№ files_lp_3_process_9_64787
File format: docx
Character count: 46392
File size: 349 KB
Agency Name:
Richmond County District Attorney
Year:
2024
Region / City:
Richmond County, New York
Theme:
Diversity, Equity, Inclusion, Equal Employment Opportunity (EEO)
Document Type:
Report
Agency:
Richmond County District Attorney
Author:
Monique Jones Hardwick
Target Audience:
Agency Employees
Effective Period:
FY 2024
Approval Date:
3/12/2024
Amendment Date:
N/A
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Year:
2021-22
Region / City:
United States
Subject:
Education, Reporting, Title I, Part D Programs
Document Type:
Government Report
Institution:
U.S. Department of Education
Author:
U.S. Department of Education
Target Audience:
Educational Institutions, Government Agencies, Educators, Policy Makers
Period of Application:
July 1, 2021 – June 30, 2022
Approval Date:
February 9, 2022
Amendment Date:
N/A
Agency Name:
New York City Office of the Actuary
Quarter:
1st Quarter (July - September), due November 17, 2023
Prepared by:
Marlene Markoe-Boyd
Note:
Director of Communications/EEO Officer
Year:
2024
Region / City:
New York City
Topic:
Diversity, Equity, Inclusion, and Equal Employment Opportunity
Document Type:
Report
Agency / Organization:
New York City Office of the Actuary
Author:
Marlene Markoe-Boyd
Target Audience:
Internal agency stakeholders and employees
Effective Period:
FY 2024
Approval Date:
November 17, 2023
Amendment Date:
N/A
Note:
Year
Subject:
EEO Services Pricing
Document Type:
Pricing Proposal
Target Audience:
Contractors and Agencies
Year:
2024
Region / City:
New York City
Theme:
Diversity, Equity, Inclusion, Equal Employment Opportunity (EEO)
Document Type:
Quarterly Report
Author:
Craig Thornton
Target Audience:
NYCERS Employees
Period of Validity:
FY 2024
Approval Date:
11/15/2023
Revision Date:
Not specified
Note:
Year
Topic:
Employment practices, Diversity
Document Type:
Management Plan
Year:
2023
Region / City:
United States
Topic:
Employment Diversity, Equal Employment Opportunity (EEO)
Document Type:
Template, Strategic Plan
Organization / Institution:
Educational Institutions
Author:
Liebert Cassidy Whitmore
Target Audience:
Districts, Colleges, Hiring Committees, HR Professionals
Period of Implementation:
3-year Plan
Approval Date:
Not specified
Modification Date:
Not specified
Context:
A strategic planning document outlining various non-mandatory EEO/diversity-related strategies for educational districts and colleges, including training, recruitment, hiring, and post-hiring processes, with the goal of fostering diversity and equity in the workforce.
Year:
2021
Region / City:
New York City
Topic:
Diversity, Equal Employment Opportunity, Workforce Planning
Document Type:
Quarterly Report
Agency / Institution:
NYC Department of Probation
Author:
Phyllis DeLisio, EEO Officer
Target Audience:
Agency Employees, HR and Diversity Professionals
Period of Action:
FY 2021
Approval Date:
6/25/2020
Date of Last Update:
1/26/2021
Year:
FY2022
Time Period Covered:
October 1, 2021 – September 30, 2022
Station Call Sign:
KIWR
Frequency:
89.7 FM
Community:
Council Bluffs, IA
FIN:
29126
Document Type:
Annual EEO Public File Report
Regulatory Authority:
Federal Communications Commission (FCC)
Applicable Rule:
Section 73.2080(c)(6) of the FCC’s Equal Employment Rules
Sections Included:
Full-Time Job Openings; Recruitment Sources; Supplemental Recruitment Activities
Total Full-Time Vacancies Filled:
3
Total Number of People Interviewed:
7
Public File Placement Date:
On or before October 1, 2022
Website Posting:
Posted on the station’s website
Related Institution:
Iowa Western Community College
Related Policy:
Anti-Harassment Policy 430.1
Policy Adoption Date:
March 2, 1998
Policy Revision Dates:
September 3, 2001; October 22, 2012; June 17, 2013
Year:
2022
Region / City:
