DD year end numbers reported to NAVSEA & Fleet. R. E. Mabus Secretary of the Navy

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1 EEOC FORM PARTS A - D U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT For period covering October 1,2009 to September 30,2010 PART A 1. Agency 1.Department of Defense Department or Agency Identifying Information 1.a. 2 nd level reporting component 1.b. 3 rd level reporting component PUGET SOUND NAVAL SHIPYARD and INTERMEDIATE MAINTENANCE FACILITY 1.c. 4 th level reporting component 2. Address FARRAGUT AVENUE 3. City, State, Zip Code 3. BREMERTON, WA CPDF Code 5. FIPS code(s) 4. UIC 4523A 5. PART B 1. Enter total number of permanent full-time and part-time employees 1 10,251 Total Employment 2. Enter total number of temporary employees Enter total number of Non Appropriated Fund employees Employee Service Committee TOTAL EMPLOYMENT [add lines B 1 through 3] PSNS & IMF - PACFLT DD year end numbers reported to NAVSEA & Fleet 4. 10,325 PART C Agency Official(s) Responsible For Oversight of EEO Program(s) 1. Head of Agency Official Title R. E. Mabus Secretary of the Navy 2. Agency Head Designee M. R. Whitney Commander, Puget Sound Naval Shipyard & Intermediate Maintenance Facility 3. EEO Director Carolyn Jenkins, Deputy EEO Officer 4. Title VII Affirmative EEO Program Official Carolyn Jenkins, Deputy EEO Officer 5. Section 501 Affirmative Action Program Official Lou Fattrusso, Reasonable Accommodations Program Manager

2 6. Complaint Processing Program Manager Gigi Bryant, Complaints Manager 7. Diversity Program Manager Colleen Hamling, Diversity Program Manager 2

3 EEOC FORM PART E Puget Sound Naval Shipyard and Intermediate Maintenance Facility U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT For period covering 1 October 2009 to 30 September 2010 EECUTIVE SUMMARY NAVAL SEA SYSTEMS COMMAND Management Directive 715 Annual Report FISCAL YEAR 10 Barrier Analysis and Action Planning - EEOC Management Directive 715 requires all agencies with 500 or more full time employees to conduct analysis of workforce demographics and determine to what degree the workforce may have low participation rates when compared either to National Civilian Labor Force (NCLF) statistics or a more relevant labor force comparison. The following reports results of that analysis. Barriers: The majority of work is in non-traditional roles for women. The activity is environmentally isolated and located in a non-metropolitan area. Actions: We are focused on diversity & people. Continue the Guiding Coalition emphasis on diversity and people - Maintain alignment with NAVSEA Diversity CONOPS. Execute initiatives and continue improvements. Increase internal awareness and empowerment Employee Networking Groups Professional development and mentoring Internal Opportunities Fair Outreach and recruit to increase workforce diversity Expand geographically Expand breadth and depth of contact network Increase support for targeted disabilities - Assess impact of improvements to assure effectiveness - Demographic Overall A demographic overview of PSNS & IMF population for FY10 shows 10,251 permanent and 28 temporary employees were on board at the end of FY We have 16.2% females, 83.8% males, and 11.0% minorities in the workforce. The data shows a 1% increase in the female population since FY09. Overall work force demographics show a lower representation of females across all ethnic/minority groups. Distribution by Grade The results of the last Diversity Accountability Review indicated that there were 14.0% females in key and critical positions and 2.3% minorities. There were 11.2% females and 6.7% minorities in the pipeline (gateway/feeder) positions for key and critical positions. Additionally, the apprentice program which is an indicator of the future consisted of 21.4% females and 14.2% minorities. We will continue working on the strategies listed above to increase the diversity in higher grade levels and key and critical positions. In FY10 the majority of the workforce is in the wage grade categories at grades 1 thru 15. Females and diverse groups have a low representation at the high grade levels. The majority of Individuals with Targeted Disabilities (IWTD) are at the WG - 10 to 12 grade levels and GS - 9 to 13 grade levels. Overall, individuals with Targeted Disabilities (IWTD s) and have a low representation in the high grade levels. Major Occupations The results of the last Diversity Accountability Review indicated Production Managers looked good in comparison to the surrounding Civilian Labor Force (CLF). Overall minority or diverse group representation in the nineteen major occupations which is 11.3% is in line with the overall workforce representation of 10.9%. In FY10 males, both white and diverse males, have a good representation and are comparable to the surrounding civilian labor force (CLF) for Kitsap County with the exception of two or more race categories of males. Two or more race males have a low representation in the workforce.

4 White Females and diverse groups of females have a low representation within the workforce compared to the CLF for Kitsap County. Focus for FY11 will be to continue increasing the workforce representation of females, Hispanics, Black/African Americans and other groups. New Hires In FY10 we hired 56 veterans with a 30% or more VA disability rating. We are hiring more diversity than exists in the current workforce. Females were 20.3% of new hires and minorities/diverse groups were 12.4% of the new hires. Promotions Females received 21.6% of the promotions which exceeds their representation in the workforce. Diverse groups received 11.1% of the promotions which is comparable to their representation in the workforce. Individuals with disabilities received 7.2% of the promotions which is below their representation in the workforce. Individuals with targeted disabilities received.35% of promotions which are also below their representation in the workforce. Awards Females received 16.3% of awards recorded within the DCPDS system which is comparable to their representation in the workforce. Diverse groups received 11% of awards which is also comparable to their representation in the workforce. Individuals with disabilities received 8.5% of awards which is slightly below their representation in the workforce and individuals with targeted disabilities received.56% of awards which are comparable to their representation in the workforce. Separations Separation data will be reviewed and analyzed for females and diverse racial groups in FY 11. Disability Hiring and Representation Individuals with disabilities were 3.8% of the new hires which is below their representation in the workforce. Targeted disabled were.39% which is also below their representation in the workforce. Outreach to the community groups and programs such as Wounded Warrior Program will continue to be a focus for FY 11. Wounded Warrior Program - Participates in the DON Wounded Warrior Program. - Participates in Operation Warfighter Career Fairs at the Army Warrior Transition Command, Joint Base Lewis McChord - PSNS & IMF participated in the 2010 Hiring Heroes Job Fair - Hosted Rehabilitation and Education Counselors from VA, Warrior Transition Command, State Vocational Rehabilitation Counselors, and WorkSource for a familiarization visit. - Hired 56 Veterans with 30% VA disability rating, of those ten served overseas in Iraq or Afghanistan. PSNS & IMF leads NAVSEA in Wounded Warrior and Disabled Veteran hiring. Noteworthy Accomplishments. Converted one WRP student to permanent. - Implemented multi-year Sign Language Interpreting Contract - Completed the DEOCS survey and took actions resulting from employee comments such as the Internal Opportunities Fair, Individual Development Plan Instructions, Waterfront Restroom Renovations, Pod Casts, Information Hubs in Production Facilities and other Guiding Coalition strategic efforts in the Diversity, People, Communication, and Culture of Continuous Improvement Teams. - A Production Recruiting Advertising Campaign was implemented to reach African American/Black candidates. - Professional Women s Employee Networking Group s (PWENG) focus on Child Care resulted in ground breaking for a new Child Care Facility in Bremerton, new policy for civilian employee priority, and a subsidy program for people on the waiting list. - PWENG and Women-In-Trades partnered to work with the command to establish policy, set standards, and increase the number of Expressing Stations available for employees at the Bremerton and Bangor sites. The data was obtained from the DCPDS system for FY10 ending on 30 September FY 10 2

