The Management Directive 715 (MD-715) was issued by the Equal Employment Opportunity Commission (EEOC) on October 1, 2003. MD-715 contains policy guidelines and standards for establishing and maintaining effective affirmative employment programs. It requires agencies to take appropriate steps to ensure that policies, practices, and procedures are conducted in a discrimination free manner for employees and applicants.
The MD-715 calls for periodic agency self-assessments and the identification and elimination of barriers that prevent equal employment opportunities in the workplace. Additionally, the MD-715 requires federal agencies to work toward meeting the six essential elements of a model EEO program:
- Demonstrated Commitment from Agency Leadership
- Integration of EEO into the Agency's Strategic Mission
- Management and Program Accountability
- Proactive Prevention of Unlawful Discrimination
- Responsiveness and Legal Compliance
The Office of Civil Rights is responsible for putting the MD-715 together annually in collaboration with other lines of businesses and staff offices.
Barrier Analysis Report
In FY19, the Office of Civil Rights conducted an in-depth workforce data barrier analysis report. This report includes analyses of various workforce data sources, including 1) Data Insight workforce data tables, broken out by race, ethnicity, disability, and gender, to determine any numerical disparities, 2) the Federal Employee Viewpoint Survey (FEVS) results to analyze perceptions regarding diversity and inclusion efforts; 3) EEOC Form 462 to analyze EEO complaints data; and 4) other relevant policies, practices, and procedures at the DOC.
You may find the report here: FY19 Barrier Analysis Report.
Below are DOC's most recent annual reports:
|FY 2018 MD-715 Report||163.87 KB|
|FY 2017 MD-715 Report||158.54 KB|
|FY 2016 MD-715 Report||130.11 KB|
|FY19 MD-715 Report||184.4 KB|