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EOUSA Resource Manual 67. Implementation Of Affirmative Employment Programs
Implementation of Affirmative Employment Programs
Each office of the United States Attorney has the ultimate responsibility for the implementation of these plans. Each office should keep records of its activities and efforts made to achieve the goals established for these programs.
- The Affirmative Employment Plan for Minorities and Women: This plan is a multi-year plan which is updated annually. It includes a comprehensive program analysis, the identification of problems and barriers; a report on objectives and action items; and annual accomplishments. It incorporates two other individual plans:
- Plan for the Prevention of Sexual Harassment; and
- Federal Equal Opportunity Recruitment Plan (FEORP).
- The plan is submitted to the Equal Employment Opportunity Commission (EEOC).
- The Disabled Veterans Affirmative Action Plan: An annual accomplishment report is submitted to the Office of Personnel Management (OPM) to evaluate the accomplishments made in comparison with the goals established in the Disabled Veterans Affirmative Action Plan. A new Plan is developed annually.
- The Affirmative Employment Plan for Disabled Individuals: Annual plans are developed as well as annual accomplishment reports and are submitted to the EEOC.
- District Implementation: Copies of the annual plans are distributed to the USAOs.
[cited in USAM 3-5.104]
Updated February 19, 2015