U.S. Equal Employment Opportunity Commission Federal Agency Annual EEO Program Status Report EEOC Form 715-01 Management Directive – 715 Office of Equity, Diversity, and Inclusion National Institutes of Health Department of Health and Human Services For period covering October 1, 2015 to September 30, 2016
Measure for B.1. The reporting structure for the EEO Program provides the Principal EEO Official with appropriate authority and resources to effectively carry out a successful EEO Program. Has measure has been met? Brief explanation B.1.a. Is the EEO Director under the direct supervision of the agency head? [see 29 CFR §1614.102(b)(4)] For subordinate level reporting components, is the EEO Director/Officer under the immediate supervision of the lower level component's head official? (For example, does the Regional EEO Officer report to the Regional Administrator?) Yes N/A B.1.b. Are the duties and responsibilities of EEO officials clearly defined? Yes N/A B.1.c. Do the EEO officials have the knowledge, skills, and abilities to carry out the duties and responsibilities of their positions? Yes N/A B.1.d. If the agency has 2nd level reporting components, are there organizational charts that clearly define the reporting structure for EEO programs? N/A N/A - The EEO program is centralized within EDI B.1.e. If the agency has 2nd level reporting components, does the agency-wide EEO Director have authority for the EEO programs within the subordinate reporting components? N/A N/A - The EEO program is centralized within EDI Measure for B.2. The EEO Director and other EEO professional staff responsible for EEO programs have regular and effective means of informing the agency head and senior management officials of the status of EEO programs and are involved in, and consulted on, management/personnel actions. Has has been met? Brief explanation B.2.a. Does the EEO Director/Officer have a regular and effective means of informing the agency head and other top management Yes N/A
D.1.d. Are trend analyses of workforce profiles conducted by race, national origin, sex and disability? Yes N/A D.1.e. Are trend analyses of the workforce's major occupations conducted by race, national origin, sex and disability? No One activity has been re-assigned and to H Plan #6. This plan has been partially met, therefore this plan will remain open. See Part H Plan 10. D.1.f. Are trends analyses of the workforce's grade level distribution conducted by race, national origin, sex and disability? No One activity has been re-assigned and moved to H Plan #6. This plan has been partially met, therefore this plan will remain open. See Part H Plan 10. D.1.g. Are trend analyses of the workforce's compensation and reward system conducted by race, national origin, sex and disability? No One activity has been re-assigned and to H Plan #6. This plan has been partially met, therefore this plan will remain open. See Part H Plan 10. D.1.h. Are trend analyses of the effects of management/personnel policies, procedures and practices conducted by race, national origin, sex and disability? No One activity has been re-assigned and moved to H Plan #6. This plan has been partially met, therefore this plan will remain open. See Part H Plan 10.
remain open. See Part H Plan 5. Measures for E.2. The agency has an effective complaint tracking and monitoring system in place to increase the effectiveness of the agency's EEO Programs. Has measure has been met? explanation E.2.a. Does the agency use a complaint tracking and monitoring system that allows identification of the location, and status of complaints and length of time elapsed at each stage of the agency's complaint resolution process? Yes N/A E.2.b. Does the agency's tracking system identify the issues and bases of the complaints, the aggrieved individuals/complainants, the involved management officials and other information to analyze complaint activity and trends? Yes N/A E.2.c. Does the agency hold contractors accountable for delay in counseling and investigation processing times? Yes N/A If yes, briefly describe how: N/A Timelines are specified in contracts and monitored for compliance by the Program Support Center. E.2.d. Does the agency monitor and ensure that new investigators, counselors, including contract and collateral duty investigators, receive the 32 hours of training required in accordance with EEO Management Directive MD-110? Yes DHHS has responsibility over this. E.2.e. Does the agency monitor and ensure that experienced counselors, investigators, including contract and collateral duty investigators, receive the 8 of refresher training required on Yes DHHS has responsibility over this.