United States
          Environmental Protection
          Agency
            Office Of
            The Administrator
            (1201)
EPA 150-R-94-001
April 1994
vvEPA
Affirmative Employment Program
Plan For Minorities, Women, And
People With Disabilities

FY 1994 Plan Update And
FY 1993 Accomplishment
Report

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U. S. Environmental Protection Agency
Office of Civil Rights

Dan J. Rondeau, Director
Suzanne E. Olive, Deputy Director
                                                                              Printed on paper that contains at least
                                                                              50% post-consumer recycled fiber

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                                               TABLE OF CONTENTS




            INTRODUCTION	j.jj

            POLICY STATEMENT ON EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE EMPLOYMENT  iii

            PART A, Subpart A (Agency-wide) -   ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM

                   PLAN UPDATE FY 1994
                          Delegation of Authority	  1-3
V?                       Certification of Qualifications of EEO Officials	4
 fe                       Signature Page	5
 1 y                       Organization and Resources:
 fi                              Background	7
 ,sO                              EPA Organizational Structure  	8
 f^                              Organization of the EPA Civil Rights Program  	9
                                 Program Analysis, Problem/Barrier
 r  I                              Identification, Report of Objectives and
 .                                Action  Items	   10-17
 vj                       Workforce Profile:
 Q\J                              Program Analysis - Areas of Concern 	   18-20
                                 Work Force Distribution: 1987 - 1993
                                       PATCO (All Grade Groups Combined)	21
                                       PATCO (Grades 5-8)	22
                                       PATCO (Grades 9-12)	23
                                       PATCO (Grades 13-15)	       24
                                       PATCO (SES)	25
                                       Professional (All Grade Groups Combined)  	26
                                       Professional (Grades 5-8)  	27
                                       Professional (Grades 912)  	28
                                       Professional (Grades 13-15)  	29
                                       Professional (SES)   	30
                                       Administrative  (All Grade Groups Combined)	31
                                       Administrative  (Grades 5-8)	32
                                       Administrative  (Grades 9-12)	33
                                       Administrative  (Grades 13-15) 	34
                                       Administrative  (SES)	35
                                       Major Occupational  Categories:
                                              Professional	36
                                              Administrative and Technical	37
                                Numerical Objectives by Occupational Category
                                in Grade Group:
                                       5-8	38
                                       9-12	39
                                       13-15	40
                                       SES	41
                         Recruitment and Hiring:  	  42-58

                                                                                  Continued	
                                    U.S. t
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                             TABLE OF CONTENTS (continued)


             Employee Development Programs	  59-73
             Program Evaluation  	  74-79
                    Statement of Adequate Monitoring/Evaluation Systems  	80

PART A, Subpart B (Agency-wide) -   ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM

       ACCOMPLISHMENT REPORT FY 1993:
             Signature Page	81
             Summary Analysis of Work Force  	  82-86
                    Workforce Profile - PATCO 	
             Numerical Objectives by Grade Group:
                           5-8	87
                           9-12	88
                           13-15	89
                           SES	90
             Work Force Profile -
                    PATCO:
                    All Grade Levels	91
                    Grades 5-8	92
                    Grades 9-12	93
                    Grades 13-15	94
                    SES	95
                    PROFESSIONAL:
                    All Grade Levels	96
                    Grades 5-8	97
                    Grades 9-12	98
                    Grades 13-15	99
                    SES	100
                    ADMINISTRATIVE:
                    All Grade Levels	101
                    Grades 5-8	102
                    Grades 9-12	103
                    Grades 13-15	104
                    SES	105
              Percent Change in Major Occupational Groups by Race/National Origin
              and Sex - September 1987 through September 1993:
                    Professional	106
                    Administrative/Technical	107
              Report on Accomplishment of Objective:
                    Organization and Resources	108-110
                    Work Force 	111
                    Discrimination Complaints	112
                    Recruitment/Hiring - Minority Academic Institutions	113-115
                    Recruitment/Hiring	116-121
                     Employee Development Programs	122-125
                     Program Evaluation  	126-128
              Noteworthy Activities/Initiatives	129-132


                                                                             Continued	

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                             TABLE OF CONTENTS (continued)

PART B, Subpart A (Headquarters) - ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN

       PLAN UPDATE FY 1994:
             Signature Page	133
             Work Force Profile:
                    Program Analysis of Workforce Profile and Areas of Concern	134-136
                    Work Force Distribution:
                           PATCO (OCR EEO050 Report)  	137
                           Professional (OCR EEO050 Report)	138
                           Administrative (OCR EEO050 Report)  	139
                           Technical (OCR EE0050 Report)	140
                           Clerical (OCR EEO050 Report)  	141
                    Numerical Objectives by Occupational Category, Series and Grade
                    Group-
                           5-8	142
                           9-12	143
                           13-15	144
                           SES	145
                    Program Element:
                           Employee Development Programs	146-149

PART B, Subpart B (Headquarters) - ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM

       ACCOMPLISHMENT REPORT FY 1993:
             Signature Page	150
             Summary Analysis of Workforce -1987 -1993	151-152
                    PATCO (All Grade Groups Combined)	153
                    PATCO (Grades 5-8)	154
                    PATCO (Grades 9-12)	155
                    PATCO (Grades 13-15)	156
                    PATCO (SES)	157
                    Professional (All Grade Groups Combined)  	158
                    Professional (Grades 5-8)  	159
                    Professional (Grades 9-12) 	160
                    Professional (Grades 13-15) 	161
                    Professional (SES)  	162
                    Administrative (All Grade Groups Combined) 	163
                    Administrative (Grades 5-8)	164
                    Administrative (Grades 9-12)	165
                    Administrative (Grades 13-15) 	166
                    Administrative (SES)	167
             Numerical Objective Accomplishments by Occupational
             Category and Series	168-171
             Program Element:
                    Employee Development Programs	172-173
                    Organization and Resources	174
                    Recruitment and Hiring	175
                    Employee Development  	176
             Noteworthy Activities/Initiatives	177-180

                                                                           Continued	

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                         TABLE OF CONTENTS (continued)


PART C, Subpart A AFFIRMATIVE EMPLOYMENT PROGRAM FOR PEOPLE WITH
DISABILITIES:

      PLAN UPDATE FY 1994	181-187

PART C, Subpart B AFFIRMATIVE EMPLOYMENT PROGRM FOR PEOPLE WITH
DISABILITIES:

      ACCOMPLISHMENT REPORT FY 1993	188-197
PART D PREVENTION OF SEXUAL HARASSMENT IN THE WORKPLACE:

      PLAN UPDATE FY 1994	198-200

      ACCOMPLISHMENT REPORT FY 1993	201-202

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 AGENCY-WIDE                                                                  UPDATE 94

 AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN  FOR MINORITIES,  WOMEN AND  PEOPLE WITH
 DISABILITIES
                                      INTRODUCTION

 This annual report covers the period October 1, 1992, through September 30, 1993.  It is the sixth annual
 report on affirmative employment programs (AEP) for minorities and women in the Environmental Protection
 Agency's five year (FY 1988-1992) AEP Plan cycle \  Under the guidance of the Equal Employment
 Opportunity Commission (November 14,1990) the report also includes a plan update and accomplishment
 report pertaining to the Agency's affirmative employment program for people with disabilities.  The report
 serves to provide a current overview of our Agency's Affirmative Employment Program by (1) Outlining the
 program's structure; (2) Describing the role and responsibilities of management and EEO program officials
 in pursuing, aggressively yet realistically, positive results; and (3) Including a multitude of relevant statistical
 data forming the foundation for a compendium of the Agency's work force composition with focus on the
 posture of minorities and women.

        The report is structured into four parts:

         Part A - AGENCY-WIDE
               Subpart A - FY 1994 AEP Plan Update
               Subpart B - FY 1993 Accomplishment Report

         Part B - HEADQUARTERS
               Subpart A - FY 1994 AEP Plan Update
               Subpart B - FY 1993 Accomplishment Report

         Part C - AGENCY-WIDE AFFIRMATIVE EMPLOYMENT PROGRAM FOR PEOPLE WITH
                       DISABILITIES
               Subpart A - FY 1994 Plan Update
               Subpart B - FY 1993 Accomplishment Report

         Part D - AGENCY-WIDE PLAN AND ACCOMPLISHMENTS FOR THE PREVENTION OF SEXUAL
               HARASSMENT

This report, at a minimum, contains all of the elements required by the Equal Employment Opportunity
Commission's (EEOC)  Management Directives 713 and 714 (prepared, by the EEOC,  pursuant to its
authority under Section 501  of the  Rehabilitation Act of 1973, as amended, and Section  717 of the Civil
Rights Act of 1964, as amended, 42 USC 2000e-16; Reorganization  Plan No. 1 of 1978; Executive Order
11478, as amended by Executive Order 12106; Executive Order 12067; the Civil  Service Reform Act; and
29 Code of Federal Regulations Part 1613.) The goal of this report is to comply with current regulations and
convey in a clear and analytical manner a full assessment of the current status of the EEO/Affirmative
Employment Program and the outstanding EEO related problems facing the Agency.   In this regard, this
     The Equal Employment Opportunity Commission has chosen to exercise its authority to extend the
coverage of EEO-Management Directives 713 and 714 for an additional one-year period.  Accordingly,
agencies will be required to administer their affirmative employment efforts and to file required reports
pursuant to the guidance contained in Management Directives 713 and 714 through fiscal year 1993.

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AGENCY-WIDE                                                                    UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES


                                 INTRODUCTION (continued)


report documents a comprehensive examination of the level of minority and female representation within the
Agency as compared to their levels in the relevant civilian labor force (CLF) since full representation occurs
when the two levels are the same.  When not the  same, affirmative employment initiatives are required.
Thus, this report presents a blueprint of planned affirmative employment initiatives which are designed to
produce EQsitjve results. Since professional and administrative positions make up 84% of the Agency's total
work force, the focus of these efforts is in these two occupational categories.

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PART A, Subpart A (Agency-wide)

      AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN

                                   POLICY

As Administrator, I expect and look forward to full cooperation in achieving a qualified
workforce that is reflective of our Nation's diverse population.  I am committed to equal
employment opportunity and the implementation of a strong affirmative employment
program without regard to race, gender, religion, color, national origin, age or handicap.
It is the policy of the EPA to provide equal opportunity in employment for all persons in
its workforce or those being recruited for its workforce, and to prohibit discrimination in
all aspects of its personnel policies, program practices and  operations and in all its
working conditions and relationships with employees and applicants for employment. All
EPA employees are responsible for  supporting our policies on equal employment
opportunity and for assuring that the workplace  is free from discrimination.  I strongly
promote the full realization of equ^.l opportunity in employment through a continuing
program of affirmative employment at every management level within EPA.  The  EPA
subscribes to and implements to the fullest, the requirements of Title VII of the Civil Rights
Act of 1964, as amended; Executive Order 11478, as amended; the Age Discrimination
in Employment Act of 1967; the Equal Pay Act of 1962, as amended, and the Vocational
Rehabilitation Act of  1973, as amended.

The multi-year Affirmative Employment Program Plan (AEP) will assist EPA in fulfilling its
purpose by having all of its employees contribute to our objectives.  To this end,  EPA
managers and supervisors are expected to take an active ongoing part in promoting and
implementing the plan.  Accordingly, I expect full support from each manager  and
supervisor in meeting the objectives  of this plan.   Copies of the  EPA AEP will be
distributed to Assistant Administrators, Regional Administrators, Associate Administrators,
the General Counsel, Inspector General and Staff Office Directors to allow all employees
an opportunity to review the Agency's plan. In addition, I am directing that copies of the
AEP Executive Summary be disseminated  to each manager and supervisor, so they will
be fully aware of the  EPA's objectives, and can thus actively assist in meeting the plan's
objectives.   Additionally, periodic monitoring  will be  made to measure program
accomplishments, and where imbalances or lack of progress are evident, necessary
measures will be taken to remedy the problem.

I  strongly support  and will ensure the  implementation  of  an effective  affirmative
employment program that will provide for equal  opportunity  in employment at every
management level within EPA.

                               >K    /h  . C/
                                                                   APR 1  5 1993
                              CAROL M. BROWNER                DATE
                              Administrator, Environmental Protection Agency
EEOC Form 566 (8/87)

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PART A, Subpart A (Agency-wide)                                                 UPDATE 92

AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES,  WOMEN  AND PEOPLE WITH
DISABILITIES


          ADMINISTRATION OF THE EPA'S AFFIRMATIVE EMPLOYMENT PROGRAM AND
                                 DELEGATION OF AUTHORITY
1.  Program Authority.

       The Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972,
requires federal agencies to develop and implement affirmative action programs to eliminate the historic
underrepresentation of minorities and women in the federal work force. The Equal Employment Opportunity
Commission (EEOC) is responsible for providing agencies  with guidance  on their affirmative action
programs. In this regard, EEOC's Management Directive 714, issued in October 1987, assigns responsibility
for ensuring compliance with affirmative employment program instructions to agency heads. In carrying out
this mandate, agency heads are required to establish agency-wide objectives, submit multi-year affirmative
employment program plans, updates thereto, and annual accomplishments reports; and ensure that all
supervisors and managers are held accountable for achieving affirmative employment program goals and
objectives.

       Within  the  EPA, the EEO Program  has  been established  as an integral  part of its personnel
management structure. The Office of Civil Rights (OCR), a staff office within the Office of the Administrator,
provides agency-wide direction, coordination, monitoring and evaluation of equal employment opportunity
and affirmative employment objectives.  Under the authority delegated  by the Administrator, the OCR
establishes the broad administrative policies regarding the planning, development, execution and evaluation
of the Agency's EEO/Affirmative Employment Program as required by public law, rules and regulations for
implementation throughout the Agency.  To ensure the development and execution of a results-oriented
program, the Administrator has  assigned specific responsibilities to Assistant Administrators, Deputy
Assistant/Associate Administrators,  Regional Administrators,  and management officials throughout  the
Agency as discussed below.

2.  Role and Responsibilities of Management  and  EEO/Affirmative Employment Program Officials.

        ADMINISTRATOR:   The  Administrator has ultimate  responsibility  for all equal  employment
opportunity programs within the Agency.  He is responsible for ensuring that all policy decisions issued
reflect the spirit and intent of the public laws, rules and regulations which guarantee equality of opportunity
for all. He is further charged with the responsibility for ensuring that the Equal Employment Opportunity
Program is administered and  implemented in an affirmative,  results-oriented manner and that  sufficient
resources are made available to effectively serve this purpose.

        DIRECTOR, OFFICE OF  CIVIL RIGHTS:   The Director is delegated, by the Administrator,  the
responsibility to develop and direct, in accordance with applicable public laws, rules and regulations, an
effective results-oriented Equal Employment Opportunity Program for the Agency. The Director serves as
the Administrator's  principal advisor regarding all Agency policies, practices and procedures having direct,
or indirect, impact in the area of equal employment  opportunity for Agency employees as well as
employment applicants.   In this capacity, the Director provides EEO policy guidance, evaluates  the
effectiveness of the Agency's activities in assuring equal opportunity for all  employees, and affirmative
employment actions to enhance the posture of minorities and  women in all occupational  categories and

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PART A, Subpart A (Agency-wide)                                                    UPDATE 93

AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN FOR MINORITIES, WOMEN  AND  PEOPLE WITH
DISABILITIES

ADMINISTRATION OF THE  EPA'S AFFIRMATIVE EMPLOYMENT PROGRAM AND DELEGATION OF
AUTHORITY (continued)


grade levels. The Director also serves as the Agency's Fair Housing Officer and Title VI Coordinator.

       DIRECTOR, OFFICE OF HUMAN RESOURCES MANAGEMENT (DOHRM): The DOHRM serves under
the direction of the Assistant  Administrator for Administration and Resources Management.  The DOHRM
is delegated the authority to develop policies, procedures and programs, based on merit, pertaining to the
full  spectrum  of  human  resource  administration,  management and development.   Among other
responsibilities, the Director is held accountable for conducting an equal opportunity recruitment program
designed to attract qualified minority and women candidates from all available sources. The DOHRM is also
responsible for ensuring that Agency personnel practices, policies and procedures do not contain, create,
or promulgate any prohibited personnel management practice(s).

       ASSISTANT AND  DEPUTY ASSISTANT  ADMINISTRATORS  (AAs and  DAs)  and ASSOCIATE
ADMINISTRATORS:  As the principal  management  officials at Headquarters level,  these officials are
responsible for  personally demonstrating  and clearly  ensuring equal employment opportunity  for all
employees and applicants, and the existence of results-oriented affirmative employment program activities
within their AAships.

       REGIONAL ADMINISTRATORS (RAs): As the principal management officials at  Regional levels,
these officials are responsible for personally demonstrating  and clearly ensuring equal employment
opportunity for all employees and applicants, and the existence of results-oriented affirmative employment
program activities.

       ASSISTANT REGIONAL ADMINISTRATORS (ARAs) AND MANAGEMENT  DIVISION DIRECTORS
(MDDs):  As the principal management officials at Regional levels, these officials serve as REGIONAL
DIRECTORS OF CIVIL RIGHTS (RDCR) having responsibility to personally demonstrate and  clearly
communicate to all supervisors,  managers commitment to, the principles for equal employment opportunity.
Additionally, these officials are held accountable for administering the EEO/Affirmative Employment Program
and evaluating the commitment, contribution and demonstrated success of all managers and supervisors
under their direction.

       REGIONAL EEO OFFICERS (REEO):  REEOs serve as the principal advisor to ARAs,  MDDs, all
levels of supervisory and management officials, and employees within their respective regions on all matters
relating to equal employment opportunity.  In Region 1, responsibility for EEO Program administration is
under the Office of the Deputy Regional Administrator (DRA). In Regions V and VIII, the EEO Officer reports
to the  Chief, Human Resources Branch on internal EEO programs and  to the ARA  for Policy  and
Management on external EEO matters, an organizational alignment that is currently under review by the
Agency. In Region IX, the EEO Program Manager reports to the Deputy Assistanct Regional Administrator,
and  in  Region  VII, the administration of the program falls  under the Associate Assistant  Regional
Administrator.

       AREA DIRECTORS:  There are three Area Directors.   These individuals have responsibility for
providing advice and guidance to their respective Laboratory/Program Office Directors on all matters relating
to the EEO/Affirmative Employment Program at their respective locations ( Cincinnati,  Ohio; Research
Triangle Park, North Carolina; and Las Vegas, Nevada) and other satellite laboratories and installations as
assigned.

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PART A, Subpart A (Agency-wide)                                              UPDATE 92

AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN  FOR MINORITIES,  WOMEN AND  PEOPLE WITH
DISABILITIES

ADMINISTRATION  OF THE ERA'S AFFIRMATIVE EMPLOYMENT PROGRAM AND DELEGATION OF
AUTHORITY (continued)


       MANAGERS AND SUPERVISORS: Positions having managerial and/or supervisory responsibilities
are accountable for carrying out the mandate of equal employment opportunity for all persons regardless
of race, sex, age, religion, national origin or physical/mental handicap. Since these individuals hire, train,
appraise, detail, promote, demote and assign work to employees they  are the key to the success of a
meaningful EEO program within the Agency.  Therefore, they are held accountable for ensuring that their
personnel management decisions affecting employees and applicants are free from prohibited discrimination
and that affirmative employment is guaranteed.

       HEADQUARTERS/REGIONAL/LOCATION FEDERAL WOMEN'S PROGRAM MANAGERS (FWPMs):
These EEO program officials are  specifically charged with the planning, development and evaluation of a
special emphasis program designed  to address the employmer.t and advancement concerns and/or
problems faced by female Federal ^mployees and applicants at their respective locations.

