Command Diversity Office
Extension Specialty Area
Sexual
Harassment/Assault Response and Prevention
(SHARP)
6917 Program Manager
6846 SHARP
NCOIC
0000 SHARP Operations Analyst (Vacant)
6847
Lead SARC
6011 SHARP Prevention Specialist
0000
SHARP Trainer/Instructor (Vacant)
0000 SHARP
Trainer/Instructor (Vacant)
Equal Employment Office (EEO)
6507 EEO Complaints Manager
6505 Disability
Program Manager
Equal Opportunity (EO) Program
6932 Program
Manager
6930 Diversity Sergeant Major
6874
Senior Equal Opportunity Advisor
6847 Equal
Opportunity Advisor
6848 Equal Opportunity
Advisor
6886 Equal Opportunity Advisor
CDO Org Chart
Equal Employment Opportunity (EEO) Civilian Mission
To prevent employment discrimination based on race, color, national origin, sex, religion, age, disability, reprisal, or genetic information and promote equal employment opportunity, diversity and inclusion within the U.S. Army Training and Doctrine Command.
Complaint Processing
References.
– AR 690-600 Equal Employment Opportunity Discrimination Complaints
EEO Laws
Age Discrimination in Employment Act (ADEA) of 1967, as amended – The ADEA prohibits discrimination in employment on the basis of age (40 years or older).
Americans with Disabilities Act (ADA) and Rehabilitation Act of 1973 – These laws prohibit discrimination against qualified people with disabilities who are able to perform the essential functions of the job. The law also requires employers to provide reasonable accommodations to assist individuals in performing their jobs unless the agency can demonstrate that the accommodations would impose an undue hardship on the operation of its program.
Equal Pay Act of 1963 – The Equal Pay Act prohibits sex-based wage discrimination. It prohibits Federal agencies from paying employees of one sex lower wages than those of the opposite sex for performing substantially equal work. Substantially equal work means that the jobs require equal skills, effort, and responsibility, and that the jobs are performed under similar working conditions.
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) – Prohibits genetic information discrimination in employment. Title II of GINA prohibits the use of genetic information in making employment decisions, restricts employers and other entities covered by Title II (employment agencies, labor organizations and joint labor-management training and apprenticeship programs – referred to as “covered entities”) from requesting, requiring or purchasing genetic information, and strictly limits the disclosure of genetic information.
Title VII of the Civil Rights Act of 1964, as amended – Title VII prohibits discrimination based on race, color, religion, sex, or national origin. It also prohibits reprisal or retaliation for participating in the discrimination complaints process or for opposing any unlawful employment practice under Title VII.
EEO Complaint Process
Title 29, Code of Federal Regulations, Part 1614; and Army Regulation 690-600 prohibit discrimination based on race, sex (to include Sexual Harassment, Sexual Orientation, & Pregnancy), color, national origin, religion, age, physical or mental disability, genetic information, or reprisal for prior EEO activity.
Any employee, former employee, or applicant for employment with TRADOC who believes she/he has been discriminated against, may file a complaint with the Equal Employment Opportunity (EEO) Office. In order to file a complaint, it must be initiated with the TRADOC EEO Office within 45 calendar days of the alleged discriminatory action or event, or within 45 calendar days of first becoming aware of the alleged action or event.
The EEO complaint process has two stages: Informal where the allegation is counseled or mediated; and Formal where the allegation is investigated and/or adjudicated.
Steps in Filing a Discrimination Complaint:
· Step One: Informal Stage
The employee/former employee/job applicant must contact the EEO Office. At that time, the person would choose to initiate counseling or mediation.
EEO Counseling: An informal complaint (also referred to as a pre-complaint) would be assigned to an EEO counselor who conducts an inquiry and attempts to resolve the complaint. If the complaint is not resolved, the Counselor holds a final interview within 30 calendar days of the date the matter was brought to the attention of EEO office. At the end of the counseling period, if the complaint was not resolved, the Counselor will provide the aggrieved written notice of the right to file a formal complaint of discrimination.
Mediation: Mediation is a form of alternative dispute resolution, which uses a mediator (neutral, objective, third party) to bring the aggrieved and management together to discuss the situation face-to-face in an attempt to reach a mutually satisfactory solution to the employment matter. If the matter is not resolved through mediation, the aggrieved will be provided a written notice of the right to file a formal complaint of discrimination.
· Step Two: Formal Stage
If the aggrieved is not satisfied with the results received at the informal stage, he or she may file a formal complaint within 15 days of receipt of the notice of right to file a formal complaint. If EEO accepts the complaint, it is forwarded for investigation. If EEO dismisses the formal complaint, it will provide instructions to the complainant for appealing the dismissal. After a formal complaint is investigated, the Report of Investigation (ROI) is sent to the complainant. Within 30 days of receipt of the ROI, the complainant must submit a request to EEO for either a hearing from the Equal Employment Opportunity Commission (EEOC) or for a Final Agency Decision (FAD) from the Department of the Army.
Requesting a Hearing from EEOC
If a hearing is requested, EEOC may decide to conduct a hearing or, it may issue findings and recommendations without a hearing. If a hearing is held, an EEOC Administrative Judge will hear sworn testimony from witnesses from both sides. The EEOC has 180 days from the date of the hearing request to hold the hearing and issue its findings and recommendations to the Agency. Within 60 days of receiving the EEOC’s findings and recommendations, Department of the Army may accept the findings and recommendations and grant the relief ordered by the Administrative Judge or Army may issue a final decision rejecting or modifying the findings and recommendations.
Requesting a Final Agency Decision
The Army must issue a final decision within 60 days of a complainant’s request for a decision. The final decision consists of findings by the Army on the merits of each issue in the complaint and appeal rights to EEOC. The final decision must also contain a notice of the right to file a civil action in Federal District Court.
Point of Contact: Command Diversity Office, Disability Program Manager, 661 Sheppard Place, Ft. Eustis, VA 23604, phone number 757.501.6505.
TRADOC Equal Employment Opportunity Office Complaints & Compliance Manager:
Jacquelyn B. Dukes (757) 501-6507 or Jacquelyn.b.dukes.civ@army.mil
Reference. AR 690-12 Equal Employment Opportunity and Diversity, Appendix C
Federal Law.
Rehabilitation Act of 1973, as amended
Section 501 requires Federal agencies to make reasonable accommodations to qualified applicants for employment and employees with disabilities.
TRADOC Policy
TRADOC is fully committed to providing reasonable accommodations for qualified employees and applications with disabilities unless doing so would cause an undue hardship on the organization.