5 EEOC FORM U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT PARTF CERTIFICATION of ESTABLISHMENT of CONTINUING EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS I, Carolyn Jenkins, Supervisory EEO Specialist, GS (Insert name above) Principal EEO Director/Official for am the (Insert official title/series/grade above) Puget Sound Naval Shipyard & Intermediate Maintenance Facility (Insert Agency/Component Name above) The agency has conducted an annual self-assessment of Section 717 and Section 501 programs against the essential elements as prescribed by EEO MD-715. If an essential element was not fully compliant with the standards of EEO 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 documentatio~ of this assessment is in place and is being maintained for EEOC review upon request. ~~"~;al ~,~d1--i/ Certifies that this Federal Agency Annual EEO Program Status Report is in compliance with EEO MD Z5-1/ Signature of Agency Head or Agency Head Designee Date

6 PART G Department of the Navy Page 1 U.S. Equal Employment Opportunity Commission DON ANNUAL EEO PROGRAM STATUS REPORT MAJOR COMMAND/ACTIVITY FY 2010 SELF-ASSESSMENT CHECKLIST MEASURING ESSENTIAL ELEMENTS Essential Element A: DEMONSTRATED COMMITMENT FROM DON LEADERSHIP Requires the EEOO to issue written policy statements ensuring a workplace free of discriminatory harassment and a commitment to equal employment opportunity. Compliance Indicator EEO policy statements are up-to-date. Measure has been met Measures Yes No 1. The EEOO was installed on 11 July The EEO policy statement was issued 25 July 2007and updated on 1 October Was the EEO policy Statement issued within 6-9 months of the installation of the EEOO? If no, provide an explanation. 2. During the current EEOO s tenure, has the EEO policy Statement been re-issued annually? 3. Are new employees provided copies of the EEO policy statements during orientation? For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H 4. When an employee is promoted into the supervisory ranks, is s/he provided copies of the EEO policy statements? Compliance Indicator EEO policy statements have been communicated to all employees. Measure has been met Measures Yes No 5. Have the heads of commands/activities disseminated and communicated support of all DON EEO policies issued in FY 2010 through the ranks, e.g., CHRMs 1603 DON EEO Program Assessments and 1604 Guide for Conducting an Effective Barrier Analysis? 6. Has the command/activity made written materials available to all employees and applicants, informing them of the variety of EEO programs and administrative and judicial remedial procedures available to them? 7. Has the command/activity prominently posted such written materials in all personnel offices, EEO offices, and on internal websites? [see 29 CFR (b)(5)] Supervisors started receiving a copy of the EEO Policy at the First Level Supervisor Training beginning October 8 th The policy is provided annually to all supervisors and employees in our mandatory training, posted to all official bulletin boards and is available on the PSNS & IMF intranet website. For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H

7 PART G Department of the Navy Page 2 Measure Compliance Indicator has been DON EEO policy is vigorously enforced by senior management. met Measures Yes No 8. Are managers and supervisors evaluated on their commitment to DON EEO policies and principles, such as: resolve problems/disagreements and other conflicts in their respective work environments as they arise? address concerns, whether perceived or real, raised by employees and following-up with appropriate action to correct or eliminate tension in the workplace? support the command/activity EEO program through allocation of mission personnel to participate in community out-reach and recruitment programs with private employers, public schools and universities? ensure full cooperation of employees under his/her supervision with EEO office officials such as EEO Counselors, EEO Investigators, etc.? ensure a workplace that is free from all forms of discrimination, harassment and retaliation? ensure that subordinate supervisors have effective managerial, communication and interpersonal skills in order to supervise most effectively in a workplace with diverse employees and avoid disputes arising from ineffective communications? ensure the provision of requested religious accommodations when such accommodations do not cause an undue hardship? ensure the provision of requested disability accommodations to qualified individuals with disabilities when such accommodations do not cause an undue hardship? 9. Have all employees been informed about what behaviors are inappropriate in the workplace and that this behavior may result in disciplinary actions? 10. Have the procedures for reasonable accommodation for individuals with disabilities been made readily available/accessible to all employees/supervisors by disseminating such procedures during orientation of new employees/supervisors and by making such procedures available electronically? 11. Have managers and supervisor been trained on their EEO responsibilities, to include the procedures for reasonable accommodation? For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H The Disability Program Manager discusses the procedures for reasonable accommodation at every First Level Supervisor Training class. The procedures will also be provided in the FY 11 Annual Mandatory Training for supervisors and employees. The procedure has been added to the new employee orientation starting 25 October 2010.