       HEADQUARTERS/REGIONAL/LOCATION HISPANIC AMERICAN/AMERICAN INDIAN PROGRAM
MANAGERS  (HA/NAIPM):   These EEO program  officials are specifically charged with the planning,
development  and  evaluation  of  a  special  emphasis  program  designed  to   address  the
employment/advancement concerns and/or problems faced by Hispanic American and Native American
Indian Federal employees and applicants at their respective locations.

       HEADQUARTERS/REGIONAL/LOCATION-BLACK AMERICAN/ASIAN AND PACIFIC ISLANDER
AMERICAN PROGRAM MANAGERS (BA/A/PIAPM): These EEO program officials are specifically charged
with the planning, development and evaluation of a special  emphasis program designed to address the
employment/advancement concerns and/or problems faced by Black American, Asian and Pacific Islander
American Federal employees/applicants at their respective locations.

       NATIONAL  PROGRAM  MANAGERS (Federal  Women's;  Black/Asian  and  Pacific  Islander;
Hispanic/Native American Indian): These EEO program officials serve as principal advisors to management
officials and other EEO program officials on matters affecting the employment and advancement of special
emphasis groups.  Further, as program managers, they have responsibility for planning,-developing and
evaluating  the special emphasis  program, to which they are assigned, throughout the EPA.

       EQUAL EMPLOYMENT OPPORTUNITY COUNSELORS (E.EOCs):  The  principal role of  these
collateral duty employees is to serve as a bridge between employees/applicants and management officials
in informally resolving allegations of discrimination  based on race, religion,  sex, national origin, age, and
physical/mental handicap.

       EEO  COMMITTEES/COUNCILS:  As a complement and vital resource to our equal employment
opportunity program there are  EEO  Committees/Councils. These groups, comprised  of supervisors,
managers and employees representative of the composition of of our present work force, present work
force, provide constructive recommendations for enhancing  our equal employment opportunity program.
Their contributions and involvement include, but are not limited to, review and analysis of employment
profiles; identification and analysis of barrier/impediments to equal employment opportunity; recommending
actions to eliminate , or  reduce the effect(s)  of identified barriers; and sponsorship of informational and
educational programs for all employees.

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PART A, Subpart A (Agency-wide)                                   UPDATE 93

   AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN

            CERTIFICATION OF QUALIFICATIONS OF EEO OFFICIALS
I  certify that the qualifications of all officials, full-time and  part-time, concerned with
administration of the EEO Program, including the following:

            Director, Office of Civil Rights
            Regional Directors of Civil Rights
            Equal Employment Opportunity Officers
            Special Emphasis*Programs Managers
            Equal Employment Opportunity Counselors
            Other EEO staff officials at Headquarters,
             Regions and Locations

have been reviewed by competent authority and the incumbents of these positions meet
the standard outlined in Qualifications Standards Handbook X-118 under occupational
series' 0160 and 0260 or Qualifications Guide for Collateral Assignments involving Equal
Employment Opportunity Duties.  Evidence that the review has been made and its
findings are on file and available for review by EEOC officials.

I further certify that provisions of FPM Letter 713-37, Documenting EEO Collateral Duties
in Official Position Descriptions have been met.
                                                APR 1 5 1993
CAROL M. BROWNER                          DATE:
Administrator,
Environmental Protection Agency
EEOC FORM 566 (8/87)

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PART A, Subpart A (Agency-wide)
                                                               UPDATE 94
 AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE
                            WITH DISABILITIES
   AFFIRMATIVE EMPLOYMENT PROGRAM PLAN UPDATE - AGENCY-WIDE
                            FISCAL YEAR 1994
   Policy Statement
   Certification of Qualifications
   Program Analysis
   Problem/Barrier Identification
   Report of Objectives and Action Items
 Name of Organization:  Environmental Protection Agency
 Address of Organization:

 401 M. Street, S.W., Washington, D.C. 0460
 Organizational Level: AGENCY-WIDE
 Number of Employees Covered by Plan (end of FY 1993 strength):  TOTAL: 16,976
 PROFESSIONAL: 8,038   ADMINISTRATIVE: 6,239    TECHNICAL: 709
 CLERICAL: 1,987                                       	
 Name of Contact Person/Person Preparing Form:  Sandie Friedland
 TELEPHONE:  (202) 260-4563      	
 Name/Title of Principal EEO Official:
 DAN J. RONDEAU
 Director,  Office of Civil Rights
 Signature of Principal EEC^Officiab^^l
 DATE:
                   ,
 Certifies that this update is in compliance with EEO-MD-714
 Name/Title of Head of Organization:
 CAROL M. BROWNER, ADMINISTRATOR/9
 Signature of Head of Organization^
 DATE:    APR 20 1994
 Certifies that this update is in compliance with EEO-MD-714
 EEOC FORM 566 (8/87)

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PART A, Subpart A (Agency-wide)                                   UPDATE 92

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
                       PROGRAM ANALYSIS


                ORGANIZATION AND RESOURCES

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PART A, Subpart A (Agency-wide)                                               UPDATE 91

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

                ~  PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
                ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY
1.  Background.

   The U.S. Environmental Protection Agency (EPA) was created through an Executive reorganization plan
designed to consolidate a number of federal environmental activities into a single agency.  The plan
(Reorganization Plan #3 of 1970) was sent to Congress by President Nixon on July 9, 1970.

   The EPA was formally established as an independent agency, by the Executive Branch, on December
2,  1970.  The EPA was formed by  putting together 15 components from five Executive departments and
independent agencies. Air pollution control, solid waste management,  radiation, and the drinking water
program were transferred from the  Department of Health, Education, and Welfare (now the Department of
Health and Human Services).  The federal water pollution control program was taken from the Department
of Interior, as was part of a pesticide research program. From the Department of Agriculture, EPA acquired
authority to register pesticides and to regulate their use, and from the Food and Drug Administration the
responsibility to set tolerance levels for pesticides in food. EPA was assigned some responsibility for setting
environmental radiation protection  standards from the old  Atomic Energy Commission, and absorbed the
duties of the Federal Radiation Council.

   The enactment of major new environmental laws and important amendments to older laws in the 1970's
greatly expanded EPA's responsibilities.  The Agency now administers nine comprehensive environmental
protection laws:

* Clean Air Act (CAA);

* Clean Water Act (CWA);

* Safe Drinking Water Act (SDWA);

* Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA, or "Superfund");

* Resource Conservation and Recovery Act (RCRA);

* Federal Insecticide, Fungicide, and Rodenticide Act (FIFRA);

 * Toxic Substances Control Act (TSCA);

 *  Marine Protection, Research, and Sanctuaries Act (MPRSA); and

 *  Uranium Mill Tailings Radiation Control Act (UMTRCA).

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 PART A, Subpart A (Agency-wide)
                                                            UPDATE 92
 AFFIRMATIVE  EMPLOYMENT PROGRAM  PLAN  FOR  MINORITIES,  WOMEN  AND  PEOPLE  WITH
 DISABILITIES
                     PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
            ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY (continued)
 2.  Organizational Structure of the Environmental Protection Agency.

    The Agency is directed by an Administrator appointed by the President, with the advice and consent of
 the Senate.  A Deputy Administrator, nine Assistant Administrators and ten Regional Administrators complete
 the senior administrative team.
        Staff Offices:
        Office of
        Executive Suppport
        Executive Secretariat
        Office of the
        Administrative Law
        Judges
        Office of Civil Rights
        Science Advisory Board
        Office of Small and
        Disadvantaged Business
        Utilization
        Office of Cooperative
        Environmental
        Management
               ADMINISTRATOR
            DEPUTY ADMINISTRATOR
                      Office of
                      Enforcement
                      and Compliance
                      Monitoring
                       Associate Administrators:
                       Regional Operations & State/
                       Local Relations	
                      Education, Communications &
                       Public Affairs
                                             Congressional & Legislative
                                             Affairs
                              Office of Policy
                              Prevention, Planning
                              and Evaluation
   Office of
   Water
Office of Solid
Waste and Emergency
Response	
Office of Air
and Radiation
Office of
Prevention,
Pesticides and
Toxic Substances
                                          L- Regions
Region 1
Boston, MA
Region VI
Dallas, TX
Region II
New York, NY
Region VII
Kansas City, KS
Region III
Philadelphia, PA
Region VIII
Denver, CO
Region IV
Atlanta, GA
Region IX
San Francisco, CA
Region V
Chicago, IL
Region X
Seattle, WA
REPLACES EEO FORM 566 (page 4)
                                               8

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PART A, Subpart A (Agency-wide)
                                                                               UPDATE 92
AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES, WOMEN  AND PEOPLE WITH
DISABILITIES                                                         	

                    PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
           ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY (continued)
3. Organizational Structure of the EPA's Civil Rights Program:
     DEPUTY DIRECTOR/
    ASSOCIATE DIRECTOR.
       Discrimination
         Complaints
     External Compliance
      EEO COUNSELORS
               Advisory
                                  ADMINISTRATOR
                                DEPUTY ADMINISTRATOR
                                          Associate
                                        Administrators
        Assistant/Deputy
     Assistant Administrators
                                                                       Regional
                                                                     Administrators
Headquarters, Managers A Supervisors
 Assistant/Deputy Regional
Administrators/Management
   Division Directors
 ASSOCIATE DIRECTOR,
 Special Emphasis and
 Affirmative Employment
      Programs

• Federal Women's Program
> Black, Asian/Pi American
' Hispanic, American Indian
> Affirmative Employment Program
                                 Affirmative Employment
                                    Program Liaison
                                      Committee
                                             J_
                                                                  Regional/Laboratory
                                                                Managers & Supervisors
                                                               ASSISTANT DIRECTOR,
                                                               Operations & Analysis
                                                                  AREA DIRECTORS
              • Committees/Councils
               Collateral Duty

               Special Emphasis Managers, Co-Managers
                                                                 RELATED OFFICES
                                  Office of General Counsel
                                  Office of the Administrative
                                        Law Judges
                                  Office of Judicial Officer
 4. Organization of the EPA's EEO Program: The EPA's EEO Program is an important function within EPA's
 management structure. The Office of Civil Rights (OCR), a staff office within the Office of the Administrator,
 provides agency-wide direction, coordination, monitoring and evaluation of equal opportunity and affirmative
 employment objectives.  The OCR establishes the broad administrative policies for success  in equal
 opportunity and affirmative employment initiatives for implementation by management officials throughout
 the Agency.  All levels of management officials are accountable for assuring that the goals and objectives
 of the program are met within their respective organizational components.

 The Director of the Office of Civil Rights reports to the Agency Administrator and is a member of the senior
 staff. With a staff of twenty-six (26) full-time permanent professional and administrative employees nation-
 wide,  advises and assists  senior and mid-level management officials  in establishing, maintaining,  and
 conducting programs to promote equal opportunity and affirmative action throughout all levels and segments
 of the Agency's work force.  The Director, OCR participates in senior management staff meetings and
 planning sessions where significant management issues and other management concerns are discussed.

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 PART A, Subpart A (Agency-wide)                                                UPDATE 92

               EMPLOYMENT PROGRAM PUN  FOR MINORITIES,  WOMEN  AND PEOPLE WITH
                     PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
            ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY (continued)


 The Agency is comprised of twelve (12) major organizations, ten (10) Regional offices and three (3) major
 laboratory locations geographically dispersed throughout the United States.

 In each Regional office the Assistant Regional Administrator and Management Division Directors also serve
 as Regional Directors of Civil Rights and are responsible for all civil rights functions under their authority.

 The 3 major laboratory locations are provided guidance and direction in planning, developing implementing
 and evaluating their EEO/Affirmative Employment Program by three separate Area Directors of Civil Riqhts
 who report to the Director, OCR. Each of the Area Directors are assisted by a staff of EEO  Specialists
 and/or part-t.me collateral duty EEO  coordinators  and  Special  Emphasis  Program  Managers  and
 administrative personnel.

 The OCR consists of three major units reporting directly to the Director, OCR - Discrimination Complaints
 and External Compliance, Operations and Evaluation, and Affirmative Employment and Special Emphasis
 Programs.   The Discrimination Complaints function  is  centralized, with local  offices receiving formal
 complaints and forwarding them to Headquarters for processing.  There are EEO Counselors at all Agency
 facilities who provide counseling to any employee/applicant who raises an allegation of discrimination based
 on race, color, religion, sex, national origin, age, or physical/mental handicap.  Counselors, acting as neutral
 third parties, attempt  to resolve such issues informally.
 ur     1?Joys a comP'ement of tnree (3) National Special Emphasis Program Managers - one each for
the Federal Women's Program, the Hispanic/American Indian Employment Programs, and Black/Asian and
Pacific Islander Employment Programs. The field offices are supported by collateral-duty managers in all
three program areas who devote 10-25 percent of their time to Special Emphasis duties.  The National
Aenc    PhaS'S Pr°9rams Managers provide guidance and oversight to their counterparts across the


The national  Human Resources  Council (HRC), which was established  an an  Advisory arm  to the
Administrator,  is linked  closely with the Agency's Affirmative  Employment  Program  by presenting
recommendations to the Administrator in support of the program.  Recommendations include increased
planning efforts, communication, training, recruitment, accountability, evaluation, public awareness and
sharing of affirmative employment program progress at their quarterly meetings.

In addition, subcommittees of the HRC work closely with counterpart EEO committees to support career
development within the Agency.  These include the Support Careers Advisory Committee, the Secretarial
and Technical Careers Advisory Committee, and the FAME (Framework for Achieving Managerial Excellence)
Committee.  The Agency also has several EEO/SEP committees which assist EEO offices and other
nanagement officials.  They provide  advice, mcruiment sources,  insights to problem resolutio  and
recommend career advancement strategies. Committees include, at the national level, the Federal Women's
Council, the Hispanic Employment Council, the Secretarial Advisory Council and Women in Science and
Engineering.  The two latter function as part of the Federal Women's Program

EEOC Form 566 (8/87)                    ~                        "
                                           10

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PART A, Subpart A (Agency-wide)                                               UPDATE 92

AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN FOR  MINORITIES, WOMEN  AND PEOPLE WITH
DISABILITIES


                   PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
          ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY (continued)

EEO staff receive sufficient training in their areas of responsibility. A survey of training needs identified that
training was  needed in automatic data processing and  thereafter, training was provided.  Specialized
instruction regarding recruitment techniques is being provided to EEO staff and management personnel
before going out on recruitment trips.  0PM and other training courses are taken regularly and each
year OCR holds a conference for all EEO personnel agency-wide at which time workshops are conducted
in each EEO  program area. Additionally, special emphasis personnel in each program area come together
in their individual training sessions annually.

Adequate management and fiscal controls are established to track all resources devoted to the EEO
program.

Special Emphasis Program Managers have adquate delegations of authority to promote these programs and
to accomplish program objectives.

EEO officials serve as technical programmatic advisors to the Human Resources Office regarding any/all
matters having direct or indirect impact on the EEO program.
 EEOC Form 566 (8/87)
                                             11

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 PART A, Subpart A (Agency-wide)                                                UPDATE 92

 AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN  FOR MINORITIES,  WOMEN  AND PEOPLE  WITH
 DISABILITIES

                    PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
                              PROBLEM/BARRIER IDENTIFICATION

 UNDESIRED CONDITION:  Program officials at the mid-level who make personnel decisions regarding
 hiring, promotions, training and recognition are not assuming responsibility for achieving positive results in
 affirmative employment.

 DESIRED CONDITION:   Program officials are knowledgeable about and committed to the Agency's
 Affirmative Employment Program. They have specific goals assigned to them and are evaluated on their
 performance in meeting them, as well as on their other job responsibilities.

 ANALYSIS:  Senior managers such as Assistant Administrators and Regional Administrators are aware of
 the held accountable for meeting affirmative employment goals and objectives. The OCR provides them with
 data for periodic self-assessment and annual reports on progress in meeting their affirmative employment
 goals. However, mid-level managers often have misconceptions about affirmative employment and may
 have no role in establishing goals. In some cases, goals are not even assigned at division and branch levels
 where recruitment, hiring and other personnel decisions occur. Where managers at these levels are involved
 in setting goals and/or are expected to meet specific goals, results are generally better.

 PROBABLE BARRIER: Lack of understanding of and accountability for affirmative employment at the hirinq
 official level.

 EXPECTED ACTION:  Expand the responsibility for setting and  meeting goals into the  mid-management
 level.  Assign affirmative employment goals to managers at the office, division and branch levels to ensure
 inclusion of all hiring officials in the affirmative employment programs.  EEO results are specifically measured
 and included in the overall performance evaluation.

 EXPECTED RESULT:  Active involvement of hiring officials should result in improved  representation of
 minorities and women at all levels of the work force.
EEOC Form 566 (8/87)
                                               12

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PART A, Subpart A (Agency-wide)                                                UPDATE 94

AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR  MINORITIES,  WOMEN AND PEOPLE WITH
DISABILITIES        	:		

                  PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
                       REPORT OF OBJECTIVES AND ACTION ITEMS

PROBLEM/BARRIER STATEMENT: Program officials who make personnel decisions regarding hiring,
promotions, training and  recognition are not assuming responsibility  for achieving positive results  in
affirmative employment.

OBJECTIVE: To increase commitment and accountability of program/hiring officials throughout the Agency
for improving the representation of minorities and women.
ACTION ITEMS:
ssue affirmative action policy, specific goals
ind program objectives for Agency,
Headquarters, Office, Division and Branch
evels. (SEE NOTE BELOW)
nstitute policy and mechanisms for assuring
hat hiring officials actively recruit and consider
ninorities and women prior to making
.elections.
nclude managers'progress in meeting specific
iffirmative employment goals and objectives
when evaluating their performance against their
:ritical performance elements.
Develop applicant flow data to permit analysis
)f selection rates and application of Uniform
auidelines on Employee Selection Procedures.
Design, develop and offer EEO awareness
raining and affirmative employment resources
raining through the EPA Institute.
Develop policy recommendation on
•equirement for all supervisors to receive
j minimum amount of EEO training annually.
The action item appearing in this location on
page 18 of the previous Plan is deleted by
this Update. It has been blended into the
first action item above since both call for the
issuance of affirmative action policy.
3rovide guidance to hiring officials relative to
developing recruitment mechanisms for
ninorities and women.
RESPONSIBLE OFFICIAL(S)
\ssistant Administrators
Seneral Counsel
nspector General
Regional Administrators
Dffice Chiefs
Division Chiefs
Branch Chiefs
Section Chiefs
PARGET DATE(S)
Annually or as
needed
As needed
Annually
THIS ACTION ITEM DROPPED SINCE IT WAS
DETERMINED THAT THIS ACTIVITY WOULD NOT
3ROVIDE BENEFIT WORTHY OF COST.
Dffice of Human Resources
Management
Dffice of Civil Rights
Dffice of Civil Rights

Human Resources Officers
EEO Officers
Special Emphasis Program
Managers
Sept 30, 1994
Dec 31, 1994

ingoing
 EEOC Form 566 (8/87)
                                        13

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 PART A, Subpart A (Agency-wide)                                    UPDATE 94

 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND
 PEOPLE WITH DISABILITIES

            PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
                      PROBLEM/BARRIER IDENTIFICATION


 The Federal Women's Program (FWP)  is a special emphasis program under the Office
 of Civil Rights. To ensure appropriate visibility, direction and leadership, the program
 is managed by a full-time permanent national program manager and a full-time
 permanent program manager for the FWP at EPA headquarters.  In addition, each of
 the Agency's 10 regional offices and major laboratories has a FWP manager.
 Generally, the  FWPs are appointed on a collateral duty basis. However, a few serve
 on a full-time permanent appointment.  A National FWP Managers Council was
 established in  1976 to: strengthen communication among the field FWP managers and
 with the National FWP Manager;  advise the  National FWP Manager on agency-wide
 employment issues affecting women; and assist in developing strategies to address
 those issues.  The Council meets three times a year; all FWP Managers gather
 annually for training designed to help them perform their FWP assignment.  Generally,
 financial support has been insufficient for FWP activities i.e., FWP Manager travel,
 program  operations and training.  There also has been insufficient allocation of time
 for collateral duty FWP Managers to perform the tasks and duties associated with their
 programs.  For example, the responsibility for the FWP is frequently added to  an
 employee's already busy schedule with no provisions made to assist the employee to
 accomplish the duties of their "regular" full-time position. Thus, the employee  either
 "donates" personal time or devotes only minimal (insufficient) official time to the
 program  and neither course of action is effective. In 1980, the National Secretary
 Administrative Advisory Council (SAAC) was  established to provide a forum for
 addressing specific issues of support staff. In 1986, the National Women in Science
 and  Engineering (WISE) was established to focus on specific issues of women in
 scientific  and technical occupations.  These two groups are also components  of the
 Federal Women's Program, and are organized in a manner similar to the FWP
 Managers Council, with the WISE and SAAC  chairpersons in the headquarters and all
 field  offices constituting the national groups.  The national WISE and SAAC
 chairpersons are standing  members of the FWP Managers Council.  The national
 SAAC meets twice a year;  the WISE chairs meet at least once a year, with
 supplemental meetings as  needed.   Field offices generally have a local FWP
 committee, and extensive SAAC and WISE organizations led  by the local chairpersons.
 The situation described above for collateral duty FWP managers holds true for WISE
 and SAAC Chairs in some localities.  The National FWP Manager provides technical
 guidance, advice and  assistance to all three councils, coordinates the activities of the
 national groups, and facilitates communication and cooperation among the three
groups.  These visits are the best way for the national manager to  become familiar
with field  personnel, organizations, and to learn about issues that may be occurring
agency-wide.

