Standard: The Rating Official is generally satisfied that decisions and actions demonstrate commitment to equal opportunity (EO) and diversity as evidenced by:

A. Active support of the Agency's EO and diversity programs and compliance with EO laws, regulations, and policies.

Meets or Exceeds

Attends agency EO and diversity programs, training and activities

Supports agency EO and diversity programs, training, and activities and encourages his/her subordinate employees to participate

Ensures that official time is provided for employees who serve in collateral duty EO assignments and ensures that the individual's performance in that assignment is rated as part of their overall performance appraisal

Supervisor/manager is aware of workforce profile, recruitment and staffing needs and promotion patterns for his/her area of responsibility

Supervisor/manager is compliant with requirements for accommodation of employees, facility accommodation and other disability-related requirements

Ensures that new managers and supervisors attend EO and diversity training

Recruitment record indicates outreach to attract applicants in areas of under representation

Promotions within the Division reflect a diverse pool of employees

Proactively completes the Annual Diversity/EEO Action Plan ARC Form 814 as required by the Office of Diversity and Equal Opportunity (ODEO) and ensures that all elements of the ARC 814 are incorporated in their daily management responsibilities

Supervisor/manager tracks employee completion of mandatory EO or Diversity training and informs the ODEO

Example: A Division Chief calling the ODEO to inform the office that all his/her employees completed the No Fear Act SOLAR training

Significantly Exceeds (Distinguished)

Sponsors employees and/or attends national minority technical/outreach conferences or diversity-related events

Co-hosts or co-sponsors events, activities and programs that relate to EO and diversity in the respective branch or division

Advocates Center policy of zero tolerance for discrimination and harassment in the workplace or during work related activities

Open discussions with staff regarding the importance of diversity and EO laws, regulations, and policies

Hiring record indicates selections that reflect positive increases in areas of under representation

Participates in the development of the Center's EEOC MD-715 assessment process

B. Efforts to ensure an organizational environment where individual and cultural differences are valued and all employees are treated with respect.

Meets or Exceeds

Training opportunity results reflect that all employees are provided access to job or career enhancing opportunities, whether they are classroom, on-the-job or details

Job or career enhancing assignments that are highly visible reflect the diversity of the workforce

Staff meetings include EO-related items including policy statements on diversity, equal opportunity, prohibition against harassment and accommodation issues

Supervisor/manager promptly addresses instances of misconduct related to the mistreatment of employees with appropriate counseling or disciplinary action

Serves as mentor for students, new hires, people of color and/or female employees, either in a formal or informal capacity

Promotes Diversity in high profile committees, work groups, panels, etc.

Significantly Exceeds (Distinguished)

Pro-active in the implementation of new ideas to improve the work environment and the appreciation for diversity

Develops and implements individual development plans or mentoring plans to increase the representation of underrepresented groups at all levels

Awards and recognition actions reflect an appreciation for the value and diversity of employees and their contributions

Uses internal newsletters, bulletin boards, websites, etc. to highlight contributions of employees, which highlights the diversity of Ames workforce

Participates in agency recruitment and outreach efforts to increase diversity, such as Corporate Recruitment efforts and minority university programs

Actively seeks assistance from HR and EO in locating people of color, women, and persons with disabilities as applicants

Serves on diverse Community/Civic Boards including inner city and underserved communities

C. Cooperation, when required, with representatives of the Agency's Office of Diversity & Equal Opportunity as needed providing timely and complete responses to requests in order to fairly and expeditiously resolve allegations of illegal discrimination.

Meets or Exceeds

Timely response to EO Counselors, Mediators, Investigators, and EO staff in the processing of informal and formal allegations of discrimination (consistent with the agency's timeframes for processing of informal/formal actions)

Ensures that EO allegations of discrimination are kept confidential and information shared only with those persons who have a "need to know"

Ensures that appropriate official time is provided to any employee involved in the EO process either as a complainant, witness, collateral duty Counselor, etc. so that the allegation can be processed in a timely manner

Willingness to participate in Alternative Dispute Resolution (ADR)/mediation sessions to resolve allegations of discrimination at any stage of processing

Ensures that no reprisal or retaliation is taken against any employee who has alleged discrimination

Reports and coordinates response to resolution of allegations of harassment with the EO Director to ensure that the matters are handled promptly and are consistent with Agency policies

Serves as a management representative in the Agency's ADR/mediation process

Significantly Exceeds (Distinguished)

Pro-active in the resolution of disputes at the lowest level through the alternative dispute processes (ADR/mediation, Ombuds recommendations, ODEO, etc.)

Completes official mediation training or EO counseling training for managers

D. Job-specific (Optional): _____________________________________

Meets or Exceeds

Seeks out methods or approaches to integrate diversity and EO program requirements as related to his/her job assignment. (e.g. Facilities Engineers assisting in facility reviews. Promotes ADR/mediation when counseling staff)

Actively includes ODEO in all major management decisions that impact employee morale

Actively seeks alternative methods to promote diversity and EO-related policies and consistently advocates for diversity related management practices to senior managers

Significantly Exceeds (Distinguished)

Actively adopts diversity leadership philosophies and management practices demonstrated by the integration of Diversity concepts and communicates such examples in staff and division meetings.

(Rev 2/21/06)