# Presentation: 850842

## NEW EMPLOYEE ORIENTATION

**Farm Service Agency**

**Office of Civil Rights**

## Office of Civil Rights

**Office of Civil Rights**
**Farm Service Agency**
**U.S. Department of Agriculture**

**FSA EEO Policy Statement**
**The Farm Service Agency (FSA) is fully committed to the Federal goal of equal opportunity in employment for all employees and applicants regardless of race, color, national origin, sex, religion, age, disability, sexual orientation, marital or family status, political beliefs, parental status, or protected genetic information.**

**FSA Mission**:
**Equitably serving all farmers, ranchers, and agricultural partners by delivering effective, efficient agricultural programs for all Americans. **

**( FSA OCR )**

## FSA OCR Function

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

## Organizational Structure

## FSA OCR Director’s Staff

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

**Main Tel. #  (202) 401-7220**
**Fax #  (202) 401-7100**

## Office of the Director

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

**Responsibilities**

## Office of the Director

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

**Responsibilities**

## Office of the Director

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

**Responsibilities**

## Equal Employment Opportunity Branch (EEOB)

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

- Andrew Malloy – EEO Specialist
- Jeffrey Hayden – EEO Specialist
- Kristena Jenkins – EEO Specialist

**Main Tel. #  (202) 720-5709**
**Fax #  (202) 401-7100**

**Equal Employment****Opportunity Branch (EEOB)**

## Equal EmploymentOpportunity Branch (EEOB)

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

**Responsibilities**

- *  Formerly USDA Office of Civil Rights

## Equal EmploymentOpportunity Branch (EEOB)

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

**Responsibilities**

## Equal EmploymentOpportunity Branch (EEOB)

**Responsibilities**

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

## Equal EmploymentOpportunity Branch (EEOB)

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

**Responsibilities**

## Equal EmploymentOpportunity Branch (EEOB)

- Provide input into written policies, conduct annual reviews of policies, and ensure proper updates and posting of the Farm Service Agency Administrator’s EEO Policy Statements.
- Develop, administer, and monitor FSA’s Annual EEO Civil Rights Training via USDA’s web-based AgLearn.

**Responsibilities**

## Equal EmploymentOpportunity Branch (EEOB)

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

**Responsibilities**

## Equal EmploymentOpportunity Branch (EEOB)

- 29 CFR Part 1614
- Management Directive 110

**Internal EEO Complaint Processing Procedures – Federal Employees**

## Equal EmploymentOpportunity Branch (EEOB)

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

**MD-110**

## EEO Counseling and Mediation Branch (CMB)

**Informal EEO Complaint **
**(Pre-complaint) Program**

## Washington DC Staff

- Darlene Smith – EEO Counselor
- Mark Newsom – EEO Assistant

**EEO Counseling and****Mediation Branch (CMB)**

**Washington DC Staff**

**Main Tel. #  (202) 720-8826**
**Fax #  (202) 401-7103    **

## FSA EEO Counselors

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

**EEO Counseling and****Mediation Branch (CMB)**

***EEO Counselors’ Map on next page  ...***

## FSA Counseling Servicing Areas

**Darlene Smith****  **

**Greg Ferby**** **

**Claude McKenzie**** **

**Wanda Wilson**** **

**Mike Sherman**** **

**Gloria Scurry**** **

**Rene Rodriguez**** **

## EEO Counseling and Alternative Dispute Resolution (ADR)

Training on EEO Complaint Program

Guidance and Direction on EEO Complaint Program

Contact on All Informal EEO Complaints 
	(Pre-complaints) Filed Against FSA.

- Training on EEO Complaint Program
- Guidance and Direction on EEO Complaint Program
- Contact on All Informal EEO Complaints
- 	(Pre-complaints) Filed Against FSA.

**EEO Counseling and****Mediation Branch (CMB)**

**Services**

## How do we achieve our mission?

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

**EEO Counseling and****Mediation Branch (CMB)**

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

**EEO Counseling and****Mediation Branch (CMB)**

**Federal Laws Prohibiting Employment Discrimination**

-  Sex
-  National Origin, or
-  Reprisal

-  Race
-  Color
-  Religion

## Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same area from sex-based wage discrimination.

Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older.

Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals with physical or mental disabilities who work in the Federal government.

- Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older.
- Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals with physical or mental disabilities who work in the Federal government.

**EEO Counseling and****Mediation Branch (CMB)**

**Federal Laws Prohibiting Employment Discrimination, *****cont’d***

## EEO Counseling andMediation Branch (CMB)

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

**Employees Have the Right to:**

## EEO Counseling andMediation Branch (CMB)

**What is Discrimination?**

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

## EEO Counseling andMediation Branch (CMB)

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

**What is an EEO Complaint?**

## EEO Counseling andMediation Branch (CMB)

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

**What is an EEO Complaint?  ... *****cont’d***

-   Is based in whole or in part on a person’s protected
-    class, which includes the following:

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

**Is not permitted under the law and/or USDA regulations ****▼**

## EEO Counseling andMediation Branch (CMB)

**How Do I File an EEO Complaint?**

- To file an EEO complaint, the individual must contact an EEO Counselor within _45 calendar days_ of the alleged discriminatory event.
_**NOTE**_**:  **
**	**Contacting an EEO Counselor is the _mandatory_ first step in filing an EEO complaint.  Exceptions to the MANDATORY first step are allegations involving Age and/or Equal Pay Act violations.

## Program Complaints Inquiry Branch (PCIB)

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

**Carlton O’neal **–** Branch Chief**
**Katherine H. Colvin **–** Secretary**
**Program Complaints Specialists**

**Main Tel. #  (334) 279-3601**
**Fax #  (334) 279-3698**

## Program Complaints Specialists

	▪ Carnell McAlpine        	▪ Roy C. Brown

	▪ Charles Glenn            	▪ Elvin R. Earthly

	▪ Sharon S. Ervin          	▪ Patricia Gates

	▪ Olan Sanders             	▪ Richard Jones

	▪ John Smith

- 	▪ Carnell McAlpine        	▪ Roy C. Brown
- 	▪ Charles Glenn            	▪ Elvin R. Earthly
- 	▪ Sharon S. Ervin          	▪ Patricia Gates
- 	▪ Olan Sanders             	▪ Richard Jones
- 	▪ John Smith

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

## Functions

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

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

## Federally Conducted Program Complaint Process

**Complaint must be**
**filed within 180**
**calendar days**

**Complaint submitted to the **
**USDA Office of Adjudication and**
**Compliance (OAC)**

**USDA OAC directs FSA**
**to conduct a Fact-Finding Inquiry**
**(FFI) and provide an Agency**
**Position Statement (APS)**

**Complaints are processed **
**within 180 days of**
**acceptance by OAC**

**FSA has 24 days to conduct**
**An FFI and prepare an APS**

**FSA submits to OAC the APS**
**to be  included in**
**final complaint processing**

## Fact-Finding Inquiries (FFIs)

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

**Program Complaints Inquiry Branch (PCIB)**

## FFI Process

- The Program Complaints Inquiry Branch (PCIB):

**Contacts the State Executive Director (SED) and other personnel**

**Prepares the Investigative Plan**

## FFI Process, continued

**Prepares the Report**

**All USDA employees are required to cooperate in any investigation.  You are subject to disciplinary action, up to and including removal, if you refuse to answer or fail to respond truthfully and fully to any of the questions, or fail to provide other requested information to the PCIB.  Your right to invoke the protection of the Fifth Amendment to the Constitution applies only with respect to self-incrimination in a criminal investigation.**
**           **
**              ****- Departmental Bulletin 735-1**

