AR 9-1 EQUAL EMPLOYMENT OPPORTUNITY PROGRAM

• Document Type: FOIA
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 16227787
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 3
• Document Creation Date: September 12, 2023
• Document Release Date: July 31, 2023
• Case Number: F-2011-01301
• Publication Date: February 17, 2000

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UNCLASSIFIED
Date: 02/17/2000 (Regulations may contain various dates)
Category: 9 - Equal Opportunity
Title: AR 9-1 EQUAL EMPLOYMENT OPPORTUNITY PROGRAM
OPR: ()EEO
REVISION SUMMARY: 17 February 2000 (0389)
This regulation supersedes AR 9-1, dated 22 December 1999.
AR 9-1 is revised to amend paragraph c(2)(e), which removes the policy on the
Agency's diversity initiatives. This responsibility has been transferred from the
Office of Equal Employment Opportunity to the newly created position of Special
Assistant to the D/CIA for Diversity Plans and Programs. An Agency Notice is
being drafted that formally announces the establishment of this new office.
The remainder of the regulation is revalidated.
Because new policy has not been added to this regulation, boldfaced text has
not been used.
This regulation was written by the Office of Equal Employment Opportunity,
(secure).
1. EQUAL EMPLOYMENT OPPORTUNITY PROGRAM
SYNOPSIS. This regulation sets forth Agency policy, responsibilities, and procedures
regarding equal employment opportunity.
a. AUTHORITY
(1) The Central Intelligence Agency Act of 1949, as amended; the National Security Act of
1947, as amended; the Civil Rights Act of 1964, as amended; the Equal Pay Act of
1963, as amended; the Age Discrimination in Employment Act of 1967, as amended; the
Rehabilitation Act of 1973, as amended; and other applicable law.
(2) This regulation implements applicable provisions of Equal Employment Opportunity
Commission (EEOC) regulations (29 CFR Part 1614), directives, and advisories, and the
statutes on which they are promulgated.
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(3) Executive Orders 11246, as amended, (Equal Employment Opportunity in Federal
Employment) and 11478, as amended, (Equal Employment Opportunity in the Federal
Government).
b. POLICY. It is Agency policy to adhere to the provisions of federal equal employment
opportunity (EEO) laws and regulations; to provide equal opportunity in employment for all
persons; to prohibit discrimination on the basis of the federally-protected categories�that is,
age (40 and over), color, disability, national origin, race, religion, sex, and reprisal for
opposing employment discrimination and/or for participating in the EEO process�and on
the basis of other categories, such as sexual orientation, protected by Executive Order or
written Agency policy; and to promote the full realization of EEO.
c. RESPONSIBILITIES
(1) The Director of the Central Intelligence Agency (DICTA) exercises personal leadership
in establishing, maintaining, and carrying out an Agency EEO program that complies
with the policies and regulations of the EEOC, and that identifies and eliminates
discriminatory practices and policies.
(2) The Director of EEO (D/EEO) serves as Special Assistant to the D/CIA for EEO, and in
that capacity reports directly to the D/CIA or his delegate. As Director of the Office of
Equal Employment Opportunity (D/EEO), the D/EEO reports to the Executive Director
(EXDIR). D/EEO is responsible for the following:
(a) Providing for the counseling of employees and applicants who believe they have
been unlawfully discriminated against because of age, color, disability, national
origin, race, religion, sex, or reprisal for opposing employment discrimination and/or
for participating in the EEO process; receiving and processing individual and class
complaints of discrimination; assuring that complaints are fairly and thoroughly
investigated; and, as delegated by the DICTA, issuing final decisions on the merits of
complaints in a timely manner.
(b) Notifying all employees of the EEO regulations and of any changes to the
regulations.
(c) Advising the D/CIA, EXDIR, Executive Committee, as appropriate, with respect to
the preparation of EEO plans, procedures, regulations, reports, and other matters
pertaining to the policy in 29 CFR Part 1614 and the Agency program.
(d) When authorized by the D/CIA, making changes in programs and procedures
designed to eliminate discriminatory practices and improving the Agency's program
for equal opportunity.
(e) Developing programs and supporting employee initiatives that further the Agency's
EEO policies; evaluating and reporting on the sufficiency of the Agency and
Directorate programs for EEO; and recommending improvement or corrections to
those programs when necessary.
(0 Informing all employees and their supervisors of the availability of reasonable
accommodations for qualified individuals with disabilities and providing reasonable
accommodations to those qualified individuals.
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(g) Reporting statistical data on harassment and discrimination complaints to employees,
and analyzing the Agency's progress in meeting EEO goals.
Deputy Directors and Heads of Independent Offices are responsible for the effective
implementation in their areas of the Agency EEO program.
(4) The Director of Human Resource Management will ensure that all employees are made
aware of the provisions of the Agency EEO program as part of the entrance-on-duty
processing and/or training.
Agency employees are responsible for their personal behavior, which should exclude
harassment and/or other forms of discrimination on the basis of classifications set forth
in this regulation. Employees are responsible for familiarizing themselves with Agency
Regulations setting forth the overall EEO Complaint Process and the Harassment
Complaint System. Employees should notify OEEO promptly of allegations of
discrimination on the basis of any protected classification. As set forth in AR 9-3,
employees normally must contact ()EEO to initiate counseling on a complaint within 45
days of the alleged discriminatory event in order to preserve the right to pursue a remedy
under federal law. In cases of alleged harassment, employees are urged to notify either
()EEO or an appropriate manager within 45 days of the alleged event in order to
preserve the right to pursue a remedy under federal EEO law.
(6) Agency supervisors are responsible for ensuring a work environment that is free from
unlawful harassment and/or other forms of unlawful discrimination; and for initiating an
inquiry pursuant to AR 9-2 when they become aware of a harassing incident or when an
allegation of harassment is made.
Operators of the Agency communications system are responsible for providing
employees serving at field sites with full, unimpeded access to the EEO privacy channel
for the specific purpose of communicating EEO-related messages for the originator and
to the designated recipient without advising managers, supervisory personnel, or any
other persons of the content or existence of such messages.
(3)
(5)
(7)
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