TRADOC has a legal responsibility to provide reasonable accommodations to qualified employees or applicants with disabilities, absent an undue hardship on the organization. Requests for reasonable accommodations should be processed in a prompt and efficient manner (within 30 business days excluding pauses, e.g., for information or review). Leaders must consult with servicing Disability Program Manager and staff Judge Advocate or labor attorney before denying a reasonable accommodation request.
Why is Reasonable Accommodation Important?
Offering Reasonable Accommodations removes any barriers that may prevent people with disabilities from applying for or performing jobs for which they are qualified. TRADOC also benefits by fostering an environment where people of all abilities can contribute their talents in support of the mission.
How Does an Employee or Applicant Request a Reasonable Accommodation?
May be Written or Oral – A request for reasonable accommodation is an oral or written request made by an employee or his/her representative (e.g., a family member, health care professional, or agent) to the employee’s supervisor, any manager in the chain of command, or the Disability Program Manager.
No Magic Words Required – A Requestor does not have to use words such as “Reasonable Accommodation,” “disability” or “Rehabilitation Act.”
When Medical Information is needed to make a Disability Determination?
The decision maker in coordination with the DPM will request information or documentation about the disability and/or functional limitations from the appropriate professional such as a doctor, specialist, social worker or rehabilitation counselor. Only information that is relevant to making a decision about the reasonable accommodation is requested. Complete medical records are not required. Information should contain the following information.
- The nature, severity and duration of the person’s disability;
- The activity or activities that the impairment limits;
- The extent to which the impairment limits the employee’s ability to perform the activity or activities; and/or
- Why the person requires a Reasonable Accommodation or the particular Reasonable Accommodation requested, how the Reasonable Accommodation will help a person apply for a job, perform the essential functions of the job, and/or enjoy the benefits of the workplace.
Is Medical Information kept Confidential?
Under the Rehabilitation Act, medical information obtained in connection with the Reasonable Accommodation process must be kept confidential. All information about functional limitations and Reasonable Accommodation needs that decision makers or DPMs obtains must be kept in files separate from the employee’s personnel file.
Information may be disclosed to:
- Decision maker, DPM, Staff Judge Advocate, and medical personal assisting the decision maker with a determination with a need to know about the necessary restrictions on the work or duties of the employee and/or about the necessary accommodation(s);
- First aid and safety personnel may be informed, if the disability might require emergency treatment;
- Government officials if necessary to investigate the agency’s compliance with the Rehabilitation Act; and
- Workers’ compensation offices or insurance carriers if necessary to process claims.
Reasonable Accommodation Process.
Step 1: (REQUEST) Requester / Employee Action: Complete a Confirmation of RA request form and submit it to your supervisor
An employee’s initial request for RA can be made verbally or in writing to his or her first-line supervisor or the Equal Employment Opportunity (EEO) office, Disability Program Manager (DPM). If the DPM receives the request directly from the employee, they will immediately inform the employee’s first-line supervisor of the request. Additionally, a family member, spouse or partner, friend, or medical health professional may request RA on behalf of an individual with a targeted disability. It is the responsibility of all TRADOC employees to recognize a request for accommodation; if anyone other than the first-line supervisor or the DPM receives a request for RA, they should immediately notify the servicing DPM.
Requests for RA must be submitted to the servicing DPM as soon as practicable, but no later than within two (2) business days of receipt of the initial request for processing. Requests for RA, must be documented, in writing, signed and dated, for inclusion in the RA request file.
Step 2: (ANALYSIS) Supervisor/Decision Maker Action:
- Complete a Confirmation of RA request memo and submit it to the Disability Program Manager (DPM) for a log number
- Document Essential Functions of the Position
- Request medical documentation if needed through SJA and DPM. DPM will provide requester a letter for the medical provider with the information needed to make a decision on the accommodation requested by their patient.
- Review medical documentation or have it reviewed by occupational health for clarification
Step 3: (INTERACTIVE PROCESS) Supervisor & Requester Action: Good faith discussion between the requester and decision maker on the accommodation requested.
The interactive process is an informal discussion between the individual requesting RA, his or her first-line supervisor, and/or the DPM. This discussion first sets out to determine whether the employee is entitled to RA. In order to be entitled to RA, the following must hold true:
The individual must be a qualified TRADOC employee with a disability (see the definition of Qualified Individual with a Disabilities in the definitions section of these procedures) and requires PAS because of his or her disability. Additionally, the employee must be able to perform the essential functions of his or her position, with or without a RA.. Finally, providing PAS must not impose an undue hardship on TRADOC.
If the employee is entitled to an RA, the interactive discussion then serves to determine the extent and nature of the services required based on the employee’s limitations. A continuing dialogue throughout the RA request process is required to ensure an effective process.
Step 4: (DECISION) Supervisor/Decision Maker Action:
- Provide employee verbal and written decision on accommodation requested
- If the decision is a modified effective accommodations from what the employee requested or denied it must be reviewed by SJA before informing the requester
- All decision should be given to the requester both verbally and in writing
Decision to Approve and RA request – If the employee’s first-line supervisor determines that providing the RA is the appropriate course of action, a letter accepting the RA request is issued from the supervisor to the employee within thirty (30) calendar days of receipt of the written request by the DPM. This approval letter may also be used to document that an alternative form of RA from the RA originally requested will be provided, and explains why it will be effective.
STEP 5 – (ONGOING INTERACTIVE PROCESS) Supervisor & Requester Action:
If the request for RA is approved, the employee shall be informed, in writing, of any changes in providing RA. Changes can include incurred delays due unavailability of requested equipment and any alternative arrangements made, among other situations. In addition, the employee
must inform his or her supervisor or the servicing DPM of any changes needed to the services in place so that they may address these changes.
Decision to Deny Request for RA – There is no requirement to provide RA if the employee does if the RA would pose as an undue hardship on the agency. If the employee is not entitled to receive RA, he or she must be notified of this decision within thirty (30) calendar days of receipt of the written request by the DPM. The denial notification must provide available avenues of redress, to include the Equal Employment Opportunity (EEO) complaints process.
NOTE: Army Policy-Any Decision to modify or deny a Reasonable Accommodation Request must be reviewed by the servicing SJA labor attorney.
Step 6: (INFORMAL DISPUTE RESOLUTION) Supervisor & Requester Action: Continued interactive process which could include a request for re-consideration or a counter offers by requestor to a denied or modified accommodation offered by the decision maker. The requester could also raise the issue, request ADR, or file an EEO complaint
Step 6a: (RE-ASSIGNMENT) Supervisor & Requester Action: Re-assignment of requester to a vacant position they can perform the essential functions. This step is a last resort and can result in termination or removal from Government Service of the requester.
