[Federal Register Volume 76, Number 7 (Tuesday, January 11, 2011)]
[Notices]
[Pages 1604-1606]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2011-329]
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DEPARTMENT OF DEFENSE
Office of the Secretary
Renewal of Department of Defense Federal Advisory Committees
AGENCY: Department of Defense.
ACTION: Notice of Renewal of Federal Advisory Committee
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SUMMARY: Under the provisions of section 596 of Public Law 110-417,
section 594 of Public Law 111-84 and the Federal Advisory Committee Act
of 1972, (5 U.S.C. Appendix), the Government in the Sunshine Act of
1976 (5 U.S.C. 552b), and 41 CFR 102-3.50, the Department of Defense
gives notice that it is renewing the charter for the Military
Leadership Diversity Commission (hereafter referred to as the
``Commission'').
The Commission is a non-discretionary federal advisory committee
that shall provide the President and Congress a comprehensive
evaluation and assessment of minority promotion and advancement
policies.
The commission, pursuant to section 596(d) of Public Law 110-417,
shall:
a. Carry out a comprehensive study to evaluate and assess policies
that provide opportunities for the promotion and advancement of
minority members of the U.S. Armed Forces, including minority members
who are senior officers; and
b. In carrying out the study, the Commission shall examine the
following:
(1) The efforts to develop and maintain diverse leadership at all
levels of the Armed Forces.
(2) The successes and failures of developing and maintaining a
diverse leadership, particularly at the general and flag officer
positions.
(3) The effect of expanding Department of Defense secondary
educational programs to diverse civilian populations, to include
military service academy preparatory schools.
(4) The ability of current recruitment and retention practices to
attract and maintain a diverse pool of qualified individuals in
sufficient numbers in officer pre-commissioning programs.
(5) The ability of current activities to increase continuation
rates for ethnic- and gender-specific members of the Armed Forces.
(6) The benefits of conducting an annual conference attended by
civilian military, active-duty and retired military and corporate
leaders on diversity, to include a review of current policy and the
annual demographic data from the Defense Equal Opportunity Management
Institute.
(7) The status of prior recommendations made to the Department of
Defense and to Congress concerning diversity initiatives within the
Armed Forces.
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(8) The incorporation of private sector practices that have been
successful in cultivating diverse leadership.
(9) The establishment and maintenance of fair promotion and command
opportunities for ethnic- and gender-specific members of the Armed
Forces at the 0-5 grade level and above.
(10) An assessment of pre-command billet assignments of ethnic-
specific members of the Armed Forces.
(11) An assessment of command selection of ethnic-specific members
of the Armed Forces.
(12) The development of a uniform definition, to be used throughout
the Department of Defense, of diversity that is congruent with the core
values and vision of the Department of Defense for the future
workforce.
(13) The existing metrics and milestones for evaluating the
diversity plans of the Department of Defense (including the plans of
the Military Departments) and for facilitating future evaluation and
oversight.
(14) The existence and maintenance of fair promotion, assignment,
and command opportunities for ethnic- and gender-specific members of
the Armed Forces at the levels of warrant officer, chief warrant
officer, company and junior grade, field and mid-grade, and general and
flag officer.
(15) The current institutional structure of the Office of Diversity
Management and Equal Opportunity of the Department of Defense, and of
similar officers of the Military Departments, and their ability to
ensure effective and accountable diversity management across the
Department of Defense.
(16) The options available for improving the substance or
implementation of current plans and policies of the Department of
Defense and the Military Departments.
No later than 12 months after the date on which the Commission
first meets, the Commission shall submit to the President and Congress
a report on its study. The Commission's final report shall include, as
a minimum, the following:
a. The findings and conclusions of the Commission;
b. The recommendations of the Commission for improving diversity
within the U.S. Armed Forces; and
c. Such other information and recommendations as the Commission
considers appropriate.
In addition, the Commission may submit interim reports to the
President and Congress as the Commission considers appropriate.
In carrying out its study the Commission, pursuant to section
596(d)(3) of Public Law 110-417, may consult with appropriate private,
for-profit, and non-profit organizations and advocacy groups to learn
methods for developing, implementing, and sustaining senior diverse
leadership within the Department of Defense.
The Commission, pursuant to section 596(b) of Public Law 110-417
and amended by section 594 of Public Law 111-84, shall be comprised of
no more than thirty members to include the following:
a. The Director of the Defense Manpower Data Center;
b. The Commandant of the Defense Equal Opportunity Management
Institute;
c. An active commissioned officer from each of the Army, Navy, Air
Force, and Marine Corps;
d. An active commissioned officer from the National Guard, and an
active commissioned officer from the Reserves, each of whom serves or
has served in a leadership position with either a Military Department
command or combatant command;
e. A commissioned officer or noncommissioned officer of the Coast
Guard on active duty;
f. A retired general or flag officer from each of the Army, Navy,
Air Force and Marine Corps, a retired general or flag officer from the
National Guard, and a retired general or flag officer from the
Reserves;
g. A retired flag officer of the Coast Guard;
h. A retired noncommissioned officer from each of the Army, Navy,
Air Force and Marine Corps, a retired noncommissioned officer from the
National Guard, and a retired noncommissioned officer from the
Reserves;
i. Five retired commissioned officers who served in leadership
positions with either a Military Department command or combatant
command, of whom no less than three shall represent the views of
minority veterans;
j. Four individuals with expertise in cultivating diverse leaders
in private or non-profit organizations; and
k. An attorney with appropriate experience and expertise in
constitutional and legal matters related to the duties and
responsibilities of the commission.
