 |
||||||||||||||
 |
||||||||||||||
|
|
||||||||||||||
 |
||||||||||||||
|
||||||||||||||
 |
|
|
|
|
|
|
|
|
||||||
|
Direction --- Recruitment --- Management --- Education --- Oversight |
||||||||||||||
|
This office is responsible for developing and implementing all necessary plans and programs to successfully comply with Executive Order 22. This office will not replace units or persons currently performing personnel or managerial functions or assume their duties, but will ensure such activities are administered fairly and in a nondiscriminatory manner. As such, some activities will be investigatory in nature. Confidentiality is of utmost importance. EEO staff will provide guidance to division directors, office managers, and Executive staff on the attainment of annual EEO objectives. The director of the office is responsible for advising and informing the Secretary on all relevant issues that might have significant impact on the department. Reporting responsibility to the Assistant Secretary of Administration is to ensure close communication with the administrative units in the department and to integrate EEO efforts in the quality management process. Direction--- North Carolina Executive Order 22 In accordance with Governor Hunt's Executive Order 22 (August 1993), every state agency, department and university is responsible for successfully implementing the State Personnel Commission's policies and programs on equal employment opportunity. They are also responsible for designating the appropriate number of equal employment opportunity officers for every 500-1500 employees to develop and implement their EEO plans and programs. Other specific responsibilities given to each state agency, department and university include: * Person(s) with EEO responsibility must report directly to the agency, department, or university head or designated (deputy or assistant secretary levels) * Ensure adequate communication of agency, department, or university commitment to EEO to all employees * Ensure adequate resources and support to EEO functions * Ensure that personnel policies are administered fairly and personnel practices are nondiscriminatory * Ensure that each supervisory and management employee has EEO responsibility as a part of his/her performance management work plan (Managing Quality Performance) * Comply with the Americans with Disabilities Act (ADA) Title I on reasonable accommodations. |
||||||||||||||
|
Recruitment Selection Retention This office is responsible for assisting and supporting division and program units in their recruitment and retention of qualified employees. When an area or position has a concentration of one or more demographic groups or gender, the office encourages management to expand its recruitment efforts to broader based newspapers, magazines, and trade sources. If a trend indicates a low retention record for a particular position or program area, the office works directly with management to identify the root cause. |
||||||||||||||
|
Whenever management seeks advise and consultation on a particular managerial or personnel issue in confidence, the office is available to assist. As we seek to improve processes within the department, new and complex challenges will arise. |
||||||||||||||
|
The department is striving to continously improve our processes and foster team work among the divisions. If employees fully understand what EEO/AA really mean and what role it plays in the DENR environment, this would encourage efficient and effective utilization of our "human resources". Employees at all levels would see how they all contribute to achieving quality results/service. The department has recently established an E3 team (Elevating Employees to Excellence) to aid the office in receiving valuable input from a team of employees informing and learning from each other. The team consist of a network of employees from all regional locations and the four primary program areas (Enviroment, Health, Natural Resources, and Administration). The office submits an annual EEO report to the NC OSP on its EEO - related activities and employment statistical analysis. Copies should be available for view in each division office or in the EEO office. |
||||||||||||||
|
The office assists in the review and analysis of the Reduction In Force (RIF) actions as they relate to demographic representations and consistency to departmental policy. Every effort is made to moniter/address any perceived harassment/discrimination allegations. |
||||||||||||||
|
||||||||||||||
 |
||||||||||||||
|
Human Resources - 1607 Mail Service Center - Raleigh, NC 27699-1607 - (919) 715-4501 |
||||||||||||||