EEOC Form 566 (8/87)
                                     14

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PART A, Subpart A (Agency-wide)                                  UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND
PEOPLE WITH DISABILITIES

           PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
                   PROBLEM/BARRIER IDENTIFICATION

national groups, and facilitates communication and cooperation among the three
groups. These visits are the best way for the national manager to become familiar
with field personnel, organizations,  and to learn about issues that may be occurring
agency-wide.
EEOC Form 566 (8/87)
                                  15

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PART A, Subpart A (Agency-wide)                                                 UPDATE 93

AFFIRMATIVE  EMPLOYMENT PROGRAM  PLAN FOR  MINORITIES, WOMEN AND  PEOPLE  WITH
DISABILITIES
             PROBLEM/BARRIER IDENTIFICATION - ORGANIZATION AND RESOURCES

UNDESIRED  CONDITION:  Generally, financial support and time devoted to the program have been
insufficient as discussed under Program Analysis. In addition, some of the FWP Managers have not received
training which would provide them the skills, knowledge and abilities they need to properly function in their
positions.  Others have limited access to information and guidance. This impacts on their ability to offer
sound advice and assistance to management officials on employment concerns of women. Activities of the
local and national FWP, WISE, and SAC organizations are not synchronized nor mutually supportive; some
may even be in disarray. The National FWP Manager does not have the level of field interaction necessary
to select issues for national attention.

DESIRED CONDITION: The FWP received adequate financial support form organizational components, all
FWP Managers,  SAC  and WISE chairpersons are well  trained  and informed of  their  program and
organizational responsibilities,  goals, and objectives. Their agendas support the agency's goals for women,
and address issues and concerns of employees and applicants in their respective organizations as well as
the agency as a whole.  They are effective due, in part, to the training they  received, their access to
information, advice, and guidance from the National FWP Manager and other program officials and their
network of counterparts in other regions/laboratories.  They are a valuable resource to the National FWP
Manager and their respective organizations on issues of  concern to women.

ANALYSIS/PROBABLE BARRIER: Management officials may not be including the FWP as one  of their
considerations when preparing their annual budgets.  Employees assigned FWP, WISE, and SAC program
responsibilities are not always given adequate orientation  and ongoing training to be effective. Training and
assistance may come too late  in their assigned tour to be helpful. They may lack the technical assistance,
advice, and a forum for exchanging and obtaining information essential  to their assignment. They may lack
the skills and abilities to effectively work with management officials on  issues of women in the work force.
Issues and concerns of women located throughout the agency are not being surfaced to the National FWP
Manager so that corrective measures may be implemented.

EXPECTED ACTION:  Management officials will provide  financial support to the FWP, including WISE and
SAC, so that the total FWP management team has sufficient funds to participate in official travel as warranted
and attend training courses needing financial support. The Office of Civil Rights will ensure annual training
and regular council meetings  are conducted for field employees working  in the various programs. The
National FWP Manager will visit field offices to provide advice and technical assistance and stay abreast of
local and agency-wide issues  and concerns of women.

EXPECTED RESULTS: The Federal Women's Program,  WISE,  and SAC in the Regional Offices and
laboratories are effective in addressing employment issues of women and are able to provide sound advice,
information, and feedback to their management officials and to the National FWP Manager, and effectively
lead their councils and groups.

FOLLOWUP ACTION:  The Office of  Civil Rights and  national FWP Manager will continue to  provide
technical assistance and training through  regular  council meetings, annual workshops,  and technical
assistance visits to maintain and  strengthen the FWP agency-wide, and incorporate needs of field offices
into the national agenda.
EEOC Form 566 (8/87)
                                            16

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PART A, Subpart A (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN  FOR MINORITIES, WOMEN AND  PEOPLE WITH
DISABILITIES

                   PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES

                        REPORT OF OBJECTIVES AND ACTION ITEMS
PROBLEM/BARRIER STATEMENT:  Sufficient financial support for the FWP is not being provided.  Some
of the FWP Managers have not received training which would provide them the skills, knowledge and
abilities they need to properly function in their positions. Others have limited access to information and
guidance.  This impacts on their ability to offer sound advice and assistance to management officials on
employment concerns of women. Activities of the local and national FWP, WISE, and SAC organizations
are not synchronized nor mutually supportive. The National FWP Manager does not have the level of field
interaction necessary to select issues for national attention.

OBJECTIVE: The Federal Women's Program, WISE, and SAC in the Regional Offices and laboratories are
effective in addressing employment issues of women and are able to provide sound advice, information, and
feedback to their management officials and to the National FWP Manager, and effectively lead their councils
and groups.
ACTION ITEMS:
srovide financial resources, training and
guidance to field level Federal Women's
3rogram Managers to enhance their skills,
cnowledge and abilities so that their respective
W Programs are administered effectively and
jfficiently.
Conduct regular meetings of the National
:ederal Women's Program Managers Council,
Secretarial Advisory Council, and Women in
science and Engineering to enhance
mplementation of initiatives and actions to
mprove opportunities for women in EPA.
Conduct at least three technical assistance
visits to Regions or Laboratories.
RESPONSIBLE OFFICIAL(S)
Regional Administrators (Financial
support)
Deputy Regional Administrators
Financial/Management Support)
EEO Officers (Technical Assistance)
.aboratories (Financial/Management
Support)
National/Headquarters FWP
Managers (Technical Assistance)
Council Chairs
National Federal Women's Program
Manager
Mational FWP Manager
PARGET DATE(S)
Annually or as
leeded.
<\s scheduled by
he Chairs or
Mational FWP
Manager.
Sept 30, 1994
EEOC Form 566 (8/87)
                                             17

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PART A, Subpart A (Agency-wide)                                   UPDATE 92

AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
                       PROGRAM ANALYSIS
                      WORK FORCE PROFILE
                                18

-------
PART A, Subpart A (Agency-wide)                                     UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND
PEOPLE WITH DISABILITIES
                 PROGRAM ANALYSIS - WORK FORCE PROFILE
The workforce profiles in this section depict the distribution of EPA's permanent
full-time and part-time employees in General Schedule (GS), General Manager (GM)
and Senior Executive Service (SES) positions by race, national origin and gender. The
data are organized to show the total EPA population (all Professional, Administrative,
Technical, Clerical and Other - PATCO) as well as the populations that make up the
Agency's Professional and Administrative staff since these two occupational categories
represent 86% of the Agency's workforce. The data are also  arranged by specific
grade groups...5-8, 9-12, 13-15, and SES.  Data pertaining to  the EPA's major
occupational categories is also included and shows the percent of distribution of
minorities and nonminority women  for each fiscal year beginning 1987, and ending FY
1993.

The summary analysis in this section was prepared in response to the guidance
contained in the Equal Employment Opportunity Commission's Management Directive
714. As required, Agency-wide work force computations and subsequent analysis
have been  based on comparisons  with  the National Civilian Labor Force data from  the
1980 Census. Analysis of our Professional occupational group utilized the National
Professional Civilian Labor Force data.  Likewise, in analyzing our Administrative
occupational group, the National Administrative Civilian Labor Force was used. We
are mindful of the fact that receipt of 1990 census data will require a reexamination
and reevaluation of the composition of our work force to ensure continued progress in
our affirmative employment program.

The comparative work force profile, which follows the "Areas of Concern" on the  next
page, effectively depicts the composition of our total (all PATCOs),  Professional and
Administrative work force from 1987 through fiscal year 1993. In developing this
systematic plan for affirmative action, the various major categories of employment
available within the EPA structure were  also examined. These occupations are also
profiled and summarized in this Part and were selected because of their dominant role
in our organization.

This section also contains specific  numerical goals for affirmative employment of
minorities and women during FY1994.   Part C of this Plan contains  our FY1994 goals
and objectives for the  employment of people with targeted disabilities.
EEOC Form 566 (8/87)

                                      19

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PART A, Subpart A (Agency-wide)
                                              UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

                       PROGRAM ANALYSIS - WORK FORCE PROFILE

                           AGENCY-WIDE SUMMARY ANALYSIS

                                 AREAS OF CONCERN

           OCCUPATIONAL CATEGORIES: PROFESSIONAL AND ADMINISTRATIVE

84.1% of the EPA workforce are in Professional (47.4%) and Administrative (36.8%) positions.  Minorities
represent 16.7% and women represent 32.3% of Professional positions.  As compared to their availability
in the appropriate civilian labor force, minorities are well represented. Women fall short of their 37% rate
of availability in the civilian labor force in professional positions.  At specific grade levels
underrepresentation in Professional and Administrative positions exists as follows:

                               PROFESSIONAL POSITIONS
              GS5-8
              GS 9-12
              GS/GM 13-15
              SES
Asian women
American Indian men and women
American Indian men and women
White women
Black women
Hispanic men and women
Asian men and women
American Indian men and women
i/Vhite women
Black women
Hispanic men and women
Asian men and women
American Indian  men and women
                              ADMINISTRATIVE POSITIONS
              GS5-8
Hispanic men
American Indian men and women
              GS 9-12
Hispanic men
Asian men
American Indian men
              GS/GM 13-15
Hispanic men and women
Asian men
American Indian men
              SES
White women
Black Women
Hispanic men and women
Asian men and women
American Indian men and women
                                        20

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
                                                                                            UPDATE 94
OCCUPATIONAL CATEGORY: PATCO TOTAL (EPA - AGENCY-WIDE)
GRADE GROUP LEVEL: ALL


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
13411

13897

14279

1990 CLF *
1990 #
%
1991 #
%
1992 #
%
1993 #
%
15747

16368

16714

16976

NONMINORITY
MEN
47.5
6336
47.2
6386
46.0
6456
45.2
42.6
6896
43.8
7069
43.2
7183
43.0
7272
42.8
WOMEN
34.1
4003
29.9
4236
30.5
4412
30.9
35,3
4939
31.4
5201
31.8
5317
31.8
5382
31.7
BLACK
MEN
4.9
465
3.5
489
3.5
511
3.6
4.9
571
3.6
594
3.6
614
3.7
634
3.7
WOMEN
4.9
1837
13.7
1964
14.1
1998
14.0
5.4 .
2224
14.1
2292
14.0
2345
14.0
2368
14.0
HISPANIC
MEN
3.9
154
1.2
164
1.2
176
1.2
4.8
231
1.5
257
1.6
274
1.6
292
1.7
WOMEN
2.5
181
1.4
214
1.5
252
1.8
3.3
310
2.0
334
2.0
347
2.1
356
2.1
ASIAN/PI
MEN
.86
241
1.8
248
1.8
255
1.8
1.5
307
2.0
219
2.0
320
1.9
331
2.0
WOMEN
.75
158
1.2
168
1.2
187
1.3
1.3
231
1.5
255
1.6
269
1.6
289
1.7
AMERICAN
INDIAN
MEN
.30
15
.11
12
.09
13
.09
.3
11
.07
17
.10
17
.10
16
.09
WOMEN
.22
17
.13
16
.12
19
.13
.3
27
.17 !
30
.18
28
.17
36
.21
                              * National  (U.S.)  Civilian Labor  Force

-------
      DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: PATCO TOTAL (EPA - AGENCY-WIDE)
GRADE GROUP LEVEL: 5-8


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
2873

2851

2738

1990 CLF*
1990 #
%
1991 #
%
1992 #
%
1993 #
%
2903

2895

2703

2568

NONMINORITY
MEN
47.5
317
11.0
257
9.0
212
7.7
42.6
243
8.4
234
8.0
176
6.5
157
6.1
WOMEN
34.1
1270
44.2
1222
42.9
1145
41.8
35.3
1153
39,7
1108
38*3
1018
37.6
978
38.1
BLACK
MEN
4.9
79
2.8
85
3.0
75
2.7
4.9
76
2.6
70
2.4
77
2.8
78
3.0
WOMEN
4.9
1035
36.0
1104
38.7
1100
40.2
5.4
1178
40.6
1208
41.7 .
1187
43.8
1130
44.0
HISPANIC
MEN
3.9
31
1.1
26
.91
25
.91
4.8
38
1.3
41
1.4
35
1.3
25
.97
WOMEN
2.5
74
2.6
89
3.1
106
3.9
3,3
135
4.7
147
5*1
141
5.2
130
5*1
ASIAN/PI
MEN
.86
16
.56
19
.67
13
.47
1*5
17
,59
16
.55
15
.55
12
.47
WOMEN
.75
38
1.3
36
1.3
50
1.8
1*3
52
1*8
59
2.0
49
i* a
50
2*0
AMERICAN
INDIAN
MEN
.30
1
.03
2
.07
3
.11
.3
1
*Q3
2
*Q7
3
*Q7
2
*08
WOMEN
.22
10
.35
11
.39
9
.33
,3
10
,34
10
,35
8
.30
6
,23
N
to
                                    * National  (U.S.)  Civilian  Labor Force

-------
      DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: PATCO TOTAL (EPA - AGENCY -WIDE)
GRADE GROUP LEVEL: 9-12


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
5178

5396

5498

1990 CLF *
1990 #
%
1991 #
%
1992 #
%
1993 #
%
6035

6044

5884

5797

NONMINORITY
MEN
47.5
2551
49.3
2540
47.1
2465
44.8
42.6
2525
41,8
2376
39.3
2256
38.3
2173
, 37.5
WOMEN
34.1
1654
31.9
1798
33.3
1888
34.3
35.3
2143
35.5
2197
36.4
2131
36.2
2035
35,1
BLACK
MEN
4.9
214
4.1
215
4.0
226
4.1
4.9
275
4.6
286
4.7
262
4.5
254
4.4
WOMEN
4.9
404
7.8
467
8.7
509
9.3
5.4
618
10.2
681
11.3
714
12. 1
778
13.4
HISPANIC
MEN
3.9
80
1.5
90
1.7
97
1.8
4.8
119
2.0
127
2.1
127
2.2
135
2.3
WOMEN
2.5
45
.87
61
1.1
81
1.5
3.3
95
1.6
112
1.9
128
2.2
129
2.2
ASIAN/PI
MEN
.86
135
2.6
129
2.4
128
2.3
1.5
134
2.2
126
2.1
119
2.0
130
2.2
WOMEN
.75
83
1.6
88
1.6
93
1.7
1.3
111
1.8
115
1.9
123
2.1 i
132
2.3
AMERICAN
INDIAN
MEN
.30
6
.12
4
.07
4
.07
.3
5
.08
10
.17
9
.15
8
.14
WOMEN
.22
4
.08
4
.07
4
.07
.3
10
.17
14
.23
15
.25 '"•
23
.40
W
                                   * National  (U.S.)  Civilian Labor  Force

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: PATCO TOTAL (EPA -
GRADE GROUP LEVEL: 13-15


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
4507

4844

5306

1990 CLF *
1990 #
%
1991 #
%
1992 #
%
1993 #
%
6108

6822

7567

8138

NONMINORITY
MEN
47.5
3233
71.7
3352
69.2
3536
66.6
42.6
3892
63.7
4213
61.8
4515
59.7
4728
58.1
WOMEN
34.1
885
19.6
1028
21.2
1216
22.9
35,3
1493
24.4
1757
25,6
2043
27.0
2265
27.8
BLACK
MEN
4.9
130
2.9
151
3.1
175
3.3
4.9
186
3.1
204
3.0
239
3.2
269
3.3
WOMEN
4.9
87
1.9
115
2.4
155
2.9
5.4
205
3.4
250
3.7
316
4.2
353
4.5
==^^==^^^=^=
HISPANIC
MEN
3.9
35
.78
43
.89
50
.94
4.8
69
1.1
85
1.3
108
1.4
129
1.6
WOMEN
2.5
20
.44
22
.45
25
.47
3.3
44
.72
52
.76
60
.79
79
.97
AGENCY-WIDE)
^=^====^==
ASIAN/PI
MEN
.86
87
1.9
98
2.0
111
2.1
1.5
154
2.5
174
2.6
182
2.4""
186
2.3
WOMEN
.75
22
.49
30
.62
33
.62
1.3
59
.97
79
1.2
95
1.3
107
1.3
^=^==^=^===
AMERICAN
INDIAN
MEN
.30
7
.16
5
.10
4
.08
.3
4
.07
5
.07
6
.08
6
.07
WOMEN
.22
1
.02


1
.02
.3
2
,03
3
.04
3
.04
6
.07
                             * National  (U.S.)  Civilian Labor  Force

-------
       DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
                                                                        UPDATE 94
                                                                   - AGENCY-WIDE)
        OCCUPATIONAL CATEGORY:   PATCO TOTAL (EPA
                                         GRADE GROUP LEVEL:
                         NONMINORITY
                                        HISPANIC
                                                                        ASIAN/PI
                                                               AMERICAN
                                                                INDIAN
       1980  CLF
       47.5
        34.1
                                        4.9
                               4.9
                      3.9
                                      2.5
                                                                       .86
                                                              ,75
                                                       30
        1987  #
237
201
26
                        84.8
               11.0
                3.4
                                                       .42
                                                      .42
        1988  #
249
211
28
                        84.7
               11.2
                3.6
                                                                       .40
        1989  #
261
216
36
w
Ul
       82.8
                                13.8
                2.7
                               .38
                                                                      .38
       1990 CLF  *
       42.6
        35.3
                                        4.9
                               5.4
                              4.8
                             3.3
                                                                      1.5
                                                             1.3
       1990  #
259
207
41
                        8
                        79.9
               15.8
               3.1
               .39
                                                       .39
                                                      .39
       1991 #
275
215
48
                        78.6
               17,5
               2.9
               ,36
                                                       .36
                                                      .36
       1992 #
287
218
55
                        11
                        76.0
               19.2
               3.8
               .35
                                                       .35
                                                      .35
       1993 #
273
199
59
                        11
                        72.9
               21.6
               4.0
              ,73
                                                       .37
                                                     .37
                                 * National  (U.S.)  Civilian Labor Force

