[Federal Register Volume 76, Number 7 (Tuesday, January 11, 2011)]
[Notices]
[Pages 1604-1606]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2011-329]


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DEPARTMENT OF DEFENSE

Office of the Secretary


Renewal of Department of Defense Federal Advisory Committees

AGENCY: Department of Defense.

ACTION: Notice of Renewal of Federal Advisory Committee

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SUMMARY: Under the provisions of section 596 of Public Law 110-417, 
section 594 of Public Law 111-84 and the Federal Advisory Committee Act 
of 1972, (5 U.S.C. Appendix), the Government in the Sunshine Act of 
1976 (5 U.S.C. 552b), and 41 CFR 102-3.50, the Department of Defense 
gives notice that it is renewing the charter for the Military 
Leadership Diversity Commission (hereafter referred to as the 
``Commission'').
    The Commission is a non-discretionary federal advisory committee 
that shall provide the President and Congress a comprehensive 
evaluation and assessment of minority promotion and advancement 
policies.
    The commission, pursuant to section 596(d) of Public Law 110-417, 
shall:
    a. Carry out a comprehensive study to evaluate and assess policies 
that provide opportunities for the promotion and advancement of 
minority members of the U.S. Armed Forces, including minority members 
who are senior officers; and
    b. In carrying out the study, the Commission shall examine the 
following:
    (1) The efforts to develop and maintain diverse leadership at all 
levels of the Armed Forces.
    (2) The successes and failures of developing and maintaining a 
diverse leadership, particularly at the general and flag officer 
positions.
    (3) The effect of expanding Department of Defense secondary 
educational programs to diverse civilian populations, to include 
military service academy preparatory schools.
    (4) The ability of current recruitment and retention practices to 
attract and maintain a diverse pool of qualified individuals in 
sufficient numbers in officer pre-commissioning programs.
    (5) The ability of current activities to increase continuation 
rates for ethnic- and gender-specific members of the Armed Forces.
    (6) The benefits of conducting an annual conference attended by 
civilian military, active-duty and retired military and corporate 
leaders on diversity, to include a review of current policy and the 
annual demographic data from the Defense Equal Opportunity Management 
Institute.
    (7) The status of prior recommendations made to the Department of 
Defense and to Congress concerning diversity initiatives within the 
Armed Forces.

