------+------------+
| **CERTIFICATION of ESTABLISHMENT of CONTINUING\         |            |
| EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS**                 |            |
+---------------------------------------------------------+------------+
|                                                         |            |
|                                                         |            |
| I, Sharon D. Eller, am the Principal EEO Director for   |            |
| the Department of the Interior.                         |            |
+---------------------------------------------------------+------------+
| The agency has conducted an annual self-assessment of   |            |
| Section 717 and Section 501 programs against the        |            |
| essential elements as prescribed by EEOC MD-715. If an  |            |
| essential element was not fully compliant with the      |            |
| standards of EEOC MD-715, a further evaluation was      |            |
| conducted and, as appropriate, EEO Plans for Attaining  |            |
| the Essential Elements of a Model EEO Program, are      |            |
| included with this Federal Agency Annual EEO Program    |            |
| Status Report.                                          |            |
|                                                         |            |
| The agency has also analyzed its work force profiles    |            |
| and conducted barrier analyses aimed at detecting       |            |
| whether any management or personnel policy, procedure   |            |
| or practice is operating to disadvantage any group      |            |
| based on race, national origin, gender or disability.   |            |
| EEO Plans to Eliminate Identified Barriers, as          |            |
| appropriate, are included with this Federal Agency      |            |
| Annual EEO Program Status Report.                       |            |
|                                                         |            |
| I certify that proper documentation of this assessment  |            |
| is in place and is being maintained for EEOC review     |            |
| upon request.                                           |            |
+---------------------------------------------------------+------------+
| \_                                                      | \_\_\_     |
| \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\ | \_\_\_\_\_ |
| _\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ | \_\_\_\_\_ |
|                                                         |            |
| Sharon D. Eller, Director, Office of Civil Rights       | Date       |
|                                                         |            |
| Signature of Principal EEO Director/Official\           |            |
| Certifies that this Federal Agency Annual EEO Program   |            |
| Status Report is in compliance with EEOC MD-715.        |            |
+---------------------------------------------------------+------------+
| \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\   | \_\_       |
| _\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ | \_\_\_\_\_ |
|                                                         | \_\_\_\_\_ |
| R. Thomas Weimer, Assistant Secretary                   |            |
|                                                         | Date       |
| Policy, Management and Budget                           |            |
|                                                         |            |
| Signature of Agency Head or Agency Head Designee        |            |
+---------------------------------------------------------+------------+

EEOC FORM\
715-01 PART H\
  *U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Attain the Essential Elements of a Model EEO Program**

+--------------------+-------------------------------------------------+
| **FY 2005**        |                                                 |
|                    |                                                 |
| **Department of    |                                                 |
| the Interior       |                                                 |
| Revised Form H**   |                                                 |
+--------------------+-------------------------------------------------+
| STATEMENT of\      | Essential Element A: Demonstrated Commitment    |
| MODEL PROGRAM\     | from Agency Leadership                          |
| ESSENTIAL ELEMENT\ |                                                 |
| DEFICIENCY #1:     | Requires the agency head to issue written       |
|                    | policy statements ensuring a workplace free of  |
|                    | discriminatory harassment and a commitment to   |
|                    | equal employment opportunity.                   |
|                    |                                                 |
|                    | Common DOI Deficiency -- There is no            |
|                    | consistency in issuing annual equal employment  |
|                    | opportunity policies to employees, managers,    |
|                    | and supervisors. New managers and supervisors   |
|                    | are not provided a copy of policy statements    |
|                    | upon their appointment or promotion to          |
|                    | supervisory status.                             |
+--------------------+-------------------------------------------------+
| OBJECTIVE:         | Improve communication and understanding of      |
|                    | equal opportunity policies through training,    |
|                    | annual reminders, new employee orientation, and |
|                    | distribution of policies to employees, managers |
|                    | and supervisors. This includes: policies on     |
|                    | EEO, including Zero Tolerance, Sexual           |
|                    | Harassment, Hostile Work Environment            |
|                    | Harassment, and Reasonable Accommodation.       |
+--------------------+-------------------------------------------------+
| RESPONSIBLE        | Deputy Chief Human Capital Officer; Director,   |
| OFFICIAL:          | Office of Civil Rights;                         |
|                    |                                                 |
|                    | Director, Office of Human Resources; EEO and HR |
|                    | Offices                                         |
+--------------------+-------------------------------------------------+
| DATE OBJECTIVE     |  January 31, 2005                               |
| INITIATED:         |                                                 |
+--------------------+-------------------------------------------------+
| TARGET DATE FOR\   |  On-going                                       |
| COMPLETION OF      |                                                 |
| OBJECTIVE:         | Modified Date: September 30, 2006               |
+--------------------+-------------------------------------------------+

+-------------------------------------------------+--------------------+
| PLANNED ACTIVITIES TOWARD COMPLETION OF         | TARGET DATE        |
| OBJECTIVE:                                      |                    |
+-------------------------------------------------+--------------------+
| 1\) EEO Offices will ensure that annual         | Modified Date:     |
| reminders (EEO policies and memos) are prepared |                    |
| and distributed to all employees electronically | September 30, 2006 |
| via the intranet.                               |                    |
+-------------------------------------------------+--------------------+
| 2\) The Office of Human Resources and the       | Modified Date:\    |
| Office of Civil Rights will establish a         | September 30, 2006 |
| taskforce to determine 1) what EEO/HR policies  |                    |
| should be provided to new employees and newly   |                    |
| appointed supervisors and 2) the most effective |                    |
| method to distribute the policies to new        |                    |
| employees and supervisors.                      |                    |
+-------------------------------------------------+--------------------+
| 3\) Revise the Table of Penalties to include    | December 30, 2005  |
| specific language regarding disciplinary        |                    |
| actions for findings of discrimination.         | **Completed**      |
+-------------------------------------------------+--------------------+
| REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO  |                    |
| OBJECTIVE                                       |                    |
+-------------------------------------------------+--------------------+
| 1\) In September 2005, new Departmental policy  |                    |
| and procedures for providing reasonable         |                    |
| accommodation to individuals with disabilities  |                    |
| were distributed to all components and placed   |                    |
| on the Department's website for easy access by  |                    |
| all employees and applicants. On November 10,   |                    |
| 2005, the Secretary of the Interior issued a    |                    |
| new policy on EEO and Non-discrimination. The   |                    |
| new EEO policy was distributed electronically   |                    |
| to all employees and placed on the Department's |                    |
| website. In those bureaus and offices currently |                    |
| without access to internet, hard copies were    |                    |
| provided. A new Departmental policy on Sexual   |                    |
| Harassment and Hostile Work Environment         |                    |
| Harassment will be published and distributed to |                    |
| all employees by September 2006.                |                    |
|                                                 |                    |
| 2\) Five out of the nine components within the  |                    |
| Department have implemented the practice of     |                    |
| providing EEO policies to new supervisors.      |                    |
|                                                 |                    |
| 3\) In January 2006, the Departmental Office of |                    |
| Human Resources issued a new Table of Penalties |                    |
| of disciplinary actions. The new table provides |                    |
| clarity and specificity of actions and will     |                    |
| better equip management to more uniformly       |                    |
| determine appropriate disciplinary action.      |                    |
+-------------------------------------------------+--------------------+

EEOC FORM\
715-01 PART H\
 

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Attain the Essential Elements of a Model EEO Program**

+--------------------+-------------------------------------------------+
| **FY 2005**        |                                                 |
|                    |                                                 |
| **Department of    |                                                 |
| the Interior**     |                                                 |
+--------------------+-------------------------------------------------+
| STATEMENT of\      | Essential Element B: Integration of EEO into    |
| MODEL PROGRAM\     | the Agency's Strategic Mission                  |
| ESSENTIAL ELEMENT\ |                                                 |
| DEFICIENCY #2:     | Requires that the agency's EEO programs be      |
|                    | organized and structured to maintain a          |
|                    | workplace that is free from discrimination in   |
|                    | any of the agency's policies, procedures or     |
|                    | practices and supports the agency's strategic   |
|                    | mission.                                        |
|                    |                                                 |
|                    | Common DOI Deficiency -- Based on feedback from |
|                    | EEO offices and information on management       |
|                    | policies and practices within the bureaus,      |
|                    | there may be a misconception that EEO policy    |
|                    | and programs do not play a "value-added" role   |
|                    | in the agency's strategic mission.              |
+--------------------+-------------------------------------------------+
| OBJECTIVE:         | Evaluate the Department's EEO Program posture   |
|                    | so it is strategically aligned with the         |
|                    | agency's mission resulting in an improved       |
|                    | perception.                                     |
+--------------------+-------------------------------------------------+
| RESPONSIBLE        | Deputy Chief Human Capital Officer; Director,   |
| OFFICIAL:          | Office of Civil Rights; EEO Officers            |
+--------------------+-------------------------------------------------+
| DATE OBJECTIVE     |  January 31, 2004                               |
| INITIATED:         |                                                 |
+--------------------+-------------------------------------------------+
| TARGET DATE FOR\   |  December 30, 2005                              |
| COMPLETION OF      |                                                 |
| OBJECTIVE:         | Modified Date: September 30, 2006               |
+--------------------+-------------------------------------------------+

