Installation Management Command - Fort Carson, CO The Mountain Post

Affirmative Employment Program

The Affirmative Employment Program is guided by The Equal Employment Opportunity Commission (EEOC) Management Directive (MD) 715. This policy guidance is used to establish and maintain effective programs of Equal Employment Opportunity (EEO) for all federal employees as required by Title VII and the Rehabilitation Act. The MD-715 requires the EEO Office to conduct periodic (annual) self-assessments of their EEO policies and practices to ensure free and open workplace competition. An important component of MD-715 is the establishment of six Essential Elements for structuring model EEO programs at federal agencies.

  1. Demonstrated commitment from agency leadership — Fort Carson EEO conducts semi-annual EEO Council meetings and seminars with all the Major Commands to discuss the state of their workforce and any EEO trends within their commands. Another demonstration of this commitment is by ensuring employees meet their annual EEO training requirements and letting MACOM Commanders know if they have any EEO deficiencies.
  2. Integration of EEO into the agency's strategic mission — EEOC looks to ensure that EEO is integrated into the Agency's Strategic Mission and that EEO issues are considered when establishing goals and objectives for the workforce. For instance, the Fort Carson EEO Manager serves as one of the garrison's goal champions for workforce environment and evaluates the Fort Carson's workforce activities to ensure that EEO principles match with the Fort Carson strategic plan.
  3. Management and program accountability — EEOC looks at Program to ensure that managers are held accountable for the work environment and that the agency takes prompt action when wrong doing is found.
  4. Proactive prevention of unlawful discrimination — EEOC ensures that the EEO Office is running a complaint process within regulatory guidelines and that through training, education, and leadership by example, we have a zero tolerance policy enforced.
  5. Efficiency — The EEO Office is evaluated on efficiency. EEOC ensures the EEO office meets all regulatory timeframes for activities through inspections and staff assistance visits.
  6. Responsiveness and legal compliance — The EEO Program is evaluated on how responsive the EEO leadership is to the Commission when they send out directives and mandate actions. EEOC ensures the EEO Office is in compliance with Negotiated Settlement Agreements and timeliness of processing EEO complaints.

These six elements serve as the foundation upon which each agency builds its program. Agencies are directed to evaluate managers based on their efforts to prevent discrimination and to track disciplinary actions taken against managers found guilty of violating EEO policies.

The success of an agency's EEO program ultimately depends on individual decisions made by individual agency managers. Therefore, agency managers constitute an integral part of the agency's EEO program. The EEO office serves as a resource to these managers by providing direction, guidance and monitoring of key activities to achieve a diverse workplace free of barriers to equal opportunity. To correct deficiencies identified in the self-assessment report, the EEO office creates program objectives to aide managers in their efforts to overcome the identified deficiencies. Typically, Fort Carson's MD 715 report addresses objectives to improve the participation rates of women and minorities in higher grade positions and improve the participation rates of individuals with disabilities in the workforce.