Howell, MI
Topic:
Equal Employment Opportunity Report
Document Type:
Annual Report
Organization / Institution:
WHMI-FM
Author:
Fran Campbell
Target Audience:
General public, FCC
Period of Validity:
June 1, 2021 - May 31, 2022
Approval Date:
06/01/2022
Date of Changes:
N/A
Description of Activity:
Internship, self-assessment, scholarship, job shadowing
Community Outreach:
Broadcasting, diversity recruitment efforts, educational engagement
Year:
2022-2023
Region / City:
Michigan
Topic:
Equal Employment Opportunity, Outreach Program
Document Type:
Report
Organization:
MacDonald Broadcasting Company
Author:
MacDonald Broadcasting Company
Target Audience:
General public, potential job applicants, broadcasting professionals
Period of Validity:
June 1, 2022 – May 31, 2023
Approval Date:
Not specified
Date of Changes:
Not specified
Year:
2023
Region / City:
Cook County, MN
Topic:
Equal Employment Opportunity
Document Type:
Report
Organization / Institution:
Cook County Community Radio Corporation
Author:
Not specified
Target Audience:
General public, job seekers, broadcasters
Period of Validity:
12/01/23 to 11/30/24
Approval Date:
Not specified
Date of Last Update:
Not specified
Year:
2021
Region / city:
New York
Theme:
Diversity and Equal Employment Opportunity
Document Type:
Report
Organization / institution:
The Commission on Human Rights
Author:
Bianca Victoria Scott
Target Audience:
Agency staff, policy makers
Period of Validity:
FY 2021
Approval Date:
January 26, 2021
Date of Changes:
N/A
Year:
2022
Region / City:
United States
Topic:
Equal Employment Opportunity (EEO) Audits
Document Type:
Report
Organization:
Enforcement Bureau
Author:
Federal Communications Commission
Target Audience:
Broadcast Licensees, Radio and Television Stations
Effective Period:
2022
Approval Date:
August 19, 2022
Revision Date:
N/A
Year:
2022
Reporting Period:
One-Year Period Ending May 31, 2022
Document Type:
EEO Public File Report
Regulatory Authority:
Federal Communications Commission (FCC)
Relevant Regulation:
Section 73.2080(c)(6) of the FCC’s rules
Stations Covered:
WHAJ(FM), WKOY(FM), WHKX(FM), WHQX(FM), WKQB(FM), WKQR(FM), WHIS(AM), WKEZ(AM), WAMN(AM), WELC(AM)
Full-Time Vacancies Filled:
0
Total Interviewees for Full-Time Vacancies:
0
Recruitment Sources Listed:
Internal Applicants Referrals, Station Websites, Station On Air, Indeed.com, AllAccess.com, WVBA Website, Previous Applicant, Monster.com, Telephone Inquiry, Professional Reference, BluefieldHelpWanted.com, Bluefield University, Bluefield Daily Telegraph, Bluefield State College, Concord University, Lindsey Wilson College, Mercer County Technical Education Center, Mountain State University, National Business College, New River Community & Technical College, Southern WV Community & Technology College, Valley College of Technology, Southwest Virginia Community College
Attachments:
Attachment A (Recruitment source data for each full-time vacancy), Attachment B (Menu option activities and descriptions)
Outreach Activities:
Career Fairs, Opportunity Showcase, Hiring Events, Job Fairs
Activity Locations:
Bluefield, WV; Athens, WV; Cedar Bluff, VA; Wytheville, VA; Tazewell, VA; Beckley, WV; Pipestem, WV; Charmco, WV
Calendar Years Referenced:
2020, 2021, 2022
Year:
2022-2023
Region / City:
La Porte, Indiana
Subject:
Equal Employment Opportunity (EEO) Report
Document Type:
Public File Report
Organization / Institution:
WLOI(AM) & WCOE(FM)
Author:
Not specified
Target Audience:
General public, job seekers, regulatory bodies
Period of Validity:
April 1, 2022 – March 31, 2023
Approval Date:
Not specified
Date of Changes:
Not specified
Agency Name:
NYC Department of Finance
Year:
2021
Region / City:
New York
Theme:
Diversity, Equal Employment Opportunity (EEO)
Document Type:
Quarterly Report
Agency / Organization:
NYC Department of Finance
Author:
