Who we are
The Marine Corps prides itself on its core values of Honor, Courage, and Commitment. The principles and values instilled in each Marine and Civilian Marine are the building blocks for making the right decisions at the right time, both on the battlefield and off. We should always respect human dignity and have a concern for each other. Our spirit of determination, dedication, and professionalism should align with a higher standard of conduct. Our moral character defines who we are and what we represent.
Equal employment opportunity covers all personnel employment programs, management practices, and decisions including but not limited to, recruitment/hiring, merit promotion, transfer, reassignment, training and career development, benefits, and separation. Every employee and candidate for employment will have the freedom to compete on a fair and level playing field without barriers. People are our greatest asset and I am fully committed to ensuring every civilian Marine is treated with respect and honor.
We will continue to demonstrate that the Marine Corps leads the nation in providing equality of opportunity for all employees and applicants for employment, regardless of race, religion, color, sex (including pregnancy, gender identity, and sexual orientation) , national origin, age, genetic information, or disability. Workplace discrimination will not be tolerated. Discriminatory conduct must be corrected immediately. Reprisal against anyone who engages in challenging workplace discrimination will not be tolerated. The USMC supports all employees who exercise their protections under the anti—discrimination statutes.
Special Emphasis Observances
Special Emphasis Programs (SEP) are an integral part of the Equal Employment Opportunity Program. The purpose of this program is to ensure that the agency take affirmative steps to provide equal opportunity to minorities, women, and people with disabilities in all areas of employment. The term, "Special Emphasis Programs," refers specifically to employment-related programs which focus special attention on groups that are conspicuously absent or underrepresented in a specific occupational category or grade level in the agency's workforce. These programs serve as a channel for management officials.
The goals of the Special Emphasis Programs are to:
- Improve employment and advancement opportunities for minorities, women, and people with disabilities in the Federal service.
- Identify systemic causes of discrimination against minorities, women, and people with disabilities.
- Seek ways to help minorities, women, and people with disabilities to advance by using their skills more fully.
- Monitor agency progress in eliminating discrimination and adverse impact on minorities, women, and people with disabilities in employment and agency programs; and
- Educate Federal employees and managers about the extent of various forms of discrimination within the Federal Service.
Special observances were designed to provide cultural awareness to everyone. Commemorative activities conducted for these observances should be educational and employment related. Observances celebrate the birthday of Dr. Martin Luther King Jr.; African American Heritage; Women's History; Lesbian, Gay, Bisexual, and Transgender (LGBT) equal rights; Asian Pacific Americans; Women's Equality Day; Hispanic Americans; People with Disabilities; and American Indian/Alaskan Native Heritage.
The following are Special Emphasis Observances implemented by Presidential Proclamation, Executive Orders, and Public Law as cited below:
Disability Program
The Disability Program is designed to assist and support the agency with disability employment matters pursuant to the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, as amended, Executive Order 13548, 29 CFR 1614.102, and 29 CFR 1630.
Accordingly, USMC’s Disability Program Manager (DPM) consults and provides technical guidance to managers, employees, and applicants on disability matters and has nationwide responsibility in program areas such as reasonable accommodation, recruitment, hiring, retention of persons with disabilities, data collection, training, and educational awareness; and other disability-related functions.
We seek to increase employment opportunities for persons with disabilities by providing access to training, employment support, assistive technology, and reasonable accommodations.
We provide one-stop information to managers, employees, and HR professionals to support the employment of persons with disabilities, to increase awareness of the benefits of hiring persons with disabilities, and to facilitate the use of effective strategies.
