DOD INSTRUCTION 1020.03
HARASSMENT PREVENTION AND RESPONSE IN THE ARMED
FORCES
Originating Component:

Office of the Under Secretary of Defense for Personnel and Readiness

Effective:

February 8, 2018

Releasability:

Cleared for public release. Available on the Directives Division Website
at http://www.esd.whs.mil/DD/.

Incorporates and Cancels: Under Secretary of Defense for Personnel and Readiness Policy
Memorandum, “Prevention and Response to Sexual Harassment,”
September 19, 2014
Secretary of Defense Memorandum, “Prohibition of Sexual Harassment in
the Department of Defense (DoD),” August 22, 1994
Approved by:

Robert L. Wilkie, Under Secretary of Defense for Personnel and Readiness

Purpose: In accordance with the authority in DoD Directive (DoDD) 5124.02, this issuance:
•

Establishes a comprehensive, DoD-wide military harassment prevention and response program.

•

Updates military harassment prevention and response policies and programs for Service members.

• Updates harassment prevention and response procedures for Service members to submit harassment
complaints, including anonymous complaints; procedures and requirements for responding to,
processing, resolving, tracking, and reporting harassment complaints; and training and education
requirements and standards.
• Supplements the DoD Retaliation Prevention and Response Strategy (RPRS) Implementation Plan
for sexual harassment complaints involving retaliation.

 DoDI 1020.03, February 8, 2018

TABLE OF CONTENTS
SECTION 1: GENERAL ISSUANCE INFORMATION .............................................................................. 3
1.1. Applicability. .................................................................................................................... 3
1.2. Policy. ............................................................................................................................... 3
1.3. Information Collections. ................................................................................................... 3
SECTION 2: RESPONSIBILITIES ......................................................................................................... 4
2.1. Under Secretary of Defense for Personnel and Readiness (USD(P&R)). ........................ 4
2.2. Director, Force Resiliency. ............................................................................................... 4
2.3. Director, Office of Diversity Management and Equal Opportunity (ODMEO). .............. 4
2.4. Secretaries of the Military Departments. .......................................................................... 5
2.5. DoD Component Heads other than the Secretaries of the Military Departments. ............ 7
2.6. Chief, National Guard Bureau. ......................................................................................... 8
SECTION 3: TYPES OF HARASSMENT COVERED BY THIS ISSUANCE ................................................. 9
3.1. Harassment. ....................................................................................................................... 9
3.2. Discriminatory Harassment. ............................................................................................. 9
3.3. Sexual Harassment. ........................................................................................................... 9
3.4. Bullying........................................................................................................................... 10
3.5. Hazing. ............................................................................................................................ 11
3.6. Retaliation. ...................................................................................................................... 12
3.7. Reprisal. .......................................................................................................................... 12
SECTION 4: PROCEDURES AND REQUIREMENTS FOR PROCESSING HARASSMENT COMPLAINTS FROM
SERVICE MEMBERS ........................................................................................................................ 13
4.1. Informal Complaints. ...................................................................................................... 13
4.2. Formal Harassment Complaints Not Involving Sexual Harassment or Sexual Assault
Allegations. ....................................................................................................................... 13
4.3. Harassment Complaints Involving Sexual Assault Allegations. .................................... 13
4.4. Sexual Harassment Complaints Not Involving Sexual Assault Allegations. ................. 14
4.5. Harassment Complaints in Joint Service Environments. ................................................ 14
4.6. Anonymous Complaints.................................................................................................. 15
4.7. Supplemental Guidance. ................................................................................................. 15
4.8. Release of Reports. ......................................................................................................... 15
SECTION 5: RESPONDING TO HARASSMENT COMPLAINTS FROM SERVICE MEMBERS .................... 17
5.1. Responding to Harassment Complaints. ......................................................................... 17
5.2. Appealing Administrative Findings of Harassment Complaints. ................................... 17
SECTION 6: PREVENTION AND RESPONSE TRAINING AND EDUCATION .......................................... 18
6.1. Prevention and Response Training and Education Programs. ........................................ 18
6.2. Requirements for Prevention and Response Training and Education Programs. ........... 18
SECTION 7: DATA COLLECTION AND REPORTING REQUIREMENTS ................................................ 19
7.1. Data Collection. .............................................................................................................. 19
7.2. Reporting Requirements. ................................................................................................ 20
GLOSSARY ..................................................................................................................................... 21
G.1. Acronyms. ...................................................................................................................... 21
G.2. Definitions...................................................................................................................... 21
REFERENCES .................................................................................................................................. 23

TABLE OF CONTENTS

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 DoDI 1020.03, February 8, 2018

