U.S. Army Garrison Yongsan | Equal Employment Opportunity (EEO)
December 20, 2013
- USAG Yongsan on Army.mil
- Army Regulations
- Complaint Overview
- Department of the Army: Diversity and Leadership
- DoD Directives
- EEO Laws and EEOC Regulation
- EEOC Management Directives
- Policy Statement
- Presidential Executive Orders
- Steps in the EEO Complaint Process
- U.S. Equal Employment Opportunity Commission
Vision: To operate a premier EEO Office with a model EEO Program where customers can succeed in an environment free from harassment, discrimination and retaliation.
Mission: The USAG Yongsan EEO Officer serves as the command advisor for all EEO matters; recommends policy, vision, and priorities; coordinates for and allocates resources; and conducts staff management of the EEO program.
Compliance and Program Evaluation: EEO is responsible to review and interpret applicable laws and regulations; conduct surveys; develop policies; command inspection programs; assessments; staff assistance visits; collect ISR data; manage EEO committee; personnel recruitment action review; and comply with accommodations guidelines. EEO is also responsible for advising all levels of management by providing EEO guidance and recommendations through participation in strategic planning; meetings (labor relations, community outreach, briefings); program overview, and administering sensing sessions.
Affirmative Employment Program: Management Directive (MD) 715 Report is required by the Equal Employment Opportunity Commission (EEOC). The MD715 serves as a road map for the EEO program. MD715 is developed annually at all installations and higher levels within components and defense agencies.
Training: EEO and Anti-Harassment Training is conducted in compliance of AR 690-12, EEO and Affirmative Action. All employees are required to receive four hours of initial training and a minimum of two hours of refresher training each year.
Complaint Processing: AR 690-600, EEO Discrimination Complaints, dated Feb. 9, 2004, applies to all DA appropriated or non-appropriated fund activities employees, former employees, applicants for employment and certain contract employees.
Special Emphasis Programs: SEPs are a vital asset and integral resource in identifying problems and recommending solutions that eliminate discrimination and under-representation of women, minorities and individuals with disabilities in the Federal workplace. The SEP manager's role and responsibilities include reviewing statistics and trends; advising managers concerning barriers to employment and advancement; and understanding the statutes, laws and directives governing the programs.
Anna M. Revere/EEO Director