Department of the Army

Pamphlet 600–26

Personnel–General

Department of
the Army
Affirmative
Action Plan

Headquarters
Department of the Army
Washington, DC
23 May 1990

Unclassified
SUMMARY of CHANGE
DA PAM 600–26
Department of the Army Affirmative Action Plan

This revision--

o Aligns requirements outlined in DOD Directive 1350.2, DOD Instruction 1350.3,

and AR 600-20.

o Updates goals and objectives for Heads of Department of the Army Staff
agencies who are proponents for specific HQDA affirmative actions (chap 2).

o Develops and identifies a data collection system to support affirmative

actions (chap 2).

o Requires Equal Opportunity Advisors to conduct in-depth internal assessments

semiannually (chap 3).
Headquarters *Department of the Army
Department of the Army Pamphlet 600–26
Washington, DC
23 May 1990

Personnel–General

Department of the Army Affirmative Action Plan

and objectives of the Department of the Ar- will destroy interim changes on their expira-
my, Army Staff agencies, and major Army tion dates unless sooner superseded or re-
commands in support of the Department of scinded.
the Army Equal Opportunity Program. It es-
tablishes specific affirmative actions, poli- Suggested Improvements. The propo-
cies, and responsibilities for management nent agency of this pamphlet is the Office of
personnel to ensure all military members are
the Deputy Chief of Staff for Personnel. Us-
treated with fairness, justice, and equity with-
ers are invited to send comments and sug-
out regard to race, religion, color, gender, or
national origin. gested improvements on DA Form 2028
(Recommended Changes to Publications and
Applicability. The pamphlet applies to mili-
Blank Forms) directly to HQDA
tary personnel of the Active Army and U.S.
Army Reserve (USAR), and to heads of (DAPE–MPH–E), WASH, DC 20310–0300.
Army Staff and major Army commands. It
does not apply to the Army National Guard. Distribution. Distribution of this publica-
Proponent and exception authority. tion is made in accordance with the require-
History. This update printing publishes a Not applicable. ments on DA Form 12–09–E, block number
revision of this publication. Because the Interim changes. Interim changes to this 2358, intended for command level B for Ac-
publication has been extensively revised, the pamphlet are not official unless they are au- tive Army, none for Army National Guard,
changed portions have not been highlighted. thenticated by The Adjutant General. Users and D for U.S. Army Reserve.
Summary. This pamphlet presents the goals

Contents (Listed by paragraph and page number) Retention • 2–8, page 5

Assignments • 2–9, page 6
Chapter 1 Discrimination and sexual harassment complaints • 2–10, page 6
Introduction, page 1 Use of skills • 2–11, page 6
Discipline • 2–12, page 6
Section I MACOM actions • 2–13, page 6
Summary, page 1
Purpose • 1–1, page 1 Chapter 3
References • 1–2, page 1 Goal Development • 3–1, page 8
Explanation of abbreviations and terms • 1–3, page 1 Goal revision • 3–2, page 8
Objective • 1–4, page 1 Review and analysis • 3–3, page 8
Scope • 1–5, page 1 Measurement • 3–4, page 8
Racial and ethnic designation categories (REDCAT) • 1–6, page 1
Table List
Section II
Responsibilities, page 2 Table 1–1: Reporting codes–race/population group, page 1
The Heads of Headquarters, Department of the Army (HQDA) Table 1–2: Reporting codes–ethnic group, page 1
agencies and MACOMs • 1–7, page 2 Table 1–3: Racial/ethnic designation categories (REDCAT), page 2
Army Staff • 1–8, page 2 Table 2–1: Accession goals–Chaplains (in percentages), page 7
Reporting • 1–9, page 2 Table 2–2: Accession goals–Judge Advocates General (in
percentages), page 7
Chapter 2 Table 2–3: Accession goals–Medical department(in percentages),
Affirmative Actions, page 2 page 7
Identification • 2–1, page 2
Assessment and communication • 2–2, page 3 Glossary
Recruitment and accessions • 2–3, page 3
Force composition • 2–4, page 4 Index
Promotions • 2–5, page 5
Professional military education. • 2–6, page 5
Involuntary separations • 2–7, page 5

* This pamphlet supersedes DA Pam 600–26, 13 December 1985.

