COMDTINST 12713.13
25 SEP 1992
6.
b.
(4)
Ensure that performance evaluations include an element to assess the
effectiveness of supervisors of civilian personnel in fulfilling their affirmative
employment and equal opportunity responsibilities.
c.
Commanders of Maintenance and Logistic Commands, District Commanders,
Commanding Officers of Headquarters Units, and Commanding Officer, CG
Headquarters are ultimately responsible for compliance with Affirmative Employment
Program requirements at their respective commands, but may delegate tasks as
appropriate. They will:
(1)
Develop and implement Affirmative Employment Program plans in accordance
with this instruction;
(2)
Promulgate either as part of a general policy statement on the Equal Employment
Opportunity (EEO) program, or separately, an affirmative employment policy
statement;
(3)
Conduct an annual work force analysis to determine if work force imbalances
exist; as required, develop a plan for correcting such imbalances based on
organizational analyses, vacancy projections, and organizational goals, including
internal employee development and external recruitment strategies; and maintain
a summary of the analyses and the plan for correcting imbalances on file for
review upon request by Commandant (G-H) or other external sources;
(4)
Implement internal employee development and external recruitment strategies,
and make organizational decisions and selections which positively impact
organizational goals;
(5)
Evaluate subordinate managers and supervisors on their individual performance
in correcting work force imbalances (based on available opportunities) and their
overall contributions toward meeting organizational goals;
(6)
Develop internal monitoring and evaluation systems to monitor overall
organizational performance on a regular basis; develop and submit periodic plans,
goals and reports as required by the Commandant (G-H);
4