Command Managed Equal Opportunity Naval Leadership and Ethics Center Command Managed Equal Opportunity

Objectives Promote and maintain a positive Command Climate through personal example Prevent unlawful discrimination Ensure career actions are consistent and fair Annual EO/SH training and grievance procedure instruction provided Establish a Command Training Team All Command personnel receive NR&R (Navy Pride and Professionalism) training

Requirements Command demographics for retention, discipline, advancement and awards are review by race/ethnicity, sex and pay-grade/rank. (available within the command) Assess command climate 90 days after assumption of command with annual follow-up assessments during command tenure Anonymity and confidentiality of responses to surveys, interviews, focus groups, etc… CMEO Manager is designated in writing and attends CMEO course prior to assuming duties (E7 or above) DON procedures for processing EO complaints are permanently and prominently displayed

Requirements Effective system in place within command to resolve complaints of unlawful discrimination and SH at the lowest appropriate level Individuals are familiar with their right to submit an informal or formal complaint and the methods for submission Completed copies of Formal Complaint Forms are maintained in the CMEO Manager record file for three years All personnel know about command and shore based assistance available to help processing EO complaint procedures are effective and timely. Reporting continues through case resolution

Requirements Command climate complaints are investigated in a fair, impartial, and prompt manner and reviewed for legal sufficiency Promulgate Command EO policy statement Command EO program complies with all items in CMEO Checklist

Reports Fitness report/performance evaluations entries are made for service members found guilty at Court Martial or who receive NJP Climate Assessment Executive Summary to Echelon 3 via ISIC within 60 days of assessment. Submit to Echelon 2 if no Echelon 3 present NAVADMIN 253/10 P4 Reiterates Executive Summary OPREP-3 Navy Unit Sitrep for incidents of sexual harassment, Equal Opportunity, Unlawful Discrimination, or Hazing

Complaints Formal complaint submitted to CO or Designated Authority within 1 day Within 24 hours advocates assigned to complainant and alleged offender and any witness Investigation must commence within 72 hours of complaint submission. (NAVPERS 5354/2) Naval message describing the situation sent to GCMA, ISIC, CNO, and Navy EO Close-out message sent describing action taken within 20 days, if not closed out update every 14 days

Complaints Complainants and/or accused must be notified that complaint has been resolved and informed of their right to request a review by the next higher authority Commands must conduct a follow-up debrief 30-45 days after final action Forward copy of all completed Formal Equal Opportunity Complaint investigations to Echelon 3 EOA, via ISIC for review Monitor potential reprisals by checking on work center climate.

Equal Opportunity: Accountability Driven – Compliance Based 9/5/2019 Assessment The purpose of the climate assessment is to determine the "health" and mission readiness of the unit. Equal Opportunity: Accountability Driven – Compliance Based 9 9

9/5/2019 Assessment Tools Assumption of command assessments are accomplished by using the DEOMI Organizational Climate Survey (DEOCS), records and reports, and a minimum of two of the following: a. Individual interviews b. Observations c. Focus groups d. Historical Records & Reports e. Method deemed appropriate by Commander 10

Command Assessment SIX STEPS TO CONDCUTING COMMAND SURVEY STEP 1 COLLECT COMMAND DEMOGRAPHICS STEP 2 ADMINISTER THE SURVEY STEP 3 CONDUCT INTERVIEWS AND OBSERVATIONS STEP 4 CONDUCT ANALYSIS AND INTEGRATION OF DATA STEP 5 DEVELOP POA&M STEP 6 PRESENT FINDINGS/RECOMMENDATIONS

Collect Command Demographics 9/5/2019 Collect Command Demographics The five categories of demographic data are: Command composition Advancement Retention Discipline Awards Composition data represents the command population by grade, gender and race/ethnicity Records and reports provides an overall picture of the command. 12

Triangulation Method Surveys Focus Groups Historical Observations 9/5/2019 Triangulation Method Surveys Focus Groups Observations Interviews Historical Records & Reports 13

References SECNAV INSTRUCTION 5350.16A (EQUAL OPPORTUNITY (EO) WITHIN THE DEPARTMENT OF THE NAVY (DON) SECNAV INSTRUCTION 5354.2 (DEPARTMENT OF THE NAVY EQUAL OPPORTUNITY, EQUAL EMPLOYMENT OPPORTUNITY, AND DIVERSITY OVERSIGHT) OPNAV INSTRUCTION 5354.1F (NAVY EQUAL OPPORTUNITY (EO) POLICY)