Human Capital

USGS Anti-Harassment Action Plan - Phase 2

April 1, 2019

Type of Activity Action Item Deliverable(s) Target Implementation/
Completion Date
Evaluation of Success Measures
Leadership Communications Phase 2, Action 1 - Leadership Support & Engagement: Continue leadership communication with the workforce on the anti-harassment program goals and activities. 1.1 - Draft and distribute Anti-Harassment Program updates to the workforce using either all employee email or leaders blog post via the "Need to Know" digest.
1.2 - Highlight Sexual Harassment Awareness and Prevention Month in April by identifying training options available to the workforce.
9/30/2019 Improved FEVS responses to The New IQ index.
Leadership Communications Phase 2, Action 2 - Employee Engagement: Continue to seek feedback from the workforce regarding the anti-harassment policy/reporting procedures, and efforts to ensure a harassment free work environment. 2.1 - Continue town hall forums as a means to communicate Anti-Harassment Program information, engage and interact with the workforce, and receive workforce feedback regarding Anti-Harassment Program goals and activities.
2.2 - Engage a variety of employee groups, i.e., Diversity Council, Peer Support Workers, etc. to receive feedback regarding the Anti-Harassment Program and ways to ensure a harassment free work environment.
2.3 - Request the Ombudsman provide data to and brief the ELT regarding issues/concerns received from the workforce.
12/31/2019 Improved FEVS responses to The New IQ index.
Leadership Communications Phase 2, Action 3 - Communication: Leverage the full spectrum of internal communications mechanisms to ensure consistent and thorough information about the anti-harassment program are provided to the workforce. 3.1 - Maintain and update the anti-harassment program website, and market the site as the one-stop source for anti-harassment information.
3.2 - Continue to provide anti-harassment program information through a variety of mechanisms including town hall forums, all employee emails, leaders blogs, articles in the "Need to Know" digest, videos, etc.
3.3 - Launch new anti-harassment program training video using DOI Talent.
3.4 - Plan site visits for the DOI Ombudsman, DEO staff, and Anti-Harassment Program Manager.
12/31/2019 Improved satisfaction with reporting experience associated with filing complaint/grievance/report. (WES Q49, multiple measures).
 
Improved utilization and helpfulness ratings of employee resources for reporting harassment experiences (WES Q55, multiple measures).
Employee Resources Phase 2, Action 4 - Policy & Program Implementation 4.1 - Track and report on the completion of the FY19 requirement of 4-hours of training for employees and 8-hours for supervisors on diversity and equal opportunity (including anti-harassment training).
4.2 - Continue to educate all managers and supervisors on their obligation to immediately follow-up on harassment complaints and issues raised by any employee by requiring all managers and supervisors to complete the new anti-harassment program training provided in DOI Talent.
4.3 - Ensure policy and procedures about retaliation are clear and available to all employees by requiring all employees complete the new anti-harassment program training in DOI Talent.
4.4 - Work with DOI to develop anti-harassment language in financial assistance award terms and conditions.
4.5 - Increase available options for administrative inquiries/investigations by sponsoring investigator training for a small group of employees who would be available to provide inquiry/investigation services upon completion of their training.
12/31/2019 % of supervisors and employees trained.
 
Decrease (after potential initial increase due to more reporting) in % of employees reporting allegations harassment.
Training Phase 2, Action 5 - Targeted Training: Provide training and resource materials to address specific findings in the Workforce Environment Survey. 5.1 - Offer training options on age and gender-related harassment.
5.2 - Expand availability of bystander training.
5.3 - Explore how to expand the delivery of training on how to have a difficult/crucial conversation.
9/30/2019 Decrease (after potential initial increase due to more reporting) in % of employees reporting age and gender-related alleged harassment.
 
Decrease in % of bystanders who did not take any action when witnessing harassment.
Response Capacity Phase 2, Action 6 - Human Resources Support: Continue to ensure adequate expertise and capacity for responding to and addressing reports of harassment. 6.1 - Continue to monitor USGS HR capacity to adequately respond to and process reports of alleged harassment, complaints, grievances, etc.
6.2 - HR and DEO staff continue quarterly meetings to ensure effective communication between the two offices, and delivery of services to employees reporting allegation of harassment.
6.3 - Conduct periodic process analysis to identify potential improvements to the anti-harassment reporting procedures.
6.4 - Launch new anti-harassment reports/case management tracking system.
12/31/2019 Improved satisfaction with reporting experience associated with filing complaint/grievance/report. (WES Q49, multiple measures).
 
Improved utilization and helpfulness ratings of employee resources for reporting harassment experiences (WES Q55, multiple measures).
Other Phase 2, Action 7 - Cultural Issues: Fully realize the USGS Guiding Principles. 7.1 - Finalize and distribute the new USGS Code of Conduct to the workforce.
7.2 - Explore combining some existing employee groups to establish a new USGS civility & inclusion council.
9/30/2019 Improved FEVS responses to The New IQ index.
Other Phase 2, Action 8 - Grassroots Engagement & Empowerment: Continue to support existing and new employee-led efforts to improve the working environment in the USGS. 8.1 - Continue Peer Support Worker pilot program and evaluate potential for expansion to additional Centers.
8.2 - Continue to promote and expand access to Employee Resource Groups.
12/31/2019 Annual review of Peer Support Worker program provided to Anti-Harassment Executive Steering Group.
 
Increase in number of employee resource groups over time.

 

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