The Agency Head was installed on 10/02/01. The EEO policy statement was issued on 11/04/04.
Was the EEO policy Statement issued within 6 - 9 months of the installation of the Agency Head?
If no, provide an explanation.

X

EEO Policy Statement signed on 11/4/04.

During the current Agency Head's tenure, has the EEO policy Statement been re-issued annually?
If no, provide an explanation.

X

EEO Policy Statement effective throughout the appointment of the FHWA Administrator.

Are new employees provided a copy of the EEO policy statement during orientation?

X

When an employee is promoted into the supervisory ranks, is s/he provided a copy of the EEO policy statement?

X

Compliance Indicator

EEO policy statements have been communicated to all employees.

Measure has been met

For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 715-01 PART H to the agency's status report

   Measures

Yes

No

Have the heads of subordinate reporting components communicated support of all agency EEO policies through the ranks?

 X

Has the agency made written materials available to all employees and applicants, informing them of the variety of EEO programs and administrative and judicial remedial procedures available to them?

 X

Has the agency prominently posted such written materials in all personnel offices, EEO offices, and on the agency's internal website? [see 29 CFR §1614.102(b)(5)] 

 X

  Compliance Indicator

Agency EEO policy is vigorously enforced by agency management.

Measure has been met

For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 715-01 PART H to the agency's status report

   Measures

Yes

No

Are managers and supervisors evaluated on their commitment to agency EEO policies and principles, including their efforts to:

resolve problems/disagreements and other conflicts in their respective work environments as they arise?

 X

DOHRM is revising the EEO elements.

address concerns, whether perceived or real, raised by employees and following-up with appropriate action to correct or eliminate tension in the workplace?

 X

DOHRM is revising the EEO elements.

support the agency's EEO program through allocation of mission personnel to participate in community out-reach and recruitment programs with private employers, public schools and universities?

 X

DOHRM is revising the EEO elements.

ensure full cooperation of employees under his/her supervision with EEO office officials such as EEO Counselors, EEO Investigators, etc.?

 X

DOHRM is revising the EEO elements.

ensure a workplace that is free from all forms of discrimination, harassment and retaliation?

X 

DOHRM is revising the EEO elements.

ensure that subordinate supervisors have effective managerial, communication and interpersonal skills in order to supervise most effectively in a workplace with diverse employees and avoid disputes arising from ineffective communications ?

 X

DOHRM is revising the EEO elements.

ensure the provision of requested religious accommodations when such accommodations do not cause an undue hardship?

 X

DOHRM is revising the EEO elements.

ensure the provision of requested disability accommodations to qualified individuals with disabilities when such accommodations do not cause an undue hardship?

 X

DOHRM is revising the EEO elements.

Have all employees been informed about what behaviors are inappropriate in the workplace and that this behavior may result in disciplinary actions?

 X

Describe what means were utilized by the agency to so inform its workforce about the penalties for unacceptable behavior.

Have the procedures for reasonable accommodation for individuals with disabilities been made readily available/accessible to all employees by disseminating such procedures during orientation of new employees and by making such procedures available on the World Wide Web or Internet?

 X

Have managers and supervisor been trained on their responsibilities under the procedures for reasonable accommodation?

 X

Is the EEO Director under the direct supervision of the agency head? [see 29 CFR §1614.102(b)(4)]
For subordinate level reporting components, is the EEO Director/Officer under the immediate supervision of the lower level component's head official?
(For example, does the Regional EEO Officer report to the Regional Administrator?)

X

Reports directly to the Executive Director.

Are the duties and responsibilities of EEO officials clearly defined?

 X

Do the EEO officials have the knowledge, skills, and abilities to carry out the duties and responsibilities of their positions?

 X

If the agency has 2nd level reporting components, are there organizational charts that clearly define the reporting structure for EEO programs?

 X

If the agency has 2nd level reporting components, does the agency-wide EEO Director have authority for the EEO programs within the subordinate reporting components?