8 PART G Department of the Navy Page 3 Measure Compliance Indicator has been Annual EEO Assessment met Measures Yes No 12. For major command response only. Did the EEOO issue a memorandum announcing the start of the command's annual assessment of its EEO program, to include the identification of roles and responsibilities for its accomplishment and the resultant status report. 13. For major command response only. Did all subordinate activities accomplish an annual assessment for the current reporting period and submit the resultant status report for incorporation into the command s report? For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H NA NA Essential Element B: INTEGRATION OF EEO INTO THE COMMAND S/ACTIVITY S STRATEGIC MISSION Requires that the Command/Activity EEO programs be organized and structured to maintain a workplace that is free from discrimination in any of its policies, procedures or practices and supports the strategic mission. Compliance Indicator The EEO Program structure provides the CDEEOO with appropriate authority and resources to effectively carry out a successful EEO Program. Measure has been met Measures Yes No 14. For major command response only. Are the duties and responsibilities of EEO practitioners clearly defined? 15. For major command response only. Do the EEO practitioners have the knowledge, skills, and abilities to carry out the duties and responsibilities of their positions? 16. For major command response only. Are there organizational charts that clearly define the reporting structure for EEO programs? 17. Does the EEO Office work collaboratively with Human Resources, supervisors/managers, counsel and other appropriate stakeholders to effectively carry out a successful EEO Program? 18. If necessary, does the command/activity, under a regionalized servicing agreement, implement alternative means for establishing, implementing and sustaining their EEO Program? Compliance Indicator The CDEEOO/DEEOO and other EEO professional staff responsible for EEO programs have regular and effective means of informing the command/activity head and senior management officials of the status of Measure has been met Measures EEO programs and are involved in, and consulted on, management/personnel actions. Yes No 19. Does the CDEEOO/DEEOO have a regular and effective means of informing the EEOO and other top management officials of the effectiveness, efficiency and legal compliance of the command s/activity s EEO program? For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H NA NA NA For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H

9 PART G Department of the Navy Page Following the submission of the FY 2009 report, did the CDEEOO/DEEOO present to the EEOO and other senior officials the "State of the EEO Program" briefing covering all components of the EEO report, including an assessment of the performance of the command/activity in each of the six elements of the model EEO program and a report on their progress in completing its barrier analysis including any barriers it identified and/or eliminated or reduced the impact of? 21. Are EEO program officials present during command/activity deliberations prior to decisions regarding strategic workforce planning and recruitment, succession planning, selections for training/career development opportunities, and other workforce changes? 22. Does the command/activity consider whether any group of employees or applicants might be negatively impacted prior to making human resource decisions such as re-organizations and re-alignments? 23. Are management/personnel policies, procedures and practices examined at regular intervals to assess whether there are hidden impediments to the realization of equality of opportunity for any group(s) of employees or applicants? [see 29 C.F.R (b)(3)] 24. Is the CDEEOO/DEEOO included in the command s/activity s strategic planning, especially the human capital plan, regarding succession planning, training, etc., to ensure that EEO concerns are integrated into the command s/activity s strategic mission? Compliance Indicator The command/activity has committed sufficient human resources and budget allocations to its EEO programs to ensure successful operation. Measure has been met Measures Yes No 25. Does the command/activity provide sufficient resources and budget to ensure implementation of EEO action plans to improve EEO program efficiency and/or eliminate identified barriers to the realization of equality of opportunity? 26. Does the command/activity have sufficient resources to ensure that command/activity self-assessments and self-analyses prescribed by EEO MD-715 are conducted annually and to maintain an effective complaint processing system? 27. Are statutory/regulatory EEO related Special Emphasis Programs sufficiently staffed? For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H Federal Women's Program - 5 U.S.C. 7201; 38 U.S.C. 4214; Title 5 CFR, Subpart B, PSNS & IMF has chartered a Professional Women s Employee Networking Group and we also have Women In Trades. These groups are highly effective in providing professional development and quality of work life. Additionally they support our recruiting efforts and outreach to the community. Commander Navy Region Northwest does not fund Special Emphasis Programs. Commander Navy Region

10 PART G Department of the Navy Page 5 Northwest will be referred to as Region in the remainder of this document. Hispanic Employment Program - Title 5 CFR, Subpart B, The region does not fund Special Emphasis Programs. People With Disabilities Program Manager; Selective Placement Program for Individuals With Disabilities Section 501 of the Rehabilitation Act; Title 5 U.S.C. Subpart B, Chapter 31, Subchapter I-3102; 5 CFR (t) and (u); 5 CFR Are other special emphasis programs monitored by the EEO Office for coordination and compliance with EEO guidelines and principles, such as FEORP - 5 CFR 720; Veterans Employment Programs; and Black/African American; American Indian/Alaska Native, Asian American/Pacific Islander programs? Compliance Indicator The command/activity has committed sufficient budget to support the success of its EEO Programs. Measure has been met Measures Yes No 29. Are there sufficient resources to enable the command/activity to conduct a thorough barrier analysis of its workforce and its employment practices, polices and procedures? 30. Is official time granted to all employees to utilize, when desired, all EEO programs, including the discrimination complaint processing program, ADR, and to make a request for reasonable accommodation? 31. Is funding available for publication and distribution of EEO materials (e.g. harassment policies, EEO posters, reasonable accommodations procedures, etc.)? 32. Is the EEO Program allocated sufficient resources to train all employees on all EEO Programs, including administrative and judicial remedial procedures available to employees? 33. Is there sufficient funding to ensure that all employees have access to training and information in compliance with the Rehabilitation Act? 34. Is there sufficient funding to provide all managers and supervisors with training and periodic up-dates on all of their EEO responsibilities which are: ensuring a workplace that is free from all forms of discrimination, including harassment and retaliation? to provide religious accommodations? to provide disability accommodations in accordance with the DON s written procedures? in the EEO discrimination complaint process? We have a Veterans Networking Group and a newly established African American Employee Resource Group. Both groups focus on outreach, recruiting, and retention. The Region does not fund Special Emphasis Programs. For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H The command has numerous employment practices, policies and procedures. A plan of action will be developed to determine review cycle and methodology.

11 PART G Department of the Navy Page 6 to participate in ADR? Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY This element requires the EEOO to hold all managers, supervisors, and EEO Officials responsible for the effective implementation of the DON s EEO Program and Plan. Compliance Indicator EEO program officials advise and provide appropriate assistance to managers/supervisors about the status of EEO programs within each managers or supervisor's area or responsibility. Measure has been met Measures Yes No 35. Are regular (monthly/quarterly/semi-annually) EEO updates provided to senior management/supervisory officials by EEO program officials? 36. Do EEO program officials develop and implement EEO Plans, to include barrier analysis efforts, with all appropriate managers to include Counsel, Human Resource Officials, Finance, and the Chief Information Officer? Compliance Indicator The Human Resources Director and the CDEEOO/DEEOO meet regularly to assess whether personnel programs, policies, and procedures are in conformity with instructions contained in EEOC management directives. [see 29 CFR (b)(3)] Measure has been met Measures Yes No 37. Have time-tables or schedules been established and executed for the command/activity to review its Merit Promotion Program Policy and Procedures for systemic barriers that may be impeding full participation in promotion opportunities by all groups? 38. Have time-tables or schedules been established and executed for the command/activity to review its Employee Recognition Awards Program and Procedures for systemic barriers that may be impeding full participation in the program by all groups? 39. Have time-tables or schedules been established and executed for the command/activity to review its Employee Development/Training Programs for systemic barriers that may be impeding full participation in training opportunities by all groups? For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H The EEO Staff provide monthly/quarterly reports and briefings to senior management and as often as is needed. For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H PSNS & IMF schedules review of all policies and instructions. However, we have not reviewed all of our policies and instructions for systemic barriers. PSNS & IMF will evaluate a method for addressing this requirement. Employee Recognition Awards Program is open to all employees and is reviewed for Department representation. PSNS & IMF will evaluate the FY10 data for systemic barriers in the first quarter of FY11. A time-table has been established to review Employee Development/ Training programs in FY11.