William F. Marshall, EEO Officer
Target Audience:
Agency employees, Human Resources, Diversity and Inclusion professionals
Effective Period:
FY 2021
Approval Date:
November 6, 2020
Date of Changes:
N/A
Date Submitted:
November 6, 2020
Year:
2025
Region / State:
North Dakota
City:
Bismarck, ND
Subject:
Equal Employment Opportunity reporting requirements for federal-aid highway projects
Document Type:
Official notice
Issuing Agency:
North Dakota Department of Transportation
Program:
Federal-Aid Highway Program
Form:
FHWA Form 1391
Legal Basis:
23 USC 140a; 23 CFR Part 230
Responsible Official:
Daniel L. Weaver
Title:
Civil Rights Program Manager II
Contact Phone:
701-328-2605
Contact Email:
[email protected]
Address:
608 E. Boulevard Ave., Bismarck, ND 58505
Reporting Period:
Month of July (annually)
System Referenced:
LCPtracker
Mandatory Since:
October 2017
Year:
2024
Region / City:
Seattle
Topic:
Service dogs, ableism, disability justice
Document Type:
Research Article
Organization / Institution:
Seattle Pacific University, Department of Physics
Author:
Amy D. Robertson
Target Audience:
Researchers, disability advocates, public policy experts
Period of Action:
Not specified
Approval Date:
Not specified
Date of Changes:
Not specified
) and join the S1NET. For guides with in depth examinations of performance measure definitions, go to:
https://www.milsuite.mil/book/docs/DOC-129783
Table of Contents (Hyperlinks to Sections):
Developing ‘Significant Duties and Responsibilities’ OER Narratives: Notes, Rules, and Instructions OER Narrative Prohibited Techniques, Inconsistencies, No-Go’s: Negative Comment Rules Referred OERs Narrative Comment Examples Block a. APFT and HT/WT Block b. Overall Performance Block c. Character (to include SHARP comments) Block d. Presence Block e. Intellect Block f. Leads Block g. Develops Block h. Achieves Senior Rater Potential Senior Rater Narrative Examples Senior Rater Narrative Comment Examples (for potential, promotion, school, etc.) Successive Assignments Other SR Comments (explanations of anything unusual about OER) Effective Words for Evaluations JUNIOR OFFICER PLATE (DA FORM 67-10-1) NOTE: 2LTs who have NOT completed BOLC, will not receive an OER until they complete BOLC (AC and ARNG; USAR officers can receive an OER before completing BOLC). The FROM date will be their commissioning date. All time until their BOLC graduation will be NONRATED on their first OER. OER PROFILING: OERs: Rater and Senior Rater Profiles are CONSTRAINED, meaning Officers are only allowed to grant 49% of each rank they rate with either an “EXCELS” (as Rater) or “MOST QUALIFIED” (as Senior Rater). HOWEVER, if you have an immature profile, and have only just begun rating/senior rating Officers of a certain rank, you are allowed a ONE TIME option of giving one of the first two evaluations you make at a particular grade, an “EXCELS” (as Rater) or “MOST QUALIFIED” (as Senior Rater). OER (OER SUPPORT FORM) PART III: Developing ‘Significant Duties and Responsibilities’ (blocks a., b., and c.): Refer to DA PAM 611-21 (https://www.milsuite.mil/book/groups/smartbookdapam611-21
) and DA PAM 600-3 (Commissioned Officer Professional Development and Career Management), to assist in the development of PART III, block d. As a minimum, the duty description will include pr:
