DA PAM 350-20 PDF

Find the most up-to-date version of DA PAM at Engineering Find the most up-to-date version of ARMY – DA PAM at Engineering AK Pam , 10 October and TMs. U. 2. DA Pam RESPONSIBILITIES: a. Army ranges and training areas in the Republic of Korea ( ROK).

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Documents Flashcards Grammar checker. TCdated October DA Pamphletchange 1, dated August Commanders at all levels must ensure that this SOP is implemented and maintained at all operating levels, and ensure that all personnel are aware of these policies, procedures, and programs.

Subordinate unit SOP must conform to the policies and procedures provided herein. Formulate, direct, and sustain a comprehensive effort to maximize human potential and to ensure fair treatment of all persons based solely on merit, fitness, and capability in support of readiness, without regard to race, color, religion, national origin, or gender. To provide equal opportunity for all military personnel, civilian employees, and their family members both on and off post and within the laws of localities, states, and host nations.

The success of the EO Program depends on the individual who must exhibit sincere and dedicated efforts toward every facet of brigade EO policies. Brigade Equal Opportunity Advisor will: Assist the commander in implementing a Consideration of Others Program. Recognize and assess indicators of institutional and individual discrimination in organizations. Recognize sexual harassment in both overt and subtle forms. Recommend appropriate remedies to eliminate and prevent unlawful discrimination and sexual harassment.

Continually assess the command climate through formal surveys, interviews and accessibility to the unit. Collect, organize, and interpret demographic data concerning all aspects of EO climate assessment. Assist commanders in assessing, planning, implementing, and evaluating the EO program.

Organize or assist with training sessions that pertain to equal opportunity, unlawful discrimination, the Consideration of Others Program and the prevention of sexual harassment. Assist in evaluating the effectiveness of unit training conducted by commanders. Plan and conduct executive seminars for senior leadership on EO action planning and affirmation actions, equal opportunity, unlawful discrimination, the Consideration of Others Program, and the prevention of sexual harassment.

Provide assistance to commanders and investigating officers in the investigation and resolution of unlawful discrimination and sexual harassment complaints. Review and comment on investigative reports of equal opportunity complaints for compliance with Department of Defense and Department of the Army policy and objectives.

Conduct follow-up assessments of all formal EO complaints. Assist commanders in developing EO policy for their units. Maintain, where appropriate, informal liaison with community organization fostering civil rights.

Conduct staff assistance visits to subordinate units. Conduct or attend Equal Opportunity coordination training at least once quarterly at installation level. EORs assist commanders at the battalion-level and below in carrying out the EO program within their units. EORs serve a special duty at small unit levels.

Typical roles and duties of EORs are as follows: Assist commanders in the recognition of detractors from a healthy unit EO climate. Continuously assist commanders in the conduct of unit climate assessments through formal surveys, interviews, and sensing sessions within the unit.

Prepare and assist the commander in the conduct of EO training. Assist commanders and assigned project officers in preparing and conducting ethnic observances and special commemorations. Conduct unit staff assistance visits in accordance with Command Inspection Checklist at Encl. Complaints referred to another agency will be reported to the EOA. EORs may not conduct investigations and are not trained to fully advise AR officers in the conduct of EO complaint investigations.


Any commissioned officer that may be performing the additional duty of an EOR, may be asked in the capacity of a commissioned officer and as a disinterested, third party to conduct investigations. Yet, those situations should not concern EO complaints within their organization.

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Serves as a resource person for EO matters in the unit. Maintain files of all EO and Consideration of Others training, ethnic observances, complaints filed, inspection results, training schedules, and class attendance roster.

Battalion level EORs will provide a current updated roster to brigade EO Office of all EORs assigned to their respective units by the 5th working day following the last working day of each quarter. As a minimum, two of the quarters will consist of Prevention of Sexual Harassment training. Consideration of Others training will be conducted on a quarterly basis as well. Each area is mandatory and will include civilians, U.