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    (8) The incorporation of private sector practices that have been 
successful in cultivating diverse leadership.
    (9) The establishment and maintenance of fair promotion and command 
opportunities for ethnic- and gender-specific members of the Armed 
Forces at the 0-5 grade level and above.
    (10) An assessment of pre-command billet assignments of ethnic-
specific members of the Armed Forces.
    (11) An assessment of command selection of ethnic-specific members 
of the Armed Forces.
    (12) The development of a uniform definition, to be used throughout 
the Department of Defense, of diversity that is congruent with the core 
values and vision of the Department of Defense for the future 
workforce.
    (13) The existing metrics and milestones for evaluating the 
diversity plans of the Department of Defense (including the plans of 
the Military Departments) and for facilitating future evaluation and 
oversight.
    (14) The existence and maintenance of fair promotion, assignment, 
and command opportunities for ethnic- and gender-specific members of 
the Armed Forces at the levels of warrant officer, chief warrant 
officer, company and junior grade, field and mid-grade, and general and 
flag officer.
    (15) The current institutional structure of the Office of Diversity 
Management and Equal Opportunity of the Department of Defense, and of 
similar officers of the Military Departments, and their ability to 
ensure effective and accountable diversity management across the 
Department of Defense.
    (16) The options available for improving the substance or 
implementation of current plans and policies of the Department of 
Defense and the Military Departments.
    No later than 12 months after the date on which the Commission 
first meets, the Commission shall submit to the President and Congress 
a report on its study. The Commission's final report shall include, as 
a minimum, the following:
    a. The findings and conclusions of the Commission;
    b. The recommendations of the Commission for improving diversity 
within the U.S. Armed Forces; and
    c. Such other information and recommendations as the Commission 
considers appropriate.
    In addition, the Commission may submit interim reports to the 
President and Congress as the Commission considers appropriate.
    In carrying out its study the Commission, pursuant to section 
596(d)(3) of Public Law 110-417, may consult with appropriate private, 
for-profit, and non-profit organizations and advocacy groups to learn 
methods for developing, implementing, and sustaining senior diverse 
leadership within the Department of Defense.
    The Commission, pursuant to section 596(b) of Public Law 110-417 
and amended by section 594 of Public Law 111-84, shall be comprised of 
no more than thirty members to include the following:
    a. The Director of the Defense Manpower Data Center;
    b. The Commandant of the Defense Equal Opportunity Management 
Institute;
    c. An active commissioned officer from each of the Army, Navy, Air 
Force, and Marine Corps;
    d. An active commissioned officer from the National Guard, and an 
active commissioned officer from the Reserves, each of whom serves or 
has served in a leadership position with either a Military Department 
command or combatant command;
    e. A commissioned officer or noncommissioned officer of the Coast 
Guard on active duty;
    f. A retired general or flag officer from each of the Army, Navy, 
Air Force and Marine Corps, a retired general or flag officer from the 
National Guard, and a retired general or flag officer from the 
Reserves;
    g. A retired flag officer of the Coast Guard;
    h. A retired noncommissioned officer from each of the Army, Navy, 
Air Force and Marine Corps, a retired noncommissioned officer from the 
National Guard, and a retired noncommissioned officer from the 
Reserves;
    i. Five retired commissioned officers who served in leadership 
positions with either a Military Department command or combatant 
command, of whom no less than three shall represent the views of 
minority veterans;
    j. Four individuals with expertise in cultivating diverse leaders 
in private or non-profit organizations; and
    k. An attorney with appropriate experience and expertise in 
constitutional and legal matters related to the duties and 
responsibilities of the commission.
    The appointment of the Director of the Defense Manpower Data Center 
and the Commandant of the Defense Equal Opportunity Management 
Institute shall be based upon their ex-officio position within the 
Department of Defense.
    The Secretary of Defense shall appoint the remaining Commission 
members, who are not required to be appointed by ex-officio position. 
Commission members appointed by the Secretary of Defense, who are not 
full-time or permanent part-time employees of the Federal Government, 
shall be appointed to serve as experts and consultants under the 
authority of 5 U.S.C. 3109, and these individuals shall serve as 
special government employees, whose appointments shall be renewed on an 
annual basis.
    Pursuant to section 596(g)(1) of Public Law 110-417, the Secretary 
of Homeland Security, in consultation with the Commandant of the Coast 
Guard, shall appoint the two individuals who represent interests of the 
U.S. Coast Guard, see 13(e) and (g) above.
    All Commission members shall be appointed for the life of the 
Commission; however, each non-ex-officio appointment must be renewed by 
the Secretary of Defense, or the Secretary of Homeland Security (as 
applicable) on an annual basis. Any Commission vacancy shall be filled 
in the same manner as the original appointment and shall be renewed on 
an annual basis.
    Commission members, who are not full-time or permanent part-time 
federal employees, shall serve without compensation. All Commission 
members shall be provided travel and per diem for official committee 
travel.
    The Secretary of Defense, pursuant to section 596(b)(3) of Public 
Law 110-417, shall designate one member as the chairman of the 
Commission.
    With DoD approval, the Commission is authorized to establish 
subcommittees, as necessary and consistent with its mission. These 
subcommittees shall operate under the provisions of the Federal 
Advisory Committee Act of 1972, the Government in the Sunshine Act of 
1976 (5 U.S.C. 552b), and other Governing Federal statutes and 
regulations.
    Such subcommittees shall not work independently of the chartered 
Commission, and shall report all their recommendations and advice to 
the Commission for full deliberation and discussion. Subcommittees have 
no authority to make decisions on behalf of the chartered Commission; 
nor can they report directly to the Department of Defense or any 
Federal officers or employees who are not Commission members.
    Subcommittee members, who are not Commission members, shall be 
appointed in the same manner as the Commission members. Such 
individuals, if not full-time or part-time government employees, shall 
be appointed to serve as experts and

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consultants under the authority of 5 U.S.C. 3019, and serve as special 
government employees, whose appointments must be renewed on an annual 
basis.

FOR FURTHER INFORMATION CONTACT: Contact Jim Freeman, Deputy Advisory 
Committee Management Officer for the Department of Defense, 703-601-
6128.

SUPPLEMENTARY INFORMATION: The Commission pursuant to section 596(c)(2) 
of Public Law 110-417, shall meet at the call of the Commission's 
Designated Federal Officer, in consultation with the Chairperson. The 
estimated number of Commission meetings is one per year.
    The Designated Federal Officer, pursuant to DoD policy, shall be a 
full-time or permanent part-time DoD employee, and shall be appointed 
in accordance with governing DoD policies and procedures. In addition, 
the Designated Federal Officer is required to be in attendance at all 
Commission and subcommittee meetings; however, in the absence of the 
Designated Federal Officer, the Alternate Designated Federal Officer 
shall attend the meeting.
    Pursuant to 41 CFR 102-3.105(j) and 102-3.140, the public or 
interested organizations may submit written statements to the Military 
Leadership Diversity Commission's membership about the Commission's 
mission and functions. Written statements may be submitted at any time 
or in response to the stated agenda of planned meeting of Military 
Leadership Diversity Commission.
    All written statements shall be submitted to the Designated Federal 
Officer for the Military Leadership Diversity Commission, and this 
individual will ensure that the written statements are provided to the 
membership for their consideration. Contact information for the 
Military Leadership Diversity Commission Designated Federal Officer can 
be obtained from the GSA's FACA Database--https://www.fido.gov/facadatabase/public.asp.
    The Designated Federal Officer, pursuant to 41 CFR 102-3.150, will 
announce planned meetings of the Military Leadership Diversity 
Commission. The Designated Federal Officer, at that time, may provide 
additional guidance on the submission of written statements that are in 
response to the stated agenda for the planned meeting in question.

    Dated: January 6, 2011.
Morgan F. Park,
Alternate OSD Federal Register Liaison Officer,Department of Defense.
[FR Doc. 2011-329 Filed 1-10-11; 8:45 am]
BILLING CODE 5001-06-P