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Management Directive - 715 (MD-715)

EEOC FORM
715-01
PART H
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

Measure: B8

Following the submission of the immediately preceding FORM 715-01, the EEO Director/Officer did not present to the head of the agency and other senior officials the "State of the Agency$quot; 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.

OBJECTIVE:

Develop opportunity for the Associate Administrator for Civil Rights to provide briefing on the "State of the Agency" at the leadership meeting on an annual basis.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

1/31/09

TARGET DATE FOR COMPLETION OF OBJECTIVE:

5/1/09 and continuing annually.

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE (Must be specific)

The new Associate Administrator for Civil Rights will present the "State of the Agency" briefing at the FHWA Leadership Meeting.

5/1/09 and continuing on an annual basis.

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

New Objective

 

EEOC FORM
715-01
PART H
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

Measure: B20

There are not 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.

OBJECTIVE:

Develop a method for the agency to conduct a thorough barrier analysis of the workforce.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights
Associate Administrator for Administration

DATE OBJECTIVE INITIATED:

1/31/09

TARGET DATE FOR COMPLETION OF OBJECTIVE:

12/31/09

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

The FHWA will re-establish a MD-715 Work Group to study a method for implementing this objective.

5/31/09

The MD-715 Work Group will develop an Action Plan for implementing this objective.

12/31/09

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

New Objective

 

EEOC FORM
715-01
PART H
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

Measure: B28
B29
B30
B31
B32
B33

The FHWA has not periodically trained all managers, supervisors and employees in the areas of:

  1. Reasonable accommodations procedures and responsibilities
  2. Religious accommodations
  3. Workplace harassment
  4. EEO discrimination complaint process; and
  5. Alternative Dispute Resolution (ADR)

OBJECTIVE:

To ensure that all managers, supervisors, and employees are trained in the areas of reasonable accommodation, workplace harassment, the EEO discrimination complaint process ,and ADR.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

12/08/06

TARGET DATE FOR COMPLETION OF OBJECTIVE:

9/30/09

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE (Must be specific)

EEO Training team was formed to develop training modules for various areas in EEO. 

12/8/06

Team finalized powerpoint presentations and provided recordings to the Knowledge Application Team at NHI.

11/19/07

A schedule of EEO training was developed to begin training sessions in the third quarter of 08.

11/6/07

Alternative Dispute Resolution and Prevention of Sexual Harassment training will be required annually for all employees.

4/27/07

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

The original dates were not met since FHWA did not have staff dedicated to these activities.

Staff members of the Headquarters’ Office of Civil Rights, the Resource Center, and the Office of Human Resources worked collaboratively to develop and finalize modules for EEO training.  These training sessions will be given via eLMS, web training, and instructor led training.   

The Office of Human Resources implemented Annual Compliance Training for all FHWA employees.  Alternative Dispute Resolution, Prevention of Sexual Harassment, and No Fear Act will be part of the annual required training. 

The Office of Civil Rights and Human Resources conducted training for senior management on EEO requirements during FY 2008.

The FHWA has developed training in the eLMS system as well as webinars on reasonable accommodation procedures and workplace harassment.

 

EEOC FORM
715-01
PART H
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

Measure: C3
C4
C5

Time-tables or schedules have not been established for the agency to review its Merit Promotion Program Policy and Procedures for systemic barriers that may be impeding full participation in promotion opportunities by all groups.

Time-tables or schedules have not been established for the agency to review its Employee Recognition Awards Program and Procedures for systemic barriers that may be impeding full participation in the program by all groups.

Time-tables or schedules have not been established for the agency to review its Employee Development/Training Programs for systemic barriers that may be impeding full participation in training opportunities by all groups.

OBJECTIVE:

To establish and implement timetables for the agency’s review of its personnel programs cited in measures C3, C4, and C5.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

1/5/05

TARGET DATE FOR COMPLETION OF OBJECTIVE:

12/31/11    

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE (Must be specific)

The FHWA MD-715 Work Group will be re-established.

5/31/09

The FHWA MD-715 Work Group will study and determine the best way to develop the required timetables and schedules.

12/31/10

The FHWA MD-715 Work Group will prepare An Action Plan to determine the best methods for determining if any systemic barriers exist.

12/31/11

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

The FHWA had no staff dedicated to this effort.

The FHWA MD-715 Work Group will be re-established to review and implement the MD-715 Action Plan developed by the former MD-715 Work Group.  The re-established Work Group will include all additional objectives outlined in this Report that were not in the original action plan.  

 

EEOC FORM
715-01
PART H
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

Measure: D1
D2
  1. Senior managers do not meet with and assist the EEO Director and/or other EEO Program Officials in the identification of barriers that may be impeding the realization of EEO.

  2. Senior managers do not develop and implement, with the assistance of the agency EEO office, agency EEO Action Plans to eliminate said barrier.

OBJECTIVE:

Develop a method for the involvement of senior management in the identification of barriers impeding EEO.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

1/31/09

TARGET DATE FOR COMPLETION OF OBJECTIVE:

12/31/09       

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

The FHWA will re-establish a MD-715 Work Group.

