Across
- 5. WHO MONITORS THE NAVYS PROGRESS TOWARD ACCOMPLISHING EO GOALS AND POSITIVE COMMAND CLIMATES
- 6. WAHT IS THE PRIMARY AND PREFFERED CHANNEL FOR IDENTIFYING AND CORRECTING DISCRIMINATORY PRACTICES
- 7. WHICH INSTRUCTION CONTAINS TEH DONS POLICY ON MILITARY EQUAL OPPROTUNITY COMPLAINT
- 8. HOW LONG AT A MINIMUM SHOULD CMEO MANAGERS SERVE THEIR POSITION
- 9. WITHIN HOW MANY CALENDER DAYS OF RECIEPT MUST PERSONEL WHO RECEIVE AN EO COMPLAINT SUBMIT THE COMPLAINT TO THE COMMANDER OR OTHER DESIGANTED AUTHORITY
- 10. HOW MANY DAYS AFTER THE FINAL EQUAL OPPROTUNITY INVESTIGATION ACTION MUST COMMANDS CONDUCT A FOLLOW UP DE-BRIEF
- 12. WITHIN HOW MANY DAYS OF THE EO INVESTIGATION MUST A CLOSE OUT MESSAGE BE SENT DESCRIBING ACTIONS WERE TAKEN
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- 1. WHICH INSTRUCTION OUTLINES SEXUAL HARRASSMENT POLICY FIR CIVILIAN PERSONEL
- 2. WHICH NECIS HELD BY EQUAL OPPROTUNITY ADVISORS
- 3. HOW OFTEN MUST THE NAVY EO OFFICE PROVIDE AN EO CLIMATE ASSESMENT DESCRIBING THE HEALTH AND ORGANIZATIONAL EFFECTIVENESS OF THE NAVY
- 4. WHICH TYPE OF BEHAVIOR IS NOT ASKED FOR AND IS CONSIDERED AS UNDESIREABLE OR OFFENSIVE
- 11. WHAT IS THE MINIMUM NUMBER OF YEARS OF ACTIVE DUTY SERVICE FOR OFFICERS TO BE THE CMEC MANAGER