Interactive Process Overview
The reasonable accommodation (RA) process begins as soon as a requester makes an oral or written request for accommodation to the Immediate Supervisor, a Supervisor or Manager in the Chain of Command, the HR Office or CPAC, the EEO Office or the Disability Program Manager (DPM). If the person receiving the request for reasonable accommodation does not have authority to approve the request, he/she/they must forward the request within 2 business days to the Decision Maker, with a copy to the DPM
Denial of a Requested Accommodation:
1. Before denying a request, the Decision Maker MUST consult the DPM, CPAC and the Labor Attorney
and provide documentation that shows the effort made to explore, with the requester, other options for accommodation.
2. Obtain legal reviews for proposed denial of a request before informing the requester/employee of the denial.
3. Inform/notify the requester in writing in plain language and state specific reason(s) for the denial
Identifying and Granting Reasonable Accommodations.
The decision maker will review the functional limitations and identify possible reasonable accommodations that will enable the employee to perform the essential functions of the position and/or enjoy the benefits and privileges of employment.
Reassignment – Reassignment is the reasonable accommodation of last resort. This type of accommodation will be considered only if there are no other accommodations available that will enable the employee to perform the essential functions of his/her current job.
Denial of Requests.
Army Policy: A decision to deny a request must be reviewed by the servicing Disability Program Manager and Staff Judge Advocate.
Possible reasons for denial of a request include:
Undue Hardship – A specific accommodation would be significantly difficult or expensive to provide, or would fundamentally alter the nature of the activities of the affected operation.
Insufficient or Inadequate Medical Documentation – The employee failed to provide sufficient or adequate medical documentation to establish covered disability or need for a reasonable accommodation.
Eliminates or Removes Essential Functions(s) – The requested accommodation would eliminate or remove an essential function from the position occupied by the employee.
Requestor is not a “Qualified Individual with a Disability”– TRADOC has determined that the Requestor is unable to perform the essential functions of his/her position, even with an accommodation.
Lower Standards -The requested accommodation is requiring lower performance or production standards.
Direct Threat – The employee poses a direct threat to the health and safety of himself/herself or others.
A Supervisor Change – TRADOC does not have to provide an employee with a new supervisor as a Reasonable Accommodation. However, TRADOC may require supervisory methods be altered as a form of Reasonable Accommodation.
Who is the Decision Makers in the reasonable accommodation process (RA)? An agency official within the requester’s chain of command, usually the employee’s immediate supervisor.
Interactive Process – Requesters and decision makers are required to participate in the interactive process. The interactive process is the discussions that employees and supervisors have about their disability, and in connection
with the RA process. The Army requires whenever possible for Reasonable Accommodation requests to be processed within 30 calendar days.
Documenting the Request – The first-line supervisor/manager and requester with complete Confirmation of Request for a Reasonable Accommodation memorandum and provide it to the DPM. The DPM will provide the supervisor a log number for the request.
Definitions.
Reasonable Accommodation (RA): A Reasonable Accommodation is a change in the work environment or in the application process that enables a person with a disability to enjoy equal employment opportunities. There are three categories of reasonable accommodation: (1) change to a job application process to permit people with disabilities to be considered for jobs; (2) changes to enable people with disabilities to perform the essential functions of their job; and (3) changes to give people with disabilities equal access to the benefits and privileges of employment.
Essential Functions: Functions that define the position and if taken away would substantially change what the position was created to do. They are not marginal functions. A marginal function is a job-related task that is not an essential aspect of the job. Because marginal functions are non-essential, they can be removed from an employee’s job responsibilities if the employee were unable to perform the task due to a disability.
Qualified Individual with a Disability: A qualified individual with a disability satisfied the requisite skill, experience, education, and other job-related requirements of the position. The individual can perform the essential functions of the position with our without the reasonable accommodation.
Additional Resources.
Computer/Electronic Accommodations Program – https://www.cap.mil/
Job Accommodation Network (JAN) – https://askjan.org/
Point of Contact: Command Diversity Office, Disability Program Manager, 661 Sheppard Place, Ft. Eustis, VA 23604, phone number 757.501.6505.
TRADOC Equal Employment Opportunity Office Disability Program Manager:
Joseph E. Hissim (757) 501-6505 or joseph.e.hissim.civ@army.mil
Special Emphasis Programs (SEP)
Special Emphasis Programs are an integral part of Equal Employment Opportunity. The purpose of these programs is to ensure that agencies take affirmative steps to provide equal opportunity to minorities, women and people with disabilities in all areas of employment. Special Emphasis Programs receive their authority from Federal statues, regulations, and Presidential Executive Orders which include, but are not limited to, the Civil Rights Act of 1964, as amended, Age Discrimination in Employment Act, Rehabilitation Act, Equal Employment Opportunity Act. The term, “Special Emphasis Programs,” refers to employment related programs which focus special attention on groups that are underrepresented in a specific occupational category or grade level within work force. These programs serve as a channel to management officials. By utilizing Special Emphasis Program and engaging with affinity groups, commands and activities can raise awareness of the importance of diversity and inclusion and demonstrate TRADOC’s commitment to a model workplace for the many thousands of Civilians and Soldiers that are assigned. TRADOC also engages with affinity groups in support of our military recruitment efforts as well as for individual recognition in their awards program. As hiring and budgetary restrictions soften, TRADOC expects to use several affinity groups to assist in targeted recruitment efforts of Civilians. To top off our Special Emphasis Program, TRADOC conducts Special Commemorations and Ethnic Observances to provide culture awareness to everyone.
Federal Women’s Program
The Federal Women’s Program (FWP) is a Special Emphasis Program which was established in 1963 to enhance employment and advancement of women. Executive Order 11478, signed in 1969 by President Nixon, placed overall responsibility for managing the FWP under the Equal Employment Opportunity Commission and ultimately includes the EEO Directors and Officers. As one of the Special Emphasis Programs, it helps place emphasis on achieving equal employment opportunity within the workplace for women. In TRADOC, where both diversity, inclusion and equity are paramount, we are working to improve the participation rate of women in the senior grades including the senior executive service.
Federal Employed Women (FEW): https://www.few.org/about-us/what-is-few/
Executive Order 11375: https://www.presidency.ucsb.edu/documents/executive-order-11375-amending-executive-order-no-11246-relating-equal-employment
Executive Order 11478: https://www.archives.gov/federal-register/codification/executive-order/11478.html
Black/ African American Employment Program
The Black/African Employment Program was established to advocate for the recruitment, hiring, retention, and advancement of Black/African Americans in the workforce. As one of the Specialized Emphasis Programs TRADOC has to offer, its goal is to encourage diversity, equity, and inclusion the workplace by providing professional development and educational opportunities to improve the participation rate of Black/African Americans in senior grades including the senior executive service.
