1. Phyllis National Guard Bureau Departments of the Army and the Air Force Ms. Phyllis Brantley Special Emphasis Programs Manager brantleyp@ngb.ang.af.mil” (703) 607-0782 or DSN 327-0782 Fax: Ext 0789

2. Phyllis OA Visible and Active Command Program of Equal Opportunity OReflect the Demographic Mix in Each State (DIVERSE WORKFORCE) OMake the National Guard a Leader in Equal Opportunity... EQUAL OPPORTUNITY GOAL

3. Phyllis Affirmative Employment/Action Special Emphasis Programs Cultural Diversity Complaints Management Alternative Dispute Resolution/Mediation Sexual Harassment Prevention EO/EEO Training EO/EEO PROGRAMS

4. Phyllis DEVELOPING A WORKFORCE CAPABLE OF AND MOTIVATED TOWARD ACCOMPLISHING THE MISSION MUST BE FOREMOST IN THE MINDS AND ACTIONS OF MANAGEMENT. THIS WILL BE ACCOMPLISHED WHEN ALL EMPLOYEES AND APPLICANTS ARE TREATED FAIRLY WITHOUT INSTITUTIONAL AND OTHER KINDS OF DISCRIMINATORY PRACTICES AND HAVE THE OPPORTUNITY TO RISE TO THE HIGHEST LEVEL OF THEIR POTENTIAL. TO DO OTHERWISE DOES NOT MAKE GOOD MANAGEMENT SENSE. MANAGEMENT’S MISSION

5. Phyllis SPECIAL EMPHASIS PROGRAMS MANAGEMENT AMERICAN INDIAN/ALASKAN NATIVE EMPLOYMENT PROGRAM Black Employment Program Federal Women’s Program Hispanic Employment Program Asian Pacific American Employment Program I WDP Individuals With Disabilities Program

6. Phyllis SPECIAL EMPHASIS PROGRAMS PROMOTE EQUAL OPPORUTNITY IN THE HIRING, ADVANCEMENT, TRAINING AND TREATMENT OF EACH TARGETED GROUP. THESE PROGRAMS ADVOCATE NECESSARY CHANGES TO OVERCOME BARRIERS THAT RESTRICT EQUAL OPPORTUNITY FOR WOMEN MINORITIES INDIVIDUALS WITH DISABILITIES. OUTREACH AND SPECIAL EMPHASIS PROGRAMS

7. Phyllis (LAWS, EXECUTIVE ORDERS, REGULATIONS) IT IS THE LAW...........BUT REGULATORY AUTHORITY IT IS NECESSARY FOR SUCCESS AND EFFECTIVENESS OF NATIONAL GUARD READINESS IT IS AN EFFECTIVE ORGANIZATIONAL TOOL

8. Phyllis SPECIAL EMPHASIS PROGRAM MISSION..... IS TO STRIVE TOWARD ACHIEVING A WORKFORCE IN WHICH MINORITIES AND WOMEN ARE EMPLOYED AT ALL LEVELS, IN ALL OCCUPATIONS, AND IN ALL SEGMENTS OF THE ORGANIZATION COMMENSURATE WITH THEIR REPRESENTATION IN THE RELEVANT LABOR FORCE.

9. Phyllis TO PROVIDE MEANS FOR MINORITIES AND WOMEN TO OBTAIN EQUAL OPPORTUNITY IN ALL ASPECTS OF EMPLOYMENT THROUGH... GOAL #1 MANAGEMENT SUPPORT AND RESOURCES WHICH ASSURE REALIZATION OF EQUAL OPPORTUNITY/EQUAL EMPLOYMENT OPPORTUNITY. CREATION AND MAINTENANCE OF ORGANIZATIONAL PROCESSES AND PROGRAMS WHICH FOSTER AND ARE RESPONSIVE TO MINORITIES AND WOMEN IN THEIR PURSUIT OF EMPLOYMENT, DEVELOPMENT, AND CAREER PROGRESSION.