SECTION 1: GENERAL ISSUANCE INFORMATION
1.1. APPLICABILITY. This issuance:
a. Applies to OSD, the Military Departments, the Office of the Chairman of the Joint Chiefs
of Staff and the Joint Staff, the Combatant Commands, the Office of the Inspector General of the
Department of Defense, the Defense Agencies, the DoD Field Activities, and all other
organizational entities within the DoD (referred to collectively in this issuance as the “DoD
Components”).
b. Does not apply to DoD civilian employees, who should be referred to the appropriate
servicing equal opportunity office in accordance with DoDD 1440.1; Volume 771 of DoD
Instruction (DoDI) 1400.25; and Section 1561 of Title 10, United States Code (U.S.C.).
1.2. POLICY.
a. The Department does not tolerate or condone harassment. Harassment jeopardizes
combat readiness and mission accomplishment, weakens trust within the ranks, and erodes unit
cohesion. Harassment is fundamentally at odds with the obligations of Service members to treat
others with dignity and respect.
b. DoD will hold leaders at all levels appropriately accountable for fostering a climate of
inclusion that supports diversity, is free from harassment, and does not tolerate retaliation against
those filing harassment complaints.
c. Military Departments will incorporate the definitions in the Glossary of this issuance into
their respective harassment prevention and response implementing regulations and may
supplement the definitions, as necessary.
d. Violations of the policies in this instruction may constitute violations of specific articles
of Chapter 47 of Title 10, U.S.C., also known and referred to in this issuance as the “Uniform
Code of Military Justice (UCMJ)” and may result in administrative or disciplinary action.
1.3. INFORMATION COLLECTIONS.
a. Reports referred to in Paragraphs 2.1.b, 2.3.e, 2.3.f, 2.4.c, 4.2.d, 4.4.d, 4.4.e, 4.5.d, 4.8,
7.1., and 7.2. do not require licensing with a report control symbol in accordance with
Paragraphs 1 and 8 of Volume 1 of DoD Manual (DoDM) 8910.01.
b. The Defense Equal Opportunity Management Institute (DEOMI) Organizational Climate
Survey has been assigned report control symbol DD-P&R(AR)2338 in accordance with the
procedures in Volume 1 of DoDM 8910.01. The expiration date of this information collection is
listed in the DoD Information Collections System at
https://eitsdext.osd.mil/sites/dodiic/Pages/default.aspx.

SECTION 1: GENERAL ISSUANCE INFORMATION

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SECTION 2: RESPONSIBILITIES
2.1. UNDER SECRETARY OF DEFENSE FOR PERSONNEL AND READINESS
(USD(P&R)). The USD(P&R):
a. Establishes and oversees DoD-wide policies and programs for military harassment
prevention and response.
b. Establishes standardized DoD Component data reporting requirements for harassment
complaints and information collection and tracking, including approval of automated data
collection interface systems.
2.2. DIRECTOR, FORCE RESILIENCY. Under the authority, direction, and control of the
USD(P&R), the Director, Force Resiliency:
a. Oversees DoD Component implementation and compliance with this instruction.
b. Oversees and develops harassment prevention and response program strategies and plans.
c. Provides to the USD(P&R) an assessment of programmatic effectiveness, and compliance
with strategies and plans with recommendations for improvements on an annual basis.
d. Monitors and directs strategic planning based on annual data analysis and assessment
provided across Force Resiliency portfolios.
e. Oversees the collection of data and information related to harassment complaints.
f. Reviews and refers to the appropriate Military Department harassment complaints sent to
the Secretary of Defense or the USD(P&R).
2.3. DIRECTOR, OFFICE OF DIVERSITY MANAGEMENT AND EQUAL
OPPORTUNITY (ODMEO). Under the authority, direction, and control of the USD(P&R),
through the Director, Force Resiliency, the Director, ODMEO:
a. Serves as the DoD principal responsible for developing DoD harassment prevention and
response policy.
b. Directs and manages implementation of the DoD harassment prevention and response
program.
c. Conducts compliance reviews of DoD Component harassment prevention and response
policies and programs in accordance with this instruction, including:
(1) Assessments of impartiality, timeliness, and sufficiency of harassment complaints.
(2) Timeliness and sufficiency of feedback provided to complainants.
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(3) Effectiveness of policies and programs in reducing incidents of harassment and
providing appropriate victim services, care, and support.
d. Ensures that DoD Component harassment prevention and response programs incorporate,
at minimum:
(1) Long-term goals, objectives, and milestones;
(2) Results-oriented performance measures to assess effectiveness; and
(3) Compliance standards for promoting, supporting, and enforcing policies, plans, and
programs.
e. Collects, assesses, and analyzes information and data regarding harassment complaints
received by the Military Departments and compiles reports in accordance with reporting
requirements outlined in Paragraph 7.2.
f. Makes recommendations to the USD(P&R) through the Director, Force Resiliency, after
receiving annual reports from the Military Departments, to establish, update, and maintain
harassment prevention and response policies and programs.
g. Directs the Commandant, DEOMI, to:
(1) Establish standards, core competencies, and learning objectives for DoD Component
harassment prevention and response training and education programs.
(2) Tailor training materials to Service member professional development levels and
associated leadership duties and responsibilities.
(3) Ensure training materials and curriculum include, at minimum, prevention strategies
and risk and protective factors.
(4) Review Military Department training plans for compliance with this instruction and
sufficiency of content, and report potential deficiencies to the Director, ODMEO.
2.4. SECRETARIES OF THE MILITARY DEPARTMENTS. The Secretaries of the
Military Departments:
a. Establish military harassment prevention and response programs that ensure:
(1) Service members are treated with dignity and respect.
(2) Leaders at all levels are held appropriately accountable for fostering a climate of
inclusion within their organizations that supports diversity, is free from harassment, and does not
tolerate retaliation for reporting harassment allegations.
(3) Harassment complaints are investigated in an impartial and timely manner.