12 PART G Department of the Navy Page 7 Compliance Indicator When findings of discrimination are made, the command/activity explores whether or not disciplinary actions should be taken. Measure has been met Measures Yes No 40. Have all employees, supervisors, and managers been informed as to the penalties for being found to perpetrate discriminatory behavior or for taking personnel actions based upon a prohibited basis (DON CHRM Subchapter 752)? 41. Has the command/activity, when appropriate, disciplined or sanctioned managers/supervisors or employees found to have discriminated over the past two years? 42. Does the command/activity promptly (within the established time frame) comply with EEOC, Merit Systems Protection Board, Federal Labor Relations Authority, labor arbitrators, and District Court orders? 43. Does the command/activity review disability accommodation decisions/actions to ensure compliance with its written procedures and analyze the information tracked for trends, problems, etc.? For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H Essential Element D: PROACTIVE PREVENTION Requires that the command/activity make early efforts to prevent discriminatory actions and eliminate barriers to equal employment opportunity in the workplace. Compliance Indicator Analyses to identify and remove unnecessary barriers to employment are Measure has been met Measures conducted throughout the year. Yes No 44. Do senior managers meet with and assist the CDEEOO/DEEOO and/or other EEO Program Officials in the identification of barriers that may be impeding the realization of equal employment opportunity as follows? When barriers are identified, senior managers develop and implement, with the assistance of the EEO office, command/activity EEO Action Plans to eliminate said barriers. Senior managers implement EEO Action Plans and incorporate the Plan Objectives into command/activity strategic plans. 45. Are trend analyses of workforce profiles conducted by race, national origin, sex and disability? 46. Are trend analyses of the workforce's major occupations conducted by race, national origin, sex and disability?. For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H Trend analysis of the workforce s major occupations is conducted annually by race/ethnicity and sex. Reliable national origin and disability information is not available. Comparative data for national origin by major occupations is not available to

13 PART G Department of the Navy Page Are trends analyses of the workforce's grade level distribution conducted by race, national origin, sex and disability? 48. Are trend analyses of the workforce's compensation and reward system conducted by race, national origin, sex and disability? 49. Are trend analyses of the effects of management/personnel policies, procedures and practices conducted by race, national origin, sex and disability? Compliance Indicator The use of Alternative Dispute Resolution (ADR) is encouraged by senior management. Measure has been met Measures Yes No 50. Are all employees encouraged to use ADR? 51. When a supervisor/manager declines to participate in the ADR process, does the next level of supervision, not involved in the employment dispute, document the reasons for the declination, in writing, and forward it to the DON ADR Program? evaluate. Will conduct additional trend analysis by national origin and disability when data is both available and reliable. Grade level distribution analysis by disability did not occur in FY10. The region hired a contractor in September 2010 to develop and analyze the data for FY11. Compensation and award analysis did not occur in FY10. The region hired a contractor in September 2010 to develop and analyze the data for FY11. For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H Essential Element E: EFFICIENCY Requires that the command/activity ensure that there are effective systems in place for evaluating the impact and effectiveness of the command s/activity s EEO Programs as well as an efficient and fair dispute resolution process. Compliance Indicator The command/activity has sufficient staffing, funding, and authority to achieve the Measure has been met Measures elimination of identified barriers. Yes No 52. Does the EEO Office employ personnel with adequate training and experience to conduct the analyses required by MD-715 and these instructions? 53. For major command response only. Have sufficient resources been provided to conduct effective audits of subordinate activity efforts to achieve a model EEO program and eliminate discrimination under Title VII and For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H NA

14 PART G Department of the Navy Page 9 the Rehabilitation Act? 54. Is there a designated RA POC to coordinate or assist with processing requests for disability accommodations in all commands/activities? 55. Are 90% of accommodation requests processed within the time frame set forth in the DON procedures for processing reasonable accommodation? Compliance Indicator The DON has an effective complaint tracking and monitoring system in place to increase the effectiveness of its EEO Programs. Measure has been met Measures Yes No 56. Does the command/activity utilize the information in icomplaints to analyze complaint activity and trends? 57. Does the command/activity utilize contractors to process pre-complaints? NA 58. Does the command/activity hold contractors accountable for delay in counseling processing times? NA 59. Does the command/activity utilize collateral duty counselors? NA 60. Does the command/activity monitor and ensure that new counselors, including contractors, receive the 32 hours of training required in accordance with EEO Management Directive (MD) 110 and DON requirements? 61. Does the command/activity monitor and ensure that experienced counselors, including contractors, receive the 8 hours of refresher training required on an annual basis in accordance with EEO MD-110 and DON requirements? Compliance Indicator The command/activity has sufficient staffing, funding and authority to comply with the time frames in accordance with the EEOC (29 C.F.R. Part 1614) regulations for processing EEO complaints of employment discrimination. Measures (Please note that responses in this section will be verified by the Yes No information in icomplaints) 62. Does the command/activity provide an aggrieved person with written notification of his/her rights and responsibilities in the EEO process in a timely fashion? 63. Does the command/activity ensure that investigations are completed within the applicable prescribed time frame? 64. When a complainant requests a hearing, does the command/activity immediately upon receipt of the request from the EEOC AJ forward the investigative file to the EEOC Hearing Office? 65. When a settlement agreement is entered into, does the command/activity timely complete any obligations provided for in such agreements? 66. Does the command/activity ensure timely compliance with EEOC AJ decisions that are fully implemented by DON and are not the subject of an appeal? Measure has been met Lou Fattrusso is the Reasonable Accommodations (RA) Program Manager. For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H