What are the benefits of hiring people with disabilities?
|
Creativity
|
Employees with disabilities often have to think outside the box to discover what best accommodates them, leading to a more diverse input in their work environment.
|
|
Innovation
|
Complex processes are simplified and more efficient when designed by and for persons with disabilities.
|
|
Problem-Solving
|
Employees with disabilities bring a unique perspective on how to confront challenges and get the job done, increasing productivity.
|
|
Commitment
|
Studies have shown that employees with disabilities stay at jobs longer, thus reducing the time and cost involved in retraining and replacing personnel.
|
DON OEEO Disability Factsheet
Schedule A(u) Factsheet
Standard Form 256
Reasonable Accommodation Process
Personal Assistance Section 508 Connecting Individuals with Disabilities with Information
Architectural Barriers Act of 1968
Pregnant Workers Fairness Act (PWFA)
Department of Navy Interim Guidance Complying with the Pregnant Workers Fairness Act
EEOC News Pregnant Workers Fairness Act
Pregnant Workers Fairness Act (1)
Pregnant Workers Fairness Act (2)
Pregnancy Discrimination and Pregnancy-Related Disability Discrimination
Enforcement Guidance on Pregnancy Discrimination and Related Issues
Summary of Key Provisions of the EEOC’s Proposed Rule to Implement the Pregnant Workers Fairness Act (PWFA)
Documents Processing
Confirmation of RA Request SECNAV Form 12306 1 March 2022
Personal Assistance Services (PAS)
DON Procedures for Processing Requests for PAS
Documents Processing
Attachment 1 DON PAS Request Form
Attachment 2 PAS Request for Medical Template
Attachment 3 Sample Letter Approving Request for PAS
Attachment 4 Sample Letter Denying Request for PAS
Attachment 5 Tip Sheet for Contracting PAS
Attachment 6 Sample Personal Assistant PD GS 0303-05
Complaints Program
All Marine Corps employees and applicants; prohibits discrimination in employment on the basis of race, color, religion, sex, national origin, age, or disability; prohibits acts of reprisal against persons presenting or processing allegations of discrimination; and promotes the full realization of EEO through continuing affirmative programs. This policy is an integral part of every aspect of human resources (HR) management practices in the employment, development, advancement, and treatment of civilian employees.
All Marine Corps military and civilian supervisors and employees will protect the integrity of the discrimination complaints process by avoiding any actions that violate governing laws, regulations, or this instruction. Commands and activities will avoid conflicts of interest or the appearance of conflicts of interest in the processing of discrimination complaints. Discrimination complaints will be processed promptly, impartially, and in compliance with the timeframes established.
Federal Sector EEO Complaint Process Overview
EEO Complaint Process Timelines
Alternate Dispute Resolution (ADR) Information
Complaints Program CHRM 1613
Complaints Program CHRM 1614
Outreach Program
The Outreach Program provides the diverse population an opportunity to participate in events hosted by different groups across the country to improve diversity, inclusion, morale and improve employee retention in the workplace within the workplace. These groups are important as they support each other so that they can all work together.
These groups are important to the organization and can create positive benefits -
Professional Development
Recruiting and Retention
Proving Commitment
Innovation
Sense of Belonging
Positive Relationships
Improved Confidence
Professional Development
Awards & Programs
Equal Employment Opportunity Training
Equal Employment Opportunity training provides EEO Practitioners with the education needed to stay current with changing EEO laws. These courses meet the Management Directive requirements. The courses meet the needs of EEO Practitioners, so that the Marine Corps can maintain a Model EEO Program.
Federal Training
EEOC Training Institute
Diversity and Inclusion
The United States Marine Corps aims to have inclusivity that effectively leverages and fully realizes the benefits of diversity through diversity and inclusion by attracting and retaining civilian talent. We aim to reduce low participation rates of groups by mitigating barriers to equity throughout the talent management lifecycle. We aim to create a diverse and inclusive workforce that is absent of bias or discrimination. We will implement priorities that remove barriers to accessibility and equal opportunity while ensuring that meritocracy and diversity are harmonic and do not compromise one for the other.