-------
      DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94


•
TOTAL

1980 CLF
1987 #
o,
1988 #
5.
1989 #
°,
6412

6543

6678

1990 CLF
1990 #
$-
3991 #
%
1992 #
%
1993 #
%
7360

7774

7908

8038

OCCUPATIONAL C
—
NONMINORITY
MEN
60.6
4282
66.8
4247
64.9
4238
63.5
54.7
4460
60 '. 6
4584
59.0
4642
58.7
4678
58.2
WOMEN
26.8
1306
20.4
1426
21.8
1517
22.7
30*3
1785
24*3
1956
25*1
1991
25*2
2016
25*1
ATEGORY : PROF]
GRADE GROUP
============
BLACK
MEN
2.3
216
3.4
225
3.4
245
3.7
2.4
265
3.6
281
3.6
283
3.9
290
3,6
WOMEN
2.7
154
2.4
179
2.7
181
2.7
3*2
226
3*1
258
3*3
274
3*5
294
3*7
ESSIONAL (EPA -
LEVEL: ALL
===========
HISPANIC
MEN
2.1
109
1.6
109
1.7
114
1.7
2*1
147
2.0
171
2*2
185
2*3
196
2*4
*™ 	 — 	 -
WOMEN
1.1
60
.94
63
.96
76
1.1
1*4 !
99
1*4
117
1*5
123
1*6
125
1*6
• AGENCY WIDE)
ASIAN/PI
MEN
2.5
206
3.2
210
3.2
217
3.3
3*5
258
- 3* 5
267
3.4
263
3*3
277
3*5
WOMEN
1.1
77
1.2
79
1.2
87
1.3
1*9
114
1*6 ..:
129
1*7
138
1*8
150
1*9
============
AMERICAN
INDIAN
MEN
.21
8
.12
4
.06
2
.03
*2
2
*Q3
5
*Q6
4
*05
4
*05
WOMEN
.13


1
.02
1
.01
,2
4
.05 ...
6
.08
5
,06
8
,10
	
o\

-------
       DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
                                                                                                            UPDATE 94
OCCUPATIONAL CATEGORY: PROFESSIONALS (EPA
GRADE GROUP LEVEL: 5-8
=^= 	 	 — —


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
371

274

197

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
268

295

177

124

NONMINORITY
MEN
53.9
144
38.8
96
35.8
61
31.0
54*7
92
34.3
113
38.3
67
37.9
44
35.5
WOMEN
26.2
123
33.2
87
31.8
70
35.5
30*3
96
35*8
97
32*9
48
27*1
30
24*2
BLACK
MEN
7.6
19
5.1
22
8.0
14
7.1
2.4
9
3.4
7
2.4
9
5.1
11
8.9
WOMEN
8.0
34
9.2
30
11.0
19
9.6
3,2
23
8,6
20
6.8
16
9.0
15
12.1
HISPANIC
MEN
1.5
20
5.4
14
5.1
9
4.6
2*1
17
£.3
23
7.8
17
9*6
9
7*3
WOMEN
.7
16
4.3
9
3.3
11
5.6
1*4
16
6*0
17
5*8
14
7*9
6
4*8
- AGENCY WIDE)
"• 	 ^=
ASIAN/PI
MEN
1.1
7
1.9
8
2.9
4
2.0
3*5
6
2*2 !!
8
2*7 :
5
2*8
7
5*7 :
WOMEN
.6
8
2.2
6
2.2
8
4.1
1*9
7
2*.6


1
,56 I
2
1*6
AMERICAN
INDIAN
MEN
.2






.2








WOMEN
.1




1
.51
»2
2
,75
2
<68




10

-------
     DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94


-
•
TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
3014

3105

3068

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
3207

3122

2960

2824

OCCUPATIONAL GJ
NONMINORITY
MEN
60.6
1745
57.9
1727
55.6
1647
53.7
54*7
1616
50*4
1485
47.6
1407
47,5
1334
47.2
WOMEN
26.8
785
26.1
863
27.8
879
28.7
30,3
970
30,3
986
31*6
925
31*3
854
30*2
VTEGORY: PROFESSIONALS (EPA
GRADE GROUP LEVEL: 9-12
•""
BLACK
MEN
2.3
115
3.8
114
3.7
123
4.1
2.4
151
4.7
158
5.1
139
4,7
123
4.4
WOMEN
2.7
95
3.2
116
3.7
114
3.7
3.2
134
4.2
146
4,7
141
4,8
144
5,1
HISPANIC
MEN
2.1
63
2.1
72
2.3
77
2.5
2,1
87
2,7
93
3,0
94
3,2
101
3*6
WOMEN
1.1
33
1.1
43
1.4
52
1.7
1*4
58
1*8
67
2*1
71
2*4
73
2,4
- AGENCY WIDE)
=====^
ASIAN/PI
MEN
2.5
121
4.0
113
3.6
115
3.8
3*5
118
3*7
107
3*4 :
99
3*3 :
106
3*S :
WOMEN
1.1
54
1.8
54
1.7
58
1.9
1*9
70
2*2
72
2*3
78
2*6
83
2*9
AMERICAN
INDIAN
MEN
.21
3
.10
2
.06
1
.03
*2
1
*03
4
*13
1
*03
1
*04
WOMEN
.13


1
.03


*2
2
*06
4
.13 !
5
,17
5
,18
M
09

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
—

-
TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
2902

3042

3289

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
% i
3766

4239

4656

4977

OCCUPATIONAL C
NONMINORITY
MEN
60.6
2280
78.6
2314
76.1
2424
73.7
54,7
2653
70*5
2890
68.2
3075
€6.0
3212
64*5
WOMEN
26.8
391
13.5
466
15.4
555
16.9
30*3
704
13*7
856
30*2
1000
21*5
1112
22*3
ATEGORY : PROF]
GRADE GROUP ]
^^— • — .^ -^-^— .^.^^^^^^^^S
BLACK
MEN
2.3
79
2.7
86
2.8
102
3.1
2,4
101
.2.7 ..
112
2.6
132
2.8
153
3.1
WOMEN
2.7
25
.9
33
1.1
48
1.5
3*2 :
69
1*8
92
2.1
117
2*5
134
2*7
SESSIONAL (EPA
L.EVEL: 13-15
HISPANIC
MEN
2.1
19
.6
23
.7
28
.98
2*1
43
1*1
55
1*3
74
1*6
86
1*7
WOMEN
1.1
11
.34
11
.33
13
.40
1*4
25
.66 i
33
.78
38
.82 !
46
,92
- AGENCY WIDE)
ASIAN/PI
MEN
2.5
77
2.7
88
2.9
97
3.0
3*5
133
3*$--
151
3*6
158
3*4
163
3*3 i
WOMEN
1.1
15
.52
19
.62
21
.64
1*9 :
37
• »98- !
49
1*2 i
59
1*3 . i
65
1*3
AMERICAN
INDIAN
MEN
.21
5
.17
2
.07
1
.03
*2
1
*Q3
1
*02
3
*06
3
*06 !
WOMEN
.13






» 2 'l






3


-------
     DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
                                                                        UPDATE 94
                      OCCUPATIONAL CATEGORY:   PROFESSIONAL  (EPA
                                       GRADE GROUP LEVEL:   SES
              TOTAL
       NONMINORITY
                                         BLACK
                                       HISPANIC
                                             AGENCY WIDE)
                                              —
                                               ASIAN/PI
                                                       AMERICAN
                                                        INDIAN
                       MEN
              WOMEN
               MEN
              WOMEN
                                                     MEN
                                            WOMEN
                                              MEN
                                             WOMEN
                                                                                    MEN
                                                                            WOMEN
     1980  CLF
       60.6
                              26.8
               12.3
                              2.7
                      2.1
                                                             1.1
                                              2.5
                                                             1.1
                                                                                     .21
                                                              .13
      1987  #
125
113
                      90.4
                5.6
               1.6
                                                     .80
                                                      .80
      1988 #
121
108
                      89.3
                7.4
               2.5
                                                                     .83
      1989 #
122
106
 12
w
o
       86.9
        9.8
        2.5
                                                      .82
      1990 CLF
      1990 #
      1991 #
      1992 #
      1993 #
118
115
112
       54.7
        119
       83; 2
 96
                       81.4
 93
                       80.9
 88
                       78.9
       30*3
         99
                              12,6
 17
               14*4
 18
15*7
 20
17*9
        2.4
        15
        3.4
                3.4
                       2.6
                       2.3
                                              3.2
                                              1*4
                                              3,5
                                                                     .84
                                                                     .85
                                                                     ,87
                                                                     ,89
1*9

-------
       DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
=

-
TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
3831

4186

4389

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
5289

5667

5973

6239

OCCUPATIONAL Cl
NONMINORITY
MEN
60.4
1763
46.0
1863
44.5
1909
43.4

2179
41.2
2282
40.3
2358
39,5
2426
38.9
WOMEN
25.5
1411
36.8
1553
37.1
1647
37.5
50*0
2012
3£*0
2180
38*5
2286
38*3
2358
37*$
VTEGORY : ADMIN
GRADE GROUP
•=•- 	 	
BLACK
MEN
3.6
154
4.0
166
4.0
173
3.9
3.6
224
4.2
235
4.3
248
4.2
260
4.2
WOMEN
3.1
365
9.5
445
10.6
487
11.1
5*3
623
... 11.8.
691
12.2 =
770
12.9 :
843
13.5
I STRATI VE (EPA
LEVEL: ALL
HISPANIC
MEN
2.7
36
.94
37
.88
40
.91
2*6
61
.. 1*3
63
1*1
67
1*1
79
1*3
WOMEN
1.3
31
.81
38
.91
47
1.1
2*6
63
1*2
73
1*3
83
1*4
96
1*5
- AGENCY WIDE)
======
ASIAN/PI
MEN
1.0
24
.63
27
.65
26
.59
1*4 '
39
.74 .
42
.74 •
47
,79
48
*77
WOMEN
.51
37
.97
43
1.0
53
1.2
1*4
70
' 1*3---
78
1*4
89
1*.S i
98
1*6 \
AMERICAN
INDIAN
MEN
.32
5
.13
5
.12
7
.16
*3
7
	 *i3 . :
10
*18
11
*18 :
10
*ie
WOMEN
.17
5
.13
6
.14
9
.20
.3 =
11
,21
12
.23
14
,23
21
-,39
w
H

-------
    DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (EPA - AGENCY WIDE)
GRADE GROUP LEVEL: 5-8 	


TOTAL

1980 CLF
1987 #
3.
1988 #
o.
1989 #
$•
1990
1990 #
%
1991 #
£.
1992 #
%
1993 #
% _
274

307

268

CLF
301

256

232

215
	
========
NONMINORITY
MEN
60.4
60
21.9
52
16.9
50
18.7
50.0
59
19.6
33
12.9
30
12.9
40
18.6
1
WOMEN
26.5
125
45.6
139
45.3
102
38.1
50*0
118
39*2
112
43*8
86
37*1
80
37*2
	
BLACK
MEN
3.6
15
5.5
14
4.6
12
4.5
3.6
19
6.3
16
6.3
15
6.5
12
5.6
WOMEN
3.1
58
21.2
84
27.4
82
30.6
5,3
78
25.9
71
27.7
77
33.2
61
28.4
___________
HISPANIC
MEN
2.7
1
.4
1
.3
2
.8
2.6
5
1*7
4
1.6
3
1.3
3
1.4
!________._
WOMEN
1.3
8
2.9
9
2.9
7
2.6
2*6
9
3.0
12
4.7
7
3.0
3
4.2
LtJ-T- "_ _n:
ASIAN/PI
MEN
1.0
1
.4
2
.7
2
.8
1.4
3
1.0
1
.39
4
1.7
2
»93
WOMEN
.51
5
1.8
2
.7
8
3.0
1*4
9
3*0
7
2.7
9
3*9
8
3.7
AMERICAN
INDIAN
MEN
.32




1
.4
.3








WOMEN
.17
1
.4
4
1.3
2
.8
,3
1
.33 1


1
,43



w
to

-------
      DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (EPA - AGENCY WIDE)
GRADE GROUP LEVEL: 9-12


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
1841

1951

2054

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
2509

2674

2664

2707

NONMINORITY
MEN
60.4
665
36.1
674
34.6
677
33.0
50*0
776
31.0
806
30.1
766
28.8
761
28.1
WOMEN
26.5
744
42.0
835
42.8
894
43.5
50*0
1080
43*1
1137
42*5
1121
42*1
1087
40*2
BLACK
MEN
3.6
83
4.5
83
4.3
86
4.2
3,6
115
4.6
124
4,6
119
4.5
125
4.6
WOMEN
3.1
278
13.3
278
14.3
299
14.6
5*3'
408
16.3
462
17.3
494
18.5
552
20.4
HISPANIC
MEN
2.7
15
.92
15
.77
16
.78
2*6
29
1*2
28
1*1
29
1*1
32
1*2
WOMEN
1.3
17
.71
17
.87
28
1.4
2*6
35
, 1*4 -
42
1*6
54
2*0
54
2*0
ASIAN/PI
MEN
1.0
15
.71
15
.77
12
.58
1*4
15
.60 :
18
*67
19
.71 ' :
23
.85 i
WOMEN
.51
30
1.4
30
1.5
33
1.6
1*4 :
39
1*6
41
1*5 ;
44
1*7' i
48
i*e
AMERICAN
INDIAN
MEN
.32
2
.2
2
.1
3
.2
*3
4
*2
6
*22
8
*30
7
*26
WOMEN
.17
2
.2
2
.1
6
.3
.3
8
.3 :
10
,37
10
,38
18
.66 ;i
w
w

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (EPA - AGENCY WIDE)
GRADE GROUP LEVEL: 13-15


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
1604

1799

1941

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
2338

2580

2905

3155

NONMINORITY
MEN
60.4
951
59.3
1035
57.5
1075
55.4

1236
52.9
1323
51.3
1437
49.5
1514
48.0
WOMEN
26.5
493
30.7
560
31.1
628
32.4
50*0
788
33*7
900
34*9
1042
35*9
1152
36*5
BLACK
MEN
3.6
51
3.2
65
3.6
71
3.7
3.6
85
3.6
91
3.5
106
3,7
115
3,7
WOMEN
3.1
62
3.9
825
4.6
105
5.4
5,3
136
5*8
157
6,1
198
6,8
227
7*2 . !
HISPANIC
MEN
2.7
17
1.1
21
1.2
22
1.1
2,6
26
1.1
30
1.2
34
1.2
43
1,4
WOMEN
1.3
10
.62
12
.67
12
.62
2*6
19
,81
19
,74
22
,76
33
1,1
ASIAN/ PI
MEN
1.0
10
.62
10
.56
12
.62
1.4 '
21
,90
23
,89
24
,83 '•
23
*73 :
WOMEN
.51
7
.44
11
.61
12
.62
1*4
22
,94
30
1*2
36
1*2
42
1*3-
AMERICAN
INDIAN
MEN
.32
2
.12
3
.17
3
.15
,3
3
*13
4
*16
3
*10
3
*10 !
WOMEN
.17
1
.06


1
.05
.3
2
.09
3
,12
3
,10
3
. ,10

-------
      DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: ADMIISTRATIVE (EPA
GRADE GROUP LEVEL: SES


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
112

128

135

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
140

157

172

161

NONMINORITY
MEN
60.4
87
77.7
105
82.0
107
79.3

108
77.1
120
76.4
125
72*7
111
€8.9
WOMEN
26.5
19
17.0
19
14.8
23
17.0
50.0
26
18*6
31
19*8
37
21*5
39
24*2
BLACK
MEN
3.6
5
4.5
4
3.1
4
3.0
3.6
4
3.0
4
2.6
8
4.7
8
5.0
WOMEN
3.1




1
.74
5*3
1
.71
1
.64
1
»5S.
2
1*2
HISPANIC
MEN
2.7
1
.89




2.6
1
.7
1
.64
1
.5$
i
.62
WOMEN
1.3






2,6








- AGENCY WIDE)
=^==^===============^^============
ASIAN/PI
MEN
1.0






1*4








WOMEN
.51






1*4








AMERICAN
INDIAN
MEN
.32






*3








WOMEN
.17






.3








U)
U1

-------
                       ENVIRONMENTAL PROTECTION  AGENCY
                 MAJOR OCCUPATIONAL GROUPS BY RACE/NATIONAL ORIGIN/SEX
                   SEPTEMBER  1987 THROUGH SEPTEMBER 1993
                                 (AGENCY-WIDE)
                              PROFESSIONAL
=====^r=a=
pmfESsiONM.

