DEPARTMENT OF NAVY
CIVILIAN HUMAN RESOURCES MANUALSUBCHAPTER 1601
EQUAL EMPLOYMENT OPPORTUNITY PROGRAM POLICY
References:(a) Section 717 of Title VII, Civil Rights Actof 1964, as amended, 42 U.S.C. 2000e et seq.,(b) Section 501 of the Rehabilitation Act of1973, as amended, 29 U.S.C. 791 et seq.
(c) 29 CFR 1614 and 1614.101-102(d) EEOC Management Directive 715 (MD-715)(e) DOD Directive 1440.1 - Equal Employment
Opportunity Program

Cancelled:

SECNAVINST 5420.182A, SECNAVINST 12720.1A,
SECNAVINST 12720.5A, SECNAVINST 12720.7

1. Purpose. This subchapter establishes policy and assigns
responsibility for the establishment and maintenance of a model
Equal Employment Opportunity (EEO) Program within the Departmentof Navy (DON), in accordance with references (a) through (e).
Program components are outlined in the Chapter 1600 Table ofContents and each is fully defined with operational guidance inthe subchapters.
2.

Policya. Equality of opportunity is recognized as an essential
element of readiness and is vital in attracting, developing andretaining a top-quality workforce in order to accomplish the DON
strategic mission. It is therefore DON policy to:(1) Ensure EEO is fully integrated into the DON mission
with demonstrated commitment from leadership at all levels;(2) Provide equal opportunity in employment for all
employees and applicants through clearly defined Human Resources(HR) and EEO policies and programs;(3) Prohibit and proactively prevent discrimination in
employment because of race, color, religion, sex, national
origin, age or disability; and prohibit acts of reprisal against
persons presenting or processing allegations of discrimination;

(4) Ensure that managers and supervisors share
responsibility with EEO and HR personnel for successful policy
and program implementation; and(5) Promote the full realization of equal employment
opportunity through continuing affirmative programs that areefficient, responsive and legally compliant;b. DON will develop, implement, and annually assess the EEO
Program
3. Program Requirements. To create a Model EEO Program inaccordance with reference (d), DON leadership will:a. Demonstrate firm commitment to equality of opportunity
for all employees and applicants and ensure that EEO is
integrated element of the DON strategic mission. Activity heads
at all levels will issue annually and enforce equality ofopportunity; anti-discrimination; and anti-harassment policystatements;b. Ensure all with EEO responsibility are provided
training on program concepts, policies and requirements inaddition to training that will enhance the effective
communication, interpersonal skills and accountability ofsupervisors and employees;c. Ensure sufficient resources are available to accomplish
EEO Program requirements and initiatives including
discrimination complaints management and the accomplishment of
the annual assessment;d. Make available a fair, impartial and efficientcomplaint resolution and Alternative Dispute Resolution Programthat is consistent with DON policy and Federal regulatory
requirements to resolve workplace disputes; ande. Ensure internal and external EEO Program reporting andlegal compliance requirements are completed and timely submitted
to requesting authorities.
4.

Responsibilities

a. The Assistant Secretary of Navy (Manpower and Reserve
Affairs) (ASN(M&RA)), as the EEO Director, is responsible forestablishing and maintaining a DON-wide EEO Program consistent

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with legal and regulatory requirements. The ASN (M&RA) shallkeep the Under Secretary and the Secretary informed of progressand significant issues.
b. The Deputy Assistant Secretary of Navy (Civilian HumanResources) is delegated responsibility for the development ofDON-wide policies, programs, and directives to ensure successful
accomplishment of all aspects of the EEO Program.
c. The Special Assistant for EEO (SA/EEO) is the primaryadvisor to the secretariat staff, with unencumbered access tothe ASN (M&RA) on all EEO matters. The SA/EEO serves as theprincipal EEO representative and point of contact between DON
and various internal and external offices to provide leadershipand direction for the accomplishment of the DON’s EEO Program.
d.
must:The Director, Office of Civilian Human Resources (OCHR)(1) Develop plans, tools, and programs for theimplementation and assessment of the DON EEO Program;(2) Ensure that Human Resources policies and practices
are regularly reviewed and revised as necessary to identify andeliminate barriers to equality of opportunity.
(3) Establish a results-oriented performance assessment
and accountability system that measures and rewards theelimination of systemic, attitudinal, and physical barriers tofull utilization of talent.
e. The Chief of Naval Operations, Commandant of the Marine
Corps, Assistant for Administration USN, and Heads of Echelon 2
Commands are designated as Command EEO Officers (CEEOO). As
such, they must:(1) Ensure that the SECNAV EEO Program policy is clearlycommunicated and implemented within their respective commands;(2) Ensure that EEO Program officials obtain strategiccompetencies by meeting established training requirements andare free from interference and reprisal in the execution of
their duties or in their efforts to maintain the integrity ofthe DON EEO Program; andSubchapter 1601

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(3) Ensure that annual EEO Program reviews andassessments are conducted for compliance with EEO policies andregulations.
f.

