Director's Order #16D: Equal Employment
Director
Effective Date: November 29, 2006
Sunset Date: When revised or amended
by the Director
This Director's Order supersedes the Director's
Policy Statement on Equal Opportunity dated February 8, 2005.
I. Purpose
The purpose of this Director's Order is to
articulate our policies for seeking and achieving equal employment opportunity
and the zero tolerance of discrimination in the workplace of the National
Park Service (Service). The Service employs a diverse workforce composed
of individuals with a variety of technical and program skills that are
utilized for preserving, protecting and maintaining our national treasures
and providing vital visitor services. The Service must maintain an environment
that is free of discrimination and hostility. This environment is necessary
for accomplishing our goal of attracting, hiring, developing and retaining
a quality diverse workforce that achieves our mission and meet the expectations
of our citizens and international visitors we serve. The support and cooperation
of every employee is essential as we work toward making the National Park
Service the model Federal agency.
The Service will make full use of its human capital by promoting workplace practices, procedures and policies that free up opportunities for the best talent available. All workers must be provided the opportunities to compete on fair and level playing fields and to achieve their fullest potential as employees of the Service.
This order is intended only to improve the internal management of the
Service and it is not intended, and does not, create any rights or benefits,
substantive or procedural enforceable at law or equity by a party against
the United States, its departments, agencies, instrumentalities, or entities,
its officers or employees or any other person.
II. Authority for Issuing this Director's Order
Authority for issuing this Director's Order is contained in the 1916
NPS Organic Act (16 U.S.C. 1 through 4) and delegations of authority found
in Part 245 of the Department of the Interior Manual.
III. Equal Employment Opportunity Policy
Discrimination in employment is unlawful and will not be tolerated by
the National Park Service. The Service is totally committed to maintaining
a workplace where equal access to employment opportunity is assured for
all employees and applicants for employment without regard to race, color,
religion, age, national origin, gender, sexual orientation, genetic information,
disability (physical or mental) or status as a parent. No person shall
be subjected to retaliation/reprisal for opposing any discriminatory practice
or for participating in any stage of the administrative or judicial proceedings.
We will ensure that all of the Equal Employment Opportunity (EEO) and
civil rights laws are strictly enforced in our Federal and federally assisted
EEO Programs. Our policy on equal employment opportunity is based on and
consistent with relevant laws; regulations issued by the Equal Employment
Opportunity Commission (EEOC) at 29 CFR 1614; related EEOC Management
Directives; and Department of the Interior policies.
The Service is committed to maintaining a workplace where equal access
to employment opportunities is assured for all employees and applicants
for employment. In that context, the Service will:
- ensure that all employees are treated fairly;
- ensure that all employees are recognized and rewarded based upon ability and merit for their contributions;
- provide equal access to opportunities for growth, development and advancement to all employees;
- prohibit discrimination in all phases of employment by identifying and eliminating all policies, procedures and practices that are barriers to equal access to equal employment opportunities;
- ensure the prompt and fair processing and disposition of discrimination complaints;
- promote the full realization that all employees will be treated equally in all terms, privileges and conditions of their employment;
- increase, through effective outreach to all segments of our society, the representation of women, minorities and individuals with disabilities in all occupational series, grade levels and locations where they are underrepresented and/or nonexistent;
- ensure that the work environment is conducive to productivity and success for all employees and free of threatening, harassing, hostile or demeaning behavior; and
- ensure that employees found to have engaged in illegal actions are subjected to the appropriate penalties found in the Departmental Guidance on Disciplinary Actions.
IV. Responsibilities
A. To achieve equal access to equal opportunity, all managers and supervisors
in the National Park Service must exhibit an active and supportive commitment
to perpetuating an organizational climate where every employee has the
opportunity to perform at their fullest potential. This commitment to
equal access to equal employment opportunity will extend to Federal civil
rights laws related to programs conducted by, or receiving financial assistance
from, the National Park Service.
B. It is essential that all managers and supervisors understand that
they are personally responsible and accountable for their performance
and accomplishments in the areas of equal access to employment opportunities
and improving the overall diversity of the National Park Service.
C. It is also essential that employees understand that they are personally
responsible for ensuring that the work environment is conducive to productivity
and the achievement of our mission and free from threatening, harassing,
hostile or demeaning behavior.
D. The National Park Service Equal Employment Opportunity (EEO) Program
Plan as prescribed by the EEOC's Management Directive 715 (MD-715) was
approved on December 20, 2004, and updated January 19, 2006. The Servicewide
Equal Employment Opportunity Program Manager has been charged to ensure
that:
- The EEO Program Plan is communicated Servicewide; and
- Any action items identified in the EEO Program Plan are communicated
to those who are responsible for implementing the actions.
E. All managers and supervisors tasked with taking actions prescribed
in the EEO Program Plan will provide timely information to the EEO Program
Manager regarding the status of action items and any other EEO related
issues for which the Service is required to generate and analyze data.
V. Related Guidance Documents
This Director's Order is one in a series that also will include:
#16A: Reasonable
Accommodations for Applicants and Employees with Disabilities. (Being
revised since issuance May 4, 1999.)
#16B: Diversity in the Workplace.
#16C: Discrimination Complaints Process.
#16E: Sexual
Harassment.
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