By Delia Johnson and Julie Davidson
This is your one-stop guide to transforming your agency's EEO program into a "model" as required by MD-715, with guidance on evaluating your program, identifying barriers to equal employment and creating a plan to eliminate those barriers. Reduce the number of EEO complaints you face with explanations and best practices to carry out all 6 elements of MD-715, including:
- The specific targeted disabilities referenced in Part J
- How inclusion can be part of the effort to integrate EEO into your agency's strategic mission
- Reasonable accommodation procedures that comply with the EEOC's affirmative action regulations for individuals with disabilities
- Avoiding conflicts of interest by creating firewalls when antiharassment and reasonable accommodation programs are housed in the EEO office
- And more
You also get answers to practitioners' common questions, plus EEOC forms for Parts A through J for quick reference.