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

(d) Promptly investigating complaints and incident reports, taking action against offenders, correcting conditions and
situations that could lead to incidents/complaints, and implementing actions to prevent recurrence.
(e) Utilizing EOAs to monitor unit environment and to assist in the development of unit training and in the
resolution of complaints.
(f) Planning and conducting special/ethnic observance activities.
(g) Monitoring and evaluating their own and subordinate unit EOAPs.
c. Generally, Senior Executive Diversity Awareness Training 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.
(3) Contemporary issues in EO and the prevention and eradication of sexual harassment.
6–16. Authority to collect and maintain data
The Office of the DCS, G–1, HQDA will collect, record, and maintain racial, ethnic group, and gender data and
statistics needed to support the Army EO Program, to include EOAP reporting requirements. Heads of DA Staff
elements, ACOMs, ASCCs, DRUs, separate agencies, and other activities and units required to support these efforts are
authorized to collect, record, and maintain data and statistics. Statistical data is maintained for various aspects of the
personnel management subject areas, using the racial, ethnic, and gender codes found in AR 680–29.
6–17. Narrative and statistical reports on EO progress
All ACOMs, ASCCs, or DRUs will submit a QNSR on EO progress to HQDA no later than 30 days following the end
of each quarter, utilizing the automated EO database. Deployed units will submit their reports to their parent units or
ACOMs, ASCCs, or DRUs. Reports will include the following information:
a. Complaint information. Total number of formal Army complaints filed by quarter, according to type (that is,
gender, ethnicity, racial, religion, or sexual harassment), and whether or not the reports are pending, substantiated, or
unsubstantiated. Data also include information on the complainant’s unit, rank, race, gender, date of complaint, method
of resolution, action taken, and the commander’s assessment of the Human Relations Climate of his or her unit and
comments.
b. Command profile. Command position breakout (brigade, battalion, company commanders, executive officers/
operations officers, CSMs, and 1SGs) by racial, ethnic and gender groups.
c. Major subordinate command data. Listing of all major subordinate commands (MSCs) with breakout of total
number of brigades, battalions, and companies (MSC ACOM, ASCC, or DRU will be included). Also reflects number
of EOAs required, authorized, and on hand.
d. Program manager and equal opportunity advisor listing. Alphabetical listing of all EOAs with information on
race, gender, unit, level, staffing (TDA or TOE) and comments. Also includes date EOA arrived and replacement data.
e. Quarterly equal opportunity report. Who conducted command inspection programs (CIPs)/SAVs, numbers of
training sessions conducted, and number of commanders and 1SGs who attended commander’s courses.
f. Unit assessment report. Listing of unit assessments (UAs) conducted for the quarter by MSC or unit level to
include the tool (MEOCS, Training Diagnostic Assessment System, the command climate survey (mandatory for
company commanders), and so forth) used to conduct the UA, and comments.
6–18. Training for civilian duty positions in the military Equal Opportunity Program at Defense Equal
Opportunity Management Institute
a . A l l o c a t i o n s . C i v i l i a n a l l o c a t i o n s f o r t h e D E O M I w i l l b e c o n t r o l l e d b y t h e C G , A H R C . T h e C N G B , C G
FORSCOM, and the CAR will control allocations for their respective Reserve elements and will prescribe the way in
which civilian requests are submitted.
b. Application. Commanders desiring to send civilians who are officially assigned to duties in the Army EO
Program to the DEOMI will send an application to the appropriate ACOM, ASCC, or DRU. If approved, the ACOM,
ASCC, or DRU will request a training seat from the Commanding General, US Army Human Resources Command
(AHRC–OPA–E) 1600 Spearhead Division, Fort Knox, KY 40122-5201. If all training seats are filled, the request will
be considered for a later class if the ACOM, ASCC, or DRU desires. Requests for allocations must be submitted in
writing to arrive at AHRC no later than 45 days before the starting date of the requested class.
c. Command notification of Defense Equal Opportunity Management Institute. When the requesting command
receives an approved training seat, the command will provide the Commandant at DEOMI: Name, grade, SSN,
educational level, military mailing address, and telephone number of the candidate for training and the desired course
number.
d. Civilian personnel selection requirements. Civilian personnel prerequisites for attendance at the DEOMI are as
follows:
(1) Be in grade GS–7 or above or be slated for promotion to GS–7 upon completion of the course.
62 AR 600–20 18 March 2008