+-------------------------------------------------+--------------------+
| PLANNED ACTIVITIES TOWARD COMPLETION OF         | TARGET DATE        |
| OBJECTIVE:                                      |                    |
+-------------------------------------------------+--------------------+
| 1\) EEO offices will launch an educational      | December 30, 2005  |
| campaign to improve the image and change the    |                    |
| existing paradigm.                              | Modified Date:     |
|                                                 | September 30, 2006 |
+-------------------------------------------------+--------------------+
| 2\) EEO offices will prioritize training in the | September 30, 2006 |
| areas of EEO, diversity, reasonable             |                    |
| accommodation and disability laws, and          |                    |
| alternate dispute resolution.                   |                    |
+-------------------------------------------------+--------------------+
| REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO  |                    |
| OBJECTIVE                                       |                    |
+-------------------------------------------------+--------------------+
| 1\) During FY 2005, several actions were        |                    |
| instrumental in promulgating EEO as an          |                    |
| essential element to accomplishment of the      |                    |
| agency's mission, including:                    |                    |
|                                                 |                    |
| a\. strategic alignment of the Departmental     |                    |
| Office of Civil Rights and the Office of Human  |                    |
| Resources under the Deputy Assistant Secretary  |                    |
| -- Performance, Accountability and Human        |                    |
| Resources;                                      |                    |
|                                                 |                    |
| b\. implementation of the Department's          |                    |
| Strategic Plan to Achieve and Maintain a Highly |                    |
| Skilled and Diverse Workforce, FY 2005 -- 2009; |                    |
|                                                 |                    |
| c\. insertion of diversity as a critical        |                    |
| element in all Senior Executive Service         |                    |
| members' performance measures;                  |                    |
|                                                 |                    |
| d\. "State of the Agency" briefings provided to |                    |
| the Department's senior leadership, which       |                    |
| includes Bureau Heads, Deputy Directors, and    |                    |
| the Deputy Assistant Secretaries within the     |                    |
| Office of the Secretary, pursuant to EEOC       |                    |
| Management Directive 715; and                   |                    |
|                                                 |                    |
| e\. training of all employees on the No Fear    |                    |
| Act training, "Discrimination and               |                    |
| Whistleblowing in the Workplace."               |                    |
|                                                 |                    |
| 2\) The outcome of these actions is an          |                    |
| increased awareness of, and accountability for, |                    |
| fair and open competition for employment        |                    |
| opportunities and benefits, equal access, and   |                    |
| zero tolerance for harassment in the workplace. |                    |
+-------------------------------------------------+--------------------+

EEOC FORM\
715-01 PART H\
 

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Attain the Essential Elements of a Model EEO Program**

+--------------------+-------------------------------------------------+
| **FY 2005**        |                                                 |
|                    |                                                 |
| **Department of    |                                                 |
| the Interior**     |                                                 |
+--------------------+-------------------------------------------------+
| STATEMENT of\      | Essential Element C: Management and Program     |
| MODEL PROGRAM\     | Accountability                                  |
| ESSENTIAL ELEMENT\ |                                                 |
| DEFICIENCY #3:     | Requires the agency head to hold all managers,  |
|                    | supervisors and EEO officials responsible for   |
|                    | effective implementation of the agency's EEO    |
|                    | Program and Plan.                               |
|                    |                                                 |
|                    | Common DOI Deficiency -- Ineffective            |
|                    | communication and consultation exists between   |
|                    | Human Resources and EEO staffs (i.e., in second |
|                    | level components) in assessing and implementing |
|                    | all internal policies, practices and            |
|                    | procedures.                                     |
+--------------------+-------------------------------------------------+
| OBJECTIVE:         | To improve communication in order to engage in  |
|                    | integrated results-oriented actions that        |
|                    | improve overall human capital management.       |
+--------------------+-------------------------------------------------+
| RESPONSIBLE        | Deputy Chief Human Capital Officer; Director,   |
| OFFICIAL:          | Office of Civil Rights; Director, Office of     |
|                    | Human Resources; EEO and HR Officers            |
+--------------------+-------------------------------------------------+
| DATE OBJECTIVE     |  January 31, 2005                               |
| INITIATED:         |                                                 |
+--------------------+-------------------------------------------------+
| TARGET DATE FOR\   |  December 30, 2005                              |
| COMPLETION OF      |                                                 |
| OBJECTIVE:         | Modified Date: September 30, 2006               |
+--------------------+-------------------------------------------------+

+-------------------------------------------------+--------------------+
| PLANNED ACTIVITIES TOWARD COMPLETION OF         | TARGET DATE        |
| OBJECTIVE:                                      |                    |
+-------------------------------------------------+--------------------+
| 1\) EEO and HR offices will convene an annual   | December 30, 2005  |
| symposium of HR and EEO professionals to        |                    |
| improve communication and consultation on       | Modified Date:     |
| issues pertaining to MD-715, recurring reports, | September 30, 2006 |
| workforce and human capital strategic planning, |                    |
| and the DOI Strategic Plan for Achieving and    |                    |
| Maintaining a Highly Skilled and Diverse        |                    |
| Workforce.                                      |                    |
+-------------------------------------------------+--------------------+
| 2\) EEO offices will initiate periodic "state   | December 30, 2005  |
| of the agency" briefing forums for senior       |                    |
| executives or their designees on the six        | Modified Date:     |
| elements of a model EEO program.                | September 30, 2006 |
+-------------------------------------------------+--------------------+
| REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO  |                    |
| OBJECTIVE                                       |                    |
+-------------------------------------------------+--------------------+
| 1\) In March 2005, the Office of Civil Rights   |                    |
| held a joint training session of                |                    |
| Department-wide EEO and HR professionals to     |                    |
| discuss the implementation of the Strategic     |                    |
| Plan for Achieving and Maintaining a Highly     |                    |
| Skilled and Diverse Workforce. The session      |                    |
| resulted in a more coordinated and effective    |                    |
| effort to assist management in the Plan's       |                    |
| implementation.                                 |                    |
|                                                 |                    |
| 2\) The Department is currently planning its    |                    |
| first Human Capital Conference for the          |                    |
| Department's EEO, HR, Legal, and Training       |                    |
| professionals. The conference will take place   |                    |
| in September 2006 and serves to enhance         |                    |
| communication and collaboration between the     |                    |
| organizational functions involved in human      |                    |
| capital management.                             |                    |
|                                                 |                    |
| 3\) During FY 2005, second-level components     |                    |
| reported joint meetings of EEO and HR officials |                    |
| to further enhance communication and            |                    |
| coordination in the areas of workforce and      |                    |
| human capital strategic planning; the MD-715    |                    |
| Plan; the Strategic Plan for Achieving and      |                    |
| Maintaining a Highly Skilled and Diverse        |                    |
| Workforce; development of targeted recruitment  |                    |
| plans; tracking applicant flow data; processing |                    |
| requests for reasonable accommodation for       |                    |
| individuals with disabilities; and capturing    |                    |
| employee development and training programs. One |                    |
| second-level component intricately involved HR  |                    |
| in conducting its EEO Program Compliance        |                    |
| Reviews.                                        |                    |
|                                                 |                    |
| 4\) On a recurring basis during FY 2005, senior |                    |
| executives were advised of EEO accomplishments  |                    |
| as well as programmatic challenges. Quarterly   |                    |
| meetings of the senior executives included      |                    |
| Assistant Secretaries, the Deputy Assistant     |                    |
| Secretary - Performance, Accountability and     |                    |
| Human Resources, Bureau and Office Directors    |                    |
| and Deputy Directors, the Deputy Human Capital  |                    |
| Officer, and the Director of the Office of      |                    |
| Civil Rights and were held to assess progress   |                    |
| and areas needing improvement.                  |                    |
|                                                 |                    |
| 5\) Among the 9 second-level components, 7      |                    |
| reported they had presented to their senior     |                    |
| leaders a "state of the agency" briefing that   |                    |
| covered all components of the annual EEO        |                    |
| Program Status Report. In addition, 3           |                    |
| components reported periodic EEO briefings with |                    |
| their senior leadership.                        |                    |
+-------------------------------------------------+--------------------+

EEOC FORM\
715-01 PART H\
 

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Attain the Essential Elements of a Model EEO Program**

+--------------------+-------------------------------------------------+
| **FY 2005**        |                                                 |
|                    |                                                 |
| **Department of    |                                                 |
| the Interior**     |                                                 |
+--------------------+-------------------------------------------------+
| STATEMENT of\      | Essential Element D: Proactive Prevention       |
| MODEL PROGRAM\     |                                                 |
| ESSENTIAL ELEMENT\ | Requires that the agency head makes early       |
| DEFICIENCY #4:     | efforts to prevent discriminatory actions and   |
|                    | eliminate barriers to equal employment          |
|                    | opportunity in the workplace.                   |
|                    |                                                 |
|                    | Common DOI Deficiency -- Lack of active         |
|                    | participation and accountability by management  |
|                    | at all levels in identifying and assisting EEO  |
|                    | program officials in removal of barriers to     |
|                    | equal employment opportunity.                   |
+--------------------+-------------------------------------------------+
| OBJECTIVE:         | To convey to management the challenges of and   |
|                    | responsibilities associated with creating an    |
|                    | environment of equal employment opportunity and |
|                    | non-discrimination.                             |
+--------------------+-------------------------------------------------+
| RESPONSIBLE        | Deputy Chief Human Capital Officer; Director,   |
| OFFICIAL:          | Office of Civil Rights; Director, Office of     |
|                    | Human Resources; Director, DOI University; EEO  |
|                    | and HR Officers                                 |
+--------------------+-------------------------------------------------+
| DATE OBJECTIVE     |  January 31, 2005                               |
| INITIATED:         |                                                 |
+--------------------+-------------------------------------------------+
| TARGET DATE FOR\   |  December 30, 2005                              |
| COMPLETION OF      |                                                 |
| OBJECTIVE:         | Modified Date: June 30, 2007                    |
+--------------------+-------------------------------------------------+