10. Phyllis TO PROVIDE STRUCTURE AND PROCEDURES TO FULFILL SEP THROUGH DEVELOPMENT OF: ON-GOING GUIDANCE FOR MINORITIES AND WOMEN IN THE APPLICATION OF PERSONNEL PROCEDURES AND PRACTICES ON-GOING GUIDANCE FOR MINORITIES AND WOMEN IN THE APPLICATION OF PERSONNEL PROCEDURES AND PRACTICES REGULATIONS WHICH DEFINE SEP POLICY, OBJECTIVES, AND PROCEDURES; AND REGULATIONS WHICH DEFINE SEP POLICY, OBJECTIVES, AND PROCEDURES; AND AFFIRMATIVE EMPLOYMENT PROGRAM PLANS WHICH INCLUDE SPECIFIC ACTIONS TO ACHIEVE THE SEP MISSION AFFIRMATIVE EMPLOYMENT PROGRAM PLANS WHICH INCLUDE SPECIFIC ACTIONS TO ACHIEVE THE SEP MISSION GOAL #2

11. Phyllis PURPOSERESPONSIBILITIESPROCEDURESROLES SPECIAL EMPHASIS PROGRAMS ARE AN INTEGRAL PART OF THE OVERALL EEO PROGRAM ENHANCING CAREER OPPORTUNITIES AND ADVANCEMENT FOR MINORITIES AND WOMEN.

12. Phyllis O ENHANCE RECRUITING/RETENTION O ENHANCE EMPLOYMENT O ASSIST EO/EEO OFFICER WITH AAP/AEP PLANNING PROCESS - ELIMINATING MANIFEST IMBALANCE OR CONSPICUOUS ABSENCE IN OCCUPATIONAL GROUPS AND CAREER PROGRAMS. O SERVE AS A WORKING GROUP O IDENTIFY ISSUES PURPOSE

13. Phyllis PURPOSE (CONT ) O EXAMINE AGENCY POLICIES O ASSESS CLIMATE O DEVELOP PROPOSALS, RECOMMENDATIONS, STRATEGIES AND/OR POSITIONS DIRECTED TOWARD SOLVING/RESOLVING SPECIFIC ISSUES

14. Phyllis STATE EQUAL EMPLOYMENT MANAGERS ARE RESPONSIBLE FOR ENSURING THAT THE SEPS FUNCTION EFFECTIVELY THROUGH THE MANAGEMENT STRUCTURE. STATE LEADERS (TAG, COMMANDERS, ETC..) PROVIDE LEADERSHIP AND RESOURCES TO ENSURE MISSION ACCOMPLISHMENT. RESPONSIBILITY

15. Phyllis YOUR RESPONSIBILITIES ARE DEFINED BY: ADJUTANT GENERAL COMMITTEE SERVES AS A WORKING GROUP TO INFORM LEADERSHIP (TAG) VIA SEEM/EO OFFICER..... SEEM COMMANDER/ MANAGER

16. Phyllis MANAGEMENT STRUCTURE ADJUTANT GENERAL HRO/ SEEM COMMANDER HR/EO, MEO LEGAL SEPM RECRUIMENT TEAM

17. Phyllis PROCEDURES IDENTIFY PROBLEMS/ISSUES SET GOALS/OBJECTIVES IMPLEMENT PROCESS EVALUATE PROGRESS STAFF AND COORDINATE ALL ACTIONS

18. Phyllis DUTIES/RESPONSIBILITIES: YOU ARE CHARGED WITH DEVELOPING AND STRUCTURING THE PROGRAM ON BEHALF OF LEADERSHIP BY:...MONITORING THE EO/EEO POSTURE OF THE AGENCY...DEVISING MEANS OF IMPROVING THAT POSTURE...IDENTIFYING BARRIERS...DEVELOPING ELIMINATING STRATEGIES/SOLUTION...ADVISING MANAGERS/COMMANDERS ABOUT THEIR RESPONSIBILITIES AND ASSISTING THEM IN THEIR EFFORTS TO FULFILL THOSE RESPONSIBILITIES ROLE MUST UNDERSTAND ALL PROVISIONS OF POSITION ASSIGNMENT AND HAVE AGREEMENT ON INTERPRETATION OF DUTIES

19. Phyllis PROGRAM MANAGERS MUST BE... SELECTED APPOINTED TRAINED PROVIDED SUPPORT & RESOURCES VISIBLE TASK ORIENTED TEAM PLAYERS POLITICIANS VALUED ASSETS INTEGRAL PARTS OF ORGANIZATION RESOURCES TO ORGANIZATION

20. Phyllis EFFECTIVE TOOLS AND KNOWLEDGES + ORGANIZATION STRUCTURE/RELATIONSHIPS + ORGANIZATION MISSION + UNDERSTAND OUR ROLE VS EO + IDENTIFY BARRIERS/RECOMMEND SOLUTIONS + MONITOR/ADVISE + BECOME A PART OF OTHER FUNCTIONS/STAFF + STAFF ASSISTANT VISITS ( RECOMMEND ) + CLIMATE SURVEYS (RECOMMEND) + TREND ANALYSIS