## State Management Reviews (SMR)

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

**Program Complaints Inquiry**
**Branch (PCIB)**

## SMR Process

**States & Team Selections**
**Notification**
**Data Analysis**
**Service Center Selections**
**Notification**

**Interview Employees**
**Review Accessibility**
**Review Public**
** ****Information **
**Review Files**

**SMR Report to State**
**Corrective Action Plan to FSA/OCR**
**Implementation Reports**
**Closure**

- On-Site Review

- Post-Review

- Pre-Review

## Compliance and Program Analysis Branch (CPAB)

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

- Doris Rudolph – EO Specialist
- Carl Holmes – EO Specialist
- Rosalie Ramirez – EO Specialist
- Carmen Fulton – EO Assistant

**Main Tel. #  (202) 401-7150,        Fax #  (202) 401-7104**

**Compliance and Program Analysis Branch (CPAB)**

## Develop, implement, and coordinate Agency policies and procedures to ensure compliance with nondiscrimination in program delivery.

Provide direction, assistance, and enforcement of Civil Rights laws and regulations in the delivery of all FSA programs, including outreach.

- Provide direction, assistance, and enforcement of Civil Rights laws and regulations in the delivery of all FSA programs, including outreach.

**Compliance and Program Analysis Branch (CPAB)**

**Responsibilities**

## Produce and submit to the USDA Office of Adjudication and Compliance (OAC) an Agency Position Statement (APS) for each complaint of program discrimination filed with USDA OAC.

Based on documentation from a fact-finding inquiry conducted by FSA OCR’s Program Complaint Inquiry Branch (PCIB). 

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

**Functions**

## Review and approve each Civil Rights Impact Analysis (CRIA) submitted to FSA OCR by FSA program areas (farm loans and farm programs).

A CRIA is required before issuance of any significant new FSA regulation.

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

**Functions**

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

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

**Functions**

## Develop handbooks, training modules, and procedures for conducting civil rights compliance reviews and preliminary inquiries of program discrimination complaints.

Provide training as needed (e.g., State Civil Rights Coordinators) covering the above.

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

**Functions**

## Administer the Agency’s program for processing complaints alleging discrimination in USDA Federally assisted and conducted programs, in accordance with Departmental regulations.

Provide assistance to the Field staff to augment the process.

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

**Functions**

## Provide liaison with external customers and groups and conduct civil rights-related training  on Agency programs, services, and procedures.

Develop and maintain a database for complaint activity, resolution, and settlement.  

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

**Functions**

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

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

**Functions**

## Civil Rights Laws
(major laws impacting program delivery)

Title VI of the Civil Rights Act of 1964 (Title VI), which prohibits discrimination in any program or activity receiving Federal financial assistance based on

Race
Color, or 
National Origin

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

**Compliance and Program Analysis Branch (CPAB)**

## Civil Rights Laws, cont’d

Section 504, Rehabilitation Act of 1973, which prohibits discrimination against an otherwise qualified disabled individual—solely by reason of disability—in employment, programs, or activities receiving Federal financial assistance or which are Federally conducted.

- Section 504, Rehabilitation Act of 1973, which prohibits discrimination against an otherwise qualified disabled individual—solely by reason of disability—in employment, programs, or activities receiving Federal financial assistance or which are Federally conducted.

**Compliance and Program Analysis Branch (CPAB)**

## Civil Rights Laws, cont’d

Equal Credit Opportunity Act (ECOA), which prohibits discrimination against an applicant regarding any aspect of a credit transaction.

Age Discrimination Act of 1975, which prohibits discrimination based on age in the delivery of programs and services.

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

**Compliance and Program Analysis Branch (CPAB)**

## Kansas City EEO & Civil Rights Office

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

- Teresa Jones – EEO Specialist
- Janet Head – EEO Specialist
- Marsha Young – EEO Specialist
- Michelle Cain – EEO Assistant

**Main Tel. #  (816) 926-6701;    Fax #  (816) 823-1811**

**Kansas City EEO and ****Civil Rights Staff**

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## MD-715

 	The policy guidance by the Equal Employment Opportunity Commission (EEOC) as directives for federal agencies to follow in establishing and maintaining a “Model Equal Employment (EEO) Program.”

	This directive was established for management, Civil Rights, and Human Resources to collaborate proactively in managing human capital by ensuring equity and limiting EEO liabilities.

