R 062146Z JUN 24
MARADMIN 262/24
MSGID/GENADMIN/CMC/CMC WASHINGTON DC MRA MF//
SUBJ/INDEPENDENT REVIEW COMMISSION ON SEXUAL ASSAULT IN THE MILITARY
UPDATE AS IT RELATES TO THE MILITARY EQUAL OPPORTUNITY PROGRAM//
REF/A/MSGID:DOC/DOD/20210922//
REF/B/MSGID:DOC/CMC/20220923//
REF/C/MSGID:DOC/CMC/20230605
REF/D/MSGID:DOC/CMC/20230623//
REF/E/MSGID:DOC/DOD/20200911
NARR/REF A IS THE SECRETARY OF DEFENSE MEMORANDUM, COMMENCING DOD
ACTIONS AND IMPLEMENTATION TO ADDRESS SEXUAL ASSAULT AND SEXUAL
HARASSMENT IN THE MILITARY. REF B IS MARADMIN 491/22, NEW
INDEPENDENT REVIEW COMMISSION ON SEXUAL ASSAULT IN THE MILITARY
POSITIONS. REF C IS MCO 1610.7B PERFORMANCE EVALUATION SYSTEM (PES).
REF D IS MARADMIN 321/23, UPDATE TO INDEPENDENT REVIEW COMMISSION
ON SEXUAL ASSAULT IN THE MILITARY. REF E IS DODI 6400.09 ÐOD POLICY
ON INTEGRATED PRIMARY PREVENTION OF SELF-DIRECTED HARM AND
PROHIBITED ABUSE OR HARM.//
POC/J. MORALES/CIV/MPE/-/TEL: 703-784-9371//
GENTEXT/REMARKS/1. Purpose. This MARADMIN outlines implementation
requirements of the Independent Review Commission on Sexual Assault
in the Military (IRC-SAM) as it relates to the Military Equal
Opportunity (MEO)Program.
2. Background. The Marine Corps initiated civilian workforce
expansion across multiple programs to meet the intent of references
(a) and (b). Reference (c) provides guidance for military personnel
fitness reports. The guidance in this publication will be included
in the updated “Prohibited Activities and Conduct (PAC) Toolkit”,
which is an extension of MCO 5354.1G. Headquarters United States
Marine Corps (HQMC), Manpower and Reserve Affairs (M&RA), Culture
and Inclusion Branch (MPE), provided commands with briefs that
detailed a tailored Independent Review Commission on Sexual Assault
in The Military (IRC-SAM) structure that incorporates new
appropriated fund (APF) Equal Opportunity Advisor (EOA) positions.
The standardized position descriptions (SPDs) were established and
must be used for EOA APF positions.
3. The local S1/G1 and servicing APF Human Resources Office (HRO)
are primary contacts for the recruitment of APF positions.
3.a. Funding for IRC-SAM billets has been programmed and funded at
HQMC, M&RA across the Future Years Defense Plan and not subject to
Commanders’ Management to Payroll.
3.b. Existing and new EOA billets will be consolidated on an
administrative Unit Identification Code to establish oversight of
execution and enable real-time reporting. Billets will be mapped
to local commands.
3.c. The billet Organizational MFB4 and the Cost Center Code:
MAMFBS, must be utilized for EOAs.
3.d. Prior to initiating requests for personnel actions, commands
must submit Table 30/Position Organization Address updates to the
servicing APF HRO to update organizational codes within the Defense
Civilian Personnel Data System. In addition, coordination with the
Command Payroll Customer Service Representative is required to update
and confirm that organizational and cost center codes are active
within Time and Attendance and Payroll with the Defense Civilian
Payroll Systems.
3.e. Funding for IRC-SAM billets will be loaded into the Defense
Agencies Initiative Project, Organization, Expenditures, and Task
(POET) Enterprise Level Program (ELP) structure which will be created
and managed by M&RA for this initiative.
4. Hiring Managers are authorized to proceed with all APF hiring
actions and should coordinate with their APF HRO on recruitment
strategies and various hiring authorities.
4.a. Due to the IRC-SAM EOA billets being part of the 0343 series,
commands and hiring managers will need to market EOA positions
strategically ensuring the 0343 series is identified as EOA billets.
4.b. Hiring managers will forward the URL link to the job posting
on USAjobs.gov to the point of contact listed on this MARADMIN.
4.c. Hiring managers and G1s are required to report all hiring
actions to M&RA, Marine and Family Programs Division per
reference(d) and MPE point of contact listed on this MARADMIN.
4.d. Commands shall provide a private office or workspace for EOA
personnel as appropriate for privacy.