Hispanic Employment Program
The Hispanic Employment Program is part of the Special Emphasis Program and seeks to increase the number and advancement of Hispanics in the workforce and in senior grades. Within the Army and TRADOC there has been persistent low participation of Hispanics within the workforce. Diversity, inclusion and equity are hallmarks of TRADOC. One of TRADOC’s diversity and inclusion goals is to increase the participation rate of Hispanics in the senior grades including the senior executive service.
Executive Order 11478: https://www.archives.gov/federal-register/codification/executive-order/11478.html
Asian American Employment Program
Asian Americans and Pacific Islanders are the fastest growing racial group in the United States based on information from the U.S. Census. The purpose of this Special Emphasis Program is to advocate for the recruitment, hiring, retention, and advancement of Asian American and Pacific Islanders. Additionally, it is to identify and eliminate barriers and encourage profession development. On 14 October 2009, President Obama signed Executive Order 13515 – Increasing Participation of Asian American and Pacific Islander in Federal Program. In TRADOC, where both diversity, inclusion and equity are paramount, we are working to improve the participation rate of Asian American and Pacific Islanders in the senior grades including the senior executive service.
American Indian and Alaska Native Employment Program
The purpose of the American Indian and Alaska Native Employment Program is to advocate for recruitment, hiring, retention, and advancement of American Indians and Alaska Natives. Additionally, it is to identify and eliminate barriers and encourage profession development. Executive Orders 13583 and 13593 aim to improve their participation in the Federal workforce and improve educational opportunities. In TRADOC, where both diversity, inclusion and equity are paramount, we seeks to improve the participation rate of American Indians and Alaska Natives in the senior grades.
Executive Order 13583: Establishing a Coordinated
Government-wide Initiative to Promote Diver
Diversity and Inclusion in the Federal Workforce
https://www.federalregister.gov/documents/2011/08/23/2011-21704/establishing-a-coordinated-government-wide-initiative-to-promote-diversity-and-inclusion-in-the
Persons with Disabilities Employment Program
TRADOC is committed to fostering a culture of diversity and inclusion and persons with disabilities are included in that goal. Persons with disabilities and especially those with targeted disabilities are an untapped resource and have the knowledge, skills, and abilities that TRADOC needs to continually improve the Army. The Rehabilitation Act of 1973 prohibits discrimination based on disability and encourages employment in the Federal government. There has also been a number of Executive Orders issued by several Presidents. Two of the more recent ones include President Clinton issued Executive Order 13163, in July 2000, with a goal of hiring 100,000 people with disabilities, including people with targeted disabilities in the Federal Government over 5 years. Then in July 2010, President Obama issued Executive Order 13548 which emphasized the Government’s role as being a model employer of people with disabilities to include recruitment, hiring, and retention. As such, TRADOC like the Army, uses many tools available such as Schedule A Hiring Authority, Workforce Recruitment Program for Students and Graduates with Disabilities, Pathways, Wounded Warriors, etc., to increase its number of persons with disabilities, particularly those with targeted disabilities. TRADOC has a very viable disability program that is fully committed to improving its organizational culture and climate be a model employer within the Federal government.
The Rehabilitation Act of 1973: https://www.askearn.org/topics/laws-regulations/rehabilitation-act/
Executive
Order 13163: https://www.govinfo.gov/content/pkg/FR-2000-07-28/pdf/00-19322.pdf
Executive
Order 13548: https://www.govinfo.gov/content/pkg/FR-2010-07-30/pdf/2010-18988.pdf
Disabled Veteran’s Affirmative Action Program
It is the policy of TRADOC to continually seek opportunities to hire, train, retain, and advance qualified disabled veterans, particularly those who are 30 percent or more disabled. At the close of FY 19, disabled Veterans represented 42.7% of the workforce. TRADOC uses variety of methods to recruit and employ disabled veterans, especially those who are 30 percent or more disabled. Methods include Schedule A Hiring Authority, the Veterans’ Recruitment Appointment (VRA), the Veterans Employment Opportunity Act (VEOA), Wounded Warrior, Pathways, Workforce Recruitment Program for College Students and Recent Graduates, the Non-Paid Work Experience Program, and job fairs. TRADOC is required to submit a Disabled Veteran Affirmative Action Plan report to HQDA on an annual basis. TRADOC Disabled Veterans Affirmative Action Program represents a good new story for us.
VA for VETS: https://www.vaforvets.va.gov/
Personal Assistance Services
– 29 Code of Federal Regulations § 1614.203(d)(5) and the Rehabilitation Act of 1973, Section 501.
– AR 690-12 Equal Employment Opportunity and Diversity, Appendix C
Federal Law.
Federal agencies are required to provide Personal Assistance Services (PAS), in addition to reasonable accommodation, during work hours and work-related travel to employees with targeted (severe) disabilities unless doing so would impose an undue hardship. PAS allow individuals to perform activities of daily living that an individual would typically perform if he or she did not have a disability, such as assistance with removing and putting on clothing, eating, and using the restroom. The procedures outlined below are to be used when a TRADOC employee makes a request for PAS.
TRADOC Policy.
TRADOC is committed to providing PAS to employees with targeted disabilities to enjoy the benefits and privileges of employment, absent undue hardship on the agency. This is in addition to actively recruiting and hiring people with targeted disabilities, providing advancement opportunities, training, and reasonable accommodation.
Note: The Personal Assistance Service (PAS) request process is similar to Reasonable Accommodation (RA) requests and completed in accordance with Appendix C of AR 690-12.
STEP 1 – (REQUEST) Requester / Employee Action: Complete a Confirmation of RA request form and submit it to your supervisor
An employee’s initial request for PAS can be made verbally or in writing to his or her first-line supervisor or the Equal Employment Opportunity (EEO) office, Disability Program Manager (DPM). If the DPM receives the request directly from the employee, they will immediately inform the employee’s first-line supervisor of the request. Additionally, a family member, spouse or partner, friend, or medical health professional may request PAS on behalf of an individual with a targeted disability. It is the responsibility of all TRADOC employees to recognize a request for PAS; if anyone other than the first-line supervisor or the DPM receives a request for PAS, they should immediately notify the servicing DPM.