15 PART G Department of the Navy Page 10 Compliance Indicator There is an efficient and fair dispute resolution process and effective systems for evaluating the impact and effectiveness of the command/activity EEO complaint processing program. Measure has been met Measures Yes No 67. Does the command/activity require all managers and supervisors to receive ADR training in accordance with EEOC (29 C.F.R. Part 1614) regulations, with emphasis on the DON s policy in encouraging mutual resolution of disputes at the lowest possible level and the benefits associated with utilizing ADR? 68. Does the responsible management official directly involved in the dispute have settlement authority? Compliance Indicator The command/activity has effective systems in place for maintaining and evaluating the impact and effectiveness of its EEO programs. Measure has been met Measures Yes No 69. Does the command/activity provide reasonable resources for the discrimination complaint process to ensure efficient and successful operation in accordance with 29 C.F.R (a)(1)? 70. Does the command/activity EEO office have management controls in place to monitor and ensure that the data received from Human Resources is accurate, timely received, and contains all the required data elements for submitting annual reports to the DON? 71. Does the command s/activity s EEO programs address all of the laws enforced by the EEOC? 72. Does the command/activity identify and monitor significant trends in discrimination complaint processing to determine whether the command/activity is meeting its obligations under Title VII and the Rehabilitation Act? 73. Does the command/activity track recruitment efforts and analyze efforts to identify potential barriers in accordance with MD-715 and DON standards? Compliance Indicator The command/activity ensures that the investigation and adjudication function of its complaint resolution process are separate from its legal defense arm or other offices with conflicting or competing interests. Measure has been met Measures Yes No 74. Are legal sufficiency reviews of EEO matters handled by a functional unit that is separate and apart from the unit which handles agency representation in discrimination complaints? 75. Does the command/activity discrimination complaint process ensure a neutral adjudication function? 76. If applicable, are processing time frames incorporated for the legal counsel s sufficiency review for timely processing of discrimination complaints? For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H The region hired a contractor to develop and monitor data. For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H Both functions are performed by the Legal Office

16 PART G Department of the Navy Page 11 Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE This element requires that DON is in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions. Measure has Compliance Indicator Command/Activity personnel are accountable for timely compliance with been met Measures orders issued by EEOC Administrative Judges. Yes No 77. Does the command/activity have a system of management control to ensure that management officials timely comply with any orders or directives issued by EEOC Administrative Judges? Measure has Compliance Indicator The command s/activity s system of management controls ensures that the been met Measures command/activity timely completes all ordered corrective action and submits Yes No its compliance report to EEOC OFO within 30 days of such completion. 78. Does the command/activity timely process (within 150 days) all ordered relief by EEOC or DON? 79. Does the command/activity timely submit compliance reports to EEOC OFO within 30 days of completion? If not able to immediately complete all ordered corrective action, does the command/activity submit interim status reports every 30 days until all corrective action are fully implemented? Measure has Compliance Indicator Command/Activity personnel are accountable for the timely completion of been met Measures actions required to comply with orders of EEOC. Yes No 80. Is compliance with EEOC orders encompassed in the performance standards of any command/activity employees? 81. Does the command/activity promptly provide to the NAVOECMA and EEOC the following documentation for completing compliance, as it applies, such as: Attorney Fees: Copy of check issued for attorney fees and /or a narrative statement by an appropriate official, or payment order dating the dollar amount of attorney fees paid? Awards: A narrative statement by an appropriate official stating the dollar amount and the criteria used to calculate the award? Back Pay and Interest: Computer print-outs or payroll documents outlining gross back pay and interest, copy of any checks issued, narrative statement by an appropriate official of total monies paid? Compensatory Damages: The final agency decision and evidence of payment, if made? Training: Attendance roster at training session(s) or a narrative statement by an appropriate official confirming that specific persons or groups of persons attended training on a date certain? Personnel Actions (e.g., Reinstatement, Promotion, Hiring, Reassignment): Copies of SF-50s Posting of Notice of Violation: Original signed and dated notice reflecting the dates that the notice was For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H to the agency's status report For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM PART H

17 PART G Department of the Navy Page 12 posted. A copy of the notice will suffice if the original is not available. Supplemental Investigation: 1. Copy of letter to complainant acknowledging receipt from EEOC of remanded case. 2. Copy of letter to complainant transmitting the Report of Investigation (not the ROI itself unless specified). 3. Copy of request for a hearing (complainant's request or command s/activity s transmittal letter). Final Agency Decision (FAD): FAD or copy of the complainant's request for a hearing. Restoration of Leave: Print-out or statement identifying the amount of leave restored, if applicable. If not, an explanation or statement. Civil Actions: A complete copy of the civil action complaint demonstrating same issues raised as in compliance matter. Settlement Agreements: Signed and dated agreement with specific dollar amounts, if applicable. Also, appropriate documentation of relief is provided.

18 EEOC FORM PART H QUESTION # 4, Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: OBJECTIVE: RESPONSIBLE OFFICIAL: DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: Essential Element A: Demonstrated Commitment from DON Leadership Requires the EEOO to issue written policy statements ensuring a workplace free of discriminatory harassment and a commitment to equal employment. Provide supervisors a copy of the EEO policy statement when they are promoted into the supervisory ranks. Deputy EEO Officer, Department Heads, Head of Command University and HRO Site Director 20 August October 2010 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: The Deputy EEO Officer provided the Instructor who conducts First Level Supervisory Training a copy of the Shipyard Commander s EEO Policy Statement to provide to each supervisor at the First Level Supervisory Training class. The EEO Policy Statement is also posted on all official Bulletin Boards and is available on our intranet website. TARGET DATE (Must be specific) 2 August 2010 The HRO Instructor added the EEO policy to the 1LS Course Handouts. 20 August 2010 The Instructor started providing a copy of the EEO policy statement to supervisors attending the First Level Supervisory Training on 8 October The policy is provided annually to all supervisors and employees at Mandatory Training. 8 October 2010 REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE This objective was completed 8 October