DA PAM 600–26 • 23 May 1990 i

Unclassified
 RESERVED

ii DA PAM 600–26 • 23 May 1990

Chapter 1 1–6. Racial and ethnic designation categories (REDCAT)
Introduction a. The race or population group and ethnic group designations in
tables 1–1 and 1–2 are the standard DOD categories and reporting
Section I codes.
Summary b. To avoid double–counting of racial and ethnic group statistics,
the guide in table 1–3 is provided. REDCAT will be used to display
1–1. Purpose data on race and ethnicity within the U.S. Army.
This pamphlet is the Department of the Army (DA) Affirmative
Action Plan (AAP). It sets forth the goals and objectives of the DA, Table 1–1
Army Staff agencies, and major Army commands (MACOMs) Reporting codes–race/population group
which constitute affirmative actions in support of the DA Equal
Race/population group: American Indian
Opportunity (EO) Program.
Definition: A soldier having origins in any of the original peoples of North
America.
1–2. References Reporting codes: R
a. Required publication. AR 600–20, chapter 6, Equal Opportu-
nity Program in the Army. (Cited in paras 1–5, 1–8, 1–9, 2–10, and Race/population group: Asian
2–13.) Definition: A soldier having origins in any of the original peoples of Asia,
b. Related publications. including China, Japan, and Korea.
Reporting codes: M
(1) AR 20–1, Inspector General Activities and Procedures.
(2) AR 190–45, Law Enforcement Reporting. Race/population group: Black
(3) Department of Defense Directive (DODD) 1350.2, The De- Definition: A soldier having origins in any of the Black racial groups of
partment of Defense Equal Opportunity Program. Africa or other areas.
(4) Department of Defense Instruction (DODI) 1350.3, The De- Reporting codes: N
partment of Defense Affirmative Action Planning and Assessment Race/population group: White
Process. Definition: A soldier having origins in any of the original peoples of
c. Prescribed forms. Europe, North Africa, or Middle East.
(1) DA Form 2819, Law Enforcement and Discipline Report. Reporting codes: C
(2) DD Form 2509, Military Equal Opportunity Assessment. Race/population group: Other
Definition: A member of a race not included above.
1–3. Explanation of abbreviations and terms Reporting codes: X
Abbreviations and special terms used in this pamphlet are explained
in the glossary. Race/population group: Unknown
Definition: Soldiers who do not know their ethnic heritage.
1–4. Objective Reporting codes: Z
a. The objective of the AAP is to identify and establish goals,
responsibilities, and policies that support the Army EO Program.
The thrust of the Army EO Program continues to be, “to firmly Table 1–2
embed the equal opportunity function within the Army’s leadership Reporting codes–ethnic group
framework.” Fairness, justice, and equity for all soldiers, regardless Ethnic group: Mexican
of race, color, ethnicity, gender, or religion are obligations of leader- Definition: Soldiers of Mexican descent.
ship and functions of command. Reporting codes: 6
b. To accomplish any mission, leaders must ensure that their
Ethnic group: Puerto Rican
units are properly trained and that their soldiers, their equipment,
Definition: Soldiers of Puerto Rican descent.
and they, themselves, are in the proper state of readiness at all Reporting codes: 4
times. Soldiers must be committed to accomplishing the mission
through unit cohesion developed as a result of a healthy leadership Ethnic group: Cuban
climate. Leaders at all levels promote individual readiness by Definition: Soldiers of Cuban descent.
developing competence and confidence in their subordinates. A Reporting codes: 9
leadership climate in which all soldiers perceive they are treated Ethnic group: Latin American
with fairness, justice, and equity is crucial to the development of Definition: Soldiers of Central and South American descent.
this confidence. Reporting codes: S
c. The AAP must direct affirmative actions in support of Army
Ethnic group: Other
policy that will provide equal opportunity and treatment for all Definition: Soldiers of Spanish extraction not delineated as Mexican,
soldiers regardless of race, color, gender, religion, or national origin. Puerto Rican, Cuban, or Latin American.
It must reflect the high priority afforded these important tasks and Reporting codes: 1
the commitment of the Army to achieve its objective.
Ethnic group: Aleut
1–5. Scope Definition: Soldiers of Aleutian descent.
a. The Army AAP is a personnel management document; it ful- Reporting codes: 8
fills a specific DOD requirement that military departments develop Ethnic group: Eskimo
and publish comprehensive EO AAPs. It aligns requirements out- Definition: Does not include Aleuts.
lined in DODD 1350.2, DODI 1350.3, and AR 600–20. Reporting codes: 7
b. Actions directed in this document are designed to–
Ethnic group: U.S./Canadian Indian tribes
(1) Prevent personal discrimination and assure opportunities for Definition: Soldiers belonging to U.S. or Canadian Indian tribes (other
upward mobility for all qualified soldiers. than Aleut or Eskimo).
(2) Provide informational sources concerning the demographics Reporting codes: 2
of the Army.
Ethnic group: Chinese
(3) Infuse AAPs into military organizations by placing affirma-
Definition: Soldiers of Chinese descent.
tive action responsibility into the hands of commanders. Reporting codes: G

DA PAM 600–26 • 23 May 1990 1

Table 1–2 Section II
Reporting codes–ethnic group—Continued Responsibilities
Ethnic group: Japanese 1–7. The Heads of Headquarters, Department of the Army
Definition: Soldiers of Japanese descent. (HQDA) agencies and MACOMs
Reporting codes: J Heads of HQDA agencies and MACOMs will–
Ethnic group: Korean a. Implement EO plans, policies, and programs.
Definition: Soldiers of Korean descent. b. Investigate any complaints or grievances received and take
Reporting codes: K appropriate action as necessary.
Ethnic group: Indian 1–8. Army Staff
Definition: Soldiers from India or of Indian descent. a. The Heads of Army Staff agencies will develop and imple-
Reporting codes: D ment agency AAPs.
b. The Army Staff will–
Ethnic group: Filipino
(1) Act as proponents of respective actions directed in chapter 2.
Definition: Soldiers of Filipino descent.
Reporting codes: 5
(2) Develop individual plans to support their affirmative actions.
c. The Deputy Chief of Staff for Personnel (DCSPER), HQDA,
Ethnic group: Vietnamese will–
Definition: Soldiers of Vietnamese descent. (1) Have General Staff responsibility for this plan.
Reporting codes: V (2) Act as the proponent of respective actions directed in chapter
2.
Ethnic group: Other Asian descent
Definition: Soldiers of Asian descent not delineated separately as
(3) Ensure that the plan is executed by Army Staff agencies and
Chinese, Japanese, Korean, Indian, Filipino, or Vietnamese. MACOMs.
Reporting codes: 3 d. The Commanding Generals (CGS) of MACOMs will–
(1) Per AR 600–20, chapter 6, ensure that AAPs are developed at
Ethnic group: Melanesian each MACOM, installation, separate unit, agency, and activity down
Definition: Soldiers of Melanesian descent. to brigade or equivalent level to include service schools.
Reporting codes: E (2) Act as proponents of MACOM affirmative actions in chapter
Ethnic group: Polynesian 2.
Definition: Soldiers of Polynesian descent. (3) Ensure that MACOM AAPs are submitted to HQDA
Reporting codes: L (DAPE–MPH–E) WASH DC 20310–0300 for review.

Ethnic group: Other Pacific Island descent 1–9. Reporting

Definition: Soldiers of Pacific Island descent, not delineated separately a. The Heads of HQDA proponent agencies will–
as Melanesian, Micronesian, or Polynesian. (1) Submit an annual narrative and statistical report on affirma-
Reporting codes: Q tive action progress (RCS CSGPA–1471 (R1)) covering the fiscal
year (FY) to HQDA (DAPE–MPH–E), WASH DC 20310–0300, by
Ethnic group: Other
30 November of each year.
Definition: A member of an ethnic group not included above.
Reporting codes: X
(2) Submit to DAPE–MPH–E a statistical portrayal by REDCAT
and gender of enlisted, warrant officer promotions; command selec-
Ethnic group: Unknown tion; and school selections on the date of publication and release of
Definition: Soldiers who do not know their ethnic heritage. the list. Lists will be accompanied by a statistical portrayal of
Reporting codes: Z selection board membership by REDCAT and gender.
b. The CGS of MACOMs will–
(1) Submit quarterly to DAPE–MPH–E, within 30 calendar days
Table 1–3
of the end of each quarter, a Quarterly Equal Opportunity Complaint
Racial/ethnic designation categories (REDCAT) Report as required by AR 600–20, chapter 6, (RCS–CSGPA–1471
(R1)).
When race code equals: R (2) Submit annual narrative and statistical reports of command
And ethnic codes equals: 8, 7, or 2. affirmative action progress covering the FY to HQDA
Then report as: American Indian/Alaskan Native. (DAPE–MPH–E) WASH DC 20310–0300 by 30 November as re-
When race code equals: M, C, N, X, or Z
quired in AR 600–20, chapter 6, for the fiscal year completed
And ethnic codes equals: G, J, K, 5, D, V, 3, E, W, L, or Q. (RCS–CSGPA–1471(R1)).
Then report as: Asian/Pacific Islander. (c) The Commander in Chief, Forces Command (CINC,
FORSCOM) will submit AAP reports for the U.S. Army Reserve
When race code equals: N (USAR) through the Office of the Chief, Army Reserve (OCAR) to
And ethnic codes equals: X or Z. HQDA (DAPE–MPH–E) WASH DC 20310–0300.
Then report as: Black, not of Hispanic origin. d. The DCSPER will–
When race code equals: C (1) Coordinate the revision and update of the AAP as required.
And ethnic codes equals: X or Z. (2) Submit an annual assessment of AAP progress under DODI
Then report as: White, not of Hispanic origin. 1350.3.