Requests for PAS must be submitted to the servicing DPM as soon as practicable, but no later than within two (2) business days of receipt of the initial request for processing. Requests for PAS, similarly to requests for RA, must be subsequently documented, in writing, signed and dated, for inclusion in the PAS request file.
All documents related to the request must be in a file separate from the employee’s official personnel record, but may be kept in the employee’s RA file if applicable. Any information or documentation relating to the employee’s request for PAS is to be kept confidential and may be shared only with individuals involved in the PAS process who have a need to know.
Step 2 – (ANALYSIS) Supervisor/Decision Maker Action:
- Complete a Confirmation of RA request memo and submit it to the Disability Program Manager (DPM) for a log number
- Document Essential Functions of the Position
- Request medical documentation if needed through SJA and DPM. DPM will provide requester a letter for the medical provider with the information needed to make a decision on the accommodation requested by their patient.
- Review medical documentation or have it reviewed by occupational health for clarification
STEP 3 – (INTERACTIVE PROCESS) Supervisor & Requester Action: Good faith discussion between the requester and decision maker on the accommodation requested.
The interactive process is an informal discussion between the individual requesting PAS, his or her first-line supervisor, and/or the DPM. This discussion first sets out to determine whether the employee is entitled to PAS. In order to be entitled to PAS, the following must hold true:
The individual must be a TRAODC employee who has a targeted disability (see the definition of Targeted Disabilities in the definitions section of these procedures) and requires PAS because of his or her targeted disability. Additionally, the employee must be able to perform the essential functions of his or her position, without posing a direct threat to safety, once PAS and any required RA have been provided. Finally, providing PAS must not impose an undue hardship on TRADOC.
In most cases, the employee’s targeted disability and the need for PAS is obvious. Therefore, the determination of whether the individual has a targeted disability should be made quickly. In the event that the targeted disability or the need for PAS is not evident, the employee’s first-line supervisor may request medical documentation to support the request.
If the employee is entitled to PAS, the interactive discussion then serves to determine the extent and nature of the services required based on the employee’s limitations. A continuing dialogue throughout the PAS request process is required to ensure an effective process.
STEP 4 – (DECISION) WHETHER OR NOT TO PROVIDE PAS
Decision to Approve Request for PAS – If the employee’s first-line supervisor determines that providing PAS is the appropriate course of action, a letter accepting the PAS request is issued from the supervisor to the employee within thirty (30) calendar days of receipt of the written request by the DPM. This approval letter may also be used to document that an alternative form of PAS from the PAS originally requested will be provided, and explains why it will be effective.
Decision to Deny Request for PAS – There is no requirement to provide PAS if the employee does not have a targeted disability, or if providing PAS would pose as an undue hardship on the agency. If the employee is not entitled to receive PAS, he or she must be notified of this decision within thirty (30) calendar days of receipt of the written request by the DPM. The denial notification must provide available avenues of redress, to include the Equal Employment Opportunity (EEO) complaints process.
NOTE: Army policy: Any decision to modify to deny a PAS request must be reviewed by the servicing SJA labor attorney.
STEP 5 – (OBTAINING THE PAS PROVIDER)
A PAS provider is an employee or independent contractor whose primary job functions include the provision of personal assistance services. In general, the training or skill that a PAS provider should have will depend on the specific services needed by the employee.
TRADOC can consider all available resources when arranging for PAS, including outside sources that are already providing PAS or are willing to provide PAS at their own expense, such as a state or veteran’s rehabilitation agency, so long as the services are provided in a timely manner.
TRADOC has the flexibility of providing PAS via federal employee or independent contractor, depending on the employee’s need and the operational resources required to establish and provide PAS. If there is more than one employee requiring PAS, TRADOC may use a pool of PAS providers, rather than assign one PAS provider to each employee, so long as the services are provided in a timely manner. When work-related travel results in the employee’s inability to rely on his or her usual source of PAS, TRADOC must provide PAS at all times (both work and off-work hours) during the work-related travel, as a reasonable accommodation (absent undue hardship). Additionally, even if an employee’s usual PAS provider is available during work-related travel, TRADOC is required to pay any additional costs related to providing PAS while on travel, such as transportation costs for the PAS provider, as a reasonable accommodation. TRADOC also has the option of arranging for PAS at the destination site, rather than paying for the employee’s own PAS provider to travel with him/her, as long as it is considered effective.
TRADOC recognizes that it may take an extended period of time between when the request for PAS is approved and when PAS is implemented, due to the nature of federal recruitment and contracting procedures. In the event that provisional PAS is required, the employee’s first-line supervisor and coworkers may volunteer to assist with minimal non-personally invasive tasks to support the employee, such as, but not limited to, removing and putting on a coat, opening doors, retrieving items in the workplace that are out of reach, and replenishing water.
Employees who do not perform PAS as a primary job function shall not assist employees who require PAS with personally invasive tasks that they may not be qualified to perform, such as feeding, toileting, bathing, or lifting or moving employees from vehicles, beds or wheelchairs. (Please note that this restriction does not apply when assisting an employee in evacuating during an emergency or an exercise.) Until a contract is secured or a billet is in place, interim arrangements can be made for performing these more personal tasks through exploring the availability of local resources or providing temporary base access to spouses or family members who can assist with PAS.
STEP 6 – (ONGOING INTERACTIVE PROCESS) Supervisor & Requester Action:
If the request for PAS is approved, the employee shall be informed, in writing, of any changes in providing PAS. Changes can include incurred delays due to the nature of federal recruitment or contracting, the unavailability of the primary PAS provider and any alternative arrangements made, among other situations. In addition, the employee must inform his or her supervisor or the servicing DPM of any changes needed to the services in place so that they may address these changes.
STEP 6a: (INFORMAL DISPUTE RESOLUTION) Supervisor & Requester Action: Continued interactive process, which could include a request for re-consideration or a counter, offers by requestor to a denied or modified accommodation offered by the decision maker. The requester could also raise the issue, request ADR, or file an EEO complaint.
STEP 6b: (RE-ASSIGNMENT) Supervisor & Requester Action: Re-assignment of requester to a vacant position they can perform the essential functions. This step is a last resort and can result in termination or removal from Government Service of the requester.
Definitions.
Personal Assistance Services (PAS): Assistance with performing activities of daily living that an individual would typically perform if he or she did not have a disability, and that is not otherwise required as a reasonable accommodation, including assistance with removing and putting on clothing, eating, and using the restroom. PAS does not include services of a medical nature such as administering shots or monitoring blood pressure, and does not include assistance with commuting to and from work.