+-------------------------------------------------+--------------------+
| PLANNED ACTIVITIES TOWARD COMPLETION OF         | TARGET DATE        |
| OBJECTIVE:                                      |                    |
+-------------------------------------------------+--------------------+
| 1\) Integrate MD-715 planned activities into    | December 30, 2005  |
| other plans such as the Strategic Diversity     |                    |
| Plan, Government Performance Results Act (GPRA) | **Completed**      |
| Plan and the President's Management Agenda.     |                    |
+-------------------------------------------------+--------------------+
| 2\) EEO and HR offices will prepare and         | December 30, 2005  |
| disseminate periodic trend analyses on          |                    |
| workforce profiles, major occupations, grade    | Modified Date:     |
| level distribution, workforce compensation and  | December 30, 2006  |
| rewards system, and management/personnel        |                    |
| policies, procedures and practices to senior    |                    |
| management. These reports can be used in        |                    |
| establishing performance measures.              |                    |
+-------------------------------------------------+--------------------+
| 3\) EEO offices will utilize management level   | December 30, 2006  |
| meetings and conferences to inform managers and |                    |
| supervisors of EEO accomplishments and          |                    |
| challenges and to enhance their understanding   |                    |
| of their EEO responsibilities.                  |                    |
+-------------------------------------------------+--------------------+
| 4\) OCR will review course content of DOI       | December 30, 2006  |
| University Basic Supervision Course to ensure   |                    |
| EEO content effectively covers the roles and    |                    |
| responsibilities of managers and supervisors    |                    |
| and recommend changes to course content if      |                    |
| necessary.                                      |                    |
+-------------------------------------------------+--------------------+
| 5\) DOI University will incorporate recommended | June 30, 2007      |
| changes to EEO content, if any, into Basic      |                    |
| Supervision Course.                             |                    |
+-------------------------------------------------+--------------------+
| REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO  |                    |
| OBJECTIVE                                       |                    |
+-------------------------------------------------+--------------------+
| 1\) The Department's MD-715 planned activities  |                    |
| have been incorporated into the Department's    |                    |
| Strategic Plan for Achieving and Maintaining a  |                    |
| Highly Skilled and Diverse Workforce, FY 2005   |                    |
| -- 2009 (Strategic Diversity Plan). Similar to  |                    |
| the MD-715 six elements to a model EEO program, |                    |
| the Strategic Diversity Plan lists five         |                    |
| elements to creating an environment that        |                    |
| attracts and retains a demographically          |                    |
| inclusive workforce. Those elements are         |                    |
| education, recruitment, retention, zero         |                    |
| tolerance, and accountability. Many of the      |                    |
| action items identified in the Strategic        |                    |
| Diversity Plan are the same activities          |                    |
| identified within the MD-715 Plan.              |                    |
|                                                 |                    |
| 2\) In addition, some of the MD-715 planned     |                    |
| activities are consistent with the Department's |                    |
| GPRA Plan and the Strategic Human Capital       |                    |
| Management Plan. This integration of activities |                    |
| was purposefully created to reinforce           |                    |
| management's responsibilities for creating an   |                    |
| environment of equal opportunity and            |                    |
| non-discrimination. It also serves to ensure    |                    |
| consistency and uniformity, as well as reduce   |                    |
| redundancy, in the Department's efforts.        |                    |
+-------------------------------------------------+--------------------+

EEOC FORM\
715-01 PART H\
 

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Attain the Essential Elements of a Model EEO Program**

+--------------------+-------------------------------------------------+
| **FY 2005**        |                                                 |
|                    |                                                 |
| **Department of    |                                                 |
| the Interior**     |                                                 |
| **Revised Form H** |                                                 |
+--------------------+-------------------------------------------------+
| STATEMENT of\      | Essential Element E: Efficiency                 |
| MODEL PROGRAM\     |                                                 |
| ESSENTIAL ELEMENT\ | Requires that the agency Head ensures that      |
| DEFICIENCY #5:     | there are effective systems in place for        |
|                    | evaluating the impact and effectiveness of the  |
|                    | agency's EEO programs as well as an efficient   |
|                    | and fair dispute resolution process.            |
|                    |                                                 |
|                    | Common DOI Deficiency -- Lack of automated data |
|                    | systems necessary to conduct barrier analyses   |
|                    | on race, national origin, disability,           |
|                    | applicants, reasonable accommodation, EEO       |
|                    | complaints, and training as required by the     |
|                    | Equal Employment Opportunity Commission.        |
+--------------------+-------------------------------------------------+
| OBJECTIVE:         | To re-tool, upgrade, and/or create current data |
|                    | systems (i.e., FPPS, QuickHire, EEOR, Learning  |
|                    | Management System, i-Complaints etc.) to        |
|                    | address requirements of MD-715.                 |
+--------------------+-------------------------------------------------+
| RESPONSIBLE        | Deputy Chief Human Capital Officer; Director,   |
| OFFICIAL:          | Office of Civil Rights; Director, Office of     |
|                    | Human Resources; Director, National Business    |
|                    | Center; Director, Office of Collaborative       |
|                    | Action and Dispute Resolution (CADR); EEO and   |
|                    | HR Officers                                     |
+--------------------+-------------------------------------------------+
| DATE OBJECTIVE     |  January 31, 2005                               |
| INITIATED:         |                                                 |
+--------------------+-------------------------------------------------+
| TARGET DATE FOR\   |  December 30, 2005                              |
| COMPLETION OF      |                                                 |
| OBJECTIVE:         | Modified Date: January 30, 2007                 |
+--------------------+-------------------------------------------------+

+-------------------------------------------------+--------------------+
| PLANNED ACTIVITIES TOWARD COMPLETION OF         | TARGET DATE        |
| OBJECTIVE:                                      |                    |
+-------------------------------------------------+--------------------+
| 1\) Incorporate new data (2000 Census, Fed-Nine | December 30, 2005  |
| categories, and race/national origin, and       |                    |
| disability data) into the Federal Personnel and | (Superseded, see   |
| Payroll System (FPPS) and the Equal Employment  | activity #2)       |
| Opportunity Reports (EEOR).                     |                    |
+-------------------------------------------------+--------------------+
| 2\) National Business Center (NBC) will         | June 30, 2006      |
| incorporate Visual Powerfiles EEO (VPEEO)       |                    |
| Software System into FPPS database for          |                    |
| Department-wide data collection and statistical |                    |
| analysis of workforce demographics.             |                    |
+-------------------------------------------------+--------------------+
| 3\) The Department will implement the automated | September 30, 2006 |
| complaints tracking system, I-Complaints.       |                    |
+-------------------------------------------------+--------------------+
| 4\) NBC and the HR Office will implement the    | January 30, 2007   |
| Department-wide Learning Management System,     |                    |
| DOI-Learn, to track information on training and |                    |
| career development programs for all employees.  |                    |
+-------------------------------------------------+--------------------+
| 5\) EEO and HR offices will coordinate efforts  | September 30, 2006 |
| to ensure that applicant flow data is being     |                    |
| captured.                                       |                    |
+-------------------------------------------------+--------------------+
| 6\) The Office of Collaborative Action and      | September 30, 2006 |
| Dispute Resolution (CADR) will implement the    |                    |
| Department-wide alternate dispute resolution    |                    |
| program.                                        |                    |
+-------------------------------------------------+--------------------+
| REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO  |                    |
| OBJECTIVE                                       |                    |
+-------------------------------------------------+--------------------+
| 1\) During FY 2005, a contract was initiated to |                    |
| purchase the Visual Powerfiles EEO software for |                    |
| the purpose of providing an automated data      |                    |
| collection and statistical analysis system. In  |                    |
| January 2006, EEO professionals began training  |                    |
| in data collection and analysis on the VPEEO    |                    |
| system. The desktop installation of VPEEO was   |                    |
| initiated in April 2006. Full integration of    |                    |
| VPEEO into the FPPS database is expected to be  |                    |
| completed by July 2006.                         |                    |
|                                                 |                    |
| 2\) During FY 2005, the Department purchased    |                    |
| the automated complaints tracking database,     |                    |
| I-Complaints, to record, track, and monitor the |                    |
| processing of EEO complaints of discrimination. |                    |
| The Department-wide system provides a more      |                    |
| efficient and effective tracking system. The    |                    |
| system will also facilitate a more accurate     |                    |
| accounting for NO FEAR and 462 reports. All     |                    |
| components will complete complaints data entry  |                    |
| into the system in May 2006. The system is      |                    |
| expected to be fully operational by September   |                    |
| 2006.                                           |                    |
|                                                 |                    |
| 3\) The Department continues to seek a          |                    |
| methodology to capture applicant flow data from |                    |
| across all components. In FY 2005, the initial  |                    |
| focus was on the software program QuickHire,    |                    |
| which was used by 6 out of the 9 second-level   |                    |
| components. However, several obstacles were     |                    |
| encountered that impacted the Department's      |                    |
| ability to efficiently and effectively capture  |                    |
| applicant flow data. EEO and HR offices         |                    |
| continue to work together to obtain more usable |                    |
| applicant data.                                 |                    |
|                                                 |                    |
| 4\) In FY 2005, the CADR Office finalized       |                    |
| development of the Interior Resolution Network, |                    |
| a Department-wide alternate dispute resolution  |                    |
| program. The IRN was designed to improve the    |                    |
| management of workplace conflict by preventing  |                    |
| and resolving any type of workplace concern,    |                    |
| including EEO complaints and grievances. A      |                    |
| phased roll-out of the program will take place  |                    |
| during FY 2006.                                 |                    |
+-------------------------------------------------+--------------------+

EEOC FORM\
715-01 PART H\
 

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Attain the Essential Elements of a Model EEO Program**

