AR 600-20, Army Command Policy - Army Publishing Directorate ...

. Units will review EOAPs annually to assess the effectiveness of past actions; to initiate new actions, and to
sustain, monitor, or delete goals already achieved.
c. Commanders will provide a copy of their EOAP to the next higher commander.
d. Affirmative Employment Plans for civilian employees will be established in accordance with AR 690–12.
6–15. Training
a. Minimum criteria for local unit training programs.
(1) The commander will incorporate EO training into the overall training plan for the unit. The Soldier Support
Institute publishes TC 26–6, Commander’s EO Handbook, that may assist commanders in developing required training.
Active Army and RCs commanders of TOE/modified table of organization and equipment/TDA units will add the
following topics to their quarterly or yearly training briefings:
(a) Type and dates of human relations training conducted by the unit since last QTB/yearly training brief (YTB).
(b) Type and dates of human relations training scheduled for the unit before the next QTB/YTB.
(c) The number of EOAs/EORs required, authorized, or on hand and the training they have completed or scheduled
prior to next QTB/YTB.
(d) Date last command climate survey was conducted and date next command climate survey is scheduled.
(2) Leaders will conduct mandatory unit EO/POSH training quarterly. Commanders will document training on the
unit’s training schedule and lead the training. In their training documentation, commanders must include type of
training; instructor; date, time and length of training; roster of attendees and issues covered in the session. From time to
time, different issues will be of local or Armywide importance and require special emphasis and attention by unit
commanders. At a minimum, two of the quarters will consist of POSH training (see para 7–8). The other two quarters
will consist of training that is interactive, small group, discussion-based (for example, using Consideration of Others
methodology) and can focus on these topics—
(a) Objectives of the Army EO Program.
(b) Army and local command policies on EO.
(c) Objectives of EOAPs.
(d) Behavioral characteristics and other indicators of EO problems, what behaviors are and are not appropriate, and
acceptable behaviors leading to unit cohesion and teamwork.
(e) The impact of individual and institutional discrimination on mission accomplishment.
(f) Proper handling of EO complaints and the EO complaint system.
(g) Identifying, dealing with, preventing, and eliminating racial and ethnic discrimination and sexual harassment.
(h) Legal and administrative consequences of participating in acts of unlawful discrimination and sexual harassment.
(i) Individual responsibilities of both Soldiers and DA civilians concerning EO and the prevention and eradication of
sexual harassment (that is, identifying inappropriate behaviors, handling complaints, developing techniques in dealing
with sexual harassment, developing assertiveness skills, submitting complaints in the event the situation cannot be
handled on-the-spot or one-on-one, and reporting incidents to the chain of command).
(j) The importance of honest and open interpersonal communications in promoting a healthy unit climate.
(k) Unit climate assessment—what it is, what it is used for, what makes it important, how it is done, what its results
mean and what to do about various results.
(l) Review of actual unit climate assessment findings and amplification of issues raised. If appropriate, the commander
will discuss issues that surface from assessment and develop an action plan to improve unit climate with unit
members.
(3) The chain of command and other leaders (commander, CSM, sergeant major (SGM), 1SG, civilian supervisors,
and others) will be present and participate in unit EO sessions.
(4) Headquarters elements of units of action and higher units will conduct EO and prevention/eradication of sexual
harassment training (for example, a senior leader/executive-level seminar) a minimum of once a year. Training will be
small group, interactive, and discussion-based. It should emphasize findings determined as a result of unit command
climate assessments.
b. Generally, training for Army War College and PCC will cover—
(1) Planning and resourcing the implementation of the Army’s EO program.
(2) Creating positive command climates that promote fair and equal treatment and that create opportunities for all
Soldiers, civilians, and Family members by—
(a) Publishing policies and evaluating subordinate unit EO initiatives.
(b) Ensuring that EO training is focused on the roles, duties, and responsibilities for EO and the prevention and
eradication of sexual harassment; on leader skills needed to handle Soldier issues to include racial, cultural, and gender
considerations; and on preventing, detecting, and avoiding conditions and situations that could lead to unprofessional
behaviors and acts.
(c) Conducting unit climate assessments, analyzing the data, and using feedback to improve living and working
environments.
AR 600–20 18 March 2008
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