CIVILIAN LAMX FOKX (1)
SERIES: 401
TITLE: BIOLOGIST
TOXICOIOGIST
TOTAL
POPULATION: 670
SERIES: 510
TITLE: ACCOUNTANT
TOTAL
POPULATION: 183
SERIES: 511
TITLE: AUDITOR
TOTAL
POPULATION: 254
SERIES: 819
TITLE: ENVIRONENTNAL
ENGINEER
TOTAL
POPULATION: 2295
SERIES: 893
TITLE: CHEMICAL
ENGINEER
TOTAL
POPULATION: 165
SERIES: 905
TITLE: ATTORNEY
TOTAL
POPULATION: 990

SERIES: 1301
TITLE: PHYSICAL
SCIENTIST
TOTAL
POPULATION: 1849


SERIES: 1320
TITLE: CHEMIST
TOTAL
POPULATION: 652



SERIES: 1350
TITLE: GEOLOGIST
TOTAL
POPULATION: 135



FISCAL
YEAR

87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93

WHITE
WOMEN
30.3
20.21
20.69
21.69
24.04
25.84
25.78
25.67
19.42
18.37
18.24
22.22
21.21
23.95
24.04
17.16
20.73
18.75
22.96
24.26
24.57
26.77
16.43
17.47
17.50
18.89
18.92
18.66
18.34
8.89
7.89
20.32
9.90
1.43
21.59
21.21
35.19
36.95
37.63
39.29
40.07
39.94
38.59
21.11
23.33
24.72
27.02
27.59
27.97
28.23
17.99
17.3J
18.46
17.25
18.54
18.43
18.87
18.45
16.95
17.21
20.86
21.74
20.50
M.74

BLACK
M
2.4
5.01
4.83
4.97
4.59
4.11
4.17
4.18
7.19
7.48
7.43
6.79
6.67
5.39
4.37
5.33
6.98
9.09
8.16
8.09
7.76
8.27
.89
.99
.44
.46
.45
.53
.57
.11
.05
.67
.04
.57
.41
.03
.44
.17
.04
.86
.74
.94
.83
.98
.39
.75
.62
.43
.21
.24
.12
.10
.63
.63
.59
.47
.68
.94
.69
.64
.88
.17
.27
.22
w
3.2
2.42
2.59
2.81
3.37
3.52
3.73
3.58
9.35
12.93
13.51
12.35
15.15
17.96
18.58
7.69
6.40
7.95
9.69
9.36
9.91
9.06
2.43
2.52
2.29
2.63
2.86
2.90
.14
.22
.11
.14
.55
.38
.70
.42
.93
.92
.62
.93
.17
.61
.24
.2*
.61
.87
.35
.52
.76
.03
.68
.82
.12
.66
.79
.81
.84
.97
.85
.82
.44
.45
.75
.74


HISPANIC
M
2.1
1.04
1.21
1.49
1.53
1.76
1.49
1.34
1.44
1.36
.68
1.23
1.21
1.20
1.09
1.18
1.16
1.14
1.02
1.28
1.29
1.57
3.25
3.40
.12
.75
.26
.51
.75
.44
.21
.28
.59
.57
.98
.24
.33
.60
.16
.19
.21
.47
.81
.87
.90
.21
.49
.27
.41
.91
.76
.51
.36
.35
.51
.38

85
64
72
72
75
74

1.4
.17
.17
.50
.61
.88
.89
.90
1.44
1.36
.68
2.47
1.82
1.80
2.19
.51
2.13
2.16
2.36
1.01
1.24
1.51
.56
.95
.19
.09
.44
.26
.35
.08
.98
.41
.82
.47
.36
.88
.26
.98
.57
.56
.71
.67
.21
.26
.27
.24
.07
.76
.21
.06
.35
.36
.38


.82
72
45
52
48
i^^=t^


1.55
2.07
2.15
2.76
2.20
2.09
2.16
2.72
2.70
2.47
2.42
1.80
1.78
1.74
2.27
1.53
1.70
1.29
1.97
.22
.20
.21
.55
.44
.36
.71
8.33
8.42
8.02
8.67
0.71
9.66
9.09
49
75
87
83
66
63
.29
.26
.42
.91
.89
.05
.84
.34
.17
.14
.60
.08
.68
.91

.85
.64
.72
.72
.75
48




1.04
.86
.83
.77
1.17
1.19
1.44
1.36
2.70
4.94
4.85
4.79
.59
.58
.57
.51
1.70
2.16
1.17
1.34
1.56
.51
.68
.49
.00
.67
.11
.67
.08
.38
.27
.03
.15
.75
.58
.95
.10
.36
.29
.10
.12
.27
.26
.16
.24
.83
.98
.82
.87
.44
.47
.68










.17
.17
.17
.15
1.44
.15
1.44

.05
.05
.04


.11
.10
.16
.16
.06

















.61
.60

.05


10
.13
.23
.11
.16

.15













11.40
11.90
13.33
13.78
13.80
13.71
24.46
27.21
27.70
30.25
32.72
33.53
16.57
16.86
21.02
21.42
24.25
24.56
16.02
16.69
17.18
18.46
9.69
20.32
2.21
23.16
25.13
6.01
25.60
4.44
0.81
0.55
1.15
1.96
2.79
8.38
9.14
9.73
1.70
2.14
1.83
2.17
4.95
4.59
5.43
6.33
6.59
6.32
6.87
2 91
4.24
6 56
6.48
6.52
6.06
6 66
 X OM«t» of Total Minority Fra. tow (Urn* TOOT) to brnnt Floe* Tow (199S».
0«T» MMCE:  EmrlronMnUl Protection

<1> This O.F ohould te •ppUcd only to 
-------
                           ENVIRONMENTAL PROTECTION AGENCY
        % CHANGE IN MAJOR OCCUPATIONAL GROUPS BY RACE/NATIONAL  ORIGIN/SEX
                        SEPTEMBER  1987 THROUGH SEPTEMBER 1993
                                     (AGENCY-WIDE)
                                ADMINISTRATIVE

ADMINISTRATIVE
CIVILIAN LABOR FORCE
SERIES: 0028
TITLE: ENVIRONMENTAL
PROECTION SPEC1LIST
TOTAL
POPULATION: 2228
SERIES: 301
TITLE: ADMINISTRATOR
TOTAL
POPULATION: 729
SERIES: 334
TITLE: COMPUTER
SPECIALIST
TOTAL
POPULATION: 401

SERIES: 340
TITLE: PROGRAM MANAGER
TOTAL
POPULATION: 280


SERIES: 343
TITLE: MANAGEMENT
ANALYST
TOTAL
POPULATION: 1061
SERIES: 1102
TITLE: CONTRACT
PROCUREMENT SPECIALIST
TOTAL
POPULATION: 298
FISCAL
TEAR

87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
WHITE
WOMEN
0.4
9.91
1.11
2.02
2.47
3.35
3.46
3.13
1.79
0.27
9.17
38.35
38.67
36.10
1.34
2.56
22.26
23.21
23.67
23 92
44.93
14.19
16.96
17.39
19.90
22.02
24.80
25.36
43.70
43.15
42.95
43.35
46.22
44.56
42.98
28.89
29.86
34.48
36.80
37.55
40.35
BLACK
M
.6
.85
.91
.63
.63
.51
.36
.47
.56
.89
.78
.77
.01
.23
.70
.35
4.51
4.38
5.36
5.32
6.36
4.11
3.38
2.34
1.63
2.09
1.83
3.94
3.21
5.19
3.42
4.70
4.62
3.78
3.50
3.11
8.33
7.58
9.05
8.55
7.81
8.77
W
.3
.13
.88
.06
.32
.04
.58
.30
2.31
3.27
4.12
5.37
5.41
6.01
7.70
7.91
9.02
9.12
8.33
9.31
8.91
37.81
.68
.58
1.09
1.05
.92
.79
1.43
13.33
18.49
18.12
16.76
15.83
17.88
17.44
12.22
13.27
14.66
15.99
14.87
14.74
HISPANIC
M
.6
.71
.59
.67
.00
.87
.97
.08
.77
.14
.19
.49
.23
.06
.10
1.58
1.50
1.46
1.79
1.86
1.78
.55
2.03
1.17
1.09
1.05
.92
1.18
.71
.74
.58
.18
.52
1.04
1.67
1.42
.86
.74
1.12
1.05
W
.6
.71
.73
.86
.84
.96
.06
.21
.51
.46
.19
.49
.39
.06
.23
.75
.09
.60
.27
.25
5.75
.68
.58
.52
.46
.39
.36
.68
.67
1.73
1.26
1.55
1.60
.56
.95
.43
.74
.37
.35
ASIAN
M
.4
.71
.59
.61
.63
.72
.83
.81
.26
.23
.20
.17
.46
.30
.27
.98
2.63
2.19
2.68
2.13
2.29
.27
.58
.54
.52
.46
.39
.36
.68
.58
.54
.39
.57
.37
.37
.35
W
.4
.43
.45
.77
.79
.83
.89
.84
.77
.92
.80
.66
.62
.21
.10
.98
.13
.46
2.38
2.39
2.54
.64
.58
.54
.52
.46
.39
.71
1.48
1.37
.67
1.16
1.26
1.55
1.70
.47
.43
.74
.37
.35
.67
Al
M
.03
.07
.07
.12
.05
.19
.23
.27
.40
.15
.30
.41

.27



.18
.13
.09
.56
.47
.43
.37
.37
W
.03
.14
.20
.31
.42
.39
.37
.49
.23
.60
.50
.31
.45
.69
.40
.38




.18
.13
.19
.56
.37
.35
.67
TOTAL
MINORITY
7.50
1.75
2.42
3.03
3.68
4.51
5.29
6.47
7.18
20.14
22.28
23.65
23.58
4.62
6.20
8.20
9.92
19.70
21.14
21.28
22.13
50.42
6.77
5.83
4.89
5.75
5.04

6.79
20.74
24.64
24.16
25.43
23.21
25.64
25.73
23.90
24.16
25.86
27.50
25.66
25.97
26.51
                                    TECHNICAL

TECHNICAL
CIVILIAN LAKH FORCE (1)
SERIES: 0029
TITLE: ENVIRONMENTAL
PROTECTION ASSISTANT
TOTAL
POPULATION: 202


FISCAL
YEAR

87
88
89
90
91
92
93
WHITE
WOMEN
42.9
48.31
45.83
46.73
45.79
37.04
38.60
24 04
BLACK
M
9.0
3.38
2.78
3.27
2.80
3.24
4.19
4 37
W
12.0
31.88
34.26
33.18
34.58
38.89
37.67
18.58
HISPANIC
M
3.2
.97
1,36
1.87
.93
1.85
1.86
1.09
W
3.4
1.45
1.39
1.40
3.27
4.17
4.19
2.19
ASIAN
M
1..9
.97
.93
.93
.93
.46
.47
1.64
W
1.6
1.45
1.39
1.40
3.27
3.24
3.26
4.92
Al
M
.04






W
.04



.46
.47
.55
TOTAL
MINORITY
21.0
40.10
42.11
42.05
45.78
52.32
52.09
33.33
• X Change of Total Minority Fn» 1987 (MM Tew) to Current Fiscal Year (1993).

DATA SOURCE: Enviranaental Protection ««tnry Payroll Systea (EPATS)

(1) This CLF should be applied only to data in Fiscal years 1990 and beyond.
                                             37

-------
 PART A, Subpart A (Agency-wide)
                                         UPDATE 94
 AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN FOR MINORITIES,  WOMEN  AND  PEOPLE WITH
 DISABILITIES


                   ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN

                                  FISCAL YEAR 1994

            NET CHANGE NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY
                    AGENCY-WIDE  GRADEGROUP5-8
 OCCUPATIONAL
 CATEGORY
WHITE
BLACK
                                           M
                W
HISPANIC
           M
     W
ASIAN
                                        WI.INDIAN
M
W
                                                                         M
                                              W
* Total Professional and Administrative Series goals are not "double counted"...i.e., they are not included in
the relevant occupational category of Professional or Administrative.
EEOC Form 568 (8/87)
                                         38

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PART A, Subpart A (Agency-wide)                                               UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR  MINORITIES, WOMEN AND  PEOPLE WITH
DISABILITIES

                   ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN

                                  FISCAL YEAR 1994

                  NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY

                   AGENCY - WIDE  GRADE GROUP 9-12
                                           BLACK  | HISPANIC [ASIAN  ftM.INDIAN
)CCUPATIONAL
CATEGORY
 *  Professional and Administrative Series goals are not "double counted". Therefore, they are not included
 in the relevant occupational category of Professional or Administrative.

 EEOC Form 568 (8/87)

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PART A, Subpart A (Agency-wide)
                                                                         UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN FOR MINORITIES,  WOMEN  AND  PEOPLE  WITH
DISABILITIES