When race code equals: C, N, X, or Z.

And ethnic codes equals: 6, 4, 9, S, or 1.
Then report as: Hispanic. Chapter 2
When race code equals: X or Z. Affirmative Actions
And ethnic codes equals: X or Z.
2–1. Identification
Then report as: Other/Unknown.
This chapter contains affirmative action goals and objectives. Goals
are intended to be realistic and achievable, with measurable pros-
pects of attainment. Goals are not ceilings, nor are they base figures

2 DA PAM 600–26 • 23 May 1990

that are to be reached at the expense of requisite qualifications and (2) Objective. Ensure all qualified non–scholarship members of
standards. In affirmative action efforts, goals are not quotas. Goal the ROTC program have an EO for commissioning into the Army.
development or accountability for affirmative action goals will be (3) Affirmative action. Maintain commissioning results (by RED-
with the commander or functional manager who has the resources CAT and gender) and review for disparities.
and authority to control or influence the outcome of specific affirm- (4) Goal(s). Commissioning rates for qualified members of each
ative actions. category should be comparable to the overall commissioning rate for
the total population of ROTC non–scholarship members being
2–2. Assessment and communication commissioned.
a. Subject. Annual assessment of the DA AAP. (5) Milestone(s). Provide annual results (by REDCAT and gen-
(1) Proponent. HQDA (DAPE–MPH–E). der) on DD Form 2509 to DAPE–MPH–E by 30 November for
(2) Objective. Evaluate the effectiveness of DA APP. fiscal year completed, along with previous years’ data.
(3) Affirmative action(s). (6) Basis of goal(s). DODI 1350.3 and demographics of eligible
(a) Prepare an annual assessment of the DA AAO and submit it population.
to appropriate agencies in the DOD and the DA according to current c. Subject. Officer accessions–ROTC (scholarship accessions).
directives. (1) Proponent. HQDA (DAPE–MPO–D).
(b) Incorporate the assessment of each individual goal and objec- (2) Objective. Ensure all qualified scholarship members of the
tive prepared by the respective Army Staff proponent agencies. ROTC program have an EO for commissioning into the Army.
(c) Use all appropriate assessment means to ensure that a com- (3) Affirmative action(s). Maintain commissioning results (by
prehensive evaluation is provided. REDCAT and gender) and review for disparities.
(4) Goal(s). The annual assessment will present an accurate, bal- (4) Goal(s). Commissioning rates for each category should be
anced, and objective appraisal of the DA AAP. comparable to the overall commissioning rate for the total popula-
(5) Milestone(s). Assessment is due annually to DOD by 1 Feb- tion of ROTC scholarship members being commissioned.
ruary following the completed fiscal year. (5) Milestone(s). Provide annual results (by REDCAT and gen-
(6) Basis of goal(s). DODI 1350.3. der) on DD Form 2509 to DAPE–MPH–E by 30 November for
b. Subject. Army Public Affairs Program. fiscal year completed, along with previous years’ data.
(1) Proponent. Office of the Chief of Public Affairs, Office of (6) Basis of goal(s). DODI 1350.3 and demographics of eligible
population.
the Secretary of the Army (OSA).
d. Subject. Officer accessions–ROTC (senior ROTC MS
(2) Objective. Increase awareness of the Army’s affirmative ac-
III–enrollment).
tions in support of equal opportunity.
(1) Proponent. HQDA (DAPE–MPO–D).
(3) Affirmative action(s). (2) Objective. Ensure that all qualified individuals have an EO
(a) Publish articles in support of EO to internal audiences using for senior ROTC MS III enrollment.
all available command information media; focus on progress, new (3) Affirmative action(s). Maintain enrollment results (by RED-
initiatives, and items of special interest; and support other propo- CAT and gender) and review for disparities.
nents’ informational requirements. (4) Goal(s). Senior ROTC MS III enrollment rates for qualified
(b) Inform external publications of new policies and develop- applicants in all categories should be comparable to the overall
ments in the Army Equal Opportunity Program. enrollment rate of the total population of qualified applicants for MS
(c) Distribute relevant new releases to minority–oriented III.
publications. (5) Milestone(s). Provide annual results (by REDCAT and gen-
(d) Promote the use of neutral language in Army public affairs der) on DD Form 2509 to DAPE–MPH–E by 30 November for
information releases to include photography, cartoons, and other fiscal year completed, along with previous years’ data.
visual media. (6) Basis of goal(s). DODI 1350.3 and demographics of eligible
(4) Goal(s). population.
(a) Increase understanding of affirmative action programs in the e. Subject. Officer accessions–ROTC (scholarships awarded).
Total Army. (1) Proponent. HQDA (DAPE–MPO–D).
(b) Develop and distribute news releases on significant develop- (2) Objective. Ensure all qualified individuals have an EO to
ments in the Army Equal Opportunity Program. compete for, and receive, an ROTC scholarship.
(5) Milestone(s). Review progress annually. (3) Affirmative action(s). Maintain scholarship results (by RED-
(6) Basis for goal(s). Social, moral, and legal significance of this CAT and gender) and review for disparities.
program. (4) Goal(s). ROTC scholarship award rates for qualified appli-
cants in all categories should be comparable to the overall award
2–3. Recruitment and accessions rate for the total population of qualified applicants competing for
a. Subject. Enlisted accessions. ROTC scholarships.
(1) Proponent. HQDA (DAPE–MPA). (5) Milestone(s). Provide annual results (by REDCAT and gen-
(2) Objective. Ensure all qualified individuals have an EO for der) on DD Form 2509 to DAPE–MPH–E by 30 November for
service in the Army. fiscal year completed, along with previous years’ data.
(3) Affirmative action(s). Maintain accession data by REDCAT, (6) Basis for goal(s). DODI 1350.3 and demographics of the
gender, military occupational specialty (MOS), non–prior and prior eligible population.
service, to determine distribution throughout the force. f. Subject. Officer accessions–United States Military Academy
(4) Goal (s). Ensure that all categories have an EO for access (USMA) (commissioned).
into any MOS according to their qualifications, specialty prefer- (1) Proponent. HQDA (DAPE–MPO–D).
ences, and the needs of the Army. (2) Objective. Ensure all qualified individuals have an EO for
(5) Review annually and provide results of review to commissioning into the Army through the USMA.
DAPE–MPH–E on DD Form 2509 by 30 November for the fiscal (3) Affirmative action(s). Maintain commissioning results (by
year completed, along with previous years’ data. REDCAT and gender) and review for disparities.
(6) Basis of goal(s). DODI 1350.3 and demographics of eligible (4) Goal(s). USMA commissioning rates for qualified cadets in
population. all categories should be comparable to the overall commissioning
b. Subject. Officer accessions–ROTC (non–scholarship rate for the total population being commissioned from USMA.
accessions). (5) Milestone(s). Provide annual results (by REDCAT and gen-
(1) Proponent. HQDA (DAPE–MPO–D). der) on DD Form 2509 to DAPE–MPO–E by 30 November for
fiscal year completed, along with previous years’ data.

