# Harassment Prevention and Responses for DoD Civilian Employees/Section 2: Responsibilities

Section 2: Responsibilities
2.1. UNDER SECRETARY OF DEFENSE FOR PERSONNEL AND READINESS (USD(P&R)).
The USD(P&R):
a. Establishes and oversees DoD-wide harassment prevention and response policies and procedures for DoD civilian employees.
b. Establishes standardized DoD Component data reporting requirements for allegations of harassment and information collection and tracking, including approval of automated data collection interface systems.
2.2. EXECUTIVE DIRECTOR, FORCE RESILIENCY (EDFR).
Under the authority, direction, and control of the USD(P&R), the EDFR:
a. Oversees DoD Component implementation and compliance with this instruction.
b. Oversees and develops strategies and plans to prevent and respond to harassment.
c. Provides to the USD(P&R) an annual assessment of policy effectiveness and compliance with strategies and plans, along with recommendations for improvements.
d. Monitors and directs strategic planning based on annual data analysis and assessment provided across Force Resiliency portfolios.
e. Oversees the collection of data and information related to allegations of harassment.
f. Reviews and refers to the appropriate DoD Component any allegations of harassment sent to the Secretary of Defense or the USD(P&R).
2.3. DIRECTOR, OFFICE FOR DIVERSITY, EQUITY, AND INCLUSION (ODEI).
Under the authority, direction, and control of the EDFR, the Director, ODEI:
a. Serves as the DoD principal responsible for developing DoD policy to prevent and respond to harassment.
b. Directs and manages implementation of the DoD policy to prevent and respond to harassment.
c. Instructs the DoD Components to maintain separate processes for responding to allegations of unlawful discriminatory harassment, harassment of a criminal nature, and harassment that detracts from an efficient workplace.
​d. Conducts compliance reviews of DoD Component policies and procedures to prevent and respond to harassment in accordance with this instruction, to assess the following:
(1) Timeliness and sufficiency of response to reports of harassment.
(2) Timeliness and sufficiency of feedback provided to individuals subjected to harassment.
(3) Effectiveness of policies and procedures in reducing incidents of harassment and providing appropriate services and support care.
(4) Training compliance.
e. Ensures DoD Component policies and procedures to prevent and respond to harassment incorporate, at a minimum:
(1) Long-term goals, objectives, and milestones.
(2) Results-oriented performance measures to assess effectiveness.
(3) Compliance standards for promoting, supporting, and enforcing policies, plans, and programs.
f. Collects, assesses, and analyzes information and data regarding the allegations of harassment received by the DoD Components and prepares an annual report with recommendations in accordance with Paragraph 6.2.
2.4. DOD COMPONENT HEADS.
The DoD Component heads establish policies and procedures to prevent and respond to harassment, consistent with their respective obligations, that require:
a. All personnel within DoD workspaces be treated with dignity and respect, and that information pertaining to allegations of harassment be treated in a private and confidential manner.
b. All leaders be held accountable for fostering a climate of inclusion within their organizations that supports diversity, is free from harassment, supports those who report harassment, and prohibits retaliation and reprisal against a DoD civilian employee because he or she has reported harassment, assisted in any inquiry about such allegations, or expressed opposition to harassment.
c. Venues to receive and respond to allegations of harassment that detract from an efficient workplace but do not involve an EEO complaint of unlawful discrimination or a criminal allegation (e.g., sexual assault, assault, stalking).
​d. Response to harassment allegations be conducted in an impartial and timely manner and, where harassing behavior exists, it is promptly stopped. For harassment that involves criminal activity, refer to Paragraph 4.4.
e. Individuals alleging they have been harassed receive information about available support services and are afforded appropriate privacy and confidentiality.
f. Individuals alleging harassment receive ongoing timely information regarding the status of the response to allegations and notice of disposition.
g. Mechanisms to collect, track, assess, and analyze data and information related the harassment are implemented and that all allegations of and reports related to harassment be afforded the proper degree of privacy and confidentiality in accordance with applicable laws, regulations, and policies.
h. Prominently posting and publicizing information regarding DoD Component policies and procedures to prevent and respond to harassment.
i. Workforce training concerning policies and procedures to prevent and respond to harassment.
j. Collection and provision of data to ODEI in accordance with Section 6 and as necessary to meet DoD reporting obligations.
k. Appropriate administrative or disciplinary action be taken against offenders in cases involving substantiated harassment.
l. In cases of substantiated harassment, the findings concerning an offender are annotated within the Component’s appropriate personnel records system.
m. Commanders or directors conduct organizational climate assessments that include an assessment of noted harassing behaviors and corrective actions.
n. The performance evaluations of managers and supervisors include input regarding whether the manager or supervisor fostered a workplace free from harassment and retaliation, and supported policies and procedures to prevent and respond to harassment by correcting harassing conduct.
This work is in the public domain in the United States because it is a work of the United States federal government (see 17 U.S.C. 105).
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