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(4) Complainants receive access to available victim services and support, and will be
afforded an opportunity to provide input regarding disposition.
(5) Complainants receive ongoing timely information regarding the status of their
complaints and notice of disposition.
b. Oversee Military Department programs, which will include:
(1) Information regarding how to identify harassment, DoD standard definitions, and
types of harassment, as outlined in Section 3.
(2) Information regarding how to identify sexual assault under Article 120 of the UCMJ
and reporting procedures.
(3) Information regarding reporting options, procedures, and applicable timelines to
submit harassment complaints, including anonymous complaints and complaints involving a
Service member’s commander or supervisor, to the appropriate commander or supervisor, the
inspector general’s office, military equal opportunity (MEO) office, or staff designated by the
Military Service to receive harassment complaints.
(4) Procedures for commanders and supervisors to receive, respond to, investigate, and
resolve harassment complaints, including those made in Joint Service environments consistent
with Paragraph 4.5.
(5) Training and education requirements for commanders, supervisors, Service members,
and any other appropriate personnel (e.g., chaplains, judge advocates, investigating officers,
inspectors general, MEO personnel, and staff designated by the Service to receive complaints).
In addition to requirements in Section 6, training will include at minimum training modules and
materials provided by DEOMI. Service developed training plans for such personnel will be
submitted to DEOMI for review before implementation.
(6) Mechanisms to collect, track, assess, and analyze data and information related to
harassment complaints in accordance with Section 7.
(7) Mechanisms to maintain data regarding harassment complaints in a manner that will
ensure adequate tracking of complaints from Service members assigned, detailed, or otherwise
working in a DoD Component, other than a Military Department, consistent with Servicespecific record retention policies and procedures and DoDI 5015.02.
(8) Requirements to prominently post and publicize information regarding Military
Department harassment prevention and response policies and programs, including information
stated in Paragraphs 2.4.b.(1).
c. Respond to ODMEO data calls in accordance with Section 7, including data and reports to
support annual Congressional and DoD fiscal year reports. Data and reports will be submitted as
follows:

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(1) Hazing and bullying data by December 1, in accordance with the December 23, 2015,
Deputy Secretary of Defense Memorandum.
(2) Data and reports on all other types of harassment, including sexual harassment, by
January 31.
d. Ensure that a minimum of one 24-hour toll-free or local hotline (or advice line) provides
information on harassment policies and procedures covered within this issuance, including how
and where to file complaints, the behaviors that constitute harassment, and information about the
DoD-wide hotline for Sexual Assault at https://www.SafeHelpline.org.
e. Ensure appropriate administrative or disciplinary action is taken against Service members
in cases involving substantiated harassment complaints.
f. Mandate that substantiated complaints are annotated on fitness reports or performance
evaluations.
g. Verify that commanders conduct climate assessments and take appropriate action as
required.
h. Assist and support harassment complainants in accordance with DoDD 1350.2, DoDI
1030.2, and DoDI 6400.07. Complainants should be provided adequate protection and care, and
informed about available support resources, including:
(1) Military and civilian emergency medical and support services.
(2) Public and private programs that are available to provide counseling, treatment, and
other support.
(3) Organizations and entities on- and off-base that provide victim and witness services
and support.
2.5. DOD COMPONENT HEADS OTHER THAN THE SECRETARIES OF THE
MILITARY DEPARTMENTS. The DoD Component heads other than the Secretaries of the
Military Departments will:
a. Ensure Service members are treated with dignity and respect.
b. Leaders at all levels are held appropriately accountable for fostering a climate of inclusion
within their organizations that supports diversity, is free from harassment, and does not tolerate
retaliation for reporting harassment allegations.
c. Refer harassment complaints from Service members assigned, detailed, or otherwise
working in a DoD Component other than a Military Department to the Service member’s
Military Department and provide them information regarding reporting options.

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d. Prominently post and publicize information regarding Military Department harassment
prevention and response policies and programs, including information stated in Paragraph
2.4.b.(1).
e. Mandate that substantiated complaints are annotated on fitness reports or performance
evaluations.
f. Support investigations by providing access to information, as appropriate, to ensure that
investigations are impartial and timely.
g. Ensure training and education requirements are consistent with those outlined in
Section 6.
h. Assist and support harassment complainants in accordance with DoDD 1350.2, DoDI
1030.2, and DoDI 6400.07. Complainants should be provided adequate protection and care, and
informed about available support resources, including:
(1) Military and civilian emergency medical and support services.
(2) Public and private programs that are available to provide counseling, treatment, and
other support.
(3) Organizations and entities on- and off-base that provide victim and witness services
and support.
2.6. CHIEF, NATIONAL GUARD BUREAU. The Chief, National Guard Bureau, will
implement the policies and procedures outlined in this instruction, consistent with DoDD 1350.2.