                   ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN

                                  FISCAL YEAR 1994

                  NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY

~~~            AGENCY -WIDE  GRADE  GROUP  13-15
                                 WHITE
JCCUPATIONAL
CATEGORY
BLACK
                                           M
                                            14
                                           16
                                               W
                                                10
                                                14
HISPANIC
                W
ASIAN
         M
     W
4M.INDIAN
 M
W
* Professional and Administrative Series goals are not "double counted". Therefore, they are not included
in the relevant occupational category of Professional or Administrative.

EEOC Form 568 (8/87)
                                            40

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PART A, Subpart A (Agency-wide)
                                                                          UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN FOR MINORITIES,  WOMEN  AND  PEOPLE WITH
DISABILITIES

                   ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN

                                  FISCAL YEAR 1994

                  NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY
AGENCY - WIDE
DCCUPATIONAL
CATEGORY
PROFESSIONAL
ADMINISTRATIVE
SERIES: 819
SERIES: 1301
TOTAL*
PLANNED/
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL
'LANNED
ACTUAL
>LANNED
ACTUAL
•LANNED
\CTUAL
PERCENT
TOTAL
18

1

2

1

19


SENIOR EXECUTIVE SERVICE
WH
M
ITE
W
13



2

1

13

I
BLACK
M
4

1





5


W
1







1


HISPANIC
M











W











AS
M











AN
W











WI.INDIAN
M











W











 * Professional and Administrative Series goals are not "double counted".  Therefore, they are not included
 in the relevant occupational category of Professional or Administrative.
 EEOC Form 568 (8/87)
                                           41

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PART A, Subpart A (Agency-wide)                            UPDATE 92

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES WOMEN AND
PEOPLE WITH DISABILITIES
                     PROGRAM ANALYSIS
                  RECRUITMENT AND HIRING
                              42

-------
PART A, Subpart A (Agency-wide)
UPDATE 93
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	
                      PROGRAM ANALYSIS - RECRUITMENT AND HIRING

The analysis of the Agency's work force profile (under Program Analysis - Work Force Profile) depicts
the progress made in increasing the number and  percent of minorities and women in both Professional
and Administrative positions. These increases have been achieved as a result of additional emphasis
being placed on locating, hiring/promoting, and retaining qualified minorities, women and people with
disabilities.1

Much of our success can be attributed to the Administrator's policy requiring the targeting of a  minimum
of 52% of vacancies  in Professional and Administrative positions for affirmative action - in which the
levels of representation of minorities and women were determined to be insufficient. This policy also
extends to supervisory and  managerial positions.  While we have some successes, much work  remains
to be done particularly in grade levels GS/GM 13-15 and SES and supervisory/managerial positions.
The chart below depicts the number/percentage of white women and minorities in
managerial/supervisory positions at the close of FY 1992 and FY 1993:

                                   GRADE 13 THROUGH 15
Ss*$*
I w ->A %^*\
% f
/Vhite women
Slack men
Black women
Hispanic men
Hispanic women
Asian men
Asian women
Amerindian man
Amerindian women
Number
1992
808
89
109
43
17
53
30
1
2
1993
827
95
124
46
20
48
27
3
2
Percent
1992
25.31%
2.8%
3.4%
1.4%
.53
1.6%
.94
.03
.06
1993
26.02%
2.99%
3.9%
1.5%
.63
1.5%
.85
.09
.06
:-- - ^i
f 	 ?..
CLF*
35.3%
4.9%
5.4%
4.8%
3.3%
1.5%
1.3%
.3
.3

Difference**
-9.28%
-2.0%
-1.5%
-3.30%
-2.67%
Parity
-.45
-.21
-.24
 *  CLF = National Civilian Labor Force
 ** The difference between the percentage employeed in EPA at the end of FY 1993 and their rate of
 representation in the civilian  labor force.

 In SES positions, white women increased from 55 (18.8%) to 57 (20.96%). Black men decreased from
 12 (4.1% ) to 11 (4.04%) while Black women increased from 1 (.34 ) to 2 (.74 ).  There remains only one
 each Hispanic man and Asian man.  There continues to be no American Indians at this senior
 level.
 EEOC Form 566 (8/87)
    1 See Part C of this Plan regarding People with Disabilities.
                                               43

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 PART A, Subpart A (Agency-wide)                                          UPDATE 93

 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
 DISABILITIES	
                  PROGRAM ANALYSIS - RECRUITMENT AND HIRING (continued)

 There has been, and continues to be, a standing requirement to use all personnel management
 flexibilities available under the merit system to demonstrate and support affirmative employment.
 Areas in which the Agency has excelled is in its extensive participation in youth employment programs
 and its support for, and commitment to minority academic institutions. To carry out the goals of the
 President's Executive Order 12677, the Administrator appointed a Minority Academic Institutions Task
 Force comprised of senior managers from EPA headquarters, field offices and senior representatives
 from several of the nation's Black and Hispanic institutions of higher eduction.  In May 1991, a final
 action plan was developed. The problem areas and specific step-by-step actions planned to strengthen
 the EPA's support of, and involvement in, minority academic institutions are identified in the Report of
 Objectives and Action Items in this Plan.  Many of the EPA's Regional offices rely heavily on community
 contacts. Laboratory facilities are often made available to community groups through Adopt a School
 Programs.  Other cooperative efforts include working with high schools to identify students for the EPA's
 Cooperative Education Program, Federal Junior Fellowship Program and Volunteer Services Program.

 To  increase and expand our ability to employ and retain employees having child care responsibilities a
 Child Day Care Center was established.  The Center not only benefits working parents but, the EPA as
 well. In some instances we are able to hire  as well as retain individuals with much needed skills,
 knowledge  and abilities that might not otherwise be available.

 Vacancies for Senior Executive Service positions are announced through the Office of Personnel
 Management (OPM), the Federal Research Service, State agencies and employment offices as well as
 government-wide.  Present minority recruitment efforts are producing minority and nonminority women
 applicants for many, but not all of the SES positions.  While the number of qualified minority and
 nonminority women candidates is steadily increasing, much remains to be done.  To focus attention on
the need to increase not only the attraction rate but, the selection rate of minorities and nonminority
women  in SES positions, an SES Minority Recruiting Plan initiative was undertaken in FY 1992.  The Plan
 requires that prior to the advertisement of any SES position, the selecting official must prepare a written
 plan designed to address how qualified minority candidates will be reached (internally/externally). The
 plan must also address who will  be responsible for implementing the minority recruitment effort and what
 resources (fiscal/human) will be  required to  achieve the desired results.  Thus far, while the
 administrative requirements of this initiative are being met, it is too soon to make any determination
 regarding whether or not the objective will be achieved through this process.

As an advisory arm to the Administrator, the Human Resources Council (HRC), organized a study group
which developed a series of recommendations designed to strengthen the Agency's Affirmative
 Employment Program. A number of actions have been competed  as reported in the EPA's annual
Accomplishment Report.  Those actions remaining to be accomplished appear in the Objectives and
Action Items portion of this Part.

 Hispanics are the fastest growing group in the United States today. They are projected to comprise 10
 percent  of the Civilian  Labor Force  (CLF) by the year 2000.  While the EPA has made signficant progress
in attracting and hiring Hispanics in Professional and Administrative positions, they remain
underrepresented in some grade levels. Specific areas of underrepresentation are identified in the
Program Analysis - Work Force Profile portion of this  Plan. Action items designed to correct these
imbalances are in the Objectives and Action Items portion of this Part.
EEOC Form 566 (8/87)

                                          44

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 PART A, Subpart A (Agency-wide)                                         UPDATE 94

 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND
 PEOPLE WITH DISABILITIES	
         PROBLEM/BARRIER IDENTIFICATION - RECRUITMENT AND HIRING
UNDESIRED CONDITION: Present minority recruitment efforts are not producing a sufficient number of
targeted group applicants for all SES positions. Further, although the number of qualified targeted
group candidates is steadily increasing they are not being selected at an acceptable rate.

DESIRED CONDITION:  An SES recruitment program which produces a sufficient number of qualified
targeted group candidates for consideration and a staff of selecting officials who make selection of
targeted group members to SES positions a priority goal.

ANALYSIS: The Administrator has established that... "Where underrepresentation exists, expecially in
managerial, supervisory and SES positions, at least 52 percent of placement opportunities will be
directed to minorities and women." By the close of FY 1993, there were only 57 (20.96%) white women,
and 11 (4.04%) Black men in SES positions.  There was an increase of one Black woman.  There
remains only one each Hispanic man and Asian man.  American Indians are conspicuously absent at
this senior level.

PROBABLE BARRIER Some Agency officials have not focused attention on the need to increase not
only the attraction rate, but the selection rate of minorities and nonminority women in SES positions.

EXPECTED ACTION: Since the problem of minority recruitment is more acute, prior to the
advertisement  of any SES position, the selecting official will be required to  prepare a written plan
designed to address how qualified minority candidates will be reached (internally/externally) and the
timeframe for completing the minority recruitment effort.

EXPECTED RESULTS: A greater number of qualified minority candidates and a greater number of
minority and nonminority women considered and selected for SES positions.

FOLLOW-UP ACTION: The Office of Human Resources Management is responsible for working with
Agency officials to plan, develop and execute a comprehensive recruiting program designed to reach
and attract qualified minority and nonminority women candidates. The Office of Civil Rights is
responsible for monitoring the program and assessing the effectiveness of  recruiting minority and
nonminority women. One of the measures  of success will be a comparison of the number of minorities
and nonminority women in the Agency at SES levels with their percent of availability within the
appropriate civilian labor force (CLF).
EEOC Form 566 (8/87)

                                            45

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PART A, Subpart A (Agency-wide)
                                            UPDATE 94
AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR  MINORITIES,  WOMEN  AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS - RECRUITMENT AND HIRING (continued)

PROBLEM/BARRIER STATEMENT: Present recruitment efforts are not producing a sufficient number of
targeted group applicants for all SES positions.  Further, although the number of qualified targeted group
candidates is steadily increasing, they are not being selected at an acceptable rate.

OBJECTIVE: An SES recruitment program which produces a sufficient number of qualified targeted group
applicants for  consideration and  a staff of selecting officials who make selection of targeted group
candidates to SES positions a priority goal.          	^^^
  ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
 ARGET
DATE(S)
  Dontinue/refine the SES Recruitment
  3rogram designed to reach both
  qualified minorities and nonminority
  women.
Office of Human Resources Management (Lead)
Office of Civil Rights (Technical Assistance)
 pecial Emphasis Programs Managers (Tech
 ssistance)
Area Directors of Civil Rights (Tech Assistance)
Revisions
and
Updates
annually or
as needed.
  Design and maintain a system by
  which qualified candidate applicants
  are tracked to determine the number
  Df minority (by specific race, national
  Drigin/gender)  and nonminority
  women applicants for SES positions.
Office of Human Resources Management
Sept 30,
 994
  Design, develop and publish a
  brochure highlighting EPA's mission
  and the varied professional groups
   hat work at EPA.  Distribution should
  be directed at female and minority
   ;ommunities.
Office of Communication, Education and Public
Affairs (Lead)
Office of Human Resources Management
 Assistance)
Assistant Administrators
Regional Administrators
.aboratories
 pecial Emphasis Program Managers
EEO Officers
Area Directors of Civil Rights
Mar 30,
1994
  Monitor and assess the effectiveness
  of the SES Recruitment Program in
   ocating and attracting qualified
  minorities and women.
Assistant Administrators
Regional Administrators
.aboratory Directors
Office of Civil Rights
Office of Human Resources Management
Special  Emphasis Program Managers
EEO Officers
Area Directors of Civil Rights
Annually
and as
needed.
 EEOC Form 566 (8/87)
                                              46

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PART A, Subpart A (Agency-wide)                                                UPDATE 92

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

               PROBLEM / BARRIER IDENTIFICATION - RECRUITMENT AND HIRING


UNDESIRED CONDITION: Present recruitment efforts are not producing a sufficient number of targeted
group applicants for specific occupational categories and higher grade levels (GS/GM 13-15 and SES)
where underrepresentation exists. Further, although the number of qualified targeted group candidates
is steadily increasing,  minorities or nonminority women are being selected at an acceptable rate.

DESIRED CONDITION: A recruitment program which produces a sufficient number of qualified targeted
group candidates for consideration and a staff of selecting officials who make selection of targeted
group members for occupational categories and grade levels where underrepresentation exists a priority
ANALYSIS:  The Administrator has established that... "Where underrepresentation exists, expecially in
managerial, supervisory and SES positions, at least 52 percent of placement opportunities will be
directed to minorities and women." While targeted groups are, overall, at or above the relevant civilian
labor force in the Agency's major occupational groups, parity has not been achieved in the higher level
grade groups i.e. GS/GM 13-15 and SES. Therefore, affirmative employment actions are necessary to
eliminate this undesired condition.

PROBABLE BARRIER: Some Agency officials have not focused attention on the need to increase not
only the attraction rate, but the selection rate of minorities and nonminority women in major
occupational categories at higher grade levels (GS/GM 13-15 and SES).

EXPECTED ACTION:  That management and selecting officials achieve the Agency-wide goals set by
the Administrator, achieve the numerical goals they have individually (by organizational component)
established which have been incorporated into this Plan, periodically monitor their progress toward
meeting their goals and continue to set annual goals by major occupational series/grade.

EXPECTED RESULTS: A greater number of qualified targeted group candidates and a greater number
of targeted group members considered and selected for major occupational categories and grade levels
where underrepresentation exists.

FOLLOW-UP ACTION: The Office of Human Resources Management is responsible for working with
Agency officials to plan, develop and execute a comprehensive recruiting program designed to reach
and attract qualified minority and nonminority women candidates. The Office of Civil Rights is
responsible for monitoring the program and assessing the effectiveness of recruiting minority and
nonminority women.  One of the measures of success will be a comparison of the number of targeted
groups in the Agency in the various major occupational groups/grade level with their percent of
availability within the appropriate civilian labor force (CLF).
EEOC Form 566 (8/87)


                                              47

-------
PART A, Subpart A (Agency-wide)
                                               UPDATE 93
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	
REPORT OF OBJECTIVES AND ACTION ITEMS - PROGRAM ELEMENT: RECRUITMENT AND HIRING

PROBLEM/BARRIER STATEMENT: Present recuitment efforts are not producing a sufficient number of
targeted group applicants for specific occupational categories and higher grade levels (GS/GM 13-15)
where underrepresentation exists.  Further, although the number of qualified targeted group candidates
is steadily increasing, targeted group members are not being selected at an acceptable rate.

OBJECTIVE: A recruitment program which produces a sufficient number of qualified targeted group
candidates for consideration and a staff of selecting officials who make selection of targeted group
members for occupational categories and grade levels where underrepresentation exists a priority goal.
 \CTION ITEMS:
RESPONSIBLE OFFICIAL(S)
 ARGET
DATE(S)
 Develop and implement a recruiting
 program designed to reach and
 attract qualified minorities and
 lonminority for occupational
 categories in which targeted groups
 ire underrepresented - particularly at
 grade levels 13.
Office of Human Resources Management
 Lead)
Office of Civil Rights (Technical Assistance)
Special Emphasis Programs Managers
 Technical Assistance)
Area Directors of Civil Rights (Technical
Assistance)
Sept 30, 1994
with revisions
and updates
annually or as
needed.
 Achieve the affirmative employment
 Drogram goals identified in this Plan.
Assistant Administrators
General Counsel
 nspector General
Regional Administrators
Annually
 Achieve local affirmative employment
 program goals identified in
 component Affirmative Employment
 Program Plans.
 Monitor and assess the effectiveness
 of recruiting efforts.
 Report the level of achievement of
 this recruitment objective in annual
 Affirmative Employment Program
 Accomplishment Reports and update
 these initiatives as appropriate in
 component Affirmative Employment
 Program Plans (according to
 instructions provided by the Office  of
 Civil Rights).  Provide reports within
 the specified timeframe.    	
Assistant Administrators
Deputy Assistant Administrators
General Counsel
 nspector General
 Regional Administrators
Deputy Regional Administrators
Assistant Regional Administrators and
  Management Division Directors
Area Directors of Civil Rights/
EEO Officers (Technical Assistance)
Special Emphasis  Programs Managers
(Technical Assistance)
Annually
Annually
Per OCR
 nstructions
  Develop a succession planning
  model for projecting/identifying
  replacements for expected vacant
  managerial positions and developing
  a pool of qualified replacements.
 Assistant Administrator for Administration and
  Resources Management (Office of Human
  Resources Management)
 Office of Civil Rights (Technical Assistance)
 Sept 30, 1994
 EEOC Form 566 (8/87)
                                              48

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 PART A, Subpart A (Agency-wide)                                          UPDATE 93

 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND
 PEOPLE WITH DISABILITIES	___
 PROBLEM/BARRIER IDENTIFICATION - RECRUITMENT AND HIRING -
 	MINORITY ACADEMIC INSTITUTIONS	_^
 UNDESIRED CONDITION:  The EPA does not enjoy a mutually beneficial relationship/partnership with
 Minority Academic Institutions (MAIs) to the extent possible and desirable. At present, the EPA and its
 programs are (1) not well known among MAIs and therefore, students are not attracted to work for EPA; (2)
 the EPA does network with MAIs to make environmental science related courses core components of liberal
 arts and technical degree programs. Thus, few college graduates are adequately trained for, or interested
 in, careers in environmental  professions due to limited exposure to the subject; (3) the EPA has a limited
 Graduate Fellowship (including trainees, internships) Program for MAIs and no Undergraduate Scholarship
 Program; (4) the EPA does not  have a shared partnership with MAIs which  allows for an exchange of
 personnel. Thus, MAIs are not aware of EPA's environmental programs and are not able to describe EPA's
 programs to their students  and  faculty thereby not reaching potential  employees.  There  is a lack of
 knowledge of environmental  issues and career opportunities in the environmental field on the campuses of
 many MAIs.  There is a need to maintain the Directory of EPA Support to Minority Academic Institutions
 published in November 1991. The current National Urban/Rural Fellows Program (NURF) Program does
 not include environmental science management as part of the curriculum.  The program is two years and
 results in a Masters degree in public administration and the opportunity for a position with EPA.  It is highly
 focused and aimed at enhancing the participation of mid-career women  and underrepresented groups in
 the upper levels of public sector management and leadership.  The funding for research grants to MAIs and
 the equipment and research instrumentation acquisition program, which assists MAIs in strengthening their
 capabilities to conduct research, is not adquate to strengthen the research activities, curricula in the
 sciences and engineering or faculty participation in the fields of science and engineering. There is a need
 to develop MAIs as Academic Centers of Excellence in environmental sciences and engineering. Support
 for MAIs must become a part of the day-to-day operation of the ongoing EPA programs. Presently,  there
 is no  means to ensure that MAIs are included in all aspects of EPA's programs.

 DESIRED CONDITION:  To expand EPA's relationship with Minority Academic  Institutions (MAIs) and
 establish more effective partnerships with them for the benefit of both the institutions, students and the EPA.

 ANALYSIS:  In 1987, the U.S. Congress passed P.L 99-383, Section 8, which established The President's
 Task Force on Women, Minorities and the Handicapped in Science and Technology.  The President's Task
 Force was comprised of members  from 15 Federal agencies, one of which was EPA, and leaders in the
 private sector and education. Its purpose was to develop a long-range plan for broadening participation
 in science and engineering.  The Task Force held  hearings and issued an interim report in 1988, and a final
 report in December 1989. Both reports identified serious problems with science education in the United
 States and predicted severe  shortages of scientists and engineers in the future due, in part, to changing
 demographics. The final report suggested six national goals and thirty remedial actions that must be taken
 by the Nation if the problem is to be effectively addressed. In response to this report the Administrator, EPA
 created 'The  Administrator's Workgroup  on  Women,  Minorities  and  Handicapped in Science and
Technology" to review the recommendations from the  President's Task Force  report and develop a
comprehensive strategy for  EPA to follow. In April 1990, the  Workgroup reviewed each of the thirty
 recommendations and identified the proactive and preventive measures that the EPA could initiate. These
 needs have been included in EPA's future programs to the extent budget permits.

EXPECTED  RESULTS:  EPA's support of MAIs is strengthened by insightful expansion  of its existing
programs (grants and fellowships to MAIs) to a greater number of MAIs.  The  objective of this effort - to
ensure a cadre of qualified scientists and engineers in the future. The "proactive" and "preventive" measures
discussed above are identified in the Report of Objectives and Action Items that follow.


EEOC Form 566 (8/87)
                                             49

-------
PART A, Subpart A (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE  WITH
DISABILITIES

REPORT OF OBJECTIVES AND ACTION ITEMS - RECRUITMENT AND HIRING (continued)

                     MINORITY ACADEMIC INSTITUTIONS - EDUCATION

PROBLEM/BARRIER STATEMENT:  EPA has been unable to attract students to EPA, especially in science
and engineering cirricula.

OBJECTIVE: To establish continuous contact with minority academic institutions to develop partnerships
which will further knowledge of EPA programs among students and faculty.
ACTION ITEMS:
Establish an Environmental Science
Management Fellows Program.
Report on the expanded research
fellowships to include traineeships.
Report on the expanded
undergraduate long-term financial
Drogram.
Report on the progress of the intern
programs to students of MAIs.
RESPONSIBLE OFFICIAL(S)
Office of Environmental Equity
Office of Research and Development
Office of Communication, Education and Public
Affairs
Office of Environmental Equity
TARGET
DATE(S)
Jan 1996*
   Due to worforce and budget constraints, no new programs are being established at this time.
 EEOC Form 566 (8/87)
                                           50

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 PART A, Subpart A (Agency-wide)
UPDATE 94
 AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN FOR MINORITIES,  WOMEN  AND  PEOPLE  WITH
 DISABILITIES


 REPORT OF OBJECTIVES AND ACTION ITEMS - RECRUITMENT AND HIRING (continued)


                    MINORITY ACADEMIC INSTITUTIONS - EMPLOYMENT

 PROBLEM/BARRIER STATEMENT: EPA has never had a strategy or a program at MAIs to recruit staff and
 retain qualified minority candidates.


 OBJECTIVE: To develop strategies and programs that will enhance MAI recruitment, staffing and retention.
ACTION ITEMS:
Establish a Campus Relations Program
to foster partnerships with Minority
Academic Institutions.
Expand Cooperative Programs to
provide greater opportunities to
students at MAIs.
Outreach to MAIs to enhance student-
teacher opportunities at ORD
Laboratories.
RESPONSIBLE OFFICIAL(S)
Assistant Administrators
Regional Administrators
Office Directors
Office of Human Resources Management
Office of Research and Development
TARGET
DATE(S)
Ongoing
Sept 1995*
Ongoing
EEOC Form 566 (8/87)
                                        51

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PART A, Subpart A (Agency-wide)                                                  UPDATE 93

AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN FOR MINORITIES,  WOMEN AND  PEOPLE WITH
DISABILITIES

REPORT OF OBJECTIVES AND ACTION ITEMS - RECRUITMENT AND HIRING (continued)

            MINORITY ACADEMIC INSTITUTIONS - RESEARCH AND DEVELOPMENT

PROBLEM/BARRIER STATEMENT: The funding for research grants is not adequate to strengthen research,
develop cirricula in the sciences and engineering or provide for student and faculty participation.

OBJECTIVE: To design a competitive program for solitation from MAIs to address science specific issues;
to encourage infra-structure development, and provide continuity in the pool of qualified scientists to serve
as principal investigators.
   CTION ITEMS:
RESPONSIBLE OFFICIAL(S)
 ARGET
DATE(S)
   Establish research centers at MAIs to
   juild research capabilities.
Office of Research and Development
Annually
   Support Faculty Fellows Program to
   attract more participation at MAIs.
   Explore including MAI staff on peer
   Danels for reviewing research grant
   applications.
   Explore funding research equipment
   nitiatives separately from the research
   grant itself.
 EEOC Form 566 (8/87)
                                             52

-------
 PART A, Subpart A (Agency-wide)
UPDATE 94
 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR  MINORITIES, WOMEN AND PEOPLE WITH
 DISABILITIES


 REPORT OF OBJECTIVES AND ACTION ITEMS - RECRUITMENT AND HIRING (continued)


                          MINORITY ACADEMIC INSTITUTIONS -
                MANAGEMENT ACCOUNTABILITY AND INSTITUTIONAL ISSUES

 PROBLEM/BARRIER STATEMENT:  Short term projects, while identifying  solutions, have not been
 permanently institutionalized.  Thus, there is no continuity for maintaining these programs.

 OBJECTIVE: To institutionalize responsibility for a MAI support program across the Agency.
ACTION ITEMS: (RESPONSIBLE OFFICIAL(S)
Update the Directory of EPA Support
to MAIs.
Office of Human Resources Management
Office of Environmental Justice
TARGET
DATE(S)
Oct 1994
EEOC Form 566 (8/87)
                                        53

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PART A, Subpart A (Agency-wide)                                                 UPDATE 93

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	—

               PROBLEM / BARRIER IDENTIFICATION - RECRUITMENT AND HIRING
UNDESIRED CONDITION: There is a manifest imbalance and, in some cases, conspicuous absence of
minorities and nonminority women in upper grade levels (GS/GM 13 and above) and in supervisory
positions.

DESIRED CONDITION: Representation of minorities and women in Grades 13 and above and in
supervisory/managerial positions is comparable at least to their overall representation in EPA's work
force.

PROBABLE BARRIERS: Several barriers contribute to the underrepresentation of minorities and
nonminority women at this level.  (1) Unnecessary education restrictions placed upon supervisory
positions and on "feeder" positions which limit the applicant pool; (2) perception of some managers that
minorities and nonminority women are not qualified to be supervisors; and (3) insufficient developmental
opportunities for targeted groups at the mid-level to hone their skills and gain visibility.

ALTERNATIVES: (1) Review proposed supervisory positions with program officials to determine where
multiple series listings may be used and restructure mid-level jobs so that functions not requiring specific
scientific or engineering expertise may be assumed by those in Environmental Protection Specialist
positions.  These action would broaden the applicant pool, enabling greater numbers of targeted group
members to qualify; (2) increase EEO awareness and cross cultural communication training for
managers and supervisors; (3) expand mid-level development opportunities, targeting and assuring
participation of minorities and women.

EXPECTED RESULTS: Greater selection of targeted groups for upper level and supervisory/managerial
positions with significant increase in their representation at these levels.

FOLLOW-UP ACTION: Review vacancy listings and selections for supervisory positions to determine
effect of broadening qualifications; monitor progress in meeting goals; evaluate and expand  EEO
awareness training; monitor progression of participants in EPA developmental programs.
 EEOC Form 566 (8/87)

                                           54

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PART A, Subpart A (Agency-wide)
UPDATE 93
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

                        REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: There is a manifest imbalance and, in some cases, conspicuous
absence of minorities and women is upper grade levels and in supervisory positions.
OBJECTIVE:  To increase the representation of minorities and women in upper grade levels and
supervisory/managerial positions, initially to at least their percent of representation in EPA's work force
and ultimately to their percent of availability within the relevant civilian labor force.
ACTION ITEMS:
Conduct focused projects
to recruit members of groups
that remain underrepresented.
Hire, train and promote EEO group members to
increase their levels of employment in
occupations and in organizational
components where their representation is below
the appropriate civilian labor force.
RESPONSIBLE OFFICIAL(S) [TARGET
|DATE(S)
Assistant Administrators
General Counsel
nspector General
Regional Administrators
Associate Administrators
Staff Office Directors
Ongoing
EEOC Form 566 (8/87)
                                          55

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PART A. Subpart A (Agency-wide)                                                 UPDATE 92

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

               PROBLEM / BARRIER IDENTIFICATION - RECRUITMENT AND HIRING


UNDESIRED CONDITION: Current recruitment efforts are not yielding sufficient gains in the hiring of
minorities and nonminority women.

DESIRED CONDITION:  Recruitment actions which result in the selection of minorities and nonminority
women at a progressive rate particularly in those occupational categories and grade levels where these
targeted groups remain underrepresented.

ANALYSIS/PROBABLE BARRIERS: (1) Recruitment actions and /or recruitment teams at all locations
may not be as effective as they could be; (2) the Agency is not fully utilizing recruitment incentives, i.e.
special pay rates, increased salary for critical positions, variable entry grade levels, bonuses and travel
expenses, etc.; (3) the Agency has not expanded its use of direct hiring authority particularly in entry
level scientific and technical positions; (4) some selecting officials may  not be selecting qualified
minorities and nonminority women for some positions due to their personal perceptions regarding these
targeted groups.

ALTERNATIVES: (1) Appointment of recruiting teams made up of senior managers with full authority
and responsibility to hire for all  entry level positions; (2) provide training to each AAship/Region
recruiting team member regarding recruitment responsibilities, interviewing techniques, reporting
requirements, etc.;  (3) develop a quarterly recruitment plan that assesses budget needs, targeted
positions, recruitment events, etc.; (4) establish an incentives system to recognize managers and
supervisors who are successful in meeting hiring objectives; (5) obtain  Direct Hire Authority for all
scientific and engineering positions at the GS-5 and GS-7 levels; (6) strengthen the Agency's network of
recruitment teams by conducting annual seminars on the recruitment program; (7) Assistant
Administrators and Regional Administrators hold  quarterly meetings with managers/supervisors to review
the recruitment program, discuss strategy plans, and exchange contacts and resource information.

EXPECTED RESULTS:  Greater minority and nonminority women applicant pools from which  to make
selections for positions - particularly for positions which these targeted groups are underrepresented.
underrepresented.

FOLLOW-UP ACTION: Periodic reviews of the results of recruitment efforts and its  effectiveness in
locating qualified targeted groups.
 EEOC Form 566 (8/87)
                                            56

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 PART A, Subpart A (Agency-wide)
                                        UPDATE 93
 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
 DISABILITIES

                         REPORT OF OBJECTIVES AND ACTION ITEMS

 PROGRAM ELEMENT:  RECRUITMENT AND HIRING                                     ~
 PROBLEM/BARRIER STATEMENT:  Current recruitment efforts are not yielding sufficient gains in the
 hiring of minorities and nonminority women.
 OBJECTIVE:  Recruitment actions which result in the selection of minorities and nonminority women at a
 progressive rate particularly in those occupational categories and grade levels where these targeted
 groups remain underrepresented.
 ACTION ITEMS:
 RESPONSIBLE OFFICIAL(S)
 TARGET
 DATE(S)
 Appoint recruiting teams  made up of
 senior managers with full  authority and
 responsibility to hire for entry level
 positions.
 Assistant Administrators
 Regional Administrators
 Laboratories
 Staff Office Directors
As needed
 Provide training to recruitment team
 members regarding recruitment
 responsibilities, interviewing techniques,
 reporting requirements, etc.
Office of Human Resources Management
 Lead Responsibility)
Assistant Administrators (Support)
Regional Administrators (Support)
Laboratories (Support)
Staff Office Directors (Support)
EEO Officers (Assistance/Technical
Expertise)
Area Directors of Civil Rights
 Assistance/Technical Expertise)
Special Emphasis Programs Managers
 Advisory)
As needed.
 Develop a recruitment plan that assesses
 Dudget needs, targeted positions,
 ecruitment events, etc.
Office of Human Resources Management
 Coordination)
Assistant Administrators (Action)
 Regional Administrators (Action)
Laboratories (Action)
 itaff Office Directors (Action)
EEO Officers (Advisory)
Area Directors of Civil Rights (Advisory)
 pecial Emphasis Programs Managers
 Advisory)
3rd/4th Quarter,
FY 1994 and
update quarterly
 .nd/or as
needed.
 Establish an incentives system to
 ecognize recruitment teams and/or
 ecruitment team members who are
 uccessful in meeting hiring objectives.
Office of Human Resources Management
 Lead)
By 2nd Quarter,
FY1994
                                                                          continued.
EEOC Form 566 (8/87)
        57

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PART A, Subpart A (Agency-wide)
                               UPDATE 93
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

                       REPORT OF OBJECTIVES AND ACTION ITEMS

PROGRAM ELEMENT:  RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: Current recruitment efforts are not yielding sufficient gains in the
hiring of minorities and nonminortty women.


OBJECTIVE:  Recruitment actions which result in the selection of minorities and nonminority women at a
progressive rate particularly in those occupational categories and grade levels where these targeted
groups remain underrepresented.
ACTION ITEMS:
Achieve the affirmative employment program
goals identified in the Plan.
Monitor and assess the effectiveness of
recruiting efforts.
Prepare an Affirmative Employment Program
Accomplishment Report and a Plan Update
according to instructions provided by the Office
of Civil Rights and provide reports within the
specified timeframe.
RESPONSIBLE OFFICIAL(S)
Assistant Administrators
Deputy Assistant Administrators
General Counsel
nspector General
Regional Administrators
Deputy Regional Administrator,
Region 1
Assistant Regional Administrators
and Management Division Directors
TARGET DATE(S)
Annually
Annually
Per OCR
instructions.
 EEOC Form 566 (8/87)
58

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PART A, Subpart A (Agency-wide)                                  UPDATE 92

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
                      PROGRAM ANALYSIS
            EMPLOYEE DEVELOPMENTAL PROGRAMS
                               59

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PART A, Subpart A (Agency-wide)                                                 UPDATE 92

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

                  PROGRAM ANALYSIS - EMPLOYEE DEVELOPMENT PROGRAMS


Following  the  recommendation of a study conducted  for EPA by the National  Academy of Public
Administration, the Agency placed a major focus on the career development of its employees.  To assist in
this focus, several committees/councils were formed to advise management on relevant issues, recommend
policies and propose programs to address the developmental needs of the broad spectrum of EPA's work
force.  Committees/councils include the Human Resources Council, with minicouncils at various EPA
facilities;  the Support  Careers  Advisory Committee  and  an advisory committee on the  Framework for
Achieving Managerial Excellence (FAME).  A broad range of developmental programs have  emerged to
complement the cadre of specific training courses designed to enhance and/or develop employees' skills.
In addition to specific training courses, developmental details and rotational assignments are also provided.
Career counseling is available to  employees through the Employees Assistance  Program  and Career
Management Workshops are conducted periodically. A computer based developmental  program called
DISCOVER was initiated which  takes an individual through the steps necessary to plan his/her career.  It
is designed to  help employees  (1) analyze their present career satisfaction: (2)  assess their career related
interests, skills, and values; (3) gather information regarding specific career fields within the Agency; (4) learn
decision  making skills, and (5) identify goals and develop a personal action plan.  While  the Agency
participates in the Upward Mobility Program to provide growth opportunities for employees with the potential
for advancement, mid-level employees, particularly minorities and women are also assistant through an EPA
program called Greater Leadership Opportunities.  This  program is designed to prepare individuals for
supervisory and managerial positions by providing increased visibility and opportunities for developing their
competence in key areas where they have not  had experience.  However,  some  managers have the
perception that minorities and women are not qualified to  be supervisors/managers and, therefore, do not
select them for these jobs. The EPA Institute involves EPA employees with a given subject matter expertise
in teaching other EPA employees.  Participation provides visibility and experience.  Of particular note is
Region Ill's Environmental Protection Specialist (EPS) Certification Program. This program includes internal
and  external training Opportunities for participants to obtain the skills, knowledge and abilities required to
qualify for EPS positions. Enrollment in this program includes instruction at Temple University through a
cooperative agreement. Training data are available on all Agency employees through the Employee Payroll
Data System (EPAYS). The EPAYS includes information such as the highest educational level and type and
field of degree. However, accuracy of this data is dependent upon the employee's update. The data system
also includes formal training courses taken by the employee while  at the Agency but does not include
informal workshops, training conferences, etc., which are not entered into the data system. In addition to
increased emphasis on EEO training for supervisors and managers, the Agency has turned increased
attention to how best to value the cultural diversity of its work force. Training and cultural diversity initiatives
will be utilized to lessen the perception that some may still have that minorities and nonminority women are
not  qualified for supervisory  and managerial positions.   Through greater  attention to the  statutory
requirements of the affirmative employment  program,  directed  by the Office of Civil  Rights, and the
recommendations of  the cultural  diversity task  force,  directed by the Office of Human Resources
Management, the Agency intends to eliminate any misperceptions that may continue to exist based  on an
individual's race, ethnicity or gender.  EPA's ability to meet ever increasing expectations depends on the
quality of the leadership, commitment, and management skills of its first-line supervisors, middle-managers
and executives.  To ensure leadership quality there is a need to (1) align EPA support systems to reinforce
sound management practices, (2) build a diverse  management team with effective management and
leadership skills, and (3) change attitudes to value management as a distinct career that is crucial to EPA's
mission.  To  support  these goals there is a need to  assess individual needs,  prepare  an individual
development plan and provide training and developmental experiences.
                                              60

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 PART A, Subpart A (Agency-wide)                                                UPDATE 92

 AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN  FOR MINORITIES. WOMEN AND  PEOPLE  WITH
 DISABILITIES

             PROGRAM ANALYSIS - EMPLOYEE DEVELOPMENT PROGRAMS (continued)


 The National Federal Women's Program Council conducted a survey of the EPA's women employees in
 grades GS/GM 14-15  to assess their readiness for assuming  senior management and executive level
 positions. Based on the responses of the survey, it is clear that women in EPA have a high level of interest
 in the Senior Executive Service, and are willing to make the investment to gain the credentials necessary
 to compete for those  positions.   However,  there is an obvious need to create a comfortable working
 environment for women-one that encourages and supports their  efforts to gain the credentials and
 experience to be competitive for senior level positions. The primary concerns of the women center around
 the lack of opportunities to gain managerial training and hand-on experience. There is a lack of information
 concerning a wide array of employee  development programs, e.g., formalized executive development
 programs, the Senior Executive Service Career Development Program (SESCDP), opportunities to gain
 experience, and information about vacancies with sufficient notice to apply. The conflict between personal
 and professional responsibilities is heightened by the perception that EPA's organizational culture is not
 compatible with the needs of the modern family, and lacks the flexibilities at the senior and executive levels
 that are available to employees at the mid and entry levels. The EPA has a work force that is well educated,
 experienced, and committed to its mission.  The focus of the FWP is to assist the EPA in finding ways to
 keep these talented employees energized and progressing  in their professions.  The challenge is to find
ways to offer satisfying careers, professional  growth, and recognition both inside and outside the context
 of the Senior Executive Service and the managerial track.
                                            61

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PART A, Subpart A (Agency-wide)                                                    UPDATE 93

AFFIRMATIVE  EMPLOYMENT PROGRAM  PLAN FOR  MINORITIES, WOMEN AND  PEOPLE  WITH
DISABILITIES

         PROBLEM / BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT PROGRAMS


UNDESIRED CONDITION:  There is an underrepresentation of minorities and women in supervisory
positions.

DESIRED CONDITION: Representation of minorities and women in supervisory and managerial positions
at least comparable to their availability in the relevant Civilian Labor Force.

ANALYSIS/PROBABLE BARRIER: Several barriers contribute to the imbalance of minorities and women
in supervisory and managerial positions - (1) unnecessary education restrictions placed upon supervisory
positions and on 'feeder' positions which limits the applicant pool;  (2) the perception of some managers that
minorities and women are not qualified to be supervisors; and (3) insufficient participation by minorities and
women in mid-level development programs.

EXPECTED ACTION: (1) Review proposed supervisory positions with program officials to determine where
multiple series listings may be used and restructure mid-level jobs so that functions not requiring specific
scientific or engineering expertise may be assumed  by those in Environmental  Protection  Specialist
positions. These actions would broaden the applicant pool, enabling more minorities and women to qualify;
(2)  establish specific  goals for grade group GS/GM 13-15 and supervisory positions by organizational
component, as for other goals; (3) increase EEO awareness and  cross cultural communication training for
managers and supervisors;  (4) expand mid-level developmental opportunities, targeting and assuring
participation of minorities and women.

EXPECTED  RESULTS:    Greater   selection  of minorities  and  women  for  upper  level and
supervisory/managerial positions with significant increase in their representation at these levels.

FOLLOW-UP ACTION:  Review vacancy listings and selections for supervisory positions to determine effect
of broadening qualifications; monitor progress in meeting goals; evaluate and expand EEO  awareness
training; monitor progression of participants in EPA developmental programs.
 EEOC Form 566 (8/87)
                                              62

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 PART A, Subpart A (Agency-wide)
UPDATE 93
 AFFIRMATIVE  EMPLOYMENT  PROGRAM PLAN FOR MINORITIES, WOMEN  AND PEOPLE  WITH
 DISABILITIES

 ~~                    REPORT OF OBJECTIVES AND ACTION ITEMS

 PROGRAM ELEMENT:  EMPLOYEE DEVELOPMENT PROGRAMS          "


 PROBLEM/BARRIER STATEMENT:  Some managers believe that minorities and nonminority women are not
 qualified for supervisory and managerial positions and tend not to select them for these jobs.  Lack of
 understanding by some EPA officials as to how diversity in the work force should be valued, along with
 absence of EEO and cultural diversity training, constitute barriers to resolution of this problem.

 OBJECTIVE: To reduce the instances of objections to minorities and nonminority women in management
 positions due to the perception that they are not qualified based on stereotypical thinking, and to increase
 the selection of minorities and nonminority women in supervisory and management positions.
ACTION ITEMS:
Provide project management assignments
details, rotational assignments, temporary
promotions to supervisory positions, and
other career development options to
enhance the visibility of minorities and
nonminority women and permit them to
demonstrate their skills.
Expand mid-level targeted training
opportunities to address specific needs of
minorities and women and enhance their
credentials.

Train managers and supervisors in EEO,
affirmative employment, and
cultural/gender/ethnicity awareness and
liversity.
Publish and highlight the "success stories"
of minorities and nonminority women
within the EPA to increase their visibility to
managers and as role models.
Provide workshops, seminars and other
training in documenting and presenting
relevant managerial experience through
applications, resumes and interviews.
)evelop a standard/routine course on
Civil Rights for implementation throughout
the Agency.
RESPONSIBLE OFFICIAL(S)
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Deputy Regional Administrators
Office of Human Resources Management
Human Resources Staff (HQ)
Supervisors/Managers Agency-wide
.aboratories
EEO Officer/Special Emphasis Program
Managers (Advisory)
Office of Human Resources Management
Special Emphasis Programs Managers
Office of Communication, Education and
Public Affairs
Office of Human Resources Management
(Lead)
Special Emphasis Programs Managers
(Assistance)
Dffice of Civil Rights
~EO Officers/Special Emphasis Program
Managers (Technical Assistance)
TARGET
DATE(S)
Annually
As needed
Within 6 months
of assignment
and bi-annually
nereafter, or as
needed.
Semi-annually or
s needed.
Annually
ilot course by
ept 30, 1994.
EEOC Form 566 (8/87)
                                          63

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PART A, Subpart A (Agency-wide)                                               UPDATE 91

AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN  FOR  MINORITIES, WOMEN AND  PEOPLE WITH
DISABILITIES

         PROBLEM / BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT PROGRAMS


UNDESIRED CONDITION: Some managers believe that minorities and nonminority women are not qualified
for supervisory positions and the inability of some employees to relate well to persons of a different race,
ethnicity or gender.

DESIRED CONDITION:  A work place in which all employees value the diversity of the staff and where there
is true equal  employment opportunity for all to advance to their maximum potential.

PROBABLE  BARRIER:   Awareness of managers regarding the  EPA's equal employment opportunity
responsibilities under law and commitment of sufficient resources to comprehensive training.

ANALYSIS:  As the Agency continues to achieve success in  implementation of its affirmative employment
obligations, it has become increasingly clear that occasional  misunderstandings or misperceptions, based
in part on a persons' race, ethnicity or gender, create problems within the work place.  These problems may
manifest themselves in  EEO complaints, grievances,  negative verbal communication or disruptions in
performance of work responsibilities.  The Agency has concluded that it would be a logical and appropriate
extension  of effective affirmative employment  practices to  increase employees' awareness  of cultural
diversity.

EXPECTED ACTION: Combine cultural diversity training with training about the Agency's obligations under
equal opportunity law.

EXPECTED  RESULTS:   With increased awareness of both the legal requirements and the value of the
diversity that equal opportunity practices bring  to the work force, there should result a more productive,
more harmonious and more just work environment.

FOLLOW-UP ACTION:  The Office of Civil Rights and the Office  of Human Resources  Management will
monitor events that suggest the need for these  training initiatives and will assist the development of these
courses accordingly.
 EEOC Form 566 (8/87)


                                              64

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 PART A. Subpart A (Agency-wide)
                                       UPDATE 93
 AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR  MINORITIES, WOMEN AND  PEOPLE  WITH
 DISABILITIES

                         REPORT OF OBJECTIVES AND ACTION ITEMS

 PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS


 PROBLEM/BARRIER STATEMENT:  Some managers believe that minorities and nonminority women are not
 qualified for supervisory positions and the inability of some employees to relate well to persons of a different
 race, ethnicity or gender.  Awareness of the Agency's affirmative employment obligations and availability of
 sufficient resources may be a barrier to assessing the need for and developing comprehensive training.
OBJECTIVE:  Offering training to employees that allows them to understand the requirements of equal
opportunity law and value the diversity within the work force so that evaluation and advancement can occur
without regard to employees' race, ethnicity or gender.
 ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
FARGET
DATE(S)
 mplement the recommendations of the
 Cultural Diversity Task Force.
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Deputy Regional Administrators
Supervisors/Managers Agency-wide
Laboratories
Other EPA officials as appropriate.
4s scheduled in
:he Plan.
 Monitor equal opportunity complaints or
 problems to determine training needs.
Office of Civil Rights
Mot less than
Quarterly
 Develop training that will address those
 aspects of equal opportunity law and
 cultural diversity that will assure that
 smployees, especially managers and
 supervisors, understand the Agency's
 obligations and how best to value the
 Jiversity of the work force.
Office of Human Resources Management
[cooperative effort)
Office of Civil Rights (cooperative effort)
Sept 30, 1994
EEOC Form 566 (8/87)
                                             65

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PART A, Subpart A (Agency-wide)                                              UPDATE 91

AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN FOR MINORITIES,  WOMEN AND  PEOPLE WITH
DISABILITIES