Reasonable Accommodation (RA): A change to the work environment or the way things are usually done that allows an individual with a disability to apply for a job, perform the essential functions of the position, or enjoy equal access to benefits available to other individuals in the workplace. RA differs from PAS, as the assistance or modification provided as an accommodation is directly related to the performance of job-related tasks. Examples of an accommodation include providing a reader to enable individuals who have visual impairments to read printed text, or a Sign Language interpreter to facilitate deaf-to-hearing communication.
Targeted Disabilities: A subset of disabilities deemed to be severe. The federal government has recognized that qualified individuals with targeted disabilities face significant barriers to employment, above and beyond the barriers faced by people with the broader range of disabilities. The targeted disabilities are provided on the Office of Personnel Management’s Standard Form 256 (SF-256), “Self-Identification of Disability,” in which the October 2016 version of the form identifies the following as targeted disabilities: Developmental Disability; Traumatic Brain Injury; Deaf or serious difficulty hearing; Blind or serious difficulty seeing; Missing extremities (arm, leg, hand and/or foot); Significant mobility impairment, benefitting from the utilization of a wheelchair, scooter, walker, leg brace(s) and/or other supports; Partial or complete paralysis; Epilepsy or other seizure disorders; Intellectual disability; Significant Psychiatric Disorder, for example, bipolar disorder, schizophrenia, PTSD, or major depression; Dwarfism; and Significant disfigurement, for example, disfigurements caused by burns, wounds, accidents, or congenital disorders.
Essential Functions: Functions that define the position and if taken away would substantially change what the position was created to do. They are not marginal functions. A marginal function is a job-related task that is not an essential aspect of the job. Because marginal functions are non-essential, they can be removed from an employee’s job responsibilities if the employee were unable to perform the task due to a disability.
Point of Contact: Command Diversity Office, Disability Program Manager, 661 Sheppard Place, Ft. Eustis, VA 23604, phone number 757.501.6505.
TRADOC Equal Employment Opportunity Office Disability Program Manager:
Joseph E. Hissim (757) 501-6505 or joseph.e.hissim.civ@army.mil
The U.S. Army Anti-Harassment Procedures (AR 690-12)
Army Anti-Harassment Policy and Procedures Appendix D AR 690-12.pdf
Civilian Development
Applying For A New Job
External Web Links to Affinity Organizations
Federal Asian Pacific American Council (FAPAC): http://www.fapac.org
Federally Employed Women (FEW): http://www.few.org
Great Minds in Stem: http://www.greatmindsinstem.org
League of United Latin American Citizens (LULAC): http://lulac.org
National Association for the Advancement of Colored People (NAACP): http://www.naacp.org
National Image Inc: http://www.national-image.org
National Society of Black Engineers: http://www.nsbe.org/home.aspx http://www.nsbe.org/home.aspx
Society of American Indian Government Employees (SAIGE): http://saige.org
Society of Mexican Engineers and Scientists, Inc. (MAES): https://www.maes.natl.org
Society of Women Engineers: https://swe.org
Equal Opportunity (EO) Military Mission
Assist the Commanding General in his role as the Command’s Equal Opportunity Officer. To monitor the execution of TRADOC’s EO program in all commands, agencies, and activities under TRADOC’s jurisdiction to ensure equal and fair treatment of all military personnel, family members, and DA civilians without regards to race, color, national origin, gender, religion, sex or sexual orientation.
EO Policy
Army Regulation, TC, Army Directives, Department of Defense Directives
The U.S. Army will provide equal opportunity and fair treatment for military personnel and family members without regard to race, color, religion, gender, sexual orientation, and national origin, and provide an environment free from unlawful discrimination and offensive behavior.
This Policy:
Applies both on and off post, during
Duty
and
non-duty hours
Applies to
working, living,
and
Recreational environments
(including both
on and off post housing)
Army Regulation
Army Regulation:
Army Regulation AR 600-20 Army Command Policy
Training Circular
TC 26-6 Commander’s EO Handbook
TRADOC Supplement:
Supplement 1 to Army Regulation 600-20
Army Directive:
Army Directive 2018-07-09
(Prioritizing
Efforts-Readiness and Lethality)
Army
Directive 2013-29 (Army Command
Climate
Assessments)
Department of Defense Directive:
DoDD 1350.2 8-18-1995 Department of Defense Military Equal Opportunity (MEO)
DoD Directive 1020.02E Diversity Management and Equal Opportunity in the DoD 06-08-15
EO Complaint Processing
The EO complaints processing system addresses complaints that allege unlawful discrimination or unfair treatment on the basis of race, color, religion, sex (to include gender identity), national origin or sexual orientation and harassment which includes hazing, bullying and other discriminatory harassment. Attempts should always be made to solve the problem at the lowest possible level within an organization.
The Bases of Discrimination are as follows:
Race Discrimination:
It involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features.)
Color Discrimination:
Color Discrimination also can involve treating someone unfavorably because of the person is married to (or associated with) a person of a certain race or color, because of a person’s connection with a race-based organization or group that is generally associated with people of a certain color. Discrimination can occur when the victim and the person who inflicted the discrimination are the same race or color.
Sex Discrimination (Including Gender Identity):
It involves treating someone (an applicant or employee) unfavorably because of that person’s sex. It also can involve treating someone less favorably because of his or her connection with an organization or group that is generally associated with people a certain sex.
Religious Discrimination:
It involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group.
National Origin Discrimination:
This discrimination involves treating people (i.e., applicants or employees) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they are appear to be of a certain ethnic background. National origin discrimination also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group. Discrimination can occur when the victim and the person who inflicted the discrimination are the same national origin.
Sexual Orientation Discrimination:
It refers to unlawful discrimination based on a person’s emotional, romantic, and sexual attraction to individuals of a particular gender. Lesbian, gay, bisexual, transgender (LGBT) or straight are the most commonly referred sexual orientations.
Harassment:
Harassment which includes hazing, bullying and other discriminatory harassment.
Informal Complaint
An informal complaint is any complaint that a Soldier, family members or DA civilian does not wish to file in writing. Informal complaints may be resolved directly by the individual, with the help of another unit member, the commander or other person in the complainant’s chain of command.
Formal Complaint
A formal complaint is one that a complainant files in writing and swears to the accuracy of the information. Formal complaints require specific actions, are subject to timelines, and require documentation of the actions taken.
Anonymous Complaint
An anonymous complaint is one that a complainant files while remaining unidentified may be handled as either an informal or formal complaint. The Command will determine if sufficient information is provided to process as either a informal or formal complaint. The Command will be identified as the complainant on the DA Form 7279 (Equal Opportunity and Harassment Complaint Form).