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SECTION 3: TYPES OF HARASSMENT COVERED BY THIS ISSUANCE
3.1. HARASSMENT. Behavior that is unwelcome or offensive to a reasonable person, whether
oral, written, or physical, that creates an intimidating, hostile, or offensive environment.
Harassment can occur through electronic communications, including social media, other forms
of communication, and in person. Harassment may include offensive jokes, epithets, ridicule or
mockery, insults or put-downs, displays of offensive objects or imagery, stereotyping,
intimidating acts, veiled threats of violence, threatening or provoking remarks, racial or other
slurs, derogatory remarks about a person’s accent, or displays of racially offensive symbols.
Activities or actions undertaken for a proper military or governmental purpose, such as combat
survival training, are not considered harassment.
3.2. DISCRIMINATORY HARASSMENT. A form of harassment that is unwelcome conduct
based on race, color, religion, sex (including gender identity), national origin, or sexual
orientation.
3.3. SEXUAL HARASSMENT.
a. Sexual harassment is:
(1) Conduct that:
(a) Involves unwelcome sexual advances, requests for sexual favors, and deliberate
or repeated offensive comments or gestures of a sexual nature when:
1. Submission to such conduct is made either explicitly or implicitly a term or
condition of a person’s job, pay, or career;
2. Submission to or rejection of such conduct by a person is used as a basis for
career or employment decisions affecting that person; or
3. Such conduct has the purpose or effect of unreasonably interfering with an
individual’s work performance or creates an intimidating, hostile, or offensive environment; and
(b) Is so severe or pervasive that a reasonable person would perceive, and the victim
does perceive, the environment as hostile or offensive.
(2) Any use or condonation, by any person in a supervisory or command position, of any
form of sexual behavior to control, influence, or affect the career, pay, or job of a member of the
Armed Forces.
(3) Any deliberate or repeated unwelcome verbal comments or gestures of a sexual
nature by any member of the Armed Forces or civilian employee of the Department of Defense.

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b. There is no requirement for concrete psychological harm to the complainant for behavior
to constitute sexual harassment. Behavior is sufficient to constitute sexual harassment if it is so
severe or pervasive that a reasonable person would perceive, and the complainant does perceive,
the environment as hostile or offensive.
c. Sexual harassment can occur through electronic communications, including social media,
other forms of communication, and in person.
3.4. BULLYING. A form of harassment that includes acts of aggression by Service members
or DoD civilian employees, with a nexus to military service, with the intent of harming a Service
member either physically or psychologically, without a proper military or other governmental
purpose. Bullying may involve the singling out of an individual from his or her coworkers, or
unit, for ridicule because he or she is considered different or weak. It often involves an
imbalance of power between the aggressor and the victim. Bullying can be conducted through
the use of electronic devices or communications, and by other means including social media, as
well as in person.
a. Bullying is evaluated by a reasonable person standard and includes, but is not limited to
the following when performed without a proper military or other governmental purpose:
(1) Physically striking another person in any manner or threatening to do the same;
(2) Intimidating, teasing, or taunting another person;
(3) Oral or written berating of another person with the purpose of belittling or
humiliating;
(4) Encouraging another person to engage in illegal, harmful, demeaning or dangerous
acts;
(5) Playing abusive or malicious tricks;
(6) Branding, handcuffing, duct taping, tattooing, shaving, greasing, or painting another
person;
(7) Subjecting another person to excessive or abusive use of water;
(8) Forcing another person to consume food, alcohol, drugs, or any other substance;
(9) Degrading or damaging another’s property or reputation; and
(10) Soliciting, coercing, or knowingly permitting another person to solicit or coerce acts
of bullying.
b. Bullying does not include properly directed command or organizational activities that
serve a proper military or other governmental purpose, or the requisite training activities required
to prepare for such activities (e.g., command-authorized physical training).

