In FY 22, the Army Audit Agency accomplished a number of efforts related to inclusiveness and diversity.
- The Auditor General (TAG) chaired an Inclusion and Diversity Council composed of more than 30 employees representative of the workforce.
- Published a Strategic Human Capital Plan that includes an initiative to develop and implement an Inclusion, Diversity, Equity, and Accessibility program that incorporates Army policy and promotes agency priorities.
- Highlighted special emphasis months.
- Employed a dedicated program manager to assist employees and supervisors with management-employee relations processes and programs to include reasonable accommodation and EEO complaints, helping them understand the applicable regulations and intricate processes.
- Maintained an active Resiliency Program and Civilian Fitness and Health Promotion Program.
- Ensured annual recruitment plans included targeted events at historically minority colleges and used direct hire authorities to reach underrepresented groups.
- Opened vacancies and promotion opportunities through the GS-14 level at all AAA field offices to increase applicant pool for more diversity.
- Fostered a recognition culture through honorary annual TAG Awards and resourcing an incentive awards program that allowed managers to recognize employees throughout the year with special act, time-off and on-the-spot awards.
- Processed more than 450 incentive awards during FY 22, recognizing 64% of the workforce.
- Continued to offer multiple employee feedback forums to the workforce, including an Employee Council, Inclusion and Diversity Council, annual employee surveys, and targeted focus groups.
- Achieved the highest participation rate (56.6 percent) within Headquarters, Department of the Army on the Federal Employee Viewpoint Survey.
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