+--------------------+-------------------------------------------------+
| **FY 2005**        |                                                 |
|                    |                                                 |
| **Department of    |                                                 |
| the Interior**     |                                                 |
+--------------------+-------------------------------------------------+
| STATEMENT of\      | Essential Element E: Efficiency                 |
| MODEL PROGRAM\     |                                                 |
| ESSENTIAL ELEMENT\ | Requires that the agency head ensures that      |
| DEFICIENCY #6:     | there are effective systems in place for        |
|                    | evaluating the impact and effectiveness of the  |
|                    | agency's EEO programs as well as an efficient   |
|                    | and fair dispute resolution process.            |
|                    |                                                 |
|                    | There is no method in place to collect data on  |
|                    | why some groups of employees voluntarily depart |
|                    | the agency at rates higher than their           |
|                    | participation in the Department's workforce.    |
+--------------------+-------------------------------------------------+
| OBJECTIVE:         | To assess the reasons employees depart the      |
|                    | agency.                                         |
+--------------------+-------------------------------------------------+
| RESPONSIBLE        | Deputy Chief Human Capital Officer; Director,   |
| OFFICIAL:          | Office of Civil Rights; Director, Office of     |
|                    | Human Resources; EEO and HR Officers            |
+--------------------+-------------------------------------------------+
| DATE OBJECTIVE     |  October 1, 2005                                |
| INITIATED:         |                                                 |
+--------------------+-------------------------------------------------+
| TARGET DATE FOR\   |  December 30, 2007                              |
| COMPLETION OF      |                                                 |
| OBJECTIVE:         |                                                 |
+--------------------+-------------------------------------------------+

  ------------------------------------------------- ---------------------
  PLANNED ACTIVITIES TOWARD COMPLETION OF           TARGET DATE
  OBJECTIVE:                                        

  1\) The Departmental OHR will establish a policy  October 30, 2006
  requiring all second-level components to          
  implement an exit survey for employees departing  
  the agency.                                       

  2\) HR offices will ensure that all departing     December 30, 2006
  employees receive an exit survey as part of the   
  agency's out-processing checklist.                

  3\) EEO and HR offices will analyze exit survey   December 30, 2007
  data and report findings to management, along     
  with a list of recommended retention strategies.  

  REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO    
  OBJECTIVE                                         

                                                    
  ------------------------------------------------- ---------------------

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior       |                                                     |
| Revised - See  |                                                     |
| Deficiency #5, |                                                     |
| page 14 and**  |                                                     |
|                |                                                     |
| **Barrier,     |                                                     |
| page 25**      |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | **Recruitment**                                     |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | Release of Census 2000 figures has identified seven |
| FOR A          | racial groups                                       |
| POTENTIAL      |                                                     |
| BARRIER:**     | within Department's workforce that are below the    |
|                | civilian labor                                      |
| Provide a      |                                                     |
| brief          | force (CLF) representation. The racial groups are:  |
| narrative      | Hispanic men                                        |
| describing the |                                                     |
| condition at   | and women; White women; Black men and women, and    |
| issue.         | Asian men and                                       |
|                |                                                     |
| How was the    | women. Similarly, data on new hires indicate that   |
| condition      | appointments are                                    |
| recognized as  |                                                     |
| a potential    | occurring at rates below their respective on-board  |
| barrier?       | participation                                       |
|                |                                                     |
|                | rates.                                              |
|                |                                                     |
|                | *(Note: This data is based on the previous race and |
|                | national origin groups, and does not include the    |
|                | two new race categories.*                           |
+----------------+-----------------------------------------------------+
| **BARRIER      | Analyzed Workforce Tables A1 -- Total Workforce --  |
| ANALYSIS:**    | Distribution by Race/Ethnicity and Sex; A2 -        |
|                | Workforce by Component, Permanent Employees Only -- |
| Provide a      | Distribution by Race/Ethnicity and Sex, and noted   |
| description of | those groups that were below the civilian labor     |
| the steps      | workforce; Workforce Table A8 -- New Hires by Type  |
| taken and data | of Appointment, Permanent and Temporary Workforce.  |
| analyzed to    |                                                     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | Lack of systematic methods (i.e., no automated      |
| IDENTIFIED     | applicant tracking system) and lack of barrier      |
| BARRIER:**     | analysis to determine the relationship between the  |
|                | lack of diverse candidates being selected for       |
| Provide a      | positions and the participation rates of Hispanic   |
| succinct       | men and women, Black men and women, Asian men and   |
| statement of   | women, and White women. Our aim is to ascertain if  |
| the agency     | the relationship between these variables may be     |
| policy,        | causal to retention, along with contributing to low |
| procedure or   | participation rates.                                |
| practice that  |                                                     |
| has been       |                                                     |
| determined to  |                                                     |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | No statement required.                              |
| State the      |                                                     |
| alternative or | See Deficiency #5, page 14 and Barrier, page 25     |
| revised agency |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Deputy Chief Human Capital Officer; Director,       |
| OFFICIAL:**    | Office of Civil Rights; Director, Office of Human   |
|                | Resources                                           |
+----------------+-----------------------------------------------------+
| **DATE         |  January 31, 2005                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  December 30, 2005                                  |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

**EEO Plan To Eliminate Identified Barrier**

  ------------------------------------------------------- ---------------
  **PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:**  **TARGET DATE\
                                                          (Must be
                                                          specific)**

  Ensure the development of targeted recruitment plans to December 30,
  expand the applicant pool for Hispanic men and women;   2005
  Black men and women, Asian men and women, and White     
  women (action contained in the DOI Diversity Strategic  
  Plan).                                                  

  Track and assess recruitment activities to ensure focus December 30,
  on improving participation rates for Hispanic men and   2005
  women; Black men and women, Asian men and women, and    
  White women as they relate to Human capital Goals and   
  Workforce Plans (action contained in the DOI Diversity  
  Strategic Plan; Quick Hire Applicant Tracking System).  

  Train managers and supervisors in the use of available  December 30,
  tools, authorities, and regulations, and procedures.    2005
  Empower managers and supervisors to actively            
  participate in Department's outreach and recruitment    
  efforts with a goal of improving selection of diverse   
  candidates (action contained in the DOI Diversity       
  Strategic Plan).                                        

  REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO          
  OBJECTIVE                                               

  No statement required. See Deficiency #5, page 14 and   
  Barrier, page 25.                                       
  ------------------------------------------------------- ---------------

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior       |                                                     |
| Revised - See  |                                                     |
| Deficiency #5, |                                                     |
| page 14**      |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | **Employee Development and Training Opportunities** |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | **Common DOI Deficiency**                           |
| FOR A          |                                                     |
| POTENTIAL      | There is no automated system and/or process/tools   |
| BARRIER:**     | in place to capture, collect or track employee      |
|                | development and training opportunities to determine |
| Provide a      | participation rates of all race, national origin,   |
| brief          | gender groups, including persons with disabilities. |
| narrative      |                                                     |
| describing the |                                                     |
| condition at   |                                                     |
| issue.         |                                                     |
|                |                                                     |
| How was the    |                                                     |
| condition      |                                                     |
| recognized as  |                                                     |
| a potential    |                                                     |
| barrier?       |                                                     |
+----------------+-----------------------------------------------------+
| **BARRIER      | No data available to conduct an analysis to         |
| ANALYSIS:**    | determine the cause of the condition.               |
|                |                                                     |
| Provide a      |                                                     |
| description of |                                                     |
| the steps      |                                                     |
| taken and data |                                                     |
| analyzed to    |                                                     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | No statement required.                              |
| IDENTIFIED     |                                                     |
| BARRIER:**     | See Deficiency #5, page 14                          |
|                |                                                     |
| Provide a      |                                                     |
| succinct       |                                                     |
| statement of   |                                                     |
| the agency     |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice that  |                                                     |
| has been       |                                                     |
| determined to  |                                                     |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | No statement required.                              |
| State the      |                                                     |
| alternative or | See Deficiency #5, page 14                          |
| revised agency |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Department of the Interior                          |
| OFFICIAL:**    |                                                     |
|                | Deputy Chief Human Capital Officer; Director,       |
|                | Office of Human Resources                           |
+----------------+-----------------------------------------------------+
| **DATE         |  January 31, 2005                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  December 30, 2005                                  |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

**EEO Plan To Eliminate Identified Barrier**

  ------------------------------------------------------- ---------------
  **PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:**  **TARGET DATE\
                                                          (Must be
                                                          specific)**

  Replace the ARTS (Automated Resource Training Systems)  December 30,
  data base with Learning Management System that collects 2005
  and tracks employee development and training            
  opportunities to determine participation rates of all   
  groups, including persons with disabilities.            

  Track career/employee development opportunities to      December 30,
  examine entry level, career ladder, and bridge          2005
  positions in occupations with under-represented groups  
  to identify and eliminate barriers to fair and equal    
  entry and/or promotions in those occupations.           

  REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO          
  OBJECTIVE                                               

  No statement required. See Deficiency #5, page 14.      
  ------------------------------------------------------- ---------------

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior       |                                                     |
| Revised - See  |                                                     |
| Deficiency #1, |                                                     |
| page 6**       |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | **Complaint Trends & Processing**                   |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | In reviewing the complaint data for FY 2003 and     |
| FOR A          | 2004, trends show that harassment (non-sexual) and  |
| POTENTIAL      | promotion/non-selection were the top two issues     |
| BARRIER:**     | filed under Title VII. It is unknown whether this   |
|                | is impacting the high rates of separations among    |
| Provide a      | certain groups.                                     |
| brief          |                                                     |
| narrative      |                                                     |
| describing the |                                                     |
| condition at   |                                                     |
| issue.         |                                                     |
|                |                                                     |
| How was the    |                                                     |
| condition      |                                                     |
| recognized as  |                                                     |
| a potential    |                                                     |
| barrier?       |                                                     |
+----------------+-----------------------------------------------------+
| **BARRIER      | Data Analyzed -- Department of the Interior's       |
| ANALYSIS:**    | Annual Federal EEOC Statistical Report Form 462 for |
|                | Fiscal Years 2003 and 2004                          |
| Provide a      |                                                     |
| description of |                                                     |
| the steps      |                                                     |
| taken and data |                                                     |
| analyzed to    |                                                     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | Policy statements are not issued annually or        |
| IDENTIFIED     | communicated frequently enough to all employees.    |
| BARRIER:**     | Specifically, new supervisors need to be informed   |
|                | of their EEO obligations upon their appointment and |
| Provide a      | as a part of their annual performance review.       |
| succinct       |                                                     |
| statement of   |                                                     |
| the agency     |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice that  |                                                     |
| has been       |                                                     |
| determined to  |                                                     |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | No statement required.                              |
| State the      |                                                     |
| alternative or | See Deficiency #1, page 6                           |
| revised agency |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Director, Office of Civil Rights                    |
| OFFICIAL:**    |                                                     |
+----------------+-----------------------------------------------------+
| **DATE         |  January 31, 2005                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  December 30, 2005                                  |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

**EEO Plan To Eliminate Identified Barrier**

  ------------------------------------------------------- ---------------
  **PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:**  **TARGET DATE\
                                                          (Must be
                                                          specific)**

  Revise the Table of Penalties to include specific       December 30,
  language regarding findings of discrimination.          2005

  Provide annual training for all managers, supervisors,  Ongoing
  and employees on the discrimination complaint process   
  and their roles and responsibilities, the No FEAR Act,  
  including Employees Rights and Remedies, Alternative    
  Dispute Resolution, and Managing and Valuing a Diverse  
  Workforce (also an action item in the DOI Diversity     
  Strategic Plan).                                        

  REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO          
  OBJECTIVE                                               

  No statement required. See Deficiency #1, page 6.       
  ------------------------------------------------------- ---------------

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior       |                                                     |
| Revised - See  |                                                     |
| Deficiency #6, |                                                     |
| page 16**      |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | **Separations**                                     |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | Common DOI Deficiency                               |
| FOR A          |                                                     |
| POTENTIAL      | All Men (with the exception of White and Asian men) |
| BARRIER:**     | had the highest "Involuntary" separation rate as    |
|                | compared to the fiscal year 2004 total separations  |
| Provide a      | and the total workforce data.                       |
| brief          |                                                     |
| narrative      | Black men and women had the highest "Voluntary"     |
| describing the | separation rate as compared to the fiscal year 2004 |
| condition at   | total separations and the total workforce data.     |
| issue.         |                                                     |
|                |                                                     |
| How was the    |                                                     |
| condition      |                                                     |
| recognized as  |                                                     |
| a potential    |                                                     |
| barrier?       |                                                     |
+----------------+-----------------------------------------------------+
| **BARRIER      | Analyzed Workforce Table A-14 -- Separations by     |
| ANALYSIS:**    | Type and by Race/Ethnicity and Sex for permanent    |
|                | employees only.                                     |
| Provide a      |                                                     |
| description of | There is no Department-wide exit interview data     |
| the steps      | collection system.                                  |
| taken and data |                                                     |
| analyzed to    |                                                     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | There is limited comprehensive data available on    |
| IDENTIFIED     | adverse actions which would show relationships (if  |
| BARRIER:**     | any) to elevated separation rates. The Department   |
|                | cannot conduct an impact analysis at this time. In  |
| Provide a      | addition, there is a lack of an effective employee  |
| succinct       | exit interview process to reveal the root causes of |
| statement of   | why groups are leaving at a higher rate than their  |
| the agency     | on-board participation rate.                        |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice that  |                                                     |
| has been       |                                                     |
| determined to  |                                                     |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | No statement required.                              |
| State the      |                                                     |
| alternative or | See Deficiency #6, page 16                          |
| revised agency |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Deputy Chief Human Capital Officer; Director,       |
| OFFICIAL:**    | Office of Civil Rights; Director, Office of Human   |
|                | Resources                                           |
+----------------+-----------------------------------------------------+
| **DATE         |  January 31, 2005                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  December 30, 2005                                  |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

**EEO Plan To Eliminate Identified Barrier**

  ------------------------------------------------------- ---------------
  **PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:**  **TARGET DATE\
                                                          (Must be
                                                          specific)**

  In order to improve retention, EEO Director, Human      December 30,
  Resources Director, and the Deputy Chief Human Capital  2005
  Officer will develop and implement a Department-wide    
  employee exit interview process.                        

  REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO          
  OBJECTIVE                                               

  No statement required. See Deficiency #6, page 16.      
  ------------------------------------------------------- ---------------

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior**     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | **Recruitment**                                     |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | Census 2000 data identified seven groups within the |
| FOR A          | Department's workforce that are below the civilian  |
| POTENTIAL      | labor force benchmark. The groups are: Hispanic men |
| BARRIER:**     | and women, White women, African American men and    |
|                | women, and Asian/Pacific Islander men and women.    |
| Provide a      |                                                     |
| brief          | The same groups continue to be hired at rates below |
| narrative      | their participation in the national civilian labor  |
| describing the | force.                                              |
| condition at   |                                                     |
| issue.         |                                                     |
|                |                                                     |
| How was the    |                                                     |
| condition      |                                                     |
| recognized as  |                                                     |
| a potential    |                                                     |
| barrier?       |                                                     |
+----------------+-----------------------------------------------------+
| **BARRIER      | Analyses of overall workforce statistics for FY     |
| ANALYSIS:**    | 2004 and FY 2005 from Workforce Tables 715- A1,     |
|                | Total Workforce and 715- A8, New Hires.             |
| Provide a      |                                                     |
| description of | Reviewed information on recruiting methods of HR    |
| the steps      | offices, including targeted recruitment plans.      |
| taken and data |                                                     |
| analyzed to    |                                                     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | The Department's traditional methods of outreach    |
| IDENTIFIED     | and recruitment may not be sufficient to produce an |
| BARRIER:**     | increase in the participation rate of some groups   |
| Provide a      | within the agency's workforce.                      |
| succinct       |                                                     |
| statement of   |                                                     |
| the agency     |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice that  |                                                     |
| has been       |                                                     |
| determined to  |                                                     |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | Redesign existing and/or create new approaches to   |
| State the      | the way the Department conducts outreach and        |
| alternative or | recruitment to attract, hire and retain those       |
| revised agency | groups with low participation rates within the      |
| policy,        | Department's workforce.                             |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Deputy Chief Human Capital Officer; Director,       |
| OFFICIAL:**    | Office of Human Resources; Director, Office of      |
|                | Civil Rights; EEO and HR Officers; Directors and    |
|                | Office Heads; Managers and Supervisors              |
+----------------+-----------------------------------------------------+
| **DATE         |  January 30, 2006                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  September 30, 2007                                 |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

**EEO Plan To Eliminate Identified Barrier**

  ------------------------------------------------------- ---------------
  **PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:**  **TARGET DATE\
                                                          (Must be
                                                          specific)**

  1\) OCR will designate program managers for the         June 30, 2006
  Black/African American Employment Program, the Federal  
  Women's Program, the Hispanic Employment Program, and   
  the Asian American/Pacific Islander Employment Program  
  for increased focus on groups that have low             
  participation rates in the Department's workforce.      

  2\) EEO offices will provide demographics on the        October 30,
  participation of women, minorities and persons with     2006
  disabilities in the major occupations to servicing HR   
  offices at the beginning of each fiscal year with       
  periodic updates as the need arises.                    

  3\) HR offices will work with managers and supervisors  March 30, 2007
  in restructuring targeted recruitment plans for the     
  identified major occupations.                           

  4\) Directors and Office Heads will monitor their       October 30,
  organization's progress in successful outreach and      2007
  recruitment.                                            

  5\) HR offices will ensure that training on personnel   December 30,
  regulations, policies, and tools related to recruiting, 2006
  hiring, and retention of employees is available to      
  managers and supervisors.                               

  6\) EEO and HR offices will monitor effectiveness of    December 30,
  outreach and recruitment activities and provide         2007
  recommendations to management for change, if needed.    

  REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO          
  OBJECTIVE                                               

                                                          
  ------------------------------------------------------- ---------------

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior**     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | **Hiring and Placement**                            |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | The majority of the second-level components' MD-715 |
| FOR A          | Reports reflect some employment practices that may  |
| POTENTIAL      | not be conducive to creating an environment of free |
| BARRIER:**     | and open competition, equal access and              |
|                | non-discrimination.                                 |
| Provide a      |                                                     |
| brief          | Some of the reported challenges included: lack of   |
| narrative      | targeted recruitment plans; non-issuance of policy  |
| describing the | statements; lack of equity in awards; inconsistent  |
| condition at   | recruitment for targeted disabilities;              |
| issue.         | unfamiliarity with hiring practices and appointing  |
|                | authorities; failure to understand reprisal; and    |
| How was the    | lack of knowledge on reasonable accommodation.      |
| condition      |                                                     |
| recognized as  |                                                     |
| a potential    |                                                     |
| barrier?       |                                                     |
+----------------+-----------------------------------------------------+
| **BARRIER      | Analysis of the agency's second-level components'   |
| ANALYSIS:**    | FY 2005 MD-715 Reports and Plans. Reviewed Agency   |
|                | Self-Assessment Checklist, 715-01 Part G,           |
| Provide a      | deficiencies identified in Plan to Attain Essential |
| description of | Elements of a Model EEO Program, Part H, and EEO    |
| the steps      | Plan to Eliminate Identified Barrier, Part I.       |
| taken and data |                                                     |
| analyzed to    |                                                     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | Managers and supervisors may not be fully aware of  |
| IDENTIFIED     | how to manage for a diverse workforce.              |
| BARRIER:**     |                                                     |
| Provide a      |                                                     |
| succinct       |                                                     |
| statement of   |                                                     |
| the agency     |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice that  |                                                     |
| has been       |                                                     |
| determined to  |                                                     |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | Provide managers and supervisors with appropriate   |
| State the      | training to understand and successfully discharge   |
| alternative or | their duties and responsibilities in creating an    |
| revised agency | environment of equal employment opportunity, equal  |
| policy,        | access and non-discrimination.                      |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Deputy Chief Human Capital Officer; Director,       |
| OFFICIAL:**    | Office of Civil Rights; Director, Office of Human   |
|                | Resources; Bureau/Office Heads; EEO and HR          |
|                | Officers; Managers and Supervisors                  |
+----------------+-----------------------------------------------------+
| **DATE         |  January 30, 2006                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  September 30, 2007                                 |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

**EEO Plan To Eliminate Identified Barrier**

  ------------------------------------------------------ ----------------
  **PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:** **TARGET DATE\
                                                         (Must be
                                                         specific)**

  1\) Managers and supervisors will attend 4 hours of    September 30,
  EEO/Diversity training annually as required by the     2006
  Secretary's Policy on Equal Opportunity and Unlawful   
  Discrimination.                                        

  2\) Directors/Office Heads will monitor their          October 30, 2006
  managers' and supervisors' successful completion of    
  the required EEO/Diversity training.                   

  3\) Directors/Office Heads will ensure that all newly  March 30, 2007
  appointed supervisors attend a basic supervision       
  course that includes topics on supervisory             
  responsibilities in EEO, diversity, and human capital  
  management.                                            

  4\) EEO offices will provide quarterly reports of      June 30, 2006
  component's workforce demographics to Director/Office  
  Heads.                                                 

  5\) EEO offices will ensure availability of training,  September 30,
  within funding constraints, on reasonable              2006
  accommodation and disability laws to managers and      
  supervisors.                                           

  6\) HR offices will ensure availability of training on December 30,
  personnel regulations, policies, and tools related to  2006
  recruiting, hiring, and retention of employees to      
  managers and supervisors.                              

  7\) EEO offices will use various media to distribute   December 30,
  EEO policies, procedures and guidance concerning       2006
  federal EEO laws, regulations and requirements to      
  managers and supervisors.                              

  8\) HR offices will use various media to distribute    December 30,
  personnel management policies, procedures and guidance 2006
  concerning recruiting, hiring, training, career        
  development, promotions, awards, and disciplinary      
  actions to managers and supervisors.                   

  9\) Managers and supervisors, in consultation with HR  March 30, 2007
  offices, will establish targeted recruitment plans for 
  major occupations with low participation rates.        

  10\) Managers and supervisors, in consultation with HR December 30,
  offices, will establish targeted recruitment plans for 2006
  targeted disabilities.                                 

  REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO         
  OBJECTIVE                                              

                                                         
  ------------------------------------------------------ ----------------

EEOC FORM\
715-01 PART J

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT**

**Special Program Plan for the Recruitment, Hiring, and Advancement of**

**Individuals With Targeted Disabilities**

  --------------- ----------------- ------------------------------------------
  **PART I\       1\. Agency        1\. U.S. Department of the Interior
  Department or                     
  Agency                            
  Information**                     

                  1.a. 2^nd^ Level  1.a.
                  Component         

                  1.b. 3^rd^ Level  1.b.
                  or lower          
  --------------- ----------------- ------------------------------------------

  ---------------- ---------------- ----------- --------- -------- -------- ----------- ---------
  **PART II\       Enter Actual     beginning             end of            Net Change  
  Employment Trend Number at the    of FY2004             FY2005                        
  and Special      \...                                                                 
  Recruitment for                                                                       
  Individuals With                                                                      
  Targeted                                                                              
  Disabilities**                                                                        

                                    Number      \%        Number   \%       Number      Rate of
                                                                                        Change

                   Total Work Force 61,351      100.00    60,104   100.00   -1,247      -2.0%

                   Reportable       3,880\*\*   6.3\*\*   3,748    6.2      -132        -3.4%
                   Disability                                                           

                   Targeted         594         0.9\*\*   582      0.9      -12         -2.0%
                   Disability\*                                                         

                   \* If the rate                                                       
                   of change for                                                        
                   persons with                                                         
                   targeted                                                             
                   disabilities is                                                      
                   not equal to or                                                      
                   greater than the                                                     
                   rate of change                                                       
                   for the total                                                        
                   workforce, a                                                         
                   barrier analysis                                                     
                   should be                                                            
                   conducted (see                                                       
                   below).                                                              
                   \*\*Corrected                                                        
                   numbers from FY                                                      
                   2004 report.                                                         

                   1\. **Total                                              Data Not    
                   Number of                                                Available   
                   Applications                                                         
                   Received From                                                        
                   Persons With                                                         
                   Targeted                                                             
                   Disabilities**                                                       
                   during the                                                           
                   reporting                                                            
                   period.                                                              

                   2\. **Total                                              Data Not    
                   Number of                                                Available   
                   Selections of                                                        
                   Individuals with                                                     
                   Targeted                                                             
                   Disabilities**                                                       
                   during the                                                           
                   reporting                                                            
                   period.                                                              
  ---------------- ---------------- ----------- --------- -------- -------- ----------- ---------

<table>
<colgroup>
<col style="width: 29%" />
<col style="width: 12%" />
<col style="width: 9%" />
<col style="width: 6%" />
<col style="width: 7%" />
<col style="width: 6%" />
<col style="width: 8%" />
<col style="width: 5%" />
<col style="width: 8%" />
<col style="width: 6%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="10"><strong>PART III Participation Rates In Agency
Employment Programs</strong></td>
</tr>
<tr class="even">
<td rowspan="2"><strong>Other Employment/Personnel
Programs</strong></td>
<td rowspan="2"><strong>TOTAL</strong></td>
<td colspan="2"><strong>Reportable Disability</strong></td>
<td colspan="2"><strong>Targeted Disability</strong></td>
<td colspan="2"><strong>Not Identified</strong></td>
<td colspan="2"><strong>No Disability</strong></td>
</tr>
<tr class="odd">
<td><strong>#</strong></td>
<td><strong>%</strong></td>
<td><strong>#</strong></td>
<td><strong>%</strong></td>
<td><strong>#</strong></td>
<td><strong>%</strong></td>
<td><strong>#</strong></td>
<td><strong>%</strong></td>
</tr>
<tr class="even">
<td>3. Competitive Promotions</td>
<td>Data Not Available</td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
</tr>
<tr class="odd">
<td>4. Non-Competitive Promotions</td>
<td>6,075</td>
<td>365</td>
<td>6.0</td>
<td>52</td>
<td>0.8</td>
<td>120</td>
<td>1.9</td>
<td>5590</td>
<td>92.0</td>
</tr>
<tr class="even">
<td><p>5. Employee Development/Training</p>
<p>*No Dept-wide tracking system for training</p></td>
<td>Data Not Available*</td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
</tr>
<tr class="odd">
<td>5.a. Grades 5 - 12</td>
<td>Data Not Available*</td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
</tr>
<tr class="even">
<td>5.b. Grades 13 - 14</td>
<td>Data Not Available*</td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
</tr>
<tr class="odd">
<td>5.c. Grade 15/SES Development Training</td>
<td>Data Not Available*</td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
</tr>
<tr class="even">
<td>6. Employee Recognition and Awards</td>
<td>47,731</td>
<td>2,888</td>
<td>6.0</td>
<td>402</td>
<td>.8</td>
<td>1,064</td>
<td>2.2</td>
<td>43,779</td>
<td>91.7</td>
</tr>
<tr class="odd">
<td>6.a. Time-Off Awards (Total hrs awarded)</td>
<td>9,807</td>
<td>596</td>
<td>6.0</td>
<td>106</td>
<td>1.0</td>
<td>224</td>
<td>2.2</td>
<td>8,987</td>
<td>91.6</td>
</tr>
<tr class="even">
<td>6.b. Cash Awards (total $$$ awarded)</td>
<td>36,424</td>
<td>2,194</td>
<td>6.0</td>
<td>283</td>
<td>.7</td>
<td>810</td>
<td>2.2</td>
<td>33,420</td>
<td>91.7</td>
</tr>
<tr class="odd">
<td>6.c. Quality-Step Increase</td>
<td>1,500</td>
<td>98</td>
<td>6.5</td>
<td>13</td>
<td>.8</td>
<td>30</td>
<td>2.0</td>
<td>1,372</td>
<td>91.4</td>
</tr>
<tr class="even">
<td>7. Details and Task Force Assignments</td>
<td>Data Not Available</td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
<td> </td>
</tr>
</tbody>
</table>