Non-Appropriated Fund (NAF) - Marine Corps Community Services (MCCS) EEO Link
HIRING AUTHORITIES FOR MILITARY SPOUSES, VETERANS OF THE U.S. MILITARY, AND PERSONS OR INDIVIDUALS WITH DISABILITIES FOR MARINE CORPS NONAPPROPRIATED FUND POSITIONS
Date Signed: 5/22/2023 | MARADMINS Number: 259/23
MARADMINS : 259/23
R 221930Z MAY 23
MARADMIN 259/23
MSGID/GENADMIN/CMC MRA MR WASHINGTON DC//
SUBJ/HIRING AUTHORITIES FOR MILITARY SPOUSES, VETERANS OF THE U.S. MILITARY, AND PERSONS OR INDIVIDUALS WITH DISABILITIES FOR MARINE CORPS NONAPPROPRIATED FUND POSITIONS//
REF/A/MSGID: DOC/MCO P12000.11A/CH 5/YMD: 20140916//
REF/B/MSGID: DOC/DODI 1400.25/VOL 315/YMD: 20190301//
REF/C/MSGID: DOC/DODI 1400.25/VOL 1403/YMD: 20150320//
NARR/REF A IS MCO P12000.11A/CH 5, MARINE CORPS NONAPPROPRIATED FUND PERSONNEL POLICY MANUAL. REF B IS DODI 1400.25/VOL. 315, EMPLOYMENT OF SPOUSES OF ACTIVE DUTY MILITARY. REF C IS DODI 1400.25/VOL. 1403, NONAPPROPRIATED FUND EMPLOYMENT//
POC/M. LANIER/NF-05/UNIT: MRG/-/TEL: 703-432-0433.//
GENTEXT/REMARKS/1. Per reference (a), this MARADMIN announces expansion of military spouse preference (MSP) by requiring nonappropriated fund (NAF) human resources (HR) offices and selecting officials to provide competitive employment preference for military spouses eligible for MSP when they are minimally qualified and optional non-competitive hiring authority for military spouses who are eligible for MSP, veterans of the U.S. military, and persons with disabilities.
2. IAW references (b) and (c), MSP applies to NAF payband positions graded at NF-03 and below, positions in the child and youth payband system (CY), and crafts and trades positions (NA, NL, and NS).
3. When MSP is used by a candidate under merit staffing/competitive procedures IAW reference (a) and the candidate is minimally qualified, selection is required unless sufficient written justification for selecting a non-MSP candidate has been approved by the servicing/appropriate NAF HR Director. Interviews may be conducted to evaluate minimum qualifications and ability to meet work schedule requirements.
4. Optional non-competitive hiring authority may be used for placing military spouses with MSP, veterans of the U.S. military, and individuals with disabilities into vacant NAF payband positions graded at NF-03 and below, positions in the child and youth payband system (CY), and crafts and trades positions (NA, NL, and NS). Noncompetitive hiring authority, veterans of U.S. military and individuals with disabilities hiring authority, however, shall not be used ahead of Reemployment Priority Listing rights, MSP, involuntary separated Service member preference or family member preference in foreign areas.
5. Procedural guidance for Marine Corps NAF HR offices and selecting officials regarding non-competitive placement and employment preference to military spouses, veterans of the U.S. Military, and persons with disabilities will be issued concurrently by M&RA, MR Division, MRG.
6. Questions regarding this message can be addressed to the POC identified above.
7. Release authorized by NF-6 Cindy Whitman Lacy, Director, MR Division, Manpower and Reserve Affairs.//
Headquarters Marine Corps,
Manpower Plans & Policy Division
Equal Employment Opportunity Branch (EEO)
3280 Russell Rd
Quantico, VA 22134-5103
Phone: (703) 432-9054/9237
Staff
HQMC EEO Director
Affirmative Employment Program Manager
Complaints Program Manager
Non-Appropriated Fund (NAF) EEO Program Manager
SMB: SMB_HQMC_MRA_EEO@USMC.MIL