upholds the AOC’s commitment to a diverse and respectful work environment free of harassment, discrimination and retaliation. The DI/DR office also promotes full access and integration of qualified individuals with disabilities into the workforce through the AOC’s Reasonable Accommodation Program. In FY 2019, the AOC elevated the director of DI/DR to report directly to the Architect of the Capitol. This emphasizes the agency’s focus on ensuring an integrated strategy for a healthy workforce culture with clear goals and accountability.


Program Highlights:


 AOC Chooses Civility Initiative. The civility initiative is the cornerstone of the AOC’s diversity and inclusion program aimed at promoting the importance of inclusiveness and respect in the workplace. The initiative focuses on how employees interact with others and delivers civility training to senior leaders, supervisors and employees; provides civility toolkits to senior leaders; and distributes program


information to employees and offices across the agency.


 Prevention of Sexual Harassment Training. The AOC provides mandatory online sexual harassment prevention training for all employees each year. The course emphasizes the damage caused by harassment in the workplace and the roles and responsibilities of employees and managers in reporting and responding to allegations of sexual harassment and the role of bystander intervention.


 Conciliation Program. The AOC Conciliation Program enables the investigation of allegations of discrimination and addresses potential violations of other employee safeguards involving family and medical leave, veteran and service- related employment rights, wage concerns and retaliation. The program offers confidential counseling and assistance to employees who are experiencing any type of workplace conflict or who are engaged in employment-related disputes.


 Affirmative Employment Program. The AOC began efforts to update its affirmative employment program in FY 2019. The update includes statistical analysis of female and minority employment utilization levels and hiring, promotion and termination patterns. The update also includes equity analyses of employee awards. These analyses will identify target areas for further investigation of current employment practices and extended outreach and recruitment efforts involving women and minorities. The AOC expects to complete the update in FY 2020.


Classification of Positions


The HR Act requires the AOC to have a system for the classification of positions that considers the difficulty, responsibility and qualification requirements of the work performed, and which conforms to the principle of equal pay for substantially equal work. The AOC


2019 PERFORMANCE AND ACCOUNTABILIT Y REPORT 10


Title 5 U.S.C. §5349 requires that rates for employees of the AOC be fixed and adjusted consistent with the public interest and in accordance with prevailing rates. U.S. Office of Personnel Management (OPM) Position Classification Standards provide information on the occupational series, title, grade and pay system for positions performing white collar work in the federal government.


Other Information • Section IV 155


classification system fosters internal equity for employees with comparable qualifications and responsibilities for their respective occupations. The AOC uses federal guidelines for the classification of General Schedule (GS) and wage grade positions and to determine duties, responsibilities, qualification requirements, position titles, series and grade levels.10


The AOC


pays prevailing rates to employees in recognized trades or in unskilled or skilled manual labor occupations, as well as work leaders or supervisors. The AOC also has exempt personnel positions that are senior rated (SR). Employees in these positions serve at the pleasure of the Architect of the Capitol. The classification program also seeks equity with similar positions in the external nonfederal sector. AOC Order 532, Pay Under the Architect’s Wage System, provides agency policy on positions classifications and employee compensation determinations. Section I: Management’s Discussion and Analysis depicts the AOC’s organizational structure as well as the number of positions in each jurisdiction.


Program Highlight:


 Positions Classification Study. The classification program at the AOC tracks and prioritizes occupations for review and update by conducting trades studies in collaboration with the jurisdictions. During FY 2019, the AOC conducted classification studies for materials handlers, tools and parts attendants, accounting technicians and financial management specialists. The AOC reviewed 347 position descriptions for SR, supervisory, nonsupervisory, career ladder and single-grade GS, wage grade, summer intern and the Architect’s Mobility Program (AMP) positions.


Employee Training and Development


The HR Act requires the AOC to have a program for the training of AOC employees that has among its goals improved employee performance and opportunities for employee advancement. The AOC’s training and development program provides training to employees to develop desired behaviors, job-related knowledge, skills and abilities and familiarity with industry standards. Employees receive training and development in accordance with their position duties, resulting in stronger technical competency and desired workplace behaviors. AOC Order 410-1, Training and Employee Development, provides agency policy for the training and development of employees.


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