5/31/09

The MD-715 Work Group will study and determine the best  method for involving senior management in the barrier analysis.

12/31/10

The MD-715 Work Group will develop an Action Plan detailing methods to involve senior management in developing and implementing plans for eliminating barriers when they are found.

12/31/10

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

New Objective

 

EEOC FORM
715-01
PART H
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

Measure: D3

Senior managers do not successfully implement EEO action plans and incorporate the EEO action plan objectives into agency strategic plans.

OBJECTIVE:

To identify and implement strategies for the development of an EEO Action Plan and provide guidance to assist senior managers in successfully implementing the EEO action plan and include the plan in the agency’s strategic plan.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

03/15/05

TARGET DATE FOR COMPLETION OF OBJECTIVE:

12/31/11       

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

The MD-715 Work Group will review this action item and determine a method for development of an EEO action plan with objectives that can be made a part of the agency’s strategic plan.

12/31/11

The Associate Administrator will distribute to senior manages once this activity is completed. 

9/30/08

The Associate Administrator for the Office of Civil Rights will brief senior managers on the progress of the MD-715 Work Group regarding this objective.

12/31/11

The Associate Administrator for the Office of Civil Rights will monitor the implementation of the EEO action items in the FHWA Strategic Plan and provide appropriate updates to senior management.

Annual Activity

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

A consulting firm was hired and completed a report based on the comments from  selected focus groups.  However, the report was never provided to FHWA senior leadership.

The FHWA Strategic Plan includes a goal designated as Corporate Capacity.  Under Corporate Capacity the FHWA plans to hire and retain a diverse, multi-disciplined workforce from a wide range of technical, cultural, and ethnic backgrounds.  The objective requires supervisors and managers to proactively ensure that FHWA’s employment goals are met, skills gaps are addressed, and employees are provided equitable access to developmental experiences and learning opportunities.

The FHWA has no staff dedicated to those initiatives that were not implemented.

 

EEOC FORM
715-01
PART H
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

Measure: D7

The FHWA has not conducted trend analyses for the following:

  1. Workforce profiles by race, national origin, sex, and disability;

  2. Workforce major occupations by race, national origin, sex and disability;

  3. Workforce grade level distribution by race, national origin, sex, and disability;

  4. Workforce compensation and reward system by race, national origin, sex and disability.

OBJECTIVE:

Develop a mechanism for identifying barriers in the above areas.

Conduct a trend analyses for workforce compensation and reward system by race, national origin, sex, and disability.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

04/30/05

TARGET DATE FOR COMPLETION OF OBJECTIVE:

12/31/11

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

The Office of Human Resources has conducted trend analyses in the above areas during FY 2008.

The Office of Civil Rights, working with the MD-715 Work Group will develop a process for conducting the trend analyses on a bi-annual basis.

12/31/09 and continuing

The FHWA will re-establish the MD-715 Work Group to participate in action items to keep current with this requirement.

12/31/09 and continuing

The FHWA will re-establish the MD-715 Work Group to conduct the required barrier analyses.

12/31/11

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

A contractor completed a report and provided it to the former Associate Administrator for Civil Rights.  However, the former Associate Administrator for Civil Rights did not disseminate the report to senior management staff.

The FHWA MD-715 Work Group was suspended by the former Associate Administrator for Civil Rights.

The contractor did not conduct a barrier analysis.

The FHWA will re-establish the MD-715 Work Group to develop a plan for conducting the required barrier analyses.  The Work Group will also develop a process for conducting the required trend analyses.

Target dates not met since FHWA did not have staff dedicated to this effort.

 

EEOC FORM
715-01
PART H
  U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Federal Highway Administration FY 2008

STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

Measure: E1
E3

E1.  Does the EEO Office employ personnel with adequate training and experience to conduct the analyses required by MD-715 and these instructions?

E3.  Have sufficient resources been provided to conduct effective audits of field facilities’ efforts to achieve a model EEO program and eliminate discrimination under Title VII and the Rehabilitation Act?

OBJECTIVE:

E1.  Develop a plan of action for obtaining the human resources needed to conduct the analyses needed to complete MD-715 requirements.

E3.  Develop a procedure for conducting audits of the FHWA field offices to determine compliance with MD-715 requirements.

RESPONSIBLE OFFICIAL:

Associate Administrator for Civil Rights

DATE OBJECTIVE INITIATED:

1/31/09

TARGET DATE FOR COMPLETION OF OBJECTIVE:

12/31/09

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE:

TARGET DATE
(Must be specific)

The FHWA will re-establish a MD-715 Work Group.

5/31/09

The MD-715 Work Group will study and determine how to obtain the human resources needed to conduct the analyses required to become a model agency as defined by MD-715.

12/31/10

The MD-715 Work Group will study methods for conducing timely audits of the FHWA field offices for compliance with MD-715 requirements.

12/31/10

The MD-715 Work Group will develop an action plan for scheduling audits of FHWA field offices for compliance with MD-715 requirements.

12/31/10

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

New Objective

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