- Number of personnel supervised, - Amount of resources under the rated officer’s control, - Scope of responsibilities. 3) Descriptions must be clear and concise with emphasis on specific functions required. 4) Note conditions unique to the assignment; e.g. RA officers assigned to FT support duties with RC units or USAR officers assigned to RA units OER NARRATIVES: Notes, Rules, and Instructions Rater and Senior Rater Narratives: - Requires candor and courage; frank and accurate assessment. - Quantify officer’s value relative to peers and do so in concert with rater/senior rater box check. - Are short; tell a simple story about the quality of officer being evaluated. - Are interesting and compelling. - Are looked at by selection board members when they are looking for in-depth information about a rated officer’s performance and potential. - Numbers; 1-10, write them out (e.g. one, two, ten). 11 or higher, write the number; e.g. 11, 15, 105. Exception, when a 1-10 is WITH an 11 or higher; e.g. “5 tool kits with 20 tools each.” - Fashion the narrative to the officer; double check use of “he/his” vs. “she/hers.” - Awards: Awards and/or special recognition received during the rating period may be cited in evaluation comments (for example, “received the Humanitarian Service Medal” or “named the Instructor of the Year”). - Raters and SR CAN use the officer’s name in the narrative; e.g. “1LT Joe was ….” Rater and Rater Narratives: - Focus on PERFORMANCE; explaining what the rated officer did and how well he/she did it. - Focus on specifics to quantify and qualify performance. - Raters should advocate the rated officer to the SR. - When there is no SR (due to lack of qualifications), rater’s narrative provides the input on both performance and potential. Senior Rater (SR) and SR Narrative (see SR Rater Narrative section for examples): - Focus on POTENTIAL, 3-5 years out (promotions, command, school, & assignments). - Can amplify box checks by using the narrative to clearly send the appropriate message to selection boards. - CANNOT mention Box Check. - Additional information for when SR is also Rater can be found in DA PAM 623-3, pg. 26, “DA Form 67–10–1, part VI: block c—Senior Rater Narrative.” OER Narrative Prohibited Techniques, Inconsistencies, No-Go’s: - School/Course Comments: Bullets about how a Soldier did in a school or course are ONLY allowed if that school did not produce an AER/DA Form 1059. - Narratives are not a laundry list of superlatives – more is not necessarily better. - Brief, unqualified superlatives or phrases, particularly if they may be considered trite. - Excessive use of technical acronyms, or phrases not commonly recognized. - Techniques aimed at making specific words, phrases, or sentences stand out from the rest of the narrative; e.g. excessive use of capital letters; unnecessary quotation marks; repeated use of exclamation points; wide spacing between selected words, phrases, or sentences to include double spacing within a paragraph or between paragraphs. - Inappropriate references to box checks; e.g “Would be TOP BLOCK if profile allowed” or “absolutely far exceeded the standard”. - Trying to quantify (e.g. “top 2% of my captains”) with a small population. - Stay in your lane/level; avoid comments like “Best 1LT in the Army” unless you’re the Army CoS. - Stating “the best ever”; having 10 in the population, 50 in the profile. - Using overused phrases and clichés that are counterproductive or overused; e.g. stellar, historic, “delivered a dazzling performance,” “hit the ground running,” consummate professional, and unlimited potential. - Using specific selection board-type language. Examples of this include, “definitely a 6+ Soldier”. - Don’t exaggerate; “If I could prove it, CPT X is an LTC disguised as a CPT.” - Be mindful of what IS NOT said; it can have the same impact as what is said; e.g. NOT having numbers, or quantifiable points. - Don’t say the sa
Note:
en
Topic:
Officer Evaluation, Narrative Guidelines
Document Type:
Guide
Target Audience:
Raters, Senior Raters
Year:
2023
Region / City:
Global
Topic:
Investment Reporting and Project Progress
Document Type:
Report
Organization:
Gates Foundation
Author:
Not specified
Target Audience:
Grantees, Program Officers
Effective Period:
Not specified
Approval Date:
Not specified
Date of Amendments:
Not specified
Note:
Contextual Description