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c. Service members may be responsible for an act of bullying even if there was actual or
implied consent from the victim and regardless of the grade or rank, status, or Service of the
victim.
d. Bullying is prohibited in all circumstances and environments, including off-duty or
“unofficial” unit functions and settings.
3.5. HAZING. A form of harassment that includes conduct through which Service members or
DoD employees, without a proper military or other governmental purpose but with a nexus to
military Service, physically or psychologically injures or creates a risk of physical or
psychological injury to Service members for the purpose of: initiation into, admission into,
affiliation with, change in status or position within, or a condition for continued membership in
any military or DoD civilian organization. Hazing can be conducted through the use of
electronic devices or communications, and by other means including social media, as well as in
person.
a. Hazing is evaluated by a reasonable person standard and includes, but is not limited to, the
following when performed without a proper military or other governmental purpose:
(1) Any form of initiation or congratulatory act that involves physically striking another
person in any manner or threatening to do the same;
(2) Pressing any object into another person’s skin, regardless of whether it pierces the
skin, such as “pinning” or “tacking on” of rank insignia, aviator wings, jump wings, diver
insignia, badges, medals, or any other object;
(3) Oral or written berating of another person with the purpose of belittling or
humiliating;
(4) Encouraging another person to engage in illegal, harmful, demeaning or dangerous
acts;
(5) Playing abusive or malicious tricks;
(6) Branding, handcuffing, duct taping, tattooing, shaving, greasing, or painting another
person;
(7) Subjecting another person to excessive or abusive use of water:
(8) Forcing another person to consume food, alcohol, drugs, or any other substance; and
(9) Soliciting, coercing, or knowingly permitting another person to solicit or coerce acts
of hazing.
b. Hazing does not include properly directed command or organizational activities that serve
a proper military or other governmental purpose, or the requisite training activities required to

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prepare for such activities (e.g., administrative corrective measures, extra military instruction, or
command-authorized physical training).
c. Service members may be responsible for an act of hazing even if there was actual or
implied consent from the victim and regardless of the grade or rank, status, or Service of the
victim.
d. Hazing is prohibited in all circumstances and environments including off-duty or
“unofficial” unit functions and settings.
3.6. RETALIATION. Retaliation encompasses illegal, impermissible, or hostile actions taken
by a Service member’s chain of command, peers, or coworkers as a result of making or being
suspected of making a protected communication in accordance with DoDD 7050.06. Retaliation
for reporting a criminal offense can occur in several ways, including reprisal. Investigation of
complaints of non-criminal retaliatory actions other than reprisal will be processed consistent
with Service-specific regulations. In addition to reprisal, defined in Paragraph 3.7, additional
retaliatory behaviors include ostracism, maltreatment, and criminal acts for a retaliatory purpose
in connection with an alleged sex-related offense or sexual harassment; or for performance of
duties concerning an alleged sex-related offense or sexual harassment. For detailed definitions
of the full range of retaliatory behaviors, see the RPRS Implementation Plan.
3.7. REPRISAL. In accordance with Section 1034 of Title 10, U.S.C., as implemented by
DoDD 7050.06, reprisal is defined as taking or threatening to take an unfavorable personnel
action, or withholding or threatening to withhold a favorable personnel action, for making,
preparing to make, or being perceived as making or preparing to make a protected
communication.

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SECTION 4: PROCEDURES AND REQUIREMENTS FOR PROCESSING
HARASSMENT COMPLAINTS FROM SERVICE MEMBERS
4.1. INFORMAL COMPLAINTS. Informal complaints, as defined in this instruction, should
be addressed at the lowest possible level. Data collection requirements, in accordance with
Section 7, are applicable to informal complaints.
4.2. FORMAL HARASSMENT COMPLAINTS NOT INVOLVING SEXUAL
HARASSMENT OR SEXUAL ASSAULT ALLEGATIONS. Formal harassment complaints
will be processed in accordance with the following timelines and requirements:
a. To the extent practicable, within 5 duty days of receipt of the complaint, forward the
complaint, with a detailed description of the facts and circumstances, to the next superior officer
in the chain of command who is authorized to convene a general court-martial.
b. Commence, or cause the commencement of, an investigation of the complaint within 5
duty days of receipt of the complaint.
c. Notify complainants when an investigation begins, provide them information about the
investigation process and victim support resources available, on- and off-base, and any appeal
rights. When the investigation is complete, the complainant must be notified whether the
complaint was substantiated or unsubstantiated.
d. Closely monitor and ensure timely completion of any investigation and, to the extent
practicable, direct the investigation to be completed not later than 30 days after the date on which
the investigation is commenced. In addition:
(1) A final report on the results of the investigation, including any action taken, will be
submitted to the next superior officer as referenced in Paragraph 4.2.a. within 36 days after the
date on which the investigation is commenced; or
(2) If the investigation cannot be completed within the timeline stated in Paragraph
4.2.d., a report on the progress made in completing the investigation will be submitted to the
superior officer as referenced in Paragraph 4.2.a. after the date on which the investigation is
commenced and every 14 days thereafter until the investigation is completed. Upon completion
of the investigation, a final report on the results of the investigation must be submitted, including
any action taken, to the next superior officer as referenced in Paragraph 4.2.a.
4.3. HARASSMENT COMPLAINTS INVOLVING SEXUAL ASSAULT
ALLEGATIONS. Harassment complaints involving sexual assault allegations must be:
a. Referred to a sexual assault response coordinator for victim support services in
accordance with DoDD 6495.01, DoDI 6495.02, and the DoD RPRS Implementation Plan.

