Objectives

The Army’s Goals for its Affirmative Employment Programs and Plans are centered on compliance with

The US Equal Employment Opportunity Commission Management Directive 715

The US Department of Justice Post Adarand Guidelines.

These documents provide the detailed instructions for the development and management of Affirmative Employment programs in the army. In that perspective, the Army’s definition of Affirmative Action is:

A TOOL TO ACHIEVE EQUAL OPPORTUNITY. A PROGRAM OF SELF-ANALYSIS, PROBLEM IDENTIFICATION, DATA COLLECTION, POLICY STATEMENTS, REPORTING SYSTEMS, AND ELIMINATION OF DISCRIMINATORY POLICIES AND PRACTICES, PAST AND PRESENT.

Initiatives

The developmental principles are used to insure that the information provided to decision makers and leaders are:

Legally sound

Understandable

Reflect acceptable statistical methods

Actionable in a reasonable way

In this regard, the action items produced by the Affirmative Employment analysis process should be:

· Supported by statistical data

· Supported by real need

· Are legally supportable

· Are metrics and business rule based



The data used for action items should be:

Verifiable

Statistically relevant

Reflects the organization’s reality

Easy to understand

Reduces “the jumble of numbers”

Uses the EEO business rule of similarly situated or similarly impacted or treated



Measures populations and reduces dependency on samples

Points to a achievable future