19 PART H QUESTION # 10, Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: Essential Element A: Demonstrated Commitment from DON Leadership Requires the EEOO to issue written policy statements ensuring a workplace free of discriminatory harassment and a commitment to equal employment. OBJECTIVE : RESPONSIBLE OFFICIAL: Make the procedures for reasonable accommodation for individuals with disabilities readily available to all employees/supervisors by disseminating such procedures during orientation of new employees/supervisors and make procedures available electronically Disability & Reasonable Accommodation Program Manager DATE OBJECTIVE 29 October 2010 TARGET DATE FOR COMPLETION OF OBJECTIVE: 14 January 2011 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: Reasonable Accommodation Program Manager will prepare information on reasonable accommodation procedures for employees. Currently the Program Manager discusses the procedures for reasonable accommodation at each First Level Supervisor Training. The procedures will be provided in the FY 11 Annual Mandatory Training for supervisors and employees starting on 20 October 2010 and is available electronically. Dissemination and communication methods to employees will be implemented through FY11. HRO will disseminate reasonable accommodations procedures during orientation of new employees. TARGET DATE (Must be specific) 13 October October October 2010 This action item is complete. 25 October

20 EEOC FORM PART H QUESTION # 27 & 28, Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: Essential Element B: Integration into the Agency s Strategic Mission 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 OBJECTIVE: RESPONSIBLE OFFICIAL: DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: Are statutory/regulatory EEO related Special Emphasis Programs sufficiently staffed, or monitored such as the Federal Women s Program, Hispanic Employment Program, Veterans Employment Program, etc. Activity & Commander, Navy Installation Command 25 January September 2011 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: Deputy EEO Officer discussed the deficiency with NAVSEA s Deputy EEO Officer who indicated VADM Sullivan would address the level of EEO service with the Regions. Deputy EEO Officer will track communication on service levels between NAVSEA and CNIC. TARGET DATE (Must be specific) 25 January May 2008 The Professional Women s Networking Group was chartered and established. 19 March 2008 The Deputy EEO Officer will report on the prior status and request higher level of review between NAVSEA & CNIC for EEO program resources to support Special Emphasis Programs. 15 August 2009 The Veteran s Networking Group was established. 1 October

21 Production Recruiting Advertising Campaign to reach African American/Black and Hispanic/Latino candidates The Black/African American Employee Resource Group was chartered and established 1 June August 2010 The Deputy EEO Officer requested 3 billets from the Region to support Special Emphasis Programs. The Diversity Program Manager and Deputy EEO Officer will review Special Emphasis Programs requirements for integration with Employee Resource Groups. 18 October February 2011 Develop policy and guidance for additional Employee Resource Groups 1 July 2011 Increase the number of Employee Resource Groups under the Diversity Leadership Council. The goal is to increase from 2 ERGs to between 3 and 5 ERGs. 30 September 2013 REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE The Deputy EEO Officer contacted NAVSEA s Deputy EEO Officer on 1 April 2008 to obtain the status regarding VADM Sullivan contacting Commander Navy Installation Command (CNIC) regarding the EEO Service levels provided by the Region. The NAVSEA Deputy indicated the action had been turned over to the Department of the Navy Director of EEO & Diversity who would be sending a letter to CNIC. The Deputy EEO Officer contacted the DON Director of EEO & Diversity on 2 April 2008 who indicated she had sent a letter to CNIC. The Deputy EEO Officer contacted the CNIC Deputy EEO Officer on 6 April 2008 to obtain the status regarding the DON Director of EEO & Diversity s letter to CNIC. The CNIC Deputy EEO Officer indicated there had been no contact or letter from the DON Director of EEO & Diversity. The Deputy EEO Officer met with NAVSEA s Deputy EEO Officer 25 September 2008 to discuss status. This action item was at the NAVSEA Executive Director s office for review. The Deputy EEO Officer conducted a follow up with NAVSEA s Deputy EEO Officer 7 December 2008 and the status was the same as previously reported. The Deputy EEO Officer conducted a follow up with the Acting NAVSEA Deputy EEO Officer on 4 June 2009 and asked if the item had been discussed with VADM McCoy and if there was a resolution date. The Acting NAVSEA Deputy EEO Officer did not know the status and had the NAVSEA Affirmative Employment Program Manager follow up with the Deputy EEO Officer. The Affirmative Employment Program Manager did not have information on the status or a resolution date until she could clarify the item. The Affirmative Employment Program Manager recommended the Shipyard use a target date of 30 September 2010 for a resolution date until NAVSEA can clarify this item. The Affirmative Employment Program Manager also recommended the Deputy EEO Officer establish a charter for Special Emphasis Programs and advertise Special Emphasis Program Managers within the activity. She recommended employees selected use 20% of their time as Special Emphasis Program Managers. 4

22 The Deputy EEO Officer and Diversity Program Manager reviewed NAVSEA s description for Special Emphasis Program Managers and are evaluating possible integration of Special Emphasis Programs with Employee Networking Groups. The Deputy EEO Officer met with the Region s Head of Workforce Development on 15 August 2009 who indicated the region does not have funding/servicing levels to establish Special Emphasis Programs or Managers. On 30 September the Region s Head of Workforce Development indicated that CNIC has reduced the servicing level for EEO to COL 4 which is crisis management EEO service. The Deputy EEO Officer sent correspondence on 16 October 2009 to NAVSEA s Deputy EEO Officer requesting status of the NAVSEA AND CNIC review of EEO service levels provided to Naval Shipyards. At the NAVSEA EEO & Diversity Meeting 28 and 29 September 2010 the Deputy EEO Officer discussed with the NAVSEA Deputy EEO Officer the need for Special Emphasis Program Managers. The response regarding resources needed for establishing Special Emphasis Programs is that the activity could establish positions within the organization. 5

23 EEOC FORM PART H QUESTION #29, Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: Essential Element B: Integration into the Agency s Strategic Mission. 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. OBJECTIVE : RESPONSIBLE OFFICIAL: DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: Has the activity committed sufficient resources to conduct a thorough barrier analysis of its workforce and its employment practices, policies, and procedures? EEO Officer, Activity Department Heads and HRO Director 15 September September 2011 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: The Region hired a contractor in September 2010 to support analysis of workforce data in the MD-715 Report. The Head of Command University will review the Employee Development/Training Program. This will be the first policy and procedure reviewed. PSNS & IMF will develop a plan of action to determine review cycle and methodology. TARGET DATE (Must be specific) 15 September July September