+------------+---------------------------------------------------------+
| EEOC FORM  | Special Program Plan for the Recruitment, Hiring, and   |
|            |                                                         |
| **715-01** | Advancement of Individuals With Targeted Disabilities   |
|            |                                                         |
| Part J     |                                                         |
+------------+---------------------------------------------------------+
| **Part     | Agencies with 1,000 or more permanent employees MUST    |
| IV**       | conduct a barrier analysis to address any barriers to   |
|            | increasing employment opportunities for employees and   |
| Iden       | applicants with targeted disabilities **using FORM      |
| tification | 715-01 PART I**. Agencies should review their           |
| and        | recruitment, hiring, career development, promotion, and |
| E          | retention of individuals with targeted disabilities in  |
| limination | order to determine whether there are any barriers.      |
| of         |                                                         |
| Barriers   |                                                         |
+------------+---------------------------------------------------------+
| **Part V** | Agencies with 1,000 or more permanent employees are to  |
|            | use the space provided below to describe the strategies |
| Goals for  | and activities that will be undertaken during the       |
| Targeted   | coming fiscal year to maintain a special recruitment    |
| Di         | program for individuals with targeted disabilities and  |
| sabilities | to establish specific goals for the employment and      |
|            | advancement of such individuals. For these purposes,    |
|            | targeted disabilities may be considered as a group.     |
|            | Agency goals should be set and accomplished in such a   |
|            | manner as will effect measurable progress from the      |
|            | preceding fiscal year. Agencies are encouraged to set a |
|            | goal for the hiring of individuals with targeted        |
|            | disabilities that is at least as high as the            |
|            | anticipated losses from this group during the next      |
|            | reporting period, with the objective of avoiding a      |
|            | decrease in the total participation rate of employees   |
|            | with disabilities.                                      |
|            |                                                         |
|            | Goals, objectives and strategies described below should |
|            | focus on internal as well as external sources of        |
|            | candidates and include discussions of activities        |
|            | undertaken to identify individuals with targeted        |
|            | disabilities who can be (1) hired; (2) placed in such a |
|            | way as to improve possibilities for career development; |
|            | and (3) advanced to a position at a higher level or     |
|            | with greater potential than the position currently      |
|            | occupied.                                               |
+------------+---------------------------------------------------------+

**[DOI Special Plan for the Recruitment, Hiring, and
Advancement]{.underline}**

**[of Individuals with Targeted Disabilities]{.underline}**

As of September 30, 2005, the Department employed a total of 582
individuals with targeted disabilities, or an on-board participation
rate of 0.9%. This is a reduction of -12 from FY 2004 and a net change
of -2.0%. In addition, snapshot data include the following:

Accessions: In FY 2005, a total of 13 employees with targeted
disabilities were hired into permanent positions, or 0.5% of all
permanent hires.

Separations: In FY 2005, permanent employees with targeted disabilities
separated at a rate of 0.9%, which is the same rate as their on-board
participation.

Non-competitive Promotions: In FY 2005, a total of 6,075 non-competitive
promotions were processed. Of these, only 52, or 0.9%, were processed
for employees with targeted disabilities.

The Department's goal for increasing the representation of individuals
with disabilities will be set in alignment with the Diversity goal
within the Department's Government Performance and Results Act Strategic
Plan, FY 2003 -- 2008.

Goal 1: Increase the number of employees with targeted disabilities.

Goal 2: Raise education and awareness of barriers to employment of
individuals with disabilities and provide training on how to handle
requests for reasonable accommodation.

Goal 3: Provide data collection systems and tools to track recruitment,
hiring, placement, and career development of employees with
disabilities.

Strategies:

1\) Sponsor, along with other federal agencies and advocacy
organizations, workshops, forums, and training sessions to educate
managers, supervisors and human resources (HR) officials on the laws,
regulations, initiatives and special hiring authorities for individuals
with disabilities as well as on the various resources, programs and
services available to be utilized for the recruitment and employment of
individuals with disabilities.

2\) Advocate the use of various resources, programs, and services
available for the recruitment, employment, and accommodation of
individuals with disabilities, such as State Vocational Rehabilitation
Agencies; Disability Services Offices at Colleges and Universities;
Employer Assistance Referral Network (EARN); Student Employment
Authorities; Schedule A Hiring Authority; Workforce Recruitment Program
(WRP); Department of Labor Office of Disability Employment Policy
(ODEP); and Department of Defense Computer Accommodations Program.

3\) Develop targeted recruitment plans to increase individuals with
disabilities in applicant pools.

4\) Develop partnerships with advocacy organizations for individuals
with disabilities and with Disability Services Offices at colleges and
universities.

5\) Continue to work closely with the Department of Labor Office of
Disability Employment Policy; National Council on Disability; American
Association of People with Disabilities; and the Interagency Committee
on Disability Research Subcommittee on the New Freedom Initiative in
promulgating the employment of individuals with disabilities.

6\) Increase the Department's participation in the Department of Labor's
Workforce Recruitment Program for College Students with Disabilities.

Accomplishments:

During FY 2005, the following activities were accomplished.

1\) The Departmental OCR designated a Disability Program Manager (DPM)
to monitor and assess the agency's compliance with reasonable
accommodation and disability laws, guidance, policy, and procedures.

2\) The Department issued its Strategic Diversity Plan. The Plan
identifies strategies to improve the participation of individuals with
disabilities in the workplace. The Plan was distributed to each
Bureau/Office Head and placed on the Department's website.

3\) The Department issued revised procedures on handling requests for
reasonable accommodation for employees and applicants. The procedures
were implemented Department-wide and placed on the web for easy access
by all employees, managers, and supervisors. A training session on the
revised procedures took place in September 2005.

4\) The OCR and the Accessible Technology Center (ATC) co-sponsored the
Departmental Disability Employment Awareness Month Program. The program
was designed to increase awareness of the contributions and skills of
individuals with disabilities, innovative solutions to increase
recruitment, and initiatives and accommodations that aid in the
retention of employees with disabilities.

5\) The Department partnered with the National Council on Disability in
sponsoring the celebration of the 15^th^ Anniversary of the Americans
with Disabilities Act, in which there were workshops and forums
conducted for the federal, private sector and the public on the laws,
regulations and various resources available for the employment of
individuals with disabilities.

6\) The Department and ODEP sponsored Disability Mentoring Day. The
Mentoring Day program resulted in the establishment of a relationship
with the Kennedy Institute for Individuals with Developmental
Disabilities. The Department is working closely with the Kennedy
Institute in order to expand the Department's student applicant pool.

7\) The contract for new EEO software, Visual Powerfiles was initiated.
The VPEEO system will allow tracking of individuals with targeted
disabilities within various employment categories over time periods and
the distribution (number and percentages) of accessions, promotions,
separations, down-grades, reassignments, conversions, training, awards,
disciplinary actions, special assignments and details of employees with
targeted disabilities.

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior**     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | **Reasonable Accommodation**                        |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | Analysis of reasonable accommodation issues and     |
| FOR A          | disability-related employment practices brought to  |
| POTENTIAL      | the attention of the Department shows that HR       |
| BARRIER:**     | officials, managers, and supervisors are not fully  |
|                | aware of their duties and responsibilities as they  |
| Provide a      | relate to providing reasonable accommodation to     |
| brief          | individuals with disabilities.                      |
| narrative      |                                                     |
| describing the |                                                     |
| condition at   |                                                     |
| issue. How was |                                                     |
| the condition  |                                                     |
| recognized as  |                                                     |
| a potential    |                                                     |
| barrier?       |                                                     |
+----------------+-----------------------------------------------------+
| **BARRIER      | Analysis of statistical data from the Department's  |
| ANALYSIS:**    | OS Annual Federal EEO Statistical Report of         |
| Provide a      | Discrimination Complaints (462 Report), revealed an |
| description of | increase in the number of complaints alleging       |
| the steps      | discrimination based on disability. In FY 2005,     |
| taken and data | there were 115 allegations of discrimination based  |
| analyzed to    | on disability, an increase of 15% from FY 2004.     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | There is insufficient training for managers,        |
| IDENTIFIED     | supervisors, and HR officials on reasonable         |
| BARRIER:**     | accommodation and disability law (Americans with    |
|                | Disabilities Act, the Rehabilitation Act), EEOC     |
| Provide a      | guidance and directives on reasonable accommodation |
| succinct       | for employees and applicants, and the Departmental  |
| statement of   | procedures on handling requests for reasonable      |
| the agency     | accommodation for individuals with disabilities.    |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice that  |                                                     |
| has been       |                                                     |
| determined to  |                                                     |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | Provide training on disability law and reasonable   |
| State the      | accommodation to managers, supervisors, and HR      |
| alternative or | officials.                                          |
| revised agency |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Deputy Chief Human Capital Officer; Director,       |
| OFFICIAL:**    | Office of Civil Rights; Director, Office of Human   |
|                | Resources; Director, DOI University; Director,      |
|                | Accessible Technology Center; EEO and HR Officers   |
+----------------+-----------------------------------------------------+
| **DATE         |  January 30, 2006                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  March 30, 2007                                     |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

