d. Conducts compliance reviews of DoD Component policies and procedures to prevent and respond to harassment in accordance with this instruction, to assess the following:
(1) Timeliness and sufficiency of response to reports of harassment.
(2) Timeliness and sufficiency of feedback provided to individuals subjected to harassment.
(3) Effectiveness of policies and procedures in reducing incidents of harassment and providing appropriate services and support care.
(4) Training compliance.
e. Ensures DoD Component policies and procedures to prevent and respond to harassment incorporate, at a minimum:
(1) Long-term goals, objectives, and milestones.
(2) Results-oriented performance measures to assess effectiveness.
(3) Compliance standards for promoting, supporting, and enforcing policies, plans, and programs.
f. Collects, assesses, and analyzes information and data regarding the allegations of harassment received by the DoD Components and prepares an annual report with recommendations in accordance with Paragraph 6.2.
2.4. DOD COMPONENT HEADS.
The DoD Component heads establish policies and procedures to prevent and respond to harassment, consistent with their respective obligations, that require:
a. All personnel within DoD workspaces be treated with dignity and respect, and that information pertaining to allegations of harassment be treated in a private and confidential manner.
b. All leaders be held accountable for fostering a climate of inclusion within their organizations that supports diversity, is free from harassment, supports those who report harassment, and prohibits retaliation and reprisal against a DoD civilian employee because he or she has reported harassment, assisted in any inquiry about such allegations, or expressed opposition to harassment.
c. Venues to receive and respond to allegations of harassment that detract from an efficient workplace but do not involve an EEO complaint of unlawful discrimination or a criminal allegation (e.g., sexual assault, assault, stalking).