         PROBLEM / BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT PROGRAMS


UNDESIRED CONDITION: Supervisors, managers and executives have not mastered essential managerial
competencies so that consistent quality is achieved in their efforts to develop and enhance the skills of
people and manage a diverse work force.

DESIRED CONDITION:   A management team that possesses the  competencies that will provide the
framework, direction and  leadership to their organizations to improve effectiveness and efficiency while
responding flexibly to new demands.

ANALYSIS/PROBABLE BARRIERS: Managers may not recognize, or may be reluctant to admit or to seek
managerial enhancement  training and/or counseling due  to the present culture, their own  or others'
expectations of them, "business-as-usual", the difficulty or, unwillingness on their part to change their habits,
"not enough time", etc.

EXPECTED ACTION:  Institutionalize the  management development policy (EPA  Order No. 3140.3),
continue to have greater coordination between and across organizational staff elements, and expansion of
human and financial resources to achieve and support the desired condition.

EXPECTED RESULTS: A management team that possesses the  competencies that will provide the
framework, direction and  leadership to their organizations to improve effectiveness and efficiency while
responding flexibly to new demands.
EEOC Form 566 (8/87)
                                         66

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PART A, Subpart A (Agency-wide)
                                      UPDATE 93
AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN  FOR  MINORITIES,  WOMEN  AND  PEOPLE WITH
DISABILITIES

                        REPORT OF OBJECTIVES AND ACTION ITEMS

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT:  Supervisors, managers and executives have not mastered essential
managerial competencies so that consistent quality is achieved in their efforts to develop people and
manage a diverse work force.

OBJECTIVE:  A management team that possesses the competencies that will provide the framework,
direction and leadership to their organizations to improve effectiveness and efficiency while responding
flexibly to new demands.
 ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
FARGET
DATE(S)
 Prepare an annual management
 development plan to address the needs of
 he organization as defined in EPA Order
 Mumber 3140.3 of August 6, 1991, subject:
 Management Development Policy and
 Guidance.
 Use the Individual Development Plan (IDP)
 process to focus on needs of individuals
 with managerial responsibilities as defined
 n EPA Order Number 3140.3.
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Office, Division, and Laboratory Directors
Managers/Supervisors/Executives Agency-
wide
Annually
                                    Annually
EEOC Form 566 (8/87)
                                           67

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PART A, Subpart A (Agency-wide)                                           UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN  FOR MINORITIES, WOMEN  AND PEOPLE  WITH
DISABILITIES

         PROBLEM/BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT RPGRAMS
UNDESIRED CONDITION:  Information concerning employee development programs,
particularly formalized executive development programs and the requirements of them,
is not reaching women in the pipeline for senior executive positions.  There seems to be
a "Good-Ole-Boy" network in place that excludes women from information, support, and
opportunities to gain visibility and advancement.

DESIRED CONDITION:  Information concerning employee development programs is
widely publicized  through  agency memorandums,  briefings to targeted audiences,
information packets, and agency-wide electronic communications systems.  An agency-
wide automated system to publicize vacancy announcements, and  formal training and
developmental opportunities, is in place, operational, and accessible to all employees.

ANALYSIS/PROBABLE BARRIER: Because of stereotypical attitudes towards the role
of women in the work force, they may not be viewed as "management material" by the
current management structure.  Males may  be assumed to be  better candidates than
women, even with similar training and qualifications. Therefore men are more favorably
considered in the dissemination of information, and selection for career enhancing details,
rotations, etc.

EXPECTED ACTION: The Office of Human Resources Management (OHRM), Executive
Resources and Special Programs Division will develop an information packet on the SES
process and its requirements and distribute to GS 13-15 employees. Headquarters and
regional offices will conduct a series  of briefings on the SES and its  requirements for
employees in each region and laboratory (Consider combined field sessions). OHRM will
establish an agency-wide automated system to publicize vacancy announcements and
formal training and developmental programs that is accessible to all employees. The EPA
Administrator will mandate training for managers in the importance and value of diversity,
and hold them accountable for their legal obligation to achieve it.
EEOC Form 566 (8/87)
                                     08

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PART A, Subpart A (Agency-wide)
                          UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR  MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

                    REPORT OF OBJECTIVES AND ACTION ITEMS

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
 PROBLEM/BARRIER STATEMENT:   Information concerning employee development
 programs, particularly formalized executive development programs and the requirements
 of them, is not reaching women in the pipeline for senior executive positions.  There
 seems to be a "Good-Ole-Boy" network in place that excludes women from information,
 support, and opportunities to gain visibility and advancement.

 OBJECTIVE:  The EPA is effective in publicizing information concerning employee
 developmental programs, career enhancing developmental experiences and opportunities,
 and employees have "fingertip" access to vacancy announcements agency-wide.
  ACTION ITEMS
RESPONSIBLE
OFFICIAL
TARGET DATES
  Develop an information packet on the
  SES process and its requirements and
  distribute to GS 13-15 employees.
OHRM, Executive
Resources and
Special Programs
Division
Sept 30, 1994
  Conduct a series of briefings  on the
  SES and its requirements for "pipeline"
  employees.
OHRM regional
offices
Annually
  Establish an agency-wide automated
  system to publicize vacancy
  announcements, and training and
  development that is accessible to all
  employees, developmental programs.
OHRM, and the
computer folk.
Sept 30, 1994
  Mandate training for managers on the
  importance and value of diversity so
  that they understand their own bias
  and stereotypical assumptions about
  others and how it adversely affects
  their ability to make good management
  decisions.
EPA Administrator
Annually or as
needed
EEOC Form 566 (8/87)
                                     69

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PART A. Subpart A (Agency-wide)                                           UPDATE 94

AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES, WOMEN  AND PEOPLE  WITH
DISABILITIES

         PROBLEM/BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT RPGRAMS


UNDESIRED CONDITION:  For EPA women, there is a conflict between personal and
professional responsibilities because the agency's organizational culture is not compatible
with the needs of the modern family, and lacks the flexibilities at the senior and executive
levels that are available to employees at the mid and entry levels.

DESIRED CONDITION: The EPA is in tune to the dictates of the demographics of work
force 2000 as it relates to the needs of the modern family.  Human capital is viewed as
an asset as vital to accomplishing the Agency's  mission as physical capital and financial
assets. Alternative work arrangements to accommodate family needs are commonplace
in the agency, and human resource managers are eager to deal with emerging workplace
family issues, and embrace the opportunity to meet the challenge.

ANALYSIS/PROBABLE BARRIER:  Nothing changes until managerial attitudes and
behavior changes. Some senior managers are not sensitive to the family responsibilities
of employees. They expect that a senior level manager will devote a lot of overtime, and
will be able to travel extensively. For women, especially mothers, this makes the decision
to go into senior management and executive level ranks more difficult.  Management is
afraid of what will happen if they open up Pandora's box and start talking about gender
differences, and accommodating needs that are peculiar to each, so they are not talking
about anything.  However, not dealing with the  issue is not going to solve the problem.

EXPECTED ACTION: The Office of Human Resource Management, in conjunction with
the  Office of  Civil Rights, develop and pilot a seminar for senior level  women that
addresses issues such as career decisions, balancing professional/personal needs, office
politics, networking/mentoring, etc. The EPA Administrator needs to establish agency-
wide policies and programs concerning job sharing/part-time tours, flexible workplace,
and other "worker friendly" issues.  Formal career counseling and assistance  services
should be established throughout the agency that are accessible to all employees at all
levels.  Managers need to be  educated  on issues  resulting  from modern family needs,
and on the importance of being responsive in the form of reasonable accommodation.
 EEOC Form 566 (8/87)                     7 0

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 PART A, Subpart A (Agency-wide)
                            UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN  FOR MINORITIES,  WOMEN AND  PEOPLE WITH
DISABILITIES

                     REPORT OF OBJECTIVES AND ACTION ITEMS

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
 PROBLEM/BARRIER STATEMENT:  In our society,  women still bear the primary
 responsibilities for child-raising and eldercare.  EPA women experience conflict in their
 careers between personal and professional responsibilities because EPAs organizational
 culture is not compatible with, or sensitive to, the needs of the modern family.

 OBJECTIVE: EPA is creative in establishing alternative work arrangements that help put
 men and women on equal footing as colleages and parents.  EPAs management structure
 understands, and is sensitive to family issues that are driven by the demographic reality
 of work force 2000, and is trained in how to deal with employee family needs as they
 pertain to accommodation.
  Action Items
Responsible Official
Target Dates
  Develop and pilot a seminar for senior
  level women that addresses issues
  such as career decisions; balancing
  professional/personal needs; office
  politics; networking/mentoring, etc.
OHRM/OCR
Sept 30, 1994
  Establish agency-wide policies and
  programs concerning job
  sharing/part-time tours, flexible
  workplace, and other "worker friendly"
  issues.
EPA Administrator
July 31, 1994
  Establish and publicize formal career
  counseling/assistance services at
  HQ, in Regions, and large labs
  accessible to employees in other labs.
OHRM
Sept 30, 1994
  In diversity training, include a
  segment that addresses family issues
  and the importance of being
  responsive to family needs as a
  reasonable accommodation.
OHRM
Annually or as
needed.
EEOC Form 566 (8/87)
                                       71

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PART A, Subpart A (Agency-wide)                                            UPDATE 94

AFFIRMATIVE  EMPLOYMENT  PROGRAM PLAN FOR  MINORITIES, WOMEN AND  PEOPLE WITH
DISABILITIES

         PROBLEM/BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT RPGRAMS


PROBLEM/BARRIER STATEMENT:  In EPA there is a model for progression to senior
and executive level positions which dictates that in order to advance to these levels  it
must be done through the managerial track.  There are women and minorities in the EPA
who possess high levels of scientific expertise which should allow for career advancement
rather  than having to pursue a career in management.  Therefore, these individual's
professional excellence is not valued as highly as individuals who do pursue the positions
in management and they are not selected for senior and executive positions.

DESIRED CONDITION:  EPA is able to attract and retain well educated, experienced
professional employees who are committed to its mission because EPA offers satisfying
careers, and professional growth and recognition inside and outside the context of the
Senior Executive Service and the managerial track.

ANALYSIS/PROBABLE  BARRIER:  Stereotypical attitudes toward  individuals  who
choose not to become supervisors or managers cloud selecting official's view of those
individual's ability to perform successfully in decision making positions. This agency has
a work force that is well educated, experienced,  and considered experts in their  field.
However, professional excellence, which should be viewed as critical to decision making
in an agency that deals with highly technical and complex issues, is not valued highly
when selections are made for senior executive  and managerial positions.

EXPECTED ACTION: Complete and implement proposed actions to address this issue,
and other quality science issues raised  by Women  in Science  and Engineering, the
agency's Science Advisory Board, and other  agency Sci-Tech  groups to offer  non-
managerial advancement opportunities.
 EEOC Form 566 (8/87)
                                      72

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PART A, Subpart A (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES, WOMEN  AND PEOPLE  WITH
DISABILITIES

         PROBLEM/BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT RPGRAMS
UNDESIRED CONDITION:  Many women and minorities in scientific professions are
unable to progress beyond entry and mid levels because too much emphasis is placed
on the amount of management experience one has and not  enough emphasis  on
excellence  in  one's  profession.   Consequently, these  individuals are viewed  as
undesirable candidates for movement into decision making positions and are, in a sense,
penalized for not choosing to enter management. Further,  EPA women have a high level
of interest in assuming senior management and executive  level positions.  However, for
women, opportunities to get managerial training and "hands-on" experience are few. The
present EPA culture is not one that encourages and supports women's efforts to gain the
credentials and experience necessary to be competitive for senior level positions.

OBJECTIVE: The EPA offers satisfying  and rewarding careers that provide professional
growth and recognition for professional excellence for its scientific work force outside the
context of the Senior Executive Service and management.  In addition,  the EPA work
environment, for women, is one that provides equitable opportunities to receive all forms
of training that is designed to prepare its employees  for assuming decision making
positions in the agency.
ACTION ITEMS
Complete and implement proposed actions that
address quality science/technical career issues
raised by WISE, the agency's Science Advisory
Board, and Sci-Tech groups to offer non-
managerial advancement opportunities.
Revise agency management development
programs to address race, sex sterotyping and
other attitudinal barriers.
Offer minorities and women an opportunity to
serve in managerial rotational assignments,
details, and shadow assignments across offices.
Expand management development programs
and increase employee participation.
RESPONSIBLE
OFFICIAL
Administrator
EPA Science Policy
Council
OHRM
OCR
Administrator
Assistant
Administrators
Regional
Administrators
Managers and
Supervisors
Administrator, OHRM;
Assistant Regional
Administrators
TARGET DATES
Sept 30, 1994
Sept 30, 1994
Annually
Sept 30, 1994
 EEOC Form 566 (8/87)
                                     73

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PART A, Subpart A (Agency-wide)                                    UPDATE 92

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES,  WOMEN AND PEOPLE WITH
DISABILITIES
                        PROGRAM ANALYSIS


                      PROGRAM EVALUATION
                                74

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PART A, Subpart A (Agency-wide)                                                 UPDATE 92

AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES,  WOMEN  AND  PEOPLE WITH
DISABILITIES

                         PROGRAM ANALYSIS - PROGRAM EVALUATION
                              PROBLEM/BARRIER IDENTIFICATION

Evaluation of the EPA Affirmative Employment Program is the responsibility of the Office of Civil Rights
(OCR).  Each of the  10 Regions of the Agency have been directed to develop Affirmative  Employment
Program Plans (AEPP) and Accomplishment Reports, addressing, where applicable, employment areas
which are of concern to the Agency. Statistical data necessary for monitoring and evaluating EPA's AEP
Program are obtained through the Agency's automated Payroll System (EPAYS). These data include, at a
minimum, current full-time and part-time permanent employment by occupational categories (Professional,
Administrative, Technical, Clerical, Other and Blue Collar), grade groupings (1-4, 5-8, 9-12, 13-15 and SES)
and the 20 most populous occupational series; and comparison of most recent data with previous periods.
The Agency-wide, Headquarters and Regional reports are reviewed and analyzed semi-annually by the OCR,
Affirmative Employment Program Manager to determine the degree of progress being made in implementing
the AEP Program.

To ensure our continued progress in providing ever increasing opportunities to our employees, particularly
minorities, women and people with disabilities, a new initiative was developed and implemented throughout
the Agency in August 1990.  The initiative involved the planning,  preparation and distribution of a workbook
for use by each Agency component. The workbook's design provides a blueprint for each components' use
in conducting, in a comprehensive manner, a self-analysis of their work force profile.  At  present, the
workbook includes guidance and instructions for conducting an analysis of the components' employee
composition by race/national origin, sex, occupational category, and  grade group level. Further, each
component  is  required  to conduct an  analysis  of  their  personnel transactions i.e.,  accessions,
permanent/temporary promotions, reassignments, cross training and details; a cultural diversity assessment
of GS/GM  13-15  and  SES supervisory and  management officials,  involvement  of employees  in
developmental programs; and awards and recognition.  It also provides specific procedural guidance to
organizational components for determining areas of underrepresentation, the setting of annual affirmative
employment goals, and identifying barriers/problems so that appropriate action(s) may be taken. Since this
new initiative required the collection and analysis of data not previously obtained or examined for affirmative
employment purposes, an automated data retrieval system was also developed. However, while the data
system has been defined and a menu-driven retrieval mechanism  created, it  is not yet operational.  In
addition, the human system interaction familiarity and confidence is in its infancy and will take some time
for adjustment  and 'hands-on' use.   In carrying  out these new responsibilities, each Headquarters
organizational component designated an individual to serve as  a their administrator of this process. Each
individual designated serves as a member of the Affirmative Employment Program Liaison Committee.  As
with any new initiative, there is a transition period before full understanding and productive participation of
individuals involved is realized. To aid individuals in this transition, Committee members and Regional EEO
Officers were provided training in three evolutionary phases; however, training and assistance will continue
as needed.  The Agency has now undergone two reporting cycles under the workbook.   While it was
expected that the  'transition' cycle would be strained  by the Agency's new/revised and  self-imposed
reporting requirements, some AAships and Regions have not followed  reporting instructions and been
untimely in preparing and submitting their reports to  the Office of Civil Rights.

To ensure accountability and success in affirmative employment initiatives, there is a need to develop  an
Affirmative Employment Program checklist for use by the Deputy Administrator during his quarterly reviews
with AAships, Staff Offices, and  Regions. The checklist could be used by the Administrator and the Deputy
Administrator in considering affirmative employment results when reviewing the performance of  management
officials.


                                               75

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PART A, Subpart A (Agency-wide)                                              UPDATE 93

AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN  FOR MINORITIES,  WOMEN AND  PEOPLE WITH
DISABILITIES

                PROBLEM / BARRIER IDENTIFICATION - PROGRAM EVALUATION


UNDESIRED CONDITION: While it was expected that the 'transition' reporting cycle for preparation and
submission  of annual Agency component Affirmative  Employment  Program  Plan  Updates  and
Accomplishment Reports would be strained by the Agency's new reporting requirements contained in the
Affirmative Employment Program workbook, some AAships and Regions did not followed instructions given
them by the Office of Civil Rights (OCR) regarding the content of their reports.   In addition, with the
exception of the Office of Solid Waste and Emergency Response (OSWER), Agency components were
untimely in submitting their reports to the OCR.  This situation caused considerable delays in Agency-
wide/Headquarters report  preparation and is unacceptable.

DESIRED CONDITION: Cooperation on the part of each Agency component in preparing and submiting
their AEP Plan Update and Accomplishment Report covering all the elements instructed and in the format
and timeframe established.

ANALYSIS/PROBABLE BARRIER:  Heads  of EPA components do not manage their local Affirmative
Employment Program as  they would any other "mission" program and are not giving their reporting
responsibility a proper level of attention.  Further, (1) some EEO Officers and Affirmative Employment
Program Liaison Committee members are not following report preparation instructions furnished by the OCR,
and (2) are not preparing reports in enough of advance to meet the suspense date for submission to the
OCR.

EXPECTED ACTION: Annual Plan Updates and Accomplishment Reports will include all of the reporting
elements as instructed, be prepared in the format prescribed and be submitted within the timeframe
established.

EXPECTED RESULTS:   No delay in the preparation of the Agency-wide/Headquarters Plan due to
improperly prepared or late Agency component reports.

FOLLOW-UP ACTION: The Office of Civil Rights will continue to provide Notices of Receipt and Notices
of Assessment of Updates and Accomplishment Reports to each Agency component.
EEOC Form 566 (8/87)
                                           76

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PART A, Subpart A (Agency-wide)
                                      UPDATE 93
AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN  FOR MINORITIES, WOMEN AND PEOPLE  WITH
DISABILITIES

                        REPORT OF OBJECTIVES AND ACTION ITEMS

PROGRAM ELEMENT: PROGRAM EVALUATION
PROBLEM/BARRIER STATEMENT: Some AAships and Regions have not followed instructions provided by
the Office  of Civil Rights (OCR)  regarding  the content of their reports.   In addition,  many Agency
components have been untimely in submitting their reports to the OCR. This has caused considerable delay
in the preparation of the Agency-wide Plan Update and Accomplishment Report.

OBJECTIVE: Cooperation on the part of each Agency component in preparing and submiting their AEP Plan
Update and Accomplishment Report covering all the elements instructed and in the format and timeframe
established.
 (\CTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
 Utilize the Affirmative Employment
 Program Planning, Development,
 Execution and Evaluation workbook to
 conduct internal program reviews.
 Forward a copy of program reviews to the
 Director,  OCR.
 Prepare annual Affirmative Employment
 Program Plan (AEPP) Update and
 Accomplishment Reports following the
 nstructions provided by the Director,
 DCR.
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Deputy Regional Administrators
EEO Officers
Area Directors of Civil Rights
Laboratories
Affirmative Employment Program Liaison
 Committee
  least March
and September
aach fiscal year.
Fiscal Years:
1993 and 1994
 3rovide component AEPP reports to the
 DCR within the timeframe specified.
                                       established
                                     by the OCR.
EEOC Form 566 (8/87)
                                           77

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PART A, Subpart A (Agency-wide)                                               UPDATE 91

AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN  FOR  MINORITIES, WOMEN AND  PEOPLE WITH
DISABILITIES

                PROBLEM / BARRIER IDENTIFICATION - PROGRAM EVALUATION
UNDESIRED CONDITION:   The full  realm of each individual organizational components' Affirmative
Employment Program initiatives are not being reviewed and the results of their efforts are not being
considered in the performance evaluation process.

DESIRED CONDITION:  A  comprehensive and consistent formal  process through which Affirmative
Employment Program initiatives on the part of each individual organizational component are reviewed,
specific results assessed, and used in evaluating the performance of management officials.

ANALYSIS/PROBABLE BARRIER: There are several effective processes through which Agency-wide and
Headquarters' Affirmative Employment Program activities are reviewed and assessed as described in this
Plan. However, there are only limited specific affirmative employment factors by which each organizational
component is reviewed by the Ad ministrator and/or Deputy Administrator. While organizational components
have been provided an Affirmative Employment Program workbook for their use in planning, developing,
executing and evaluating their  individualized  affirmative employment plans, there is no formal process
through which the results of their individual efforts are reviewed, assessed and evaluated.

EXPECTED ACTION:  An Affirmative Employment Program checklist will be developed for use by the
Administrator and/or Deputy Administrator in assessing the effectiveness of the affirmative employment
performance of management officials.

EXPECTED RESULTS: Comprehensive, consistent and specific factors used in evaluating the affirmative
employment performance of manamengement officials.
EEOC Form 566 (8/87)
                                           78

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 PART A, Subpart A (Agency-wide)
                                        UPDATE 93
 AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN FOR MINORITIES, WOMEN  AND  PEOPLE WITH
 DISABILITIES

 ~~~~REPORT OF OBJECTIVES AND ACTION ITEMS

 PROGRAM ELEMENT:  PROGRAM EVALUATION                       ~

 PROBLEM/BARRIER STATEMENT: The full realm of each individual organizational components' Affirmative
 Employment Program initiatives are  not being reviewed and the results of their efforts are not being
 considered in the performance evaluation process.

 OBJECTIVE: A comprehensive and consistent formal process through which Affirmative Employment