DA PAM – Department of the Army Affirmative Action Plan. This revision–. o Aligns requirements outlined in DOD Directive , DOD Instruction. Provide equal opportunity for military personnel, DA civilians, and their family members both .. DA Pam , Department of the Army Affirmative Action Plan. DA PAM 26 23 May i RESERVED ii Summary 1 1. Purpose Action Plan AAP. It sets forth the goals and objectives of the DA Army Staff agencies and.
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The commander will discuss issues that surface from assessment and develop an action plan to improve unit climate with members within the unit. Commanders must include type of training, instructor, date, time, attendance rosters, and issues covered during the training session. EO xa will be interactive, discussion-based, and focus on these topics— 1 Objectives of the Army EO program. See summary of required reports at Encl.
Public LawOct 80 Month: Assist commanders in assessing, planning, implementing, and evaluating the EO program. 60-26 computerized version of the survey will enable commanders to add up to 7 additional questions.
Command Climate Survey 2. Are required statistical reports on EO progress and personnel being submitted as required and maintained on file?
Formulate, direct, and sustain a comprehensive effort to maximize human potential and to ensure fair treatment of all persons based solely on merit, fitness, and capability in support of readiness, without regard to race, color, religion, national origin, or gender. However, it is required that the Command Climate Survey be administered at a minimum at the interval specified above. Are KATUSA soldiers integrated into the unit and provided messing, duty assignments, use of day rooms, equipment, and other facilities equally with 600-2 US counterparts?
Collect, organize, and interpret demographic data concerning all aspects of EO climate assessment. Equal Opportunity Program Standing Operating Procedure SOP 11 Individual responsibilities of both males and females concerning equal opportunity and the prevention and eradication of sexual harassment: Each area is mandatory and will include 600-26, U.
Signature Block Command Climate Survey The Dq Climate Survey must be 060-26 by company commanders within 90 days of assuming command, and annually thereafter. Plan and conduct executive seminars for senior leadership on EO action planning and affirmation actions, equal opportunity, unlawful discrimination, the Consideration of Others Program, and the prevention of sexual harassment.
The commander should consider the reason for the delay, the availability of witnesses, and whether a full and fair inquiry or investigation can be conducted. Has an EO Representative been appointed on orders to assist the Commander appointment orders posted on the unit board? Organize or assist with training sessions 6000-26 pertain to equal opportunity, unlawful discrimination, the Consideration of Others Program and the prevention of sexual harassment.
Commanders will document training on the unit-training schedule and lead the training.
Office Symbol Date
Model Policy Pzm by: Is the commander visibly involved in implementation of the EO Program? The role of the Equal Opportunity Advisor in this process is to discuss the results with the commander and aid the commander in developing an action plan. It should emphasize findings determined as a result of unit command climate assessment.
Confidentiality must be maintained. Continually assess the command climate through formal surveys, interviews and accessibility to the unit. Conduct follow-up assessments of all formal EO complaints.
DA PAM 600–26
Informal complaints may be resolved directly by the individual, with the help of paj unit member, the commander or other person in the complaint’s chain of command. Complainant will be advise of the importance of describing the incident s in as much detail as possible to assist in the investigative process. Assist commanders in developing EO policy for their units. Bear in mind however, that survey results are anonymous. Depending on the various aspects of the complaint and individuals involved, that lowest level commander 600-2 not be the immediate company or even battalion level commander of the complainant.
When there are less than five females, example, do not split out results by gender. Are attendance records for all EO training being properly paam Complaint Form B – University of Nottingham. An informal complaint is not subject to time suspense nor is it reportable.
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600-2 Summary of Required Reports 4. From time to time, different issues will be of local or Army-wide importance and require special emphasis and attention by unit commanders. Sexual Harassment Complaint Form.
Review and comment on investigative reports of equal opportunity complaints for compliance with Pwm of Defense and Department of the Army policy and objectives. Are the following regulations on hand? Date – the APPA. Confidentiality will neither be guaranteed nor promised to the complainant by agencies other than the chaplain or a lawyer.
Military Manuals Page 10
Has the command developed, planned, and conducted annual ethnic observances consistent with published timetable? The following information will be reported on a Quarterly Narrative Statistical Report: Does the unit 60-026 the following policy letters displayed on the unit bulletin board: Continuously assist commanders in the conduct of unit climate assessments through formal surveys, interviews, and sensing sessions within the unit.
Provide assistance to commanders and investigating officers in the investigation and resolution ca unlawful discrimination and sexual harassment complaints.