DA PAM 600–26 • 23 May 1990 3

 (6) Basis for goal(s). DODI 1350.3 and demographics of eligible (4) Goal(s). The percentages in table 2–2 represent the annual
population. accession goals for the respective categories.
g. Subject. Officer accessions–USMA (beginning enrollment). (5) Milestone(s). Provide annual results (by REDCAT and gen-
(1) Proponent. HQDA (DAPE–MPO–D). der) on DD Form 2509 to DAPE–MPH–E by 30 November for
(2) Objective. Ensure all qualified individuals have an EO to fiscal year completed, along with previous years’ data.
compete and be accepted for admission to USMA. (6) Basis for goal(s). DODI 1350.3 and the demographics of law
(3) Affirmative actions. Maintain admission results (by REDCAT school graduation classes.
and gender) and review for disparities. l. Subject. Professional branches accessions–medical branches.
(4) Goal(s). USMA admission rates for qualified applicants in all (1) Proponent. HQDA, Office of the Surgeon General.
REDCAT should be comparable to the overall admission rate for all (2) Objective. Ensure all qualified individuals have an EO for
qualified considered for USMA admission. Note: Although the Ar- commissioning and accession on to active duty in the medical
my’s ability to attain this goal is limited by the nomination process, branches noted in table 2–3.
it can be overcome, somewhat, by publishing recruitment goals and (3) Affirmative action(s). Establish realistic, achievable goals
objectives. consistent with personnel staffing requirements.
(5) Milestone(s). Provide annual results (by REDCAT and gen- (4) Goal(s). The percentages in table 2–3 represent the annual
der) on DD Form 2509 to DAPE–MPH–E by 30 November for accession goals for the respective categories.
fiscal year completed, along with previous years’ data. (5) Milestone(s). Provide annual results (by REDCAT and gen-
(6) Basis for goal(s). DODI 1350.3 and demographics of the high der) on DD Form 2509 to DAPE–MPH–E by 30 November for
school population that matriculate to college. fiscal year completed, along with previous years’ data.
h. Subject. Officer accessions–direct commissions. (6) Basis for goal(s). DODI 1350.3 and the demographics of the
(1) Proponent. HQDA (DAPE–MPO–D). various medical specialties’ and disciplines’ graduation classes.
(2) Objective. Ensure all qualified individuals have an EO to m. Subject. Warrant officer accessions–flight and “other than
receive a direct commission into the Army. flight” programs.
(3) Affirmative action(s). Maintain direct commissioning data (by (1) Proponent. HQDA (DAPE–MPO).
REDCAT and gender) and review for disparities. (2) Objective. Ensure all qualified applicants for warrant officer
accession, both flight and “other than flight,” have an EO for
(4) Goal(s). Direct commissioning rates for qualified applicants
selection.
in all categories should be comparable to the direct commissioning
(3) Affirmative action(s). Continue to recruit under–represented
rate of all qualified applicants.
categories for warrant officer training consistent with Army person-
(5) Milestone(s). Provide annual results (by REDCAT and gen-
nel staffing program requirements.
der) on DD Form 2509 to DAPE–MPH–E by 30 November for
(a) U.S. Army Recruiting Command (USAREC) will actively
fiscal year completed, along with previous years’ data. encourage application by qualified under–represented categories to
(6) Basis for goal(s). DODI 1350.3 and demographics of the increase representation in the applicant pool considered in the board
eligible population. selection process.
i. Subject. Officer accessions–enlisted commissioning program (b) USAREC will monitor monthly warrant officer candidate se-
for Officer Candidate School (OCS). lection boards (by REDCAT and gender) to determine whether
(1) Proponent. HQDA (DAPE–MPO–D). selection rates of qualified candidates for all categories are compara-
(2) Objective. Ensure all qualified soldiers have an EO to receive ble to the selection rate of all qualified applicants.
a commission through the OCS program. (4) Goal(s). All categories’ selection rates of qualified applicants
(3) Affirmative action(s). Maintain OCS commissioning rates (by should be comparable to the overall selection rate of all qualified
REDCAT and gender) and review for disparities. applicants.
(4) Goal(s). OCS commissioning rates for qualified applicants in (5) Milestone(s). USAREC will compile and submit through
all REDCAT should be comparable to the overall commissioning HQDA (DAPE–MPO) to HQDA (DAPE–MPH–E) (by REDCAT
rate of qualified soldiers in OCS. and gender) an annual assessment of recruiting mission results with
(5) Milestone(s). Provide annual results (by REDCAT and gen- regard to profiles of considered and selected populations by 30
der) on DD Form 2509 to DAPE–MPH–E by 30 November for November for the fiscal year completed, along with previous years’
fiscal year completed, along with previous years’ data. data.
(6) Basis for goal. DODI 1350.3 and demographics of the eligi- (6) Basis for goal(s). DODI 1350.3. Demographics of eligible
ble population. cohort; women limited to MOSs available under current assignment
j. Subject. Professional branches accessions–Chaplains. policies, current law, and the Direct Combat Probability Code
(1) Proponent. HQDA, Office of the Chief of Chaplains. (DCPC).
(2) Objective. Ensure all qualified individuals have an EO for
commissioning and accession on to active duty as a Chaplain. 2–4. Force composition
(3) Affirmative action(s). Establish realistic, achievable goals for a. Subject. Active Army composition.
each year, consistent with manpower requirements. (1) Proponent. HQDA (DAPE–MPH–E).
(4) Goal(s). The percentages in table 2–1 represent the annual (2) Objective. Determine demographic profile of the active duty
accession goals for the respective categories. force by REDCAT and gender.
(5) Milestone(s). Provide annual results (by REDCAT and gen- (3) Affirmative action(s). Report the composition of the Active
der) on DD Form 2509 to DAPE–MPH–E by 30 November for the Army for officers, warrant officers, and enlisted soldiers by grade,
fiscal year completed, along with previous years’ data. REDCAT, and gender.
(4) Goal(s). Provide EO of assignment according to individual
(6) Basis for goal(s). DODI 1350.3. Current Chaplain Corps
qualifications, specialty preference, and the needs of the Army.
composition and demographics of students in seminaries accredited
(5) Milestone(s). Required information is available quarterly on
by the Association of Theological Schools.
DCSPER For 441.
k. Subject. Professional branches accessions–Judge Advocate
(6) Basis for goal(s). DODI 1350.3.
General’s Corps (JAGC).
b. Subject. USAR composition.
(1) Proponent. HQDA (DAJA–PT). (1) Proponent. OCAR.
(2) Objective. Ensure all qualified individuals have an EO for (2) Objective. Determine demographic profile of the USAR.
commissioning and accession on to active duty as an Army attorney. (3) Affirmative action(s). Report composition of the USAR for
(3) Affirmative action(s). Establish realistic, achievable goals for officers, warrant officers, and enlisted by grade, REDCAT, and
each year, consistent with personnel staffing requirements. gender.

