Command Managed Equal Opportunity (CMEO) Manager

Command Managed Equal Opportunity Program
The objective of Command Managed Equal Opportunity is to promote positive command morale and quality of life by providing an environment in which all personnel can perform to their maximum ability, unimpeded by institutional or individual biases based on race, color, religion, sex (including gender identity), national origin, or sexual orientation. Command leaders must create, shape, and maintain a positive Equal Opportunity (EO) and Sexual Harassment (SH) prevention environment through policy, communication, training, education, enforcement and assessment.

Command Managed Equal Opportunity is intended to be one of many Commanders' tools for the prevention of unprofessional behavior and for ensuring EO and SH prevention goals are obtained. Leadership has the authority and responsibility to ensure that Navy Core Values are integrated into our daily business.

CMEO Managers assist Commanders by:
Serving as the coordinator for the command climate assessment.
Coordinating and monitoring all command EO/SH training. 
Ensuring formal reports are submitted with established guidance and timelines per OPNAVINST 5354.1G.
Maintaining CMEO record files for 3 years. 
Performing other EO/SH prevention related duties as assigned by the Commander.
Periodically evaluate the CMEO Program utilizing the CMEO Checklist (contained in OPNAVINST 5354.1G).
Coordinating the processing of EO/SH reports.
(Note:  Personnel who manage the EO/SH report process do not normally perform investigations due to the possibility of conflict of interest).

OPNAV Equal Opportunity Program Manual  (5354.1G):
The instruction (revised in 2017) provides a great opportunity for CMEOs to brief Commanders and personnel on the Navy's EO policy. Commands are encouraged to carefully read through the entire instruction. Some of the changes from the previous version include:

1.  Oversight for the sexual harassment prevention and response program has been removed from this instruction. A separate sexual harassment prevention and response instruction has been developed, under OPNAVINST 5300.13.

2.  Establishes command climate specialist (CCS) billets at echelon 2 commands and echelon 3 commands with subordinate commands.

3.  Includes sexual orientation as a basis for unlawful discrimination, includes gender identity as a form of sex discrimination, and prohibits harassment based on race, color, religion, sex (including gender identity), national origin, and sexual orientation.

4.  Provides a more detailed responsibilities section. Provides a more detailed responsibilities section. Implements a standardized informal report process and an anonymous report process and enhances the formal report process.

5.   Provides a harassment or unlawful discrimination retaliation awareness brief.

6.  Details the command climate assessment process, to include renaming the command assessment team to the command resilience team (CRT).
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