The appointment of the Director of the Defense Manpower Data Center
and the Commandant of the Defense Equal Opportunity Management
Institute shall be based upon their ex-officio position within the
Department of Defense.
The Secretary of Defense shall appoint the remaining Commission
members, who are not required to be appointed by ex-officio position.
Commission members appointed by the Secretary of Defense, who are not
full-time or permanent part-time employees of the Federal Government,
shall be appointed to serve as experts and consultants under the
authority of 5 U.S.C. 3109, and these individuals shall serve as
special government employees, whose appointments shall be renewed on an
annual basis.
Pursuant to section 596(g)(1) of Public Law 110-417, the Secretary
of Homeland Security, in consultation with the Commandant of the Coast
Guard, shall appoint the two individuals who represent interests of the
U.S. Coast Guard, see 13(e) and (g) above.
All Commission members shall be appointed for the life of the
Commission; however, each non-ex-officio appointment must be renewed by
the Secretary of Defense, or the Secretary of Homeland Security (as
applicable) on an annual basis. Any Commission vacancy shall be filled
in the same manner as the original appointment and shall be renewed on
an annual basis.
Commission members, who are not full-time or permanent part-time
federal employees, shall serve without compensation. All Commission
members shall be provided travel and per diem for official committee
travel.
The Secretary of Defense, pursuant to section 596(b)(3) of Public
Law 110-417, shall designate one member as the chairman of the
Commission.
With DoD approval, the Commission is authorized to establish
subcommittees, as necessary and consistent with its mission. These
subcommittees shall operate under the provisions of the Federal
Advisory Committee Act of 1972, the Government in the Sunshine Act of
1976 (5 U.S.C. 552b), and other Governing Federal statutes and
regulations.
Such subcommittees shall not work independently of the chartered
Commission, and shall report all their recommendations and advice to
the Commission for full deliberation and discussion. Subcommittees have
no authority to make decisions on behalf of the chartered Commission;
nor can they report directly to the Department of Defense or any
Federal officers or employees who are not Commission members.
Subcommittee members, who are not Commission members, shall be
appointed in the same manner as the Commission members. Such
individuals, if not full-time or part-time government employees, shall
be appointed to serve as experts and
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consultants under the authority of 5 U.S.C. 3019, and serve as special
government employees, whose appointments must be renewed on an annual
basis.
FOR FURTHER INFORMATION CONTACT: Contact Jim Freeman, Deputy Advisory
Committee Management Officer for the Department of Defense, 703-601-
6128.
SUPPLEMENTARY INFORMATION: The Commission pursuant to section 596(c)(2)
of Public Law 110-417, shall meet at the call of the Commission's
Designated Federal Officer, in consultation with the Chairperson. The
estimated number of Commission meetings is one per year.
The Designated Federal Officer, pursuant to DoD policy, shall be a
full-time or permanent part-time DoD employee, and shall be appointed
in accordance with governing DoD policies and procedures. In addition,
the Designated Federal Officer is required to be in attendance at all
Commission and subcommittee meetings; however, in the absence of the
Designated Federal Officer, the Alternate Designated Federal Officer
shall attend the meeting.
Pursuant to 41 CFR 102-3.105(j) and 102-3.140, the public or
interested organizations may submit written statements to the Military
Leadership Diversity Commission's membership about the Commission's
mission and functions. Written statements may be submitted at any time
or in response to the stated agenda of planned meeting of Military
Leadership Diversity Commission.
All written statements shall be submitted to the Designated Federal
Officer for the Military Leadership Diversity Commission, and this
individual will ensure that the written statements are provided to the
membership for their consideration. Contact information for the
Military Leadership Diversity Commission Designated Federal Officer can
be obtained from the GSA's FACA Database--https://www.fido.gov/facadatabase/public.asp.
The Designated Federal Officer, pursuant to 41 CFR 102-3.150, will
announce planned meetings of the Military Leadership Diversity
Commission. The Designated Federal Officer, at that time, may provide
additional guidance on the submission of written statements that are in
response to the stated agenda for the planned meeting in question.
Dated: January 6, 2011.
Morgan F. Park,
Alternate OSD Federal Register Liaison Officer,Department of Defense.
[FR Doc. 2011-329 Filed 1-10-11; 8:45 am]
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