Special & Ethnic Observances Civilian & Military
Special and Ethnic Observances are held annually in support of Joint Congressional Resolution, Presidential Proclamation, and Chief of Staff Directives. These activities are designed to develop an awareness of the various cultures that contribute to the American culture and are a portion of the Army’s ongoing EO education process.
Martin Luther King Jr. Birthday:
The observance of the birthday of
Martin Luther
King, Jr. was established
by Public
Law 98-144. This national
day of service
is celebrated on the third Monday in
January.
The theme for this event does not
change each
year.
Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13
African American/Black History Month:
The observance of African American /
Black
History Month was established
by
Public
Law 99-244. This observance
runs through
the month of February and celebrates
the
contributions of African Americans
to our
nation. The theme for this event
changes each
year.
Web
link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13
Women’s History Month:
The observance recognizing women’s contributions was established by Public Law 100-9. This observance runs through the month of March and celebrates the struggles and achievements of women throughout the history of the United States. The theme for this event changes each year.
Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13
“Days of Remembrance Victims of the Holocaust”:
The U.S. Congress established Days of Remembrance as the nation’s annual commemoration of the Holocaust. Public Law 96-388 established the United States Holocaust Memorial Council and authorizes the actions of the council. Each year the President of the United States also issues a Presidential Proclamation for the observance. The dates for Days of Remembrance and Holocaust Remembrance Day vary each year according to the Hebrew calendar.
Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13
Asian American Pacific Islander Heritage Month:
The observance recognizing Asian
American and
Pacific Islander Heritage Month was
established
by Title
36, U.S. Code, Section 102.
This
observance runs through the month of
May and
celebrates the service and
sacrifices of
Asian/Pacific Islanders throughout
the United
States. The theme for this event
changes each
year.
Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13
LGBT Pride Month:
The observance authorizes the Lesbian, Gay, Bisexual, and Transgender Pride activities. Army Directive 2017-01 was established and First Presidential Proclamation, June 2000. Lesbian, Gay, Bisexual and Transgender Pride Month is observed from 1 – 30 June of each year.
Women’s Equality Day:
The observance recognizing Women’s Equality Day was established by Joint Resolution of Congress in 1971. Women’s Equality Day is observed on the 26th day of August and commemorates the 1920 passage of the 19th Amendment to the Constitution, which gave women the right to vote. The observance has grown to include focusing attention on women’s continued efforts toward gaining full equality.
Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13
National Hispanic Heritage Month:
The observance recognizing National
Hispanic
Heritage Month was established by
Title
36, U.S. Code, Section 126
and Public
Law 100-402. Hispanic
Heritage Month is
observed from 15 September – 15
October of each
year. The observance is celebrated
during this
timeframe due to many significant
events for
various Hispanic communities which
fall within
the observance period. The President
issues a
Proclamation each year calling on
the people of
the United States, especially the
educational
community, to observe National
Hispanic Heritage
Month with appropriate ceremonies
and
activities. Hispanics have had a
profound and
positive influence on our country
through their
strong commitment to family, faith,
hard work,
and service. They have enhanced and
shaped our
national character with
centuries-old traditions
that reflect the multiethnic and
multicultural
customs of their community. The
theme for this
event changes each year.
Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13
National Native American Indian Heritage Month:
The observation of National American
Indian
Heritage Month has its roots in Public
Law 99-471. Over several
years the
observation was moved to different
months but in
1990
Public
Law 101-343 set the month
long
observance in November. Each year
the President
issues a Proclamation in recognition
of the
observance. National American Indian
Heritage
Month is observed from 1 – 30
November of each
year. The observance month
recognizes American
Indians for their respect for
natural resources
and the Earth, having served with
valor in our
nation’s conflicts and for their
many distinct
and important contributions to the
United
States. Please note that the title
of this
observance varies between the
various documents
listed and DEOMI uses that title set
forth in
the 1990 and subsequent Public Laws.
The theme
for this event changes each year.
Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13
Diversity Awards Program
The Secretary of the Army recognizes outstanding service members and civilians for their contributions to mission in several categories. The SECARMY Awards for Diversity and Leadership are three of many awards announced annually via ALARACT Message.
The Secretary of the Army Awards for Diversity and Leadership recognize personnel who contribute to, promote, advance and “lead the way” on the Department of the Army’s Diversity and Leadership initiatives. The three Diversity and Leadership Awards are:
Category I: Diversity and Leadership – Presented to an individual who is recognized as a leader in their organization (military or civilian) by promoting and demonstrating the principles/objectives of diversity and inclusion and Army Core Values. The individual creates and implements best practices that support diversity and inclusion strategies and goals of the organization. The individual exhibits leadership to resolve inequities and institutional barriers.
Category II: Equal Employment Opportunity (EEO) Professionals – Presented to DA Civilian EEO Officials who manage, direct, oversee and implement a “Model EEO Program.” This award recognizes EEO Directors, Managers, Officers, Specialists, Technicians/Assistants, or collateral duty personnel. Nominees enable a commander’s success by ensuring an environment free from discrimination and other elements that detract from mission accomplishment. Nominees ensure the workforce understands the value of a “Model EEO Program.”
Category III: Equal Opportunity Advisors (EOA) – Presented to Military Equal Opportunity (MEO) Officials responsible for managing the Commander’s MEO Program, policies, practices and compliance. This award is for MEO Program Managers, MEO Sergeants Major, MEO Advisors and MEO Specialists (reserve components) who make significant contributions to their organization and local community. MEO professionals sustain an environment that maximizes human potential, improves unit cohesion and aids accomplishment of the commander’s mission. EO professionals manage MEO programs, climate assessments, EO training, and policy enforcement to fairly treat soldiers based on merit. Nominees will have made significant contributions to EO, diversity and leadership programs.
These awards may also recognize achievements to improve awareness and understanding of diversity and inclusion in relation to mission accomplishment. Recognition will focus on accomplishments and achievements in the area of leadership resulting in the strategic management of human resources.
Fort Eustis MEO and Harassment 24 Hour Hotline
The Fort Eustis MEO and Harassment 24 Hotline is addtional avenue for Soldiers to anonymously report incidents of MEO and Harassment. The MEO and Harassment local hotlines provide 24/7 information on MEO and Harassment policies and procedures on how and where to file complaints and the behaviors that constitute discrimination and harassment.
Sexual Harassment/Assault Response and Program (SHARP) Mission
TRADOC continuously implements measures and programs to prevent and respond to sexual harassment and sexual assault in order to enhance Army readiness and reduce – with the goal to eliminate – sexual harassment and sexual assault from within the TRADOC TEAM (the Soldiers, Families, Civilians, and contractors). Our actions, through training, education, and other innovative methods set the conditions to eliminate sexual harassment and sexual assault across TRADOC and the Army.