EEOC FORM\
715-01 PART I

**EEO Plan To Eliminate Identified Barrier**

+-----------------------------------------------------+----------------+
| **PLANNED ACTIVITIES TOWARD COMPLETION OF           | **TARGET DATE\ |
| OBJECTIVE:**                                        | (Must be       |
|                                                     | specific)**    |
+-----------------------------------------------------+----------------+
| 1\) EEO offices will ensure that training on        | September 30,  |
| disability and reasonable accommodation is          | 2006           |
| available to all managers, supervisors and HR       |                |
| officials.                                          |                |
+-----------------------------------------------------+----------------+
| 2\) DOI University will include in its new          | October 30,    |
| supervisors' course, Basic Supervision, a segment   | 2006           |
| on disability law and reasonable accommodation.     |                |
+-----------------------------------------------------+----------------+
| 3\) Accessible Technology Center (ATC) will provide | September 30,  |
| to managers, supervisors and employees written      | 2006           |
| materials on assistive technology and               |                |
| accommodations for individuals with disabilities.   |                |
+-----------------------------------------------------+----------------+
| 4\) On a quarterly basis, the ATC will conduct      | October 30,    |
| demonstrations, for managers and supervisors, on    | 2006           |
| assistive technology accommodations for present and |                |
| potential employees in support of recruitment and   |                |
| retention of employees with disabilities.           |                |
+-----------------------------------------------------+----------------+
| 5\) The Disability Program Manager (DPM) will       | September 30,  |
| develop a reporting system for components to report | 2006           |
| disposition of reasonable accommodation requests.   |                |
+-----------------------------------------------------+----------------+
| 6\) The DPM will conduct annual assessment of       | March 30, 2007 |
| accommodation decisions, identify trends, and make  |                |
| recommendations to Director, Office of Civil        |                |
| Rights.                                             |                |
+-----------------------------------------------------+----------------+
| REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO      |                |
| OBJECTIVE                                           |                |
+-----------------------------------------------------+----------------+
| 1\) The Departmental Policy and Procedures for      |                |
| Reasonable Accommodation for Individuals with       |                |
| Disabilities was revised and implemented            |                |
| Department-wide in September 2005. The policy and   |                |
| procedures were placed in the Departmental Manual   |                |
| and on the Department's website for easy access by  |                |
| all managers, supervisors, and employees.           |                |
|                                                     |                |
| 2\) The ATC and OCR co-sponsored the Departmental   |                |
| Disability Employment Awareness Month Program in    |                |
| October 2005. The program was designed to increase  |                |
| awareness of the contributions and skills of        |                |
| persons with disabilities, innovative solutions to  |                |
| increase recruitment, and initiatives and           |                |
| accommodations that aid in the retention of         |                |
| employees with disabilities.                        |                |
|                                                     |                |
| 3\) Two out of the 9 second-level components have   |                |
| provided training on reasonable accommodation to    |                |
| their managers and supervisors. Three components    |                |
| are in the process of developing training modules   |                |
| on reasonable accommodation.                        |                |
+-----------------------------------------------------+----------------+

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior       |                                                     |
| Revised, see   |                                                     |
| Barrier, page  |                                                     |
| 27**           |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | Recruitment, Hiring and Placement                   |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | Low participation rates of individuals with         |
| FOR A          | targeted disabilities. The current Federal High is  |
| POTENTIAL      | 2.27 percent. The Department of the Interior is     |
| BARRIER:**     | currently at 1.0 percent (permanent only); down     |
|                | -2.9 percent from fiscal year 2003.                 |
| Provide a      |                                                     |
| brief          | Note: The "Federal High" is the participation rate  |
| narrative      | of a federal agency (with 500 or more permanent     |
| describing the | employees) which had the greatest participation     |
| condition at   | rate of employees with targeted disabilities during |
| issue. How was | the prior fiscal year. For 2004, that agency was    |
| the condition  | the Social Security Administration, where 2.27      |
| recognized as  | percent of employees had a targeted disability. The |
| a potential    | Federal High is the standard that all agencies      |
| barrier?       | compare itself against.                             |
+----------------+-----------------------------------------------------+
| **BARRIER      | Analyzed Workforce Table B1 Total Workforce         |
| ANALYSIS:**    | Distribution by Disability; B8 Hires by Type of     |
| Provide a      | Appointment; and B10 Non-competitive Promotions     |
| description of | Distribution by Disability.                         |
| the steps      |                                                     |
| taken and data |                                                     |
| analyzed to    |                                                     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | Lack of targeted recruitment plans for persons with |
| IDENTIFIED     | disabilities.                                       |
| BARRIER:**     |                                                     |
|                | Lack of supervisory training for managing a diverse |
| Provide a      | workforce and on recruiting tools and hiring        |
| succinct       | authorities for individuals with disabilities.      |
| statement of   |                                                     |
| the agency     | Inadequate tracking systems to evaluate recruitment |
| policy,        | efforts and the selection process of individuals    |
| procedure or   | with disabilities.                                  |
| practice that  |                                                     |
| has been       | Lack of applicant flow data for individuals with    |
| determined to  | disabilities.                                       |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | No statement required.                              |
| State the      |                                                     |
| alternative or | See Barrier, page 27                                |
| revised agency |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Deputy Chief Human Capital Officer; Director,       |
| OFFICIAL:**    | Office of Civil Rights; Director, Office of Human   |
|                | Resources                                           |
+----------------+-----------------------------------------------------+
| **DATE         |  January 31, 2005                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  December 30, 2005                                  |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

EEOC FORM\
715-01 PART I

**EEO Plan To Eliminate Identified Barrier**

  -------------------------------------------------------- --------------
  **PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:**   **TARGET DATE\
                                                           (Must be
                                                           specific)**

  Through the DOI MD-715 Implementation team, share        On-going
  recruitment strategies, targeted recruitment plans, and  
  best practices for increasing the participation rates of 
  persons with disabilities.                               

  Increase DOI's participation in the Department of        December 30,
  Labor's Workforce Recruitment Program for College        2005
  Students with Disabilities.                              

  Include targeted recruitment plans for persons with      December 30,
  disabilities into workforce planning/human capital       2005
  initiatives (an action item in the DOI Diversity         
  Strategic Plan).                                         

  Work with appropriate officials, i.e. National Business  December 30,
  Center and Human Resources officials on developing and   2005
  implementing effective and efficient applicant tracking  
  systems.                                                 

  Develop a partnership with the Office of Disability      December 30,
  Employment Policy (ODEP), Department of Labor whose      2005
  mission is to bring long-term focus to the goal of       
  increasing the employment of persons with disabilities.  
  ODEP provides policy analysis, technical assistance, and 
  assists with the development of best practices, as well  
  as outreach, education, and constituent services.        

  REPORT OF ACCOMPLISHMENTS AND MODIFICATIONS TO           
  OBJECTIVE:                                               

  No statement required. See Barrier, page 27.             
  -------------------------------------------------------- --------------

EEOC FORM\
715-01 PART I

*U.S. Equal Employment Opportunity Commission*

**FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT\
EEO Plan To Eliminate Identified Barrier**

+----------------+-----------------------------------------------------+
| **FY 2005**    |                                                     |
|                |                                                     |
| **Department   |                                                     |
| of the         |                                                     |
| Interior       |                                                     |
| Revised, see   |                                                     |
| Deficiency #5, |                                                     |
| page 14**      |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | Tracking System                                     |
| CONDITION THAT |                                                     |
| WAS A TRIGGER  | Data collection and analysis systems are inadequate |
| FOR A          | for tracking and evaluating information on          |
| POTENTIAL      | applicant flow, training, and career development    |
| BARRIER:**     | for individuals with disabilities and other         |
|                | workforce data tables contained in MD-715.          |
| Provide a      |                                                     |
| brief          |                                                     |
| narrative      |                                                     |
| describing the |                                                     |
| condition at   |                                                     |
| issue. How was |                                                     |
| the condition  |                                                     |
| recognized as  |                                                     |
| a potential    |                                                     |
| barrier?       |                                                     |
+----------------+-----------------------------------------------------+
| **BARRIER      | A review of the current applicant tracking system,  |
| ANALYSIS:**    | revealed a lack of applicant flow data which limits |
| Provide a      | the abilities to conduct a thorough barrier         |
| description of | analysis.                                           |
| the steps      |                                                     |
| taken and data |                                                     |
| analyzed to    |                                                     |
| determine      |                                                     |
| cause of the   |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **STATEMENT OF | Currently there is no way to track applicants with  |
| IDENTIFIED     | disabilities in order to determine if the           |
| BARRIER:**     | Department's outreach and recruitment efforts are   |
|                | effective.                                          |
| Provide a      |                                                     |
| succinct       | Department has not resurveyed its workforce in      |
| statement of   | order to update the disability status of its        |
| the agency     | on-board employees.                                 |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice that  |                                                     |
| has been       |                                                     |
| determined to  |                                                     |
| be the barrier |                                                     |
| of the         |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **OBJECTIVE:** | No statement required.                              |
| State the      |                                                     |
| alternative or | See Deficiency #5, page 14                          |
| revised agency |                                                     |
| policy,        |                                                     |
| procedure or   |                                                     |
| practice to be |                                                     |
| implemented to |                                                     |
| correct the    |                                                     |
| undesired      |                                                     |
| condition.     |                                                     |
+----------------+-----------------------------------------------------+
| **RESPONSIBLE  | Director, Office of Civil Rights                    |
| OFFICIAL:**    |                                                     |
+----------------+-----------------------------------------------------+
| **DATE         |  January 31, 2005                                   |
| OBJECTIVE      |                                                     |
| INITIATED:**   |                                                     |
+----------------+-----------------------------------------------------+
| **TARGET DATE  |  December 30, 2005                                  |
| FOR COMPLETION |                                                     |
| OF             |                                                     |
| OBJECTIVE:**   |                                                     |
+----------------+-----------------------------------------------------+

EEOC FORM\
715-01 PART I

**EEO Plan To Eliminate Identified Barrier**

  -------------------------------------------------------- --------------
  **PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:**   **TARGET DATE\
                                                           (Must be
                                                           specific)**

  Incorporate new data (2000 Census, Fed Nine Categories,  December 30,
  and Race/National Origin and Disability data) into the   2005
  Federal Personnel and Payroll System (FPPS) and Equal    
  Employment Opportunity Reports (EEOR).                   

  Ensure that efficient automated applicant tracking       December 30,
  system is implemented.                                   2005

  Resurvey all employees through Employee Express to       February 28,
  update targeted disability data.                         2006

  Ensure that EEO and HR officials are fully trained in    January 30,
  data collection and analysis.                            2006

  REPORT OF ACCOMPLISHMENTS AND MODIFICATIONS TO           
  OBJECTIVE:                                               

  No statement required. See Deficiency #5, page 14.       
  -------------------------------------------------------- --------------