assistance or in excess of $250,000 in planning assistance in the previous federal fiscal year. Program updates are required every three years. 2. Statement of Policy An EEO Program must include a statement issued by – the CEO regarding EEO policy affecting all employment practices, including recruitment, selection, promotions, terminations, transfers, layoffs, compensation, training, benefits, and other terms and conditions of employment. 3. Dissemination Formal communication mechanisms should be established to – publicize and disseminate the EEO policy, as well as appropriate recipient’s elements of the program, to its employees, applicants and the general public. 4. Designation of Personnel Responsibility The importance of an EEO – program is indicated by the individual the agency has named to manage the program and the authority this individual possesses. An executive should be appointed as Manager/Director of EEO who reports and is directly responsible to the CEO. agency’s 5. Utilization Analysis The purpose of the utilization analysis is to identify – those job categories where there is an underutilization and/or concentration of minorities and women in relation to their availability in the relevant labor market. 6. Goals and Timetables Goals and timetables are an excellent management – tool to assist in the optimum utilization of human resources.
assistance or in excess of $250,000 in planning assistance in the previous federal fiscal year. Program updates are required every three years. 2. Statement of Policy – An EEO Program must include a statement issued by the CEO regarding EEO policy affecting all employment practices, including recruitment, selection, promotions, terminations, transfers, layoffs, compensation, training, benefits, and other terms and conditions of employment. 3. Dissemination – Formal communication mechanisms should be established to publicize and disseminate the recipient’s EEO policy, as well as appropriate elements of the program, to its employees, applicants and the general public. 4. Designation of Personnel Responsibility – The importance of an EEO program is indicated by the individual the agency has named to manage the program and the authority this individual possesses. An executive should be appointed as Manager/Director of EEO who reports and is directly responsible to the agency’s CEO. 5. Utilization Analysis – The purpose of the utilization analysis is to identify those job categories where there is an underutilization and/or concentration of minorities and women in relation to their availability in the relevant labor market. 6. Goals and Timetables – Goals and timetables are an excellent management tool to assist in the optimum utilization of human resources.