21. Phyllis EO/EEO EVALUATION FACTORS - ORGANIZATIONAL AND RESOURCES - WORKFORCE - DISCRIMINATION COMPLAINTS - RECRUITMENT AND HIRING - EMPLOYEE DEVELOPMENT PROGRAMS - PROMOTIONS - SEPARATIONS - PROGRAM EVALUATION

22. Phyllis INTERNAL CONTROLS REVIEW AND MONITOR:  PROMOTIONS  SELECTIONS  TRAINING  PERFORMANCE ISSUES  AWARDS  RETENTION  RECRUITMENT  REORGANIZATION  LEADERSHIP TRAINING  COMPLAINTS  AFFIRMATIVE ACTION PLAN  CAREER DEVELOPMENT

23. Phyllis COMMITTEE MANAGEMENT MANY ACTIVITIES HAVE FOUND IT HELPFUL TO ESTABLISH SPECIAL EMPHASIS PROGRAM COMMITTEES TO SUPPORT THE MANAGER AND GOALS OF THE EO PROGRAM. COMMITTEES CAN BE A VALUABLE RESOURCE AND REPRESENT THE PULSE OF THE ORGANIZATION.

24. Phyllis COMMITTEE  REPRESENTATIVE OF WORKFORCE  CAN SUPPORT THE SEPM POSITION  SHOULD BE WORKING - NOT ADVISORY  DIVERSITY & TALENT OF MEMBERS AN ASSET  ENSURE SEPM ACTIONS ARE PUBLIC KNOWLEDGE  DISPEL THE “BEHIND CLOSED DOORS” PERCEPTION

25. Phyllis COMMITTEE PARTICIPATION VALUABLE DEVELOPMENTAL EXPERIENCE FOR MEMBERS BRINGS OUT UNRECOGNIZED TALENTS AND ABILITIES BE SURE THAT MEMBERS’ PARTICIPATION IS DOCUMENTED IN THEIR POSITION DESCRIPTIONS.

26. Phyllis REQUIREMENTS FOR COMMITTEE MEMBERS EO IS NOT A SECRET SOCIETY FOR MINORITIES AND WOMEN !!! MEMBERS MUST: O PROMOTE “PROGRAM” FOR EVERYONE O UNDERSTAND CONCEPTS AND PERCEPTIONS

27. Phyllis COMMITTEE PLANNING “PLANNING IS VITAL FOR SUCCESS” A COMMITTEE MUST... KNOW COMPOSITION OF WORKFORCE KNOW COMPOSITION OF WORKFORCE KNOW MISSION OF ORGANIZATION KNOW MISSION OF ORGANIZATION OBTAIN TECHNICAL ADVICE/GUIDANCE FROM EO OBTAIN TECHNICAL ADVICE/GUIDANCE FROM EO REVIEW APPROVED AAP/AEP REVIEW APPROVED AAP/AEP IDENTIFY TARGETED SERIES, GOALS, POLICIES, AND IDENTIFY TARGETED SERIES, GOALS, POLICIES, AND INITIATIVES INITIATIVES KNOW INSTALLATION GRADE STRUCTURE, GRADE KNOW INSTALLATION GRADE STRUCTURE, GRADE DISTRIBUTION, AVERAGE GRADE, AND AREAS OF GREATEST TURNOVER

28. Phyllis ESTABLISHESTABLISH  TRAINING COMMITTEE  NEWSLETTER OR MEDIA  ANNUAL EO BRIEFINGS  HBCU/MI/HSI TASK FORCE (Minority College Outreach Program)  RECRUITMENT INITIATIVES (SPECIAL OBSERVANCES/ SEP EVENTS)  QUARTERLY REVIEW AND ANALYSIS

29. Phyllis POSSIBLE PROJECTS NEWSLETTER MENTOR PROGRAMS SHADOW ASSIGNMENTS TRAINING - INTERNSHIPS - INTERNSHIPS PROGRAMS OF INTEREST: PROGRAMS OF INTEREST: - CAREER DEVELOPMENT GUIDE FOR INTERNAL USE - CAREER DEVELOPMENT GUIDE FOR INTERNAL USE - COMMUNITY OUTREACH: FEW, BIG, HACU, LULAC, NAACP, FAPAC, ETC.