[Code of Federal Regulations]

[Title 24, Volume 1]

[Revised as of April 1, 2006]

From the U.S. Government Printing Office via GPO Access

[CITE: 24CFR7.14]



[Page 120-121]

 

                 TITLE 24--HOUSING AND URBAN DEVELOPMENT

 

PART 7_EQUAL EMPLOYMENT OPPORTUNITY; POLICY, PROCEDURES AND PROGRAMS

--Table of Contents

 

  Subpart A_Equal Employment Opportunity Without Regard to Race, Color 

       Religion, Sex, National Origin, Age, Disability or Reprisal

 

Sec.  7.14  Responsibilities of the Office of Human Resources.



    In accordance with guidelines issued by the Assistant Secretary for 

Administration, Human Resources Officers shall:

    (a) Appraise job structure and employment practices to ensure 

equality of opportunity for all employees to participate fully on the 

basis of merit in all occupations and levels of responsibility;

    (b) Communicate the Department's EEO policy and program and its 

employment needs to all sources of job candidates without regard to 

race, color, religion, sex, national origin, disability, or age and 

solicit their recruitment assistance on a continuing basis;

    (c) Upon request, provide personnel information to EEO Counselors 

and other authorized officials or agents of the agency who are involved 

in the processing of a discrimination complaint;

    (d) Evaluate hiring methods and practices to ensure impartial 

consideration for all job applicants;

    (e) Ensure that new employee orientation programs contain 

appropriate references to the Department's EEO/ADR policies, procedures, 

and programs and accomplishment of EEO standards under the Department's 

Performance Accountability and Communications System (PACS), or other 

Departmental performance appraisal system;

    (f) Participate in the preparation and distribution of such 

educational materials as may be necessary to adequately inform all 

employees of their rights and responsibilities as described in this 

part, including the Department's EEO program directives;

    (g) In coordination with the HUD official charged with training 

responsibilities, develop an ongoing training program for supervisors 

and managers to ensure understanding of the Departmental EEO/ADR 

programs, policies, and other requirements that foster effective 

teamwork and high morale;

    (h) In coordination with the Director of the HUD Training Academy, 

the Office of General Counsel, the Office of Administration and the 

Director of EEO, develop an on-going training program for managers and 

supervisors to ensure understanding of the Department's EEO and ADR 

programs. At a minimum, the training should include:

    (1) The Civil Rights Act of 1964 (42 U.S.C. 2000d);

    (2) Sections 501 and 504 of the Rehabilitation Act of 1973 (29 

U.S.C. 791, 794);

    (3) The Administrative Dispute Resolution Act of 1996 (5 U.S.C. 556, 

571) and its amendments emphasizing the federal government's interest in 

encouraging mutual resolution of disputes and the benefits associated 

with using ADR;

    (4) EEOC's regulations and policy guidance concerning EEO and ADR;

    (5) The ADR methods employed by the Department;

    (6) An explanation of how to draft a settlement agreement that 

complies with the standards required by ODEEO and 29 CFR part 1614;

    (7) An explanation of the recourse available where noncompliance by 

the Department is alleged; and

    (8) Training on EEO policy, programs and procedures;

    (i) In coordination with the HUD official charged with training 

responsibilities, the Office of General Counsel, the Office of 

Administration, and the Director of EEO, the Department may enter into 

agreements to have EEO/ADR mandatory annual supervisory and management 

training provided by other federal agencies or other resources;



[[Page 121]]



    (j) Decide all personnel actions on merit principles and in a manner 

which will demonstrate affirmative EEO for the organization;

    (k) Ensure to the greatest possible utilization and development of 

the skills and potential abilities of all employees;

    (l) Track applicant flow data that reflects characteristics of the 

pool of individuals applying for an employment opportunity and promptly 

take or recommend appropriate action to overcome any impediment to 

achieving the standards of the EEO/ADR programs and accomplishing the 

EEO standards under the applicable HUD performance appraisal system;

    (m) Provide applicant data to ODEEO for analysis; and

    (n) Provide recognition to employees, supervisors, managers and 

units demonstrating superior accomplishments in EEO.



[66 FR 20564, Apr. 23, 2001, as amended at 69 FR 62173, Oct. 22, 2004]