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b. Referred for investigation to the appropriate military criminal investigative organization,
in accordance with DoDI 5505.18.
4.4. SEXUAL HARASSMENT COMPLAINTS NOT INVOLVING SEXUAL ASSAULT
ALLEGATIONS. Sexual harassment complaints will be processed in accordance with the
following timelines and requirements, in accordance with Section 1561 of Title 10, U.S.C.:
a. To the extent practicable, within 72 hours of receipt of the complaint, forward the
complaint, with a detailed description of the facts and circumstances, to the next superior officer
in the chain of command who is authorized to convene a general court-martial.
b. Commence, or cause the commencement of, an investigation of the complaint within 72
hours of receipt of the complaint.
c. Notify complainants when an investigation begins, provide them information about the
investigation process and victim support resources available, on- and off-base, and any appeal
rights. When the investigation is complete, the complainant must be notified whether the
complaint was substantiated or unsubstantiated.
d. Closely monitor and ensure timely completion of any investigation and, to the extent
practicable, direct the investigation to be completed not later than 14 days after the date on which
the investigation is commenced. In addition:
(1) A final report on the results of the investigation, including any action taken, will be
submitted to the next superior officer as referenced in Paragraph 4.4.a. within 20 days after the
date on which the investigation is commenced; or
(2) If the investigation cannot be completed within the timeline stated in Paragraph
4.4.d., a report on the progress made in completing the investigation will be submitted to the
superior officer as referenced in Paragraph 4.4.a. after the date on which the investigation is
commenced and every 14 days thereafter until the investigation is completed. Upon completion
of the investigation, a final report of the investigation must be submitted, including any action
taken, to the next superior officer as referenced in Paragraph 4.4.a.
e. All reports of investigation of complaints alleging sexual harassment must be reviewed for
legal sufficiency.
f. Follow procedures for processing sexual harassment complaints, including anonymous
complaints, occurring in confinement facilities and involving military inmates, in accordance
with Section 15601 of Title 42, U.S.C., also known as the “Prison Rape Elimination Act of
2003.”
4.5. HARASSMENT COMPLAINTS IN JOINT SERVICE ENVIRONMENTS.
Secretaries of Military Departments will:

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a. Ensure that harassment complaints are processed through the Command or Service that
has administrative control, or disciplinary authority, or a combination thereof, over the alleged
offender.
b. Ensure that joint commanders forward the complaint, with a detailed description of the
facts and circumstances, to the next superior officer in the alleged offender’s chain of command
who is authorized to convene a general court-martial.
c. Require the alleged offender’s commander or supervisor to provide updates, as
appropriate, to the complainant’s commander or supervisor, upon receipt of complaint through
final disposition.
d. Ensure, upon completion and final disposition of the complaint, that the complainant’s
commander and the offender’s commander are informed of the final disposition for proper
tracking, documentation, file maintenance, and records management purposes.
e. Respond to incidents of harassment and comply with investigation timelines and
notification requirements established in this issuance.
4.6. ANONYMOUS COMPLAINTS. Actions taken regarding anonymous complaints will
depend upon the extent of information provided by complainants. If an anonymous complaint
contains sufficient information to permit the initiation of an investigation, the investigation will
be initiated by the commanding officer or supervisor in accordance with this instruction and any
Service-specific guidance. If an anonymous complaint does not contain sufficient information to
permit the initiation of an investigation, the information should be documented in a
Memorandum for Record and maintained on file in accordance with disposition instructions and
the central point of contact responsible for processing harassment complaints. The
Memorandum for Record should contain the following information, if available:
a. Date and time the information was received;
b. A detailed description of the facts and circumstances included in the complaint;
c. Date and time the complaint was resolved and by whom; and
d. Any other pertinent information.
4.7. SUPPLEMENTAL GUIDANCE. Military Departments will establish supplemental
guidance for receiving, responding to, investigating, and resolving harassment complaints
consistent with the timelines and procedures outlined in this instruction.
4.8. RELEASE OF REPORTS.
a. Inform complainants of the availability of a final investigative report and their right to
request a copy of the investigative final report, redacted as necessary to comply with Section
SECTION 4: PROCEDURES AND REQUIREMENTS FOR PROCESSING HARASSMENT COMPLAINTS
FROM SERVICE MEMBERS

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 DoDI 1020.03, February 8, 2018
552a of Title 5, U.S.C., also known as the “Privacy Act of 1974,” as amended, and any other
applicable laws and regulations.
b. Freedom of Information Act requests will be processed in accordance with DoDM
5400.07.