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

**Kansas City EEO and ****Civil Rights Staff**

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

_**Staff Functions**_**,***** continued***
- Monitors and reports on:
- Reasonable Accommodation via MD-715
- Section 501 of the Rehabilitation Act
- Conducts Civil Rights Impact Analysis
- 	(Title VII–Employment)

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## What is the Purpose of 
Special Emphasis Programs?

Assist the recruitment, development, training, and advancement of minorities, women, and people with disabilities.

Each SEP to develop and implement objectives to enhance the status of their respective groups.

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

**Kansas City EEO and ****Civil Rights Staff**

## What is the Objective of 
Special Emphasis Programs?

Analyzing Agency workforce data and identifying barriers in the areas of recruitment, hiring, promotions, reasonable accommodation, and retention affecting the full representation of protected groups.

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

**Kansas City EEO and ****Civil Rights Staff**

## What is the Objective of 
Special Emphasis Programs? ...Cont’d

Compiling, developing, and disseminating information and documents for managers, supervisors, and employees to provide knowledge and sensitivity in all facts or issues affecting the full representation of protected groups.

**Special Emphasis Programs? ...*****Cont’d***
- Compiling, developing, and disseminating information and documents for managers, supervisors, and employees to provide knowledge and sensitivity in all facts or issues affecting the full representation of protected groups.

**Kansas City EEO and ****Civil Rights Staff**

## What is the Objective of 
Special Emphasis Programs? ...Cont’d

Developing and conducting programs such as training, workshops, conferences, job fairs, and commemorative observances to provide awareness, sensitivity, and understanding of the special issues affecting employment of the protected groups.

**Special Emphasis Programs? ...*****Cont’d***
- Developing and conducting programs such as training, workshops, conferences, job fairs, and commemorative observances to provide awareness, sensitivity, and understanding of the special issues affecting employment of the protected groups.

**Kansas City EEO and ****Civil Rights Staff**

## African American Program 

Asian American/Pacific Islander Program

Hispanic Program

American Indian/Alaskan Native Program

People with Disabilities Program

Federal Women’s Program

- Asian American/Pacific Islander Program
- Hispanic Program
- American Indian/Alaskan Native Program
- People with Disabilities Program
- Federal Women’s Program

**Special Emphasis **_**Programs**_

**	**Six Programs required by Executive Order or Departmental Regulation:

**Kansas City EEO and ****Civil Rights Staff**

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

**Special Emphasis Programs**
_**African American Program**_**, *****cont’d***
- 	The Special Emphasis Program has been established to increase the awareness and the representation of African Americans throughout the Agency.

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

**Special Emphasis Programs**
_**Asian American / Pacific Islander Program**_**, *****cont’d***
- 	This action renews a previous Executive Order, which established the President’s Advisory Commission and a federal Interagency Working Group on AAPIs.

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

**Special Emphasis Programs**
_**Native American Program**_
- 	President George W. Bush reaffirmed the previous administration’s Native American Program of Support for Tribal Colleges and Universities in Executive Order 13270 of July 3, 2002.

## Kansas City EEO and Civil Rights Staff

**Special Emphasis Programs**
_**Native American Program**_**,  *****cont’d***
- 	He reiterated the unique relationship between the United States and the Indian tribes and also acknowledged the special relationship between the United States and Alaskan Native entity universities that serve Indian tribes and Alaska Native entities.

## Special Emphasis Programs
Native American Program,  cont’d

	President Bush declared that it is the policy of the Federal government that this Nation’s commitment to educational success and opportunity extends as well to the tribal colleges.

	President Bush hopes that this order will fulfill a vital role in:

Maintaining and preserving irreplaceable languages and cultural traditions;
Offering a high-quality college education to younger students;
Providing job training and other career-building programs to adults and senior citizens.

