Cite as [A.S.A.C. § 4.1104 ]
An EEO compliance officer (EEOCO) shall be appointed within the office of manpower resources and will have the responsibility of promoting, coordinating and monitoring this plan. The duties and responsibilities of the EEOCO 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 for all EEO activities, particularly in the development and implementation of the ASG Affirmative Action Plan;
(c) Providing continuous assistance to management in collection 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 ASG agencies on matters pertaining to the administration of the EEO policies;
(e) Working with schools, women's groups, and organizations to encourage entrance of women into employment training programs, and assisting in development of new training resources for women;
(f) Submitting to the director of manpower resources quarterly progress reports pertaining to the EEO program;
(g) Assisting ASG administrators and contractors in preparing effective programs criteria, compiling and disseminating public information for the Governor and his department/agency heads, 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 contract provisions which promote equal opportunity objectives, and attending preaward and preoccupancy conferences;
(h) Implementing a system for receiving and investigating complaints and/or grievances of discrimination in accordance with EEO rules;
(I) Investigating formal and informal complaints of alleged discrimination and contract noncompliance, and implementing procedures to resolve each case;
(j) Participating in programs and conferences regarding fair and equal opportunity practices and assisting in servicing the Affirmative Action Plan.
(k) Establishing and maintaining contact as the ASG primary working liaison and representative with the community and all public agencies' contracting groups with regard to equal employment policies and opportunities;
(l) Requiring that all affirmative action plans submitted by subcontractors or proposed subcontractors are in line with ASG's affirmative action requirements for employment for American Samoan and United States nationals as mentioned in 4.110 1.
(m) Submitting to the director, manpower resources, reports on the progress of ASG in achieving established goals and making necessary recommendations for additional efforts in accomplishing goals of the affirmative action program.History: Rule 10-81, eff 29 Jul 81, § 11.2(c).