SECTION 4: PROCEDURES AND REQUIREMENTS FOR PROCESSING HARASSMENT COMPLAINTS
FROM SERVICE MEMBERS

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 DoDI 1020.03, February 8, 2018

SECTION 5: RESPONDING TO HARASSMENT COMPLAINTS FROM
SERVICE MEMBERS
5.1. RESPONDING TO HARASSMENT COMPLAINTS. Commanders and supervisors
will:
a. Inform Service members of available reporting options and procedures, including to their
commander, supervisor, the inspector general’s office, MEO office, or staff designated by the
Military Service to receive complaints. One official will be specifically designated to receive
allegations of harassment involving commanders and supervisors to ensure impartial
adjudication of such complaints.
b. Advise Service members of available support resources.
c. Respond to and, as appropriate, investigate all harassment complaints as identified in
Section 4.
d. Follow additional procedures and comply with requirements set forth in Componentspecific policies and guidance.
e. Follow the procedures in the RPRS Implementation Plan if the complainant alleges sexual
harassment and retaliation.
f. Take appropriate disciplinary or administrative action when a complaint is substantiated.
g. Determine whether a climate assessment is warranted or additional unit training is
required.
5.2. APPEALING ADMINISTRATIVE FINDINGS OF HARASSMENT COMPLAINTS.
Commanders and supervisors will inform complainants of the process for appealing
administrative findings of complaints in accordance with DoDD 1350.2.

SECTION 5: RESPONDING TO HARASSMENT COMPLAINTS FROM SERVICE MEMBERS

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 DoDI 1020.03, February 8, 2018

SECTION 6: PREVENTION AND RESPONSE TRAINING AND EDUCATION
6.1. PREVENTION AND RESPONSE TRAINING AND EDUCATION PROGRAMS.
DoD Component heads will ensure harassment prevention and response training and education
programs are established at all levels of professional military development from the accession
point to the assumption of senior leader grade.
6.2. REQUIREMENTS FOR PREVENTION AND RESPONSE TRAINING AND
EDUCATION PROGRAMS. Harassment prevention and response training and education
programs will include:
a. Mechanisms to ensure training is delivered only by instructors who possess the
appropriate skills and competencies.
b. To the extent practicable, training to the same audiences and in the same venues (e.g.,
command training and unit status reports) as sexual assault prevention and response training.
c. Roles and responsibilities of Service members, including fostering a culture free from
harassment.
d. Information on how to identify harassment, DoD standard definitions and types of
harassment as outlined in Section 3.
e. Options and procedures for submitting informal (as applicable), formal, and anonymous
harassment complaints.
f. Information regarding how to identify sexual assault under Article 120 of the UCMJ and
reporting procedures.
g. Information regarding the Service-specific office of primary responsibility for sexual
assault complaints.
h. Information regarding how to identify and report retaliation in accordance with the RPRS
Implementation Plan.
i. Information regarding how to identify and report reprisal in accordance with DoDD
7050.06.
j. Information regarding bystander intervention to ensure Service members have the skills to
recognize when to intervene and the tools necessary to implement the intervention.
k. Information regarding any administrative or disciplinary action that could be taken.

SECTION 6: PREVENTION AND RESPONSE TRAINING AND EDUCATION

18

 DoDI 1020.03, February 8, 2018

SECTION 7: DATA COLLECTION AND REPORTING REQUIREMENTS
7.1. DATA COLLECTION. Secretaries of the Military Departments will ensure that the
Military Departments maintain data on harassment complaints, including informal (if
applicable), formal, and anonymous reports. Military Departments will annually report data to
the Director, ODMEO, through a DoD approved automated data collection interface. At a
minimum, the Military Departments’ data will include:
a. The type of complaint (i.e., informal (if applicable), formal or anonymous).
b. The number of complaints received and the types of harassment alleged.
c. The number of complaints substantiated, the types of harassment alleged, and the types of
harassment substantiated, if any.
d. The demographics (e.g., race/ethnicity, gender, and grade) of the complainant and alleged
offender.
e. The relationship between the complainant and the alleged offender at the time of the
incident(s) (e.g., superior, coworker, subordinate).
f. The duty status of both the complainant and alleged offender (e.g., training, temporary
duty, leave, and on-duty or off-duty).
g. Whether the alleged offender has prior substantiated harassment complaints documented
in his or her personnel file.
h. A narrative description of the alleged incident(s), including the use of social media.
i. For Service members assigned, detailed, or otherwise working in a DoD or OSD
Component other than a Military Department, the identification of the DoD Component in which
the harassment complaint arose.
j. The location of the alleged incident.
k. The timeline of events from the date of complaint to final disposition, and reason(s) for
any delays.
l. The adjudication and disposition of substantiated complaints, including by whom and at
what level of the organization the allegation was investigated, and by whom and at what level of
the organization the allegation was adjudicated.
m. Data on retaliation complaints associated with complaints of sexual harassment, in
accordance with the RPRS Implementation Plan.

SECTION 7: DATA COLLECTION AND REPORTING REQUIREMENTS

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 DoDI 1020.03, February 8, 2018
7.2. REPORTING REQUIREMENTS. The Director, ODMEO, will provide a consolidated
annual report to the USD(P&R), through the Director, Force Resiliency, that incorporates nonpersonally identifiable information and data collected by the Military Departments related to
harassment complaints identified in Paragraph 7.1. The report will include:
a. An aggregation and assessment of the information and data provided by the Military
Departments.
b. Information regarding DoD efforts to improve harassment prevention and response
policies and procedures.
c. Recommendations to strengthen harassment prevention and response efforts, if
appropriate.

