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Management Directive (MD) 715

Management Directive 715 (MD-715) is the policy guidance which the Equal Employment Opportunity Commission (EEOC) provides to federal agencies for their use in establishing and maintaining effective programs of equal employment opportunity under Section 717 of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, 42 U.S.C. § 2000e et seq., and Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), as amended, 29 U.S.C. § 791 et seq. MD-715 provides a roadmap for creating effective equal employment opportunity (EEO) programs for all federal employees as required by Title VII and the Rehabilitation Act. MD-715 took effect on October 1, 2003.

The overall objective of this Directive is to ensure that all employees and applicants for employment enjoy equality of opportunity in the federal workplace regardless of race, sex, national origin, color, religion, disability or reprisal for engaging in prior protected activity.

MD-715 requires the FWS to take appropriate steps to ensure that all employment decisions are free from discrimination. It also sets forth the standards by which the FWS EEO program will be reviewed by the EEOC. Including but not limited to the requirement that the agencies and its subordinates conduct periodic self-assessments and barrier analyses to remove barriers to free and open workplace competition. The FWS is required to issue and submit an MD-715 report annually.

State of the Agency MD-715 Report:

Fiscal Year 2017 Equal Employment Opportunity Report (MD-715) (.pdf) [Including Affirmative Action Plan for Individuals with Disabilities: Part J]

Fiscal Year 2016 Equal Employment Opportunity Report (MD-715) (.pdf)

Fiscal Year 2015 Equal Employment Opportunity Report (MD-715) (.pdf)

Fiscal Year 2014 Equal Employment Opportunity Report (MD-715)

Fiscal Year 2013 Equal Employment Opportunity Report (MD-715)

EEOC MD715 Website

FY 17 Barrier Analysis Report:

The U.S. Fish and Wildlife Service (FWS) commissioned a servicewide Barrier Analysis Team (BAT) to conduct an in-depth examination of barriers pertaining to recruitment, hiring, and retention of women, minorities, and persons with disabilities at FWS. The work of the BAT builds on previous data analysis of workforce processes conducted by FWS. The BAT gave its members the opportunity to share individual perspectives on the diversity and inclusion climate at FWS. This report examines barriers to workforce diversity with the goal of determining why workforce data anomalies persist despite continued implementation of initiatives to increase diversity. The BAT also explores how these initiatives can be better branded to improve their reception by all FWS employees. Click here to access the report.


Last updated: August 8, 2018