4 DA PAM 600–26 • 23 May 1990

 (4) Goal(s). Provide EO of assignment according to individual b. Subject. Enlisted career schooling.
qualifications, specialty preference, and the needs of the Army. (1) Proponent. HQDA (DAPE–MPE–PD).
(5) Milestone(s). Required information is available quarterly on (2) Objective. Ensure that all soldiers have an EO for career
DCSPER Form 587. progression, training, and skill development.
(6) Basis for goal(s). DODI 1350.3. (3) Affirmative action(s). Review the results of each selection
board for disparities. Maintain results by REDCAT and gender.
2–5. Promotions Monitor procedures to ensure that significant variances are brought
a. Subject. Officer centralized promotions. to the attention of each selection board before the board adjourns.
(1) Proponent. HQDA (DAPE–MPO–S). (4) Goal(s). The selection rate for qualified enlisted soldiers in
(2) Objective. Ensure all qualified officers have an EO for each category should be comparable to the overall selection rate for
promotions. the total population of all qualified enlisted soldiers considered.
(3) Affirmative action(s). (5) Milestone(s). Provide results of selection board to
(a) Maintain results of promotion selections and review for DAPE–MPH–E (by REDCAT and gender) on DD Form 2509 on
disparities. the date list is released.
(b) Ensure board membership provides fair representation by (6) Basis for goal(s). DODI 1350.3 and demographics of popula-
REDCAT and gender. tion under consideration.
(c) Include guidance in all instructions to selection boards con-
cerning equal opportunity. 2–7. Involuntary separations
(d) Monitor board procedures to ensure significant variances are a. Subject. Officer and warrant officer separations.
brought to the board’s attention and reviewed prior to adjournment. (1) Proponent. HQDA (DAPE–MPO–S).
(4) Goal(s). Selection rates for all categories should not be less (2) Objective. Ensure that separation policies are applied equita-
than the overall selection rate for the total population considered. bly among all personnel.
Variances from this goal must be explained in the board after–action (3) Affirmative action(s). Review data generated by information
report. systems for disparities in separation rates in the following areas:
(5) Milestone(s). Provide results of all centralized officer promo- (a) Unsatisfactory performance (DA Active Duty Board or
tion boards (by REDCAT and gender) to DAPE–MPH–E on the elimination).
date list is released. Information will be submitted on a DD Form (b) Misconduct (DA Active Duty or elimination).
2509. (c) Punitive discharges (bad conduct and dishonorable).
(6) Basis for goal(s). DODI 1350.3. Demographics of population (d) Other involuntary separations or retirements as required.
of officers who are eligible for promotion consideration (chief war- (4) Goal(s). Ensure that separation actions are not inappropriately
rant officer through colonel, first–time considered). influenced by REDCAT, gender, religion, and national origin.
b. Subject. Enlisted centralized promotions. (5) Milestone(s). Provide annual results (by REDCAT and gen-
(1) Proponent. HQDA (DAPE–MPE–PD). der) on DD Form 2509 to DAPE–MPH–E by 30 November for the
(2) Objective. Ensure all soldiers have an EO for promotions. fiscal year completed, along with previous years’ data.
(3) Affirmative action(s). (6) Basis for goal(s). DODI 1350.3. Report permits comparison
of separation by type, REDCAT, and gender in proportion to the
(a) Maintain results of promotion selections and review for
total population.
disparities.
b. Subject. Enlisted separations.
(b) Ensure board membership provides fair representation by
(1) Proponent. HQDA (DAPE–MPE–PD).
REDCAT and gender.
(2) Objective. Ensure that separation policies are applied equita-
(c) Include guidance in all instructions to selection boards con-
bly among all soldiers.
cerning equal opportunity.
(3) Affirmative action(s). Review data for disparities in the fol-
(d) Monitor board procedures to ensure significant variances are
lowing areas:
brought to the board’s attention and reviewed prior to adjournment.
(a) Unsatisfactory performance
(4) Goal(s). Selection rates for all categories should not be less
(b) Misconduct
than the selection rate of the overall population considered. Vari-
(c) Punitive discharges
ances from these goals must be explained in the board after–action
(d) Other involuntary separations.
report.
(4) Goal(s). Ensure that separation actions are not inappropriately
(5) Milestone(s). Provide results of all enlisted centralized pro- influenced by REDCAT, gender, religion, and national origin.
motion boards to DAPE–MPH–E (by REDCAT and gender) on the (5) Milestone(s). Provide annual results (by REDCAT and gen-
date list is released. Information will be provided on DD Form der) on DD Form 2509 to DAPE–MPH–E by 30 November for the
2509. fiscal year completed, along with the previous years’ data.
(6) Basis for goal(s). DODI 1350.3. (6) Basis for goal(s). DODI 1350.3 and DCSPER Automated 338
2–6. Professional military education. Report. Report permits comparison of separation by type, REDCAT,
a. Subject. Officer–Selection for: Senior Service College (SSC), and gender in proportion to the total population.
Command and Staff College (CSC), and for Advanced Civil 2–8. Retention
Schooling. a. Subject. Enlisted retention
(1) Proponent. HQDA (DAPE–MPO–S). b. Proponent. HQDA (DAPE–MPE–PD)
(2) Objective. Ensure that all qualified officers have an EO for c. Objective. Ensure re enlistment policies are applied equitably
selection for schooling. among all soldiers
(3) Affirmative action(s). Maintain statistics on selectees for SSC, d. Affirmative action(s). Review re enlistment data for disparities
CSC, and Advanced Civil Schooling, and review for disparities. between categories
(4) Goal(s). The goal is that the selection rate for qualified offi- e. Goal(s). Re enlistment rates of qualified soldiers (by REDCAT
cers in each category be no less than the selection rate of the overall and gender) should be comparable to the rates of the overall eligible
population of qualified officers considered. population of qualified soldiers
(5) Milestone(s). Provide results of selection boards to f. Milestone(s). Provide annual results (by REDCAT and gender)
DAPE–MPH–E (by REDCAT and gender) on DD FORM 2509 on to DAPE–MPE–E on DD Form 2509 by 30 November for fiscal
the date the list is released. year completed, along with previous years’ data
(6) Basis for goal(s). DODI 1350.3 and demographics of popula- g. Basis for goal(s). DODI 1350.3.
tion under consideration.