4.e. Commands shall coordinate with their S4/G4 for office
furniture and any peripherals (monitors, keyboards, dedicated
printer/scanner,etc.). Gaining commands without sufficient assets
to support the IRC-SAM positions should submit a table of
organization and equipment change request to the Total Force
Structure Management System by the gaining command to increase the
authorized acquisition objective. If additional funding is needed
to procure the devise(s) contact the POC listed on this MARADMIN
to request funding to be loaded to the applicable ELP POET
structure. This will satisfy the gap until the Deputy Commandant,
Command Development and Integration can address
the requirement in the Fiscal Year 2026 Program Objective
Memorandum.
5. EOAs remain designated as special advisory staff on command
tables of organization, with the following updates aligning with
IRC-SAM requirements.
5.a. Military and Civilian MEO Position. Civilian EOA billets
are allocated to Marine Expeditionary Force (MEF) and Marine Corps
Forces (MARFOR) level commands.
5.b. Military EOA billets are allocated to slated O-6 level
commands. The MEO program does not have a minimum requirement for
distribution of EOAs, therefore, not every O-6 level command will be
assigned an EOA.
5.c. All civilian and military EOAs were strategically allocated
based on population served, case load, and proximity to resources.
6. Civilian supervisory roles, responsibilities, and performance
reviews, begin immediately upon assignment of EOA personnel, to
include military personnel.
6.a. Supervisory EOAs have the following authorities and
responsibilities for both civilian and military subordinate EOAs:
6.a.1. Plan work to be accomplished by subordinates, set and
adjust short-term priorities, and prepare schedules for completion
of work;
6.a.2. Assign work to subordinates based on priorities selective
consideration of the difficulty and requirements of assignments,
and the capabilities of employees;
6.a.3. Evaluate work performance of subordinates;
6.a.4. Give advice, counsel, or instruction to employees on both
work and administrative matters;
6.a.5. Interview candidates for positions in the unit; recommend
appointment, promotion, or reassignment to such positions;
6.a.6. Hear and resolve complaints from employees, referring group
grievances and more serious unresolved complaints to a higher-level
supervisor or manager;
6.a.7. Effect minor disciplinary measures, such as warnings and
reprimands, recommending other action in more serious cases;
6.a.8. Identify developmental and training needs of employees,
providing or arranging for needed development and training;
6.a.9. Find ways to improve production or increase the quality of
the work directed;
6.a.10. Develop performance standards.
6.b. Administrative support, to include time keeping, Defense
Travel System, and Government Charge Card may be delegated to a
Higher Level Review (HLR) as determined appropriate by the first
line supervisor.
7. Civilian EOAs are assigned to slated MEF and MARFOR-level
commands. Military EOA billets are allocated to slated O-6 level
commands as noted above. The following is a list of authorized
civilian EOA SPDs and the supervisory/Rating Official and HLR roles.
These prescribed supervisory roles may not be modified.
7.a. Supervisory Management Analysts (EOAs), GS-0343-13 (MC126),
have direct access to the Commanding General (CG). The first-line
supervisor/rating official is the Deputy Commanding General
(DCG)/Deputy Commander/Chief of Staff (CoS)/GS-15 or O-6 Principal
Staff.
7.b. Major Subordinate Command EOAs, Supervisory Management
Analyst, GS-0343-12 (MC120), will be supervised by the assigned
MEF/MARFOR EOA as first-line supervisor/Rating Official (MC126).
The Deputy CG/Deputy Commander/CoS/GS-15 or O-6 principal staff will
be the second-line supervisor/Higher Level Reviewer. GS-12 EOAs
that do not have an assigned MEF/MARFOR EOA first line
supervisor/rating official is the DCG/Deputy Commander/CoS/GS-15
or O-6 Principal Staff (non-delegable).
7.c. EOAs, Management Analyst, GS-0343-11 (M119), will be
supervised by the assigned Supervisory EOA as applicable for the
area of responsibility (non-delegable). The Deputy CG/
Deputy Commander/CoS/GS-15 or O-6 principal staff will be the
second-line supervisor/Higher Level Reviewer.
7.d. Military EOAs Reporting Senior (RS) is the appropriate
supervisory EOA (non-delegable), with the reviewing officer being
the commanding officer at the unit they are physically located at
(non-delegable).
7.e. In accordance with reference (e), all EOAs (civilian and
military) must complete the Defense Equal Opportunity Management
Institute (DEOMI) training that consists of two phases: Phase 1) is
virtual and must be completed within the DEOMI-prescribed time
frame; Phase 2) is a 7-week in-residence course located at Patrick
Air Force Base, Cocoa Beach, FL.
8. This MARADMIN applies to the Total Force.
9. This MARADMIN is cancelled 31 December 2024.
10. Release authorized by Lieutenant General James F. Glynn,
Deputy Commandant for Manpower and Reserve Affairs.//