X

The Division Administrators are responsible for this function.

If not, please describe how EEO program authority is delegated to subordinate reporting components.

Does the EEO Director/Officer have a regular and effective means of informing the agency head and other top management officials of the effectiveness, efficiency and legal compliance of the agency's EEO program?

 X

Following the submission of the immediately preceding FORM 715-01, did the EEO Director/Officer present to the head of the agency and other senior officials the "State of the Agency" briefing covering all components of the EEO report, including an assessment of the performance of the agency in each of the six elements of the Model EEO Program and a report on the progress of the agency in completing its barrier analysis including any barriers it identified and/or eliminated or reduced the impact of?

 X

Are EEO program officials present during agency deliberations prior to decisions regarding recruitment strategies, vacancy projections, succession planning, selections for training/career development opportunities, and other workforce changes?

 X

Does the agency consider whether any group of employees or applicants might be negatively impacted prior to making human resource decisions such as re-organizations and re-alignments?

 X

Are management/personnel policies, procedures and practices examined at regular intervals to assess whether there are hidden impediments to the realization of equality of opportunity for any group(s) of employees or applicants? [see 29 C.F.R. § 1614.102(b)(3)] 

 X

Is the EEO Director included in the agency's strategic planning, especially the agency's human capital plan, regarding succession planning, training, etc., to ensure that EEO concerns are integrated into the agency's strategic mission?

 X

Does the EEO Director have the authority and funding to ensure implementation of agency EEO action plans to improve EEO program efficiency and/or eliminate identified barriers to the realization of equality of opportunity?

X 

Employees are assigned to other duties.  Not enough personnel available to handle the program.

Are sufficient personnel resources allocated to the EEO Program to ensure that agency self-assessments and self-analyses prescribed by EEO MD-715 are conducted annually and to maintain an effective complaint processing system?

 X

Are statutory/regulatory EEO related Special Emphasis Programs sufficiently staffed?

 X

Collateral Duty Assignment.

Federal Women's Program - 5 U.S.C. 7201; 38 U.S.C. 4214; Title 5 CFR, Subpart B, 720.204

 X

Collateral Duty Assignment.

Hispanic Employment Program - Title 5 CFR, Subpart B, 720.204

 X

Collateral Duty Assignment.

People With Disabilities Program Manager; Selective Placement Program for Individuals With Disabilities - Section 501 of the Rehabilitation Act; Title 5 U.S.C. Subpart B, Chapter 31, Subchapter I-3102; 5 CFR 213.3102(t) and (u); 5 CFR 315.709

 X

Collateral Duty Assignment.

Are other agency special emphasis programs monitored by the EEO Office for coordination and compliance with EEO guidelines and principles, such as FEORP - 5 CFR 720; Veterans Employment Programs; and Black/African American; American Indian/Alaska Native, Asian American/Pacific Islander programs?

 X

Are there sufficient resources to enable the agency to conduct a thorough barrier analysis of its workforce, including the provision of adequate data collection and tracking systems

X

Did not conduct this assignment because of staff shortage.

Is there sufficient budget allocated to all employees to utilize, when desired, all EEO programs, including the complaint processing program and ADR, and to make a request for reasonable accommodation? (Including subordinate level reporting components?)

 X

Has funding been secured for publication and distribution of EEO materials (e.g. harassment policies, EEO posters, reasonable accommodations procedures, etc.)?

 X

Is there a central fund or other mechanism for funding supplies, equipment and services necessary to provide disability accommodations?

 X

Does the agency fund major renovation projects to ensure timely compliance with Uniform Federal Accessibility Standards?

 X

Is the EEO Program allocated sufficient resources to train all employees on EEO Programs, including administrative and judicial remedial procedures available to employees?

 X

Is there sufficient funding to ensure the prominent posting of written materials in all personnel and EEO offices? [see 29 C.F.R. § 1614.102(b)(5)] 

 X