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

**Kansas City EEO and ****Civil Rights Staff**

## Special Emphasis Programs
People with Disabilities Program

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

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

**Kansas City EEO and ****Civil Rights Staff**

## Special Emphasis Programs
People with Disabilities Program,  cont’d

	Executive Order 13164 of July 26, 2001, promotes a model Federal workplace that provides reasonable accommodation for people with disabilities and those who are applying for Federal employment.

	Executive Order 13187 of January 10, 2001, established the President’s Disability Employment Partnership Board.

_**People with Disabilities Program**_**,  *****cont’d***
- 	Executive Order 13164 of July 26, 2001, promotes a model Federal workplace that provides reasonable accommodation for people with disabilities and those who are applying for Federal employment.
- 	Executive Order 13187 of January 10, 2001, established the President’s Disability Employment Partnership Board.

**Kansas City EEO and ****Civil Rights Staff**

## Special Emphasis Programs
People with Disabilities Program,  cont’d

	People with disabilities can be hired through the traditional competitive hiring process or, if they qualify, noncompetitively  through the use of excepted service appointing authorities.

	Excepted service appointing authorities were developed to provide an opportunity for people with disabilities to show that they can do the job and to circumvent the attitudinal barriers of managers and supervisors.

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

**Kansas City EEO and ****Civil Rights Staff**

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

**Special Emphasis Programs**
_**Women’s Program**_**,*****  ******cont’d***
- 	In 1969, Executive Order 11478 integrated the FWP into the Equal Employment Opportunity (EEO) Program and placed the FWP under the direction of the EEO for each agency.

## Kansas City EEO and Civil Rights Staff

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

## Kansas City EEO and Civil Rights Staff

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

## Staff Functions, continued

Collects, evaluates, and analyzes statistical data on the status of workforce diversity and makes information available to senior management on a quarterly basis for planning purposes.

Participates in the development of long-range plans of action to achieve FSA Affirmative Employment (AEP) goals and objectives and Strategic Plan. 

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

**Kansas City EEO and ****Civil Rights Staff**

##   Staff Functions, continued

Provides numerous profiles and reports for the State Management Reviews conducted by the Alabama Office. 

Participates as reviewers on State Management Review teams.

- Provides numerous profiles and reports for the State Management Reviews conducted by the Alabama Office.
- Participates as reviewers on State Management Review teams.

**Kansas City EEO and ****Civil Rights Staff**

## Administrator’s Policy Statements

- FSA Civil Rights Policy Statement
- _[http://www.fsa.usda.gov/pas/civil/civil_rights.htm](http://www.fsa.usda.gov/pas/civil/civil_rights.htm)_
- Equal Employment Opportunity Statement
- _[http://](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr)__[www.fsa.usda.gov/FSA/webapp?area](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr)__[=](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr)__[about&subject](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr)__[=](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr)__[landing&topic](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr)__[=](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr)__[sao-oa-cr](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr)_

## Administrator’s Policy Statements, continued

- Policy Statement on Reprisal and Retaliation
- _[http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyonreprisalfy08.pdf](http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyonreprisalfy08.pdf)_
- Policy on the Prevention of Sexual Harassment
- _[http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyonsexualharassfy08.pdf](http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyonsexualharassfy08.pdf)_

## Administrator’s Policy Statements, continued

- EEO and Diversity Policy Statement
- _[http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyondiversityfy08.pdf](http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyondiversityfy08.pdf)_
- Policy Statement on Harassment
- _[http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyonharassmentfy08.pdf](http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyonharassmentfy08.pdf)_

## Administrator’s Policy Statements, continued

- Civil Rights Accountability Policy and Procedures Statement
- _[http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyonaccountabilityfy08.pdf](http://www.fsa.usda.gov/Internet/FSA_File/fsapolicyonaccountabilityfy08.pdf)_

## USDA Policy Statement

- Civil Rights Policy Statement
- _[http://www.usda.gov/da/CRPolicy.htm](http://www.usda.gov/da/CRPolicy.htm)_

## FSA OCR on the Web:

- _[http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr-co](http://www.fsa.usda.gov/FSA/webapp?area=about&subject=landing&topic=sao-oa-cr-co)_

**END**