24 EEOC FORM PART H QUESTION # 37, Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: Essential Element C: Management and Program Accountability. This element requires the EEOO to hold all managers, supervisors, and EEO Officials responsible for the effective implementation of the DON s EEO Program and Plan. OBJECTIVE : RESPONSIBLE OFFICIAL: DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: Have time-tables or schedules been established and executed for the activity to review its Merit Promotion Program Policy and Procedures for systemic barriers that may be impeding full participation in promotion opportunities by all groups? EEOO, Department Heads and HRO Director 1 November September 2012 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: PSNS & IMF schedules review of all policies and instructions. However, we have not reviewed all of our policies and instructions for systemic barriers. PSNS & IMF will evaluate a method for addressing this requirement. TARGET DATE (Must be specific) 30 September

25 EEOC FORM PART H QUESTION # 39, Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: Essential Element C. Management and Program Accountability. This element requires the EEOO to hold all managers, supervisors, and EEO Officials responsible for the effective implementation of the DON s EEO Program and Plan. OBJECTIVE : RESPONSIBLE OFFICIAL: DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: Have time-tables or schedules been established and executed for the activity to review its Employee Development/Training Programs for systemic barriers that may be impeding full participation in training opportunities by all groups? Executive Assistant 15 December August 2011 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: The Head of Command University will develop a plan of action to review the Employee Development/Training Program. Employee Development/Training program will be reviewed with support from EEO Office and Diversity Program Office. The EEOO will be briefed on results with recommendations to correct any deficiencies identified. TARGET DATE (Must be specific) 15 February July August

26 EEOC FORM PART H QUESTION # 46, 47 & 48 Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: Essential Element D: Proactive Prevention. Requires that the activity make early efforts to prevent discriminatory actions and eliminate barriers to equal employment opportunity in the workplace. OBJECTIVE # 46: OBJECTIVE # 47: OBJECTIVE # 48: TARGET DATE FOR COMPLETION OF OBJECTIVE: Are trend analysis of the workforce s major occupations conducted by race, national origin, sex, and disability? Are trend analysis of the workforce s grade level distribution conducted by race, national origin, sex, and disability? Are trend analysis of the workforce s compensation and reward system conducted by race, national origin, sex, and disability? 1 August 2011 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: The Region hired a contractor in September 2010 to develop and analyze the data. TARGET DATE (Must be specific) 1 August

27 EEOC FORM PART H QUESTION #70, Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: OBJECTIVE : RESPONSIBLE OFFICIAL: DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: Essential Element F: Efficiency Requires that the activity ensure that there are effective systems in place for evaluating the impact and effectiveness of the command s activity s EEO Programs as well as an efficient and fair dispute resolution process. Does the activity EEO Office have management controls in place to monitor and ensure that the data received from the Human Resources is accurate, timely received, and contains all the required data elements for submitting annual reports to the DON? OCHR EEO & Diversity Office 4 October September 2011 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: The EEO Director will notify the OCHR, EEO & Diversity Director and the NAVSEA Deputy EEO Officer of the inaccuracies in the data from the Department of the Navy Affirmative Action Data Tool (DART) system. The region hired a contractor 31 September 2010 to review and develop appropriate data required for MD-715 Reports in FY11. TARGET DATE (Must be specific) 15 November September

28 EEOC FORM PART H QUESTION #74, Part G Self Assessment 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 10 STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: Essential Element Essential Element F: Efficiency Requires that the activity ensure that there are effective systems in place for evaluating the impact and effectiveness of the command s activity s EEO Programs as well as an efficient and fair dispute resolution process. OBJECTIVE : RESPONSIBLE OFFICIAL: DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: Are legal sufficiency reviews of EEO matters handled by a functional unit that is separate and apart from the unit which handles agency representation in discrimination complaints? EEO Officer & Legal Officer 1 April September 2012 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE (Must be specific) The review of this objective will be completed in FY September

29 EEOC FORM PART I U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT EEO Plan To Eliminate Identified Barrier FY 10 STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER: Provide a brief narrative describing the condition at issue. African Americans have a low representation in the workforce compared to the Civilian Labor Force (CLF) of Kitsap County. How was the condition recognized as a potential barrier? BARRIER ANALYSIS: Provide a description of the steps taken and data analyzed to determine cause of the condition. The workforce profile generated from DCPDS from the HRSC for FY10 ending 30 September 2010 was reviewed which showed that African Americans are 1.78% of the workforce and consist of 2.1% of the CLF. Accessions were reviewed for the same period of time and showed that African Americans are hired at a lower rate than they are represented in the workforce. They were also 1.45% of the new hires and received 1.45% of promotions in FY10. STATEMENT OF IDENTIFIED BARRIER: Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition. This situation needs further review. The African American Employee Resource group will assist in reviewing the situations and numbers in FY11. Applicant flow data from OCHR is also needed. Currently the Department of Navy Office of Civilian Human Resources (OCHR) does not maintain applicant flow data to determine if sufficient numbers of African Americans are applying and qualifying for vacancies and jobs at PSNS & IMF. OBJECTIVE: State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition. An in depth analysis will be conducted in FY 11. Charter an African American Employee Resource Group to assist the Command with outreach, recruiting, retention and professional development of African Americans. Increase outreach to African American candidates. Actions include: Attending Job Fairs in FY 11 to market jobs and increase applicant pools such as the Annual Job Fair at the Kitsap Pavilion, University of Washington Diversity Career Fair, Veterans Career Fairs, and colleges and high schools with high enrollment of African Americans. Develop and foster relationships with the University of Washington Chapter of the National Society of Black Engineers. RESPONSIBLE OFFICIAL: EEO Officer, Diversity Leadership Council Chair and Co-Deputies, Recruiters, HRO, and the HRSC-NW.