Commanders will document training on the unit-training schedule and lead the training. Commanders must include type of training, instructor, date, time, attendance rosters, and issues covered during the training session.

From time to time, different issues will be of local or Army-wide importance and require special emphasis and attention by unit commanders. EO training will be interactive, discussion-based, and focus on these topics— 1 Objectives of the Army EO program. Equal Opportunity Program Standing Operating Procedure SOP 11 Individual responsibilities of both males and females concerning equal opportunity and the prevention and eradication of sexual harassment: The commander will discuss issues that surface from assessment and develop an action plan to improve unit climate with members within the unit.

Training will be small groups, interactive and discussion-based. It should emphasize findings determined as a result of unit command climate assessment. Current EO lesson plans will be used to conduct training. Lesson plans will be maintained on file. Equal Opportunity Complaint Procedures: Soldiers, family members, and DA civilians have the right to 1 Present a complaint to the command without fear of intimidation, reprisal, or harassment.

Individuals are responsible for: While not required, it is recommended that the individual attempt to resolve a complaint by first informing the alleged offender that the behavior must stop. Informal complaints may be resolved directly by the individual, with the help of another unit member, the commander or other person in the complaint’s chain of command.

An informal complaint is not subject to time suspense nor is it reportable. Confidentiality will neither be guaranteed nor promised to the complainant by agencies other than the chaplain or pwm lawyer.

Formal complaint 1 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.

The complainant will also state the equal opportunity basis of the complaint e. Complainant will be advise of the importance of describing the incident s in as much detail as possible to assist in the investigative process. If a complaint is received after 60 pma days, the commander may conduct an investigation into oam allegations or appoint an pan officer IAW AR The commander should consider the reason for the delay, the availability of witnesses, and whether a full and fair inquiry or investigation can be conducted.


Depending on the various aspects of the complaint and individuals involved, that lowest level commander may not be the immediate company or even battalion level commander of the complainant.

See summary of required reports at Encl.

The following information will be reported on a Quarterly Narrative Statistical Report: Command Climate Survey 2. DA Poster 3. Summary of Required Reports 4. Command Inspection Checklist 5. Signature Block Command Climate Survey The Command Climate Survey must be used by company commanders within 90 days of assuming command, and annually thereafter.

Company commanders can administer the paam more often and can use additional survey instruments in addition to the Command Climate Survey. However, it is required that the Command Climate Survey be administered at a minimum at the interval specified above. Use of the Command Climate Survey is voluntary for battalion commanders.

A copy of the Fa Climate Survey may be found at the end of this enclosure.

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The computerized version of the survey will operate on PCs of or better, and will dq results. The computerized version of the survey will enable commanders to add up to 7 additional questions. It is important that commanders personally introduce the survey, explain why it is important, and how the results will be used i.

This is a good time to ask soldiers for clarification on any survey results that are unclear. Bear in mind however, that survey results are anonymous.

When there are less than five females, example, do not split out results by gender.

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Confidentiality must be maintained. The role of the Equal Opportunity Advisor in this process is to discuss the results with the commander and aid the commander in developing an action plan. Has the command developed, planned, and conducted annual ethnic observances consistent with published timetable? Has money been programmed? Is the commander visibly involved in implementation of the EO Program? Does the unit have the following policy letters displayed on the unit bulletin board: Does EO training, include but not limited to sexual harassment, and is it being conducted as required?

Are attendance records for all EO training being properly maintained? Are records for all formal EO complaints being properly maintained?

Have actions been taken to increase sensitivity to and awareness of acts of sexual harassment? Are promotions, non-judicial punishment, discharges, reenlistment, and awards, being administered equitably? Has the commander taken any proactive measures to identify any acts of sexual harassment that soldiers may be reluctant to openly report?

Is there an effective EO off-post housing information program? Are off-post establishments monitored to ensure that soldiers, DOD civilians, and family members are not discriminated against or harassed?