SECTION 7: DATA COLLECTION AND REPORTING REQUIREMENTS

20

 DoDI 1020.03, February 8, 2018

GLOSSARY
G.1. ACRONYMS.
DEOMI
DoDD
DoDI
DoDM

Defense Equal Opportunity Management Institute
DoD directive
DoD instruction
DoD manual

MEO

military equal opportunity

ODMEO

Office of Diversity Management and Equal Opportunity

RPRS

retaliation prevention and response strategy

UCMJ
USD(P&R)
U.S.C.

Uniform Code of Military Justice
Under Secretary of Defense for Personnel and Readiness
United States Code

G.2. DEFINITIONS. Unless otherwise noted, these terms and their definitions are for the
purpose of this issuance.
anonymous complaint. Complaint received by a commanding officer or supervisor, regardless
of the means of transmission, from an unknown or unidentified source, alleging harassment. The
individual is not required to divulge any personally identifiable information.
civilian employee. As defined in Section 2105 of Title 5, U.S.C.
complaint. An allegation of harassment made by a Service member to a commander,
supervisor, the inspector general’s office, MEO office, or staff designated by the Military Service
to receive harassment complaints.
formal complaint. An allegation submitted in writing to the staff designated to receive such
complaints in Military Department operating instructions and regulations; or an informal
complaint, which the commanding officer or other person in charge of the organization,
determines warrants an investigation.
informal complaint. An allegation, made either orally or in writing, that is not submitted as a
formal complaint through the office designated to receive harassment complaints. The allegation
may be submitted to a person in a position of authority within the Service member’s organization
or outside of the Service member’s organization.
investigation. An examination into allegations of wrongdoing or misconduct.

GLOSSARY

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 DoDI 1020.03, February 8, 2018
joint service environment. A locality from which operations of two or more of the Military
Departments are projected or supported and which is manned by significant elements of two or
more Military Departments or in which significant elements of two or more Military
Departments are located. Includes joint commands, joint bases, Defense Agencies, and joint
field activities that involve more than one branch of Military Service.
military criminal investigative organization. The U.S. Army Criminal Investigation
Command, Naval Criminal Investigative Service, and Air Force Office of Special Investigations.
Service member. A Regular or Reserve Component officer (commissioned or warrant) or
enlisted member of the Army, Navy, Air Force, Marine Corps, and the Coast Guard (when it is
operating as a Service in the Navy) on active duty.
social media. Web-based tools, websites, applications, and media that connect users and allow
them to engage in dialogue, share information, collaborate, and interact.
supervisor. A commissioned officer, non-commissioned officer or DoD civilian employee in a
supervisory or command position.
sexual assault. Intentional sexual contact characterized by the use of force, threats, intimidation,
or abuse of authority or when the victim does not or cannot consent. As used in this Instruction,
the term includes a broad category of sexual offenses consisting of the following specific UCMJ
offenses: rape, sexual assault, aggravated sexual contact, abusive sexual contact, forcible
sodomy (forced oral or anal sex), or attempts to commit these offenses.

GLOSSARY

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 DoDI 1020.03, February 8, 2018

REFERENCES
Deputy Secretary of Defense Memorandum, “Hazing and Bullying Prevention and Response in
the Armed Forces,” December 23, 2015
DoD Directive 1350.2, “Department of Defense Military Equal Opportunity (MEO) Program,”
August 18, 1995, as amended
DoD Directive 1440.1, “The DoD Civilian Equal Employment Opportunity (EEO) Program,”
May 21, 1987, as amended
DoD Directive 5124.02, “Under Secretary of Defense for Personnel and Readiness
(USD(P&R)),” June 23, 2008
DoD Directive 6495.01, “Sexual Assault Prevention and Response (SAPR) Program,”
January 23, 2012, as amended
DoD Directive 7050.06, “Military Whistleblower Protection,” April 17, 2015
DoD Instruction 1030.2, “Victim and Witness Assistance Procedures,” June 4, 2004
DoD Instruction 1400.25, Volume 771, “DoD Civilian Personnel Management System:
Administrative Grievance System,” December 26, 2013
DoD Instruction 5015.02, “DoD Records Management Program,” February 24, 2015, as
amended
DoD Instruction 5505.18, “Investigation of Adult Sexual Assault in the Department of Defense,”
March 22, 2017
DoD Instruction 6400.07, “Standards for Victim Assistance Services in the Military
Community,” November 25, 2013, as amended
DoD Instruction 6495.02, “Sexual Assault Prevention and Response (SAPR) Program
Procedures,” March 28, 2013, as amended
DoD Manual 5400.07, “DoD Freedom of Information Act (FOIA) Program,” January 25, 2017
DoD Manual 8910.01, Volume 1, “DoD Information Collections Manual: Procedures for DoD
Internal Information Collections,” June 30, 2014, as amended
DoD Retaliation and Prevention and Response Strategy Implementation Plan, January 2017
United States Code, Title 5
United States Code, Title 10
United States Code, Title 42

REFERENCES

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