The Command Deputy EEO Officer (CDEEOO) must:(1) Serve as the primary advisor to the CEEOO on allmatters pertaining to the effective management of the command’s
EEO Program;(2) Provide guidance, assistance, and command specifictraining to subordinate activity/command officials;(3) Serve as a link between subordinate activities andthe SA/EEO, OCHR, and the Naval Office of EEO ComplaintsManagement and Adjudication (NAVOECMA) to monitor and enforce
compliance with this chapter and facilitate program assessments
and reporting requirements; and(4) Coordinate command assessment efforts and reportaccomplishments in achieving a Model EEO Program to the CEEOO
and OCHR for incorporation in the DON report.
g. Activity Commanders or Heads. The head of each Naval
activity and Marine Corps command employing civilians serves as
the EEOO, and must demonstrate his/her commitment to DON EEO
Program initiatives by:(1) Ensuring the allocation of sufficient resources toprovide support for a results-oriented EEO Program;(2) Ensuring that appropriate training is made available
to managers, supervisors, employees and EEO/HR practitioners
regarding roles and responsibilities within the DON EEO Program;(3) Promoting accountability via effective performance,
recognition, and discipline management systems; and(4) Publicizing and communicating DON EEO Program
policies and procedures.
h. The Deputy EEO Officer (DEEOO) serves as the key EEO
manager typically located within the HRO to support multiple
EEOOs. The DEEOO will have direct access to the EEOO on all EEO
Program matters. The DEEOO will be classified as an EEO Managerin the GS-260 series. To ensure the integrity of theDiscrimination Complaints process and to avoid appearances ofSubchapter 1601

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conflict of interest, the HR Director will not serve as theDEEOO. The DEEOO must:(1) Provide EEO Program support to serviced EEOOs that
includes advice and guidance on the elimination of barriers toequality of opportunity, quarterly workforce profile data,
briefings, training, and Special Emphasis Programadministration.
(2) Conduct an annual assessment of the activity’s EEO
Program that involves the EEOO and managers/supervisors andprovide the results of that assessment and plans for corrective
action to the activity’s EEOO for implementation and to themajor command for inclusion in the command assessment.
(3) Manage the discrimination complaints process forserviced activities in accordance with CHRM Subchapter 1614,
other pertinent regulations and current case law. Conduct trend
analyses and local program assessments to ensure full compliancewith EEOC and DON orders/corrective actions.
i. Human Resources Directors (HRD) shall provide civilianEEO/HR functions for serviced activities. This includestraining HR specialists in the principles and requirements ofEEO and identifying qualified individuals to perform specific
EEO Program initiatives. HRDs shall:(1) Designate a DEEOO who will advise EEOOs in theeffective management and implementation of the EEO Program at
the activity level;(2) Ensure HR/EEO staff provides advice and guidance tomanagers and supervisors regarding EEO initiatives and theimplementation of the DON Model EEO Program; and(3) Provide HR program advice and guidance to managers,employees, and EEO officials.
j. Human Resources Service Centers shall provide assistanceand support to HROs, EEOOs, and managers and supervisors
regarding EEO program requirements and initiatives.
k.

Managers and supervisors must:(1) Actively participate in and support theaccomplishment of DON EEO initiatives;

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(2) Ensure a work environment free of hostile,discriminatory, or offensive behavior and provide reasonableaccommodations for religious and physical needs of employees;(3) Act promptly to prevent and/or correct situations
that may give rise to discrimination complaints;(4) Ensure that all members of the workforce refrain fromactions or comments that could be viewed as discriminatory andrecuse themselves from participation in processes/decisions thatwould create a conflict of interest; and(5) Ensure their actions are free from discrimination.
5. Annual EEO Program Assessment. To ensure program successand compliance with reference (d), DON personnel programs andpolicies will be evaluated annually to identify and eliminate
barriers that tend to limit or restrict equitable opportunities
for open competition in the workplace. As part of this annualevaluation, as well as periodically throughout the year, the DON
workforce will be analyzed to assess progress toward the model
workplace goal of full participation and identify areas wherebarriers may exclude certain groups. Specific mandatory
reporting requirements and directions are outlined in reference(d). In compliance, DON assessment and reporting procedures are
as follows with more specific details in the CHRM Subchapter
1603:
a. Each CEEOO/EEOO is required to discuss and complete theMD 715 Self Assessment Checklist with the assistance of theCDEEOO/DEEOO.
b. Each activity of 500 or more employees will conduct afull assessment of the activity’s EEO Program to include:(1) Completion of the Self Assessment Checklist;(2) Analysis of the workforce and development ofcorrective plan of action to eliminate identified barriers;(3) A briefing to the EEOO and senior activity leaders on
program status; and(4) Forwarding a signed copy of the completed status
report to the Major Command and the servicing HRSC.

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c. Major Commands will conduct a full assessment of theCommand’s EEO Program to include:(1) A full review of the status reports of subordinate
activities, providing feedback on the submissions of thesubordinate activities;(2) Completion of the Self Assessment Checklist;(3) Analysis of the workforce and development ofcorrective plan of action to eliminate identified barriers;(4) A briefing to the CEEOO and senior command leaderson program status; and(5) Forwarding a signed copy of the completed status
report to OCHR.
d. The Director, OCHR and staff will assess the DON’s EEO
Program including:(1) A full review of the status reports from the Major
Commands, providing feedback to the Major Commands on
submissions;(2) Completion of the Self Assessment Checklist;(3) Analysis of the workforce and development ofcorrective plan of action to eliminate identified barriers;(4) A briefing to the EEO Director and senior leaders on
program status; and(5) Forwarding a signed copy of the completed status
report to the Equal Employment Opportunity Commission.
6. Action. The ASN (M&RA) and the DASN (CHR) will issue policy
and procedures as appropriate in support of CHRM Chapter 1600
and the implementation of the DON Model EEO Program. Addressees
shall execute the policies and procedures of this chapter andall associated directives.

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July 2005