DA PAM 600–26 • 23 May 1990 5

2–9. Assignments (6) Basis for goal(s). DODI 1350.3 and demographics of the
a. Subject. Assignments–command selection eligible population.
b. Proponent. HQDA (DAPE–MPO–S)
c. Objective. Ensure all qualified officers have an EO for com- 2–12. Discipline
mand selection. a. Subject. Judicial and nonjudicial punishment.
d. Affirmative action(s). Maintain the results of the colonel and (1) Proponent. HQDA (DAJA)
lieutenant colonel command selection boards and review for dis- (2) Objective. Accurately portray judicial and nonjudicial
parities. Variances will be reviewed in terms of both trends and punishment.
statistical significance. (3) Affirmative action(s). Review (by REDCAT and gender) to
identify trends and monitor changes.
e. Goal(s). The goal is to achieve a selection rate for qualified
(4) Goal(s). Ensure that all soldiers are treated equitably.
officers in each category that is not less than the selection rate of
(5) Milestone(s). Provide annual results (by REDCAT and gen-
the overall population of qualified officers considered.
der) to DAPE–MPH–E on DD Form 2509 by 30 November for the
f. Milestone(s). Provide results of boards (by REDCAT and gen-
fiscal year completed, along with previous years’ data.
der) to DAPE–MPH–E on DD Form 2509 on the day the list is
(6) Basis for goal(s). DODI 1350.3.
published and released.
b. Subject. Confinement or correctional facility population.
g. Basis for goal(s). DODI 1350.3 and demographics of the grade (1) Proponent. HQDA (DAMO–ODL).
for the level of command considered. (2) Objective. Accurately report prison population.
(3) Affirmative action(s). Review prisoner population of Army
2–10. Discrimination and sexual harassment complaints
confinement facilities (by REDCAT and gender) to identify trends
a. Subject. Implementation of EO programs
and monitor changes in prisoner population.
b. Proponent. Office of the Inspector General
(4) Goal(s). REDCAT and gender composition of Army prisoner
c. Objective. Assess implementation of the EO program within population should be comparable to “identified offender”
the Army by conducting inspections and investigations, and provid- composition.
ing assistance as requested. (5) Milestones(s). Provide annual results (by REDCAT and gen-
d. Affirmative action(s). der) to DAPE–MPH–E on DD Form 2509 by 30 November for the
(1) HQDA (DAIG) will provide HQDA (DAPE–MPH–E) feed- fiscal year completed, along with previous years’ data.
back pertaining to EO matters obtained during inspections per AR (6) Basis for goal(s). DODI 1350.3.
20–1. c. Subject. Law enforcement reporting of identified offenders.
(2) HQDA (DAIG) will provide HQDA (DAPE–MPH–E) with– (1) Proponent. HQDA (DAMO–ODL).
(a) A quarterly summary of all discrimination complaints (2) Objective. Accurately report identified offender data as pre-
(b) A quarterly summary of all sexual harassment complaints scribed by AR 190–45.
e. Goal(s). Ensure there is no sexual harassment or discrimina- (3) Affirmative action(s). Review offender data to identify trends
tion due to race, religion, gender, or national origin. and monitor composition (by REDCAT and gender) of soldiers
f. Milestone(s). Report quarterly, each fiscal year, and as apprehended for criminal offenses.
applicable. (4) Goal(s). The goal of this affirmative action is to provide
g. Basis for goal(s). AR 600–20 and DODI 1350.3. additional information for review of discipline and justice issues in
the Army.
2–11. Use of skills (5) Milestone(s). Provide annual results (by REDCAT and gen-
a. Subject. Officer–over and under–represented branches. der) to DAPE–MPH–E on DD Form 2509 by 30 November for the
(1) Proponent. HQDA (DAPE–MPO–D). fiscal year completed, along with previous years’ data.
(2) Objective. Ensure that applicants in all categories are pro- (6) Basis for goal(s). DODI 1350.3.
vided EO for assignment in the various branches, based on their
qualifications, specialty preferences, and the needs of the Army. 2–13. MACOM actions
(3) Affirmative action(s). Maintain composition results, (by RED- a. Subject. Command profile
CAT and gender) and review for disparities. (1) Proponent. Each MACOM.
(4) Goal(s). Achieve equity of representation within each branch, (2) Objective. Provide demographics of each MACOM.
consistent with individual qualifications, specialty preferences, and (3) Affirmative action(s). Determine and report the composition
the needs of the Army. of the MACOM by rank, REDCAT, and gender.
(5) Milestone(s). Provide annual results (by REDCAT and gen- (4) Goal(s). Consistent, Army–wide implementation of the DA
der) to DAPE–MPH–E on DD Form 2509 by 30 November for the AAP.
fiscal year completed, along with previous years’ data. (5) Milestone(s). Provide annually per paragraph 1–9 of this pam-
phlet to DAPE–MPH–E.
(6) Basis for goal(s). DODI 1350.3. Demographics of Officer
(6) Basis for goal(s). MACOM composition.
Personnel Management Directorate (OPMD)–managed population.
b. Subject. Officer commissioning programs (OCS and U.S. Mili-
Report not less than five over and under–represented branches in the
tary Academy Preparatory School USMAPS)).
annual assessment.
(1) Proponent. Each MACOM.
b. Subject. Enlisted–Over and under–represented MOS.
(2) Objective. Ensure EO for selection for all categories.
(1) Proponent. HQDA (DAPE–MPE–DR). (3) Affirmative action(s).
(2) Objective. Ensure that soldiers in all categories are provided (a) Encourage high–quality soldiers to volunteer for officer com-
EO for assignment in the various MOS, based on their qualifica- missioning programs.
tions, specialty preferences, and the needs of the Army. (b) Monitor and report applications (by REDCAT and gender)
(3) Affirmative action(s). Maintain composition results by RED- for OCS and USMAPS.
CAT and gender. Report not less than five over and under–represen- (4) Goal(s). The REDCAT and gender composition of qualified
ted MOS in the annual assessment. OCS and USMAPS applicants should be representative of the eligi-
(4) Goal(s). Achieve equity of representation within each MOS ble population within the command.
consistent with individual qualifications, specialty preferences, and (5) Milestone(s). Provide annually per paragraph 1–9 of this pam-
needs of the Army. phlet to DAPE–MPH–E.
(5) Milestone(s). Provide annual results (by REDCAT and gen- (6) Basis for goal(s). MACOM composition.
der) to DAPE–MPH–E on DD Form 2509 by 30 November for the c. Subject. Military justice.
fiscal year completed, along with previous years’ data. (1) Proponent. Each MACOM.

