Command Managed Equal Opportunity (CMEO) Program
The objective of Command Managed Equal Opportunity is to promote positive command morale and quality of life by providing an environment in which all personnel can perform to their maximum ability, unimpeded by institutional or
individual biases based on race, color, ethnicity, national origin, gender or religious stereotypes. Command leaders must create, shape, and maintain a positive EO environment through policy, communication, training, education, enforcement and assessment.
Command Managed Equal Opportunity is intended to be one of many commanders' tools for the prevention of unprofessional behavior and for ensuring EO goals are obtained. Leadership has the authority and responsibility to ensure that Navy Core Values are integrated into our daily business.
CMEO Managers assist commanders by:
- Serving as the coordinator for the command climate assessment.
- Coordinating and monitoring all command EO training.
- Ensuring formal complaints are submitted with established guidance and timelines per OPNAVINST 5354.1F.
- Maintaining CMEO record files for 3 years.
- Performing other EO-related duties as assigned by the commander.
- Periodically evaluate the CMEO Program utilizing the CMEO Checklist (contained in OPNAVINST 5354.1).
- Coordinating the processing of EO/SH complaints.
(Note: Personnel who manage the EO complaint process do not normally perform investigations due to the possibility of conflict of interest).
OPNAV Equal Opportunity Policy (5354.1F):
The instruction (significantly updated in 2007) provides a great opportunity for CMEOs to brief Commanders and personnel on the Navy's EO policy. Commands are encouraged to carefully read through the entire instruction. Some of the changes from the previous version include:
- Formal EO/SH complaints are to be reported under OPNAVINST F3100.6J guidelines.
- All completed formal EO complaint investigations, with endorsements, will now be forwarded to the Echelon 2 EOA.
- Mandatory establishment of a Command Training Team.
- Mandatory establishment of a Command Assessment Team.
- Mandatory completion of Navy Rights and Responsibilities training.
- Mandatory use of the "Triangulation Method" when conducting a command climate assessment.
Climate Assessment Tools:
1. Surveys: The DEOMI Organizational Climate Survey (DEOCS) is available from the research department of the Defense Equal Opportunity Management Institute through the DEOCS Web site. The DEOCS is a commander's management tool that allows s/he to proactively assess critical organizational climate dimensions that can have an impact on effectiveness within the organization. Respondents answer questions that affect a unit's readiness and formal and informal policies, practices, and procedures that occur or are likely to occur within the organization. The questionnaire has three focus areas:
a. Military Equal Opportunity (EO)
b. Civilian Equal Employment Opportunity (EEO)
c. Organizational Effectiveness (OE)
Some facts about DEOCS:
- DEOCS takes 20 minutes to complete
- DEOCS is suitable for military and civilian organizations with at least 16 members
- DEOCS is available online, in paper form, or in combination
- DEOCS results are processed within 72 hours of receipt
- DEOCS offers up to 10 command-specific questions
- Respondent anonymity is protected
- Results are for commanding officer and command appointed survey administrators eyes only
2. Focus Groups - EOAs are trained to conduct focus groups as a means of getting people to open up regarding the quality of the command climate. Assessment Team members can be taught this skill as there is no requirement that focus group facilitators be EOAs. Example focus group questions include: "What do you like most and least about your command?" "How difficult is it for you to recover from making a mistake in the eyes of your supervisor?" "In a word, how would you describe your command?"
3. Data Collection - According to OPNAVINST 5354.1F, a command climate assessment must be completed within 90 days of a CO's taking command and annually thereafter. Further, the instruction specifies that the "triangulation" method of assessment must be used. Triangulation means that at least three different methods of assessment must be employed, with one of them being DEOCS. Other assessment methods include Records Review (awards, promotions, discipline, etc.); Personal Interviews; and Assessor Observations. These methods are neither formal or formatted. Each means what its name implies. Results of data collection remain confidential between DEOMI and the supported command.