30 DATE OBJECTIVE INITIATED: 28 January 2011 TARGET DATE FOR COMPLETION OF OBJECTIVE: 30 September 2011

31 DEPARTMENT OF THE NAVY REPORT OF ACCOMPLISHMENTS ON SPECIAL PROGRAM PLAN FOR THE RECRUITMENT, PLACEMENT AND ADVANCEMENT OF INDIVIDUALS WITH TARGETED DISABILITIES PART J COMMAND/ACTIVITY: Puget Sound Naval Shipyard & Intermediate Maintenance Facility EECUTIVE SUMMARY FY-10 PSNS & IMF Disabilities Program supports all individuals with disabilities including Individuals with Targeted Disabilities (IWTD). Our strategy focuses on 1) outreach to candidates, 2) relationships with agencies and support personnel who serve individuals with disabilities, and 3) internal support. PSNS & IMF Wounded Warrior and Disabled Veteran Program and Injured Workers Program continue to be model programs that focus on recruitment and placement of individuals with disabilities. In FY10, PSNS & IMF hired 29 individuals with a disability, of those 3 were recognized as having a targeted disability. We retained 98.4% of our IWTD population and promoted 12.8% of the IWTD population. Additionally, PSNS & IMF hired 56 Disabled Veterans; of those 10 are Wounded Warriors. The activity continues to utilize guidance provided by NAVSEA, the Veterans Administration and other agencies on hiring persons with disabilities. The DOD CAP Program provides a variety of equipment to employees who need accommodation at no charge to the activity or employee. The Disabilities Program Manager attended the Annual Individuals with Disabilities Conference in December 2009, DOD CAP training in April 2010 and the National ADA Symposium in June The PSNS & IMF Injured Workers Program provides job placement for permanently or temporarily disabled individuals who would otherwise be sent home to recover from the condition or be removed from employment. Job skills are matched to job vacancies within the infrastructure. This result is a win-win situation for PSNS & IMF in that it provides Departments with readily available skilled employees. This program prevents many employees from being removed due to inability to perform the duties of their position. In FY 10 there were 175 persons who were returned to their jobs after being injured. We placed an additional 18 persons in permanent jobs. We re-employed 93.2% of our injured workers. We made an effort and successfully placed new hires who were unable to meet the medical or pass physical exams for the positions that they were originally hired in other positions that did not conflict with their medical or physical status. A noteworthy accommodation was made in that an applicant (Wounded Warrior) could not perform the standard Physical Capacity Evaluation (PCE). He was given a worksite PCE where he demonstrated tasks such as accessing overhead and floor level lifts of heavy items and was able to negotiate stairs while carrying heavy items up and down stairs. The applicant ultimately demonstrated he could perform the essential functions of the position and was hired.

32 An accessible restroom is in the process of being added to the 2nd floor of Building 457 in FY The command updated their sign language interpreter contract for hearing impaired employees to improve access to interpreter services. The interpreters are used to aid employees communication in various training and developmental programs, group meetings and personnel meetings. PSNS & IMF visited the Lighthouse for the Blind to determine what services were offered and how they could best be utilized at this command. The Lighthouse for the Blind also participated in a familiarization site visit of PSNS & IMF to assess what opportunities were available at PSNS & IMF and how the Lighthouse could best serve its clients. The activity attended an event sponsored by the SAY HEY Kitsap which was also attended by the WA Division of Vocational Rehabilitation and other agencies that provide services to people with disabilities. The purpose of the event was to share employment information. This meet and greet event fosters good, interactive business relationships. PSNS & IMF sponsored a familiarization site visits for WA Division of Vocational Rehabilitation from Washington State and Kitsap County. The activity also brought in the VA Vocational Rehabilitation counselors, Wounded Warrior Education Service Specialists, and WorkSource representatives from Kitsap, Jefferson, and Clallam counties to bring awareness and information to their clients. The activity continues to participate in the NAVSEA Wounded Warrior and Disabled Veteran Program. This includes working with the Warrior Transition Battalion at Joint Base Lewis/McChord, Army Wounded Warrior (AW2) program, the VA Vocational Rehabilitation Offices, and the Navy Safe Harbor Program PSNS & IMF recruiters, CNRNW HRO, and the HRSC-NW partner together to participate in the Hiring Heroes Career Fair at Ft. Lewis, Washington on 06 August 2010, two Operation Warfighter Career Fairs, and several Disabled Veteran and Veteran Career Fairs. PSNS & IMF recruiters and the HRO Office provided information on available jobs at PSNS & IMF and other locations within NAVSEA. Overall, PSNS & IMF attended the Wounded Warrior Conference, two Operation Warfighter and educational career events; one Hiring Heroes career fair, two career fairs for disabled veterans, and several veterans career fairs in FY 10. In addition to the 56 Wounded Warrior and Disabled Veteran hires, PSNS & IMF placed two interns, one from the Navy Safe Harbor Program and one from the Warrior Transition Battalion. Other outreach and recruiting efforts have included: Workforce Recruitment Program (WRP), one selection was made in the summer of FY 10 and converted from a summer job to an excepted appointment in September Established partnership with the Navy Safe Harbor Program to establish internship opportunities for seriously wounded, ill, and injured service members. The activity plans to work with the Wounded Warrior and Disabled Veterans Vital/CLEC Program in FY 11. 2

33 ~- ---~~-~ -~ DEP ARTMENT OF THE NAVY SPECIAL PROGRAM PLAN FOR THE RECRUITMENT, PLACEMENT AND ADVANCEMENT OF INDIVIDUALS WITH TARGETED DISABILITIES CERTIFICATION of ESTABLISHMENT and MAINTENANCE of a CONTINUING SPECIAL PROGRAM and PLAN FOR THE RECRUITMENT, PLACEMENT AND ADVANCEMENT OF INDIVIDUALS WITH TARGETED DISABILITIES I, Carolyn Jenkins, am the Deputy EEO Officer for Puget Sound W. Intermediate Maintenance Facil" aval Shipyard and The EEO Officer will establish a Special Program and Plan for the Recruitment, Placement and Advancement of Individuals with Targeted Disabilities, to include identified strategies and activities in The Deputy EEO Officer, Disability Program Manager and Diversity Program have conducted an annual self-assessment of its Section 501 programs against the essential elements of a model Special Program as outlined in DO PART J-l and EEO Management Directive (MD) 715. If our program and/or plan was not fully compliant with an essential element(s), a DO PART J-2 EEO Planes) for Attaining the Essential Elements of a model Special program, is included in the command's/activ s Annual EEO Pro Status ort. The Deputy EEO Officer and the Diversity Program Manager have analyzed the workforce profiles for individuals with targeted disabilities, DO PART J-3, and barrier analyses efforts aimed at detecting whether any management or personnel policy, practice or procedure is operating to deter individuals with targeted disabilities are on-going. DO PART J-5 EEO Planls to Eliminate Identified Barriers, if needed, is/are included with the command's/activity's Status Annual EEO Pro I certify that proper documentation of this assessment is in place and is being maintained for DO and/or EEOC review est. Signature of Deputy EEO Officer~~~J ::"A++--A-': " "':" ~~~ DATE Certifies that this Annual EEO Program Sta s ort is in compliance with DON guidance/eeo MD-715. J -JJ/-I / Signature of Activity EEO Officer?;t1. Q -z.v~ DATE 3-z~-1I 3