6 DA PAM 600–26 • 23 May 1990

 (2) Objective. Ensure that the administration of military justice are maintained at the level prescribed by AR 600–20, and are
actions is not influenced by REDCAT, gender, religion, or national staffed with trained personnel of required rank.
origin. (3) Affirmative action(s). Develop and report the number of EOA
(3) Affirmative action(s). Develop and report data by REDCAT authorizations within command. Include the following for each
and gender on each of the following military justice actions: requirement:
(a) Article 15 (a) Position (required, authorized or filled)
(b) Summary courts–martial (b) Rank (required, authorized or incumbent)
(c) Special courts–martial (c) MOS (required, authorized or incumbent)
(d) General courts–martial (d) Training received by incumbent (for example: Defense Equal
(e) Punitive discharges approved by general court–martial con- Opportunity Management Institute (DEOMI) 16 weeks, DEOMI
vening authority. Staff course, none, and so forth)
(4) Goal(s). Ensure that all soldiers are treated equitably.
(e) Explanation of short–fall and corrective action.
(5) Milestone(s). Provide annually per paragraph 1–9 of this pam-
(4) Goal(s). Consistent, Army–wide implementation of the DA
phlet to DAPE–MPH–E.
(6) Basis for goal(s). MACOM composition. AAP and the Army Equal Opportunity Program.
d. Subject. Program staffing. (5) Milestone(s). Provide annually per paragraph 1–9 of this pam-
(1) Proponent. Each MACOM. phlet to DAPE–MPH–E.
(2) Objective. Equal opportunity advisor (EOA) authorizations (6) Basis for goal(s). AR 600–20 and MACOM authorization
documents.

Table 2–1
Accession goals–Chaplains (in percentages)
FY Black Hispanic AI/AN A/PI Women

90 8.0 1.8 .6 1.8 2.3

91 8.5 1.9 .7 1.8 2.5
92 9.0 2.0 .8 2.0 3.0
93 9.2 2.1 .9 2.1 3.5
94 10.0 2.2 1.0 2.2 4.0

Table 2–2
Accession goals–Judge Advocates General (in percentages)
FY Black Hispanic AI/AN A/PI Women

90 6 2 1 1 10.5
91 6.25 2.25 1 1 10.75
92 6.5 2.5 1 1.25 11
93 6.75 2.75 1 1.50 11.25
94 7 3 1 1.75 11.5

Table 2–3
Accession goals–Medical department(in percentages)
Corps FY Black Hispanic Other1 Women

Medical 90 6.0 2.1 3.2 13.0

91 6.0 2.1 3.2 13.5
92 6.0 2.1 3.2 14.0
93 6.0 2.2 3.5 14.0
94 6.0 2.2 3.5 14.5
Dental 90 5.5 1.6 1.7 6.0
91 5.5 1.6 1.7 6.0
92 5.5 1.6 1.7 6.0
93 6.0 1.7 1.8 6.5
94 6.0 1.7 1.8 6.5
Army Nurse 90 12.0 1.3 1.3 N/A2
91 12.0 1.3 1.3
92 12.0 1.3 1.3
93 12.5 1.4 1.3
94 12.5 1.4
Veterinary 90 6.0 1.5 0.2 11.0
91 6.0 1.5 0.2 12.0
92 6.0 1.5 0.2 12.0
93 6.0 1.5 0.3 12.0
94 6.0 1.5 0.3 12.5

DA PAM 600–26 • 23 May 1990 7

Table 2–3
Accession goals–Medical department(in percentages)—Continued
Corps FY Black Hispanic Other1 Women

Army Medical Specialist 90 3.0 1.0 1.2 N/A2

91 3.0 1.0 1.2
92 3.0 1.0 1.2
93 3.0 1.0 1.3
94 3.0 1.0 1.3
Medical Services 90 10.0 1.5 1.5 13.0
91 10.0 1.5 1.5 13.0
92 10.0 1.5 1.5 13.5
93 10.5 1.7 1.7 13.5
94 10.5 1.7 1.7 14.0
Notes:
1 Includes Asian/Pacific Islander and American Indian/Alaskan Native.
2 N/A because most of the applicants for theses specialties are women.

Chapter 3 (4) Personnel actions. These actions, both positive (such as local
Goal Development, Review and Analysis, and promotions, awards, and schooling) and adverse (such as judicial,
Measurement nonjudicial and separations) should be reviewed periodically, by
REDCAT and gender. Analysis of aggregate figures in large units
3–1. Goal Development (brigade and above) can hide areas of interest. On the other hand,
a. Criteria. The basis for goal development is the identification when reviewing data of small units or detachments, use of percent-
of an affirmative action requirement. The requirement arises from a age figures is cautioned.
need to manage, assess, and report on the status of minority and (5) Ethnic observances. Observances are considered an important
female soldiers. In each case, however, affirmative action propo- aspect of the overall program. Therefore, the status of this portion of
nents should ensure that goals are developed from the best available the program should be formally reviewed to ensure that all ethnic
data and in a logical and consistent manner. observances are professionally planned and executed. Note: These
b. Goal development process. The success of this effort will semiannual reviews are intended for in–house use only and will not
depend on the extent to which proponents for specific affirmative be required to be reported to higher headquarters.
actions actually develop (not merely review) the affirmative actions
for which they are responsible. Each level in the chain of command 3–4. Measurement
must participate in goal development. Heads of major Staff agencies a. General. Measurement is an essential element of affirmative
and commanders must interact on a face–to–face basis with their action management and will be used for all areas that have quantifi-
subordinates to ensure that all participants have an understanding of able goals.
the goal. Accountability or ownership of affirmative action goals (1) Actual results achieved will be compared with affirmative
must rest with the commander or Staff agency head with the re- action goals. Measurement also provides a basis to–
sources and authority to influence goal outcome. (a) Identify trends
(b) Highlight differences
3–2. Goal revision (2) Data collection provides decision makers with a management
Goal design should be based on sound reasoning, consideration of tool necessary for assessment of their affirmative action manage-
pertinent variables, realistic constraints, and prospects for achieve- ment efforts. It can also highlight progress and identify problem
ment. Goal revision will occur routinely following the annual as- areas. This information must not be viewed in a vacuum. Attitude,
sessment. Proponents may forward any recommendations for goal perception, experience, and management judgement are also impor-
revision to HQDA (DAPE–MPH–E) WASH DC 20310–0300 at any tant and must be considered by commanders and managers in asses-
time. sing EO progress and identifying problem areas.
b. Measurement technique.
3–3. Review and analysis (1) Representation index (RI). RIs can be used to measure
a. Just as in goal development, successful review, analysis, and change. The RI does not determine causes; rather, the RI measures
reporting of affirmative action progress must involve commanders, the effects of what has occurred. Its value lies in that it may be used
heads of staff agencies and their subordinates. Periodic reviews to isolate particular areas that require closer examination.
presented to MACOM commanders are particularly effective and set (2) Calculation.
the stage for information exchange, guidance, and follow–up action. (a) RIs are derived from a comparison of the actual number and
b. EOAs should also plan for, and commanders should expect, at the expected number of a category in a particular situation; that is,
least two in–depth internal assessments of their command and sub- those being selected, promoted, assigned, and so forth. The formula
ordinate units each year. These semiannual reviews should, at a used to develop the RI is as follows: Actual number divided by
minimum, cover the following: expected number, times 100, minus 100, equals the percentage of
(1) Training. Training is a cornerstone of all Army activities. An over or under–representation.
assessment of training would include a review of EO unit training, (b) By this formula, a zero results when the actual number and
equal opportunity representative (EOR) training and leader training. the expected number are the same. The expected number is that
number of people who would occur in a particular situation if the
(2) Complaints. The outcome, course of action taken on each,
people in that situation were selected randomly from the eligible
and answering as to “Why?” of all complaints must be done periodi-
population. A zero means that there is no difference between com-
cally in a structured manner.
parison groups in the dimension being considered. If the actual
(3) Key positions. All organizations have commonly recognized number of a group is greater than the expected number, the result is
positions that are critical to their effectiveness, and thus a key to a positive percentage, which means that group is over–represented
individual growth and career development. A regular review of in that dimension by the percentage indicated. If the actual number
these positions and a comparison with the population available to is less than the expected number, the result is a negative percentage,
fill them (by REDCAT and gender) is a valid component of any EO which means that the group is under–represented by the percentage
assessment. indicated. Over–representation and under–representation are both

