The EEO compliance officer (EEOCO), appointed within the Office of Manpower Resources, will have the responsibility of promoting, coordinating and monitoring ASPA’s plan. The duties and responsibilities of the EEOCO as defined in the ASAC are as follows:
(a) Following the policy statement and Affirmative Action Plan, providing an effective procedure to communicate EEO procedures;
(b) Acting as the focal point of all EEO activities, particularly in the development and implementation of the Affirmative Action Plan;
(c) Providing continuous assistance to management in collecting and analysis of employment data, identifying problem areas, setting goals and timetables, and developing programs to achieve goals. Following through on programs to assure set goals are accomplished on time;
(d) Consulting with and advising all appropriate ASPA staff on matters pertaining to the administration of the EEO policies;
(e) Submitting to the director of the Office of Manpower Resources quarterly progress reports pertaining to ASG’s and ASPA’s EEO program:
(f) Assisting ASG and ASPA administrators and contractors in preparing effective programs, criteria, compiling and disseminating public information for the Governor and his department/agency heads including the Executive Director of ASPA, implementing equal- employment-opportunity policies and open-occupancy statements, directing preparation of related correspondence including recommendations on EEO, investigating formal and informal complaints of alleged discrimination by parties to agreements and recommending procedures to ensure compliance with all ASG and ASPA contract provisions which promote equal opportunity objectives, and attending pre award and preoccupancy conferences:
(g) Implementing a system for receiving and investigating complaints and/or grievances of discrimination in accordance with EEO rules;
(h) Investigating formal and informal complaints of alleged discrimination and contract noncompliance, and implementing procedures to resolve each case;
(i) Participating in programs and conferences regarding fair and equal opportunity practices and assisting in servicing the Affirmative Action Plan;
(j) Establishing and maintaining contact as the ASG and ASPA primary working liaison and representative with the community and all ASG and ASPA contracting groups with regard to equal employment policies and opportunities;
(k) Requiring that all affirmative action plans submitted by subcontractors or proposed sub- contractors are in line with ASG’s and ASPA’s affirmative action requirements for employment for American Samoan and United States nationals.
(l) Submitting to the director of the Office of Manpower Resources, reports on the progress of ASG and ASPA in achieving established goals and making necessary recommendations for additional efforts in accomplishing goals of the affirmative action program.History: Rule 11-84, eff 19 Dec 84, (part).