SHARP Reporting Options
Restricted Report: A restricted report allows a sexual assault victim to confidentially disclose the details of his or her assault to specified individuals and receive medical treatment and counseling, without triggering the official investigative process.
Who can accept a Restricted Report:
Sexual Assault Response Coordinator (SARC)
SHARP Victim Advocate (VA)
Healthcare Personnel
Benefits of a Restricted Report:
Access to medical, advocacy, legal and counseling services
Receive the Sexual Assault Forensic Examination (SAFE)
Controls the release of personal information
Can changes to Unrestricted Report at any time
Special Victims’ Counsel
Limitations of a Restricted Report:
The alleged offender will not be held accountable
Ineligible for expedited transfer or reassignment
No command support
Cannot receive a protective order
Unrestricted Report: A unrestricted report allows a victim of sexual assault who desire medical treatment, counseling, legal assistance, SARC/SHARP Specialist and VA/SHARP Specialist assistance, and an official investigation of the crime.
Who can accept an Unrestricted Report:
Command Investigative Division (CID)
Judge Advocate General (JAG)
Sexual Assault Response Coordinator (SARC)
Victim Advocate (VA)
Healthcare Personnel
SHARP Victim Advocate
Healthcare Personnel
Benefits of an Unrestricted Report:
Access to medical, advocacy, legal and counseling services
Receive the Sexual Assault Forensic Examination (SAFE)
Alleged offender may be held accountable
Command support
Can receive protective order Military Protective Order (MPO) or Civilian Protective Order (CPO)
Special Victims’ Counsel
Limitations of an Unrestricted Report:
More people will know about the sexual assualt
Investigation may require discussion of personal matters
Cannot change to Restricted Report
DOD Safe Helpline: There are a number of ways to get help from the DOD Safe Helpline: The safe helpline provides live, confidential help over the phone. The DOD Safe Helpline number is (877) 995-5247.
SHARP Annual Training
Prevention and Training Overview:
An educated Army Community led by knowledgeable, informed Leaders are essential to establishing an effective climate of prevention. Among the Army’s innovations in training, is its integration of sexual harassment and sexual assault training to address prevention at the earliest point in the continuum of harm. This approach is unique among the Services, but is designed to address behaviors before they escalate into more serious offenses.
Leaders across the Army are taught about sexual assault myths and facts, fostering a preventive culture, ensuring a safe reporting environment, and ensuring appropriate accountability. Soldiers are taught about offender tactics, how to intervene to stop sexual assaults from occurring, and how to report an incident. Soldiers and DA Civilians are taught how they can influence the safety of the Army Community and the workplace. The Army’s efforts are very much an “all-hands-on-deck approach”, with intervention to stop incidents occurring from the individual Soldier level on up.
https://www.sexualassault.army.mil/
SHARP Annual Unit Refresher Training (URT)
In accordance with Army Directive 2018-23, Annual SHARP Refresher Training will be conducted Face-to-Face by unit leaders with assistance from credentialed SHARP personnel. Training will use the approved Department of the Army SHARP Annual Refresher Training Support Package available on the Army Training Network (ATN).
Army Directive 2018-23,further directs:
Commanders will incorporate unit-level SHARP annual training into the overall training plan for the unit and document the training on unit training schedules.
Commanders will determine the duration, location, and means for conducting training.
The online “Standing Strong” SHARP training is no longer required training; however, the “Standing Strong” videos will remain on ALMS and can be used to enhance Face-to-Face training.
Commanders will retain records of Soldiers’ SHARP Annual Refresher training.
At the conclusion of Face-to-Face training, trainers must conduct a “Check on Learning” in order to meet the training standard. A Check on Learning trifold is available for use on ATN.
Training can be recorded in Digital Training Management System (DTMS) using Task: 150S-SHA-0100, Conduct Annual Face to Face SHARP Training.
Annual SHARP Refresher Training Support Package, vignettes, videos, and the Check on Learning trifold are available at SHARP Training on the Army Training Network.
https://www.sexualassault.army.mil/annual_unit_refresher.aspx
Catch a Serial Offender “CATCH” Program
The CATCH Program gives people making a Restricted Report an opportunity to anonymously disclose suspect information to help the Department of Defense identify serial offenders. CATCH allows sexual assault victims (Service members and adult dependents) to discover if the suspect in their Restricted Report may have also assaulted another person (a “match” in the CATCH website), and having that knowledge, decide whether to convert their Restricted Report to Unrestricted to initiate an investigation of the serial offender suspect. For more information, contact your local Sexual Assault Response Coordinator (SARC) or Victim Advocate (VA).
Defense Sexual Assault Advocate Certification Program (D-SAACP)
Overview and Policy:
The Department of Defense (DoD) is committed to providing a high quality response to sexual assault survivors. The DoD Sexual Assault Advocate Certification Program (D-SAACP) was established to standardize sexual assault response to victims and professionalize victim advocacy roles of Sexual Assault Response Coordinators (SARC) and Sexual Assault Prevention and Response (SAPR) Victim Advocates (VA). Information about D-SAACP goals, outcomes, structure, and benefits of the certification process can be found in the program overview. Additionally, the Department of Defense Instruction (DoDI) 6495.03 establishes policy, assigns responsibilities, and prescribes procedures for the oversight, management, and implementation of the D-SAACP.
https://www.sapr.mil/public/docs/d-saacp/Certification_Program_Info%20Paper_Feb2013.pdf
Department of the Defense (DOD) Safe Helpline
Safe Helpline is the Department of Defense’s (DoD) sole hotline for members of the DoD community affected by sexual assault. Safe Helpline is a Service member exiting vehicle completely anonymous, confidential, 24/7, specialized service—providing help and information anytime, anywhere. A Safe Helpline user can access one-on-one support, peer-to-peer support, information, resources and self-care exercises 24/7 to aid in their recovery. Since 2011, Safe Helpline has provided support and resources to thousands of members of the DoD community.
Safe Helpline is available worldwide and is operated by RAINN, the nation’s largest anti-sexual violence organization, through a contract with the DoD Sexual Assault Prevention and Response Program Office (DoD SAPRO). Safe Helpline works closely with DoD SAPRO, each of the Military Department SAPR offices and the installation-based SAPR programs to ensure that all Safe Helpline users receive the information, support and care they need at every stage of their healing process. To ensure the anonymity of Safe Helpline services, no personally identifiable information about a user will be shared with the DoD or the visitor’s chain of command.