8 DA PAM 600–26 • 23 May 1990

only indicators that people are treated differently. THE RI WILL
NOT BE USED AS A MEANS TO PROJECT GOALS.
(3) Example of an RI. The result of a hypothetical selection board
illustrates how the RI is used. The RI can be computed by following
the procedural outlines below:
(a) Total number eligible (considered) equal 1000
(b) Number of “group 1” who are eligible (considered) equal 160
(c) Expected percentage equals 10 divided b 1000 equals 16
percent
(d) Total number selected equal 500
(e) Expected number equals .16 times 500 equals 80
(f) Actual number of “group 1” selected equal 60
(g) RI equals (60 divided by 80 times 100) minus 100 equals
negative 25 percent
(h) The resultant percentage means that “group 1’s” are under-
–represented in this selection board by 25 percent. The percentage
does not say anything about what caused the difference. The
long–term goals are to arrive at the point where the RIs approach
zero. But, through chance alone, the RI will usually fall on either
side of the baseline.

DA PAM 600–26 • 23 May 1990 9

Glossary OCAR population in terms of race, religion, gender,
Office of the Chief, Army Reserve or nation orgin.
Section
Abbreviations OCS Objective
Officer Candidate School The general end to be attained.
AAP
Affirmative Action Plan ODCSPER Section III
Office of the Deputy Chief of Staff for Special Abbreviations and Terms
ANCOES Personnel This section contains no entries.
Advanced Non–commissioned Officer Edu-
cation System OPMD
Officer Personnel Management Directorate
CG
OSA
commanding general Office of the Secretary of the Army
CINC REDCAT
Commander in Chief Racial Ethnic Designation Category
CSC SSC
Command and Staff College Senior Service College

DA USAR
Department of the Army U.S. Army Reserve

DCPC USAREC
Direct Combat Probability Code U.S. Army Recruiting Command

DCSPER USMA
Deputy Chief of Staff for Personnel U.S. Military Academy

DEOMI USMAPS
Defense Equal Opportunity Management U.S. Military Academy Preparatory School
Institute
Section II
DOD Terms
Department of Defense
Affirmative actions
Positive action by DA activities to ensure
DODD
that all soldiers and their families are af-
Department of Defense Directive
forded equal opportunity in the Army. Af-
firmative actions include identifying
DODI
opportunities for minority groups and encour-
Department of Defense Instruction
aging interest in these opportunities in order
to compensate for disadvantages and inequi-
EO
ties that may have resulted from past
equal opportunity
discrimination.
EOA Affirmative action plan
equal opportunity advisor A management document that consists of
statements of attainable goals and timetables.
EOR This document is required of all Army organ-
equal opportunity representative izations, commands, and agencies, down to
brigade (or equivalent) level. It is designed to
FY ensure equal opportunity for all military per-
fiscal year sonnel. Affirmative action plans will concern
conditions where–
HQDA a. Affirmative action is needed
Headquarters, Department of the Army b. The results are sought where clearly
expressed.
HQ FORSCOM
Headquarters, US Forces Command Equal opportunity
Consideration and treatment based upon mer-
JAGC it, fitness, and capability irrespective of race,
Judge Advocate General’s Corps religion, gender, or national origin.
MACOM Goal
Major Army Command A realistic objective with measurable pros-
pects of attainment.
MOS
military occupational specialty Minority group
Any group distinguished from the general

10 DA PAM 600–26 • 23 May 1990

Index
This index is organized alphabetically by
topic and by subtopic within a topic. Topics
and subtopics are identified by paragraph
number.
Abbreviations
In explanation of terms. See Glossary,
Section I
Accession goals, 2–3
Chaplain Corps, Table 2–1
Judge Advocate General, Table 2–2
Medical Department, Table 2–3
Affirmative action (Identification), 2–1
Applicability. See Title Page
Army Staff responsibilities, 1–8
Assessment and communication, 2–2
Assignments, 2–9
Discipline, 2–12
Discrimination/sexual harassment com-
plaints, 2–10
Distribution. See Title Page.
Force composition, 2–4
Goal development, 3–1
Goal revision, 3–2
Implementing responsibilities, 1–7
Interim changes. See Title Page.
Involuntary separation, 2–7
MACOM actions, 2–13
Measurement, 3–4
Objective, 1–4
Professional Military Education, 2–6
Promotions, 2–5
Purpose, 1–1
Recruitment and Accessions, 2–3
REDCAT, 1–6,
References, 1–2
Required publications, 1–2a
Related publications, 1–2b
Reporting Codes–Race/Population group,
Table 1–1
Reporting Codes–Ethnic Group, Table 1–2
Reporting Responsibilities, 1–9
Retention, 2–8
Review and analysis, 3–3
Scope, 1–5
Suggested improvements. See Title Page.
Summary. See Title Page.
Terms. See Glossary, Section II
Use of skills, 2–11

DA PAM 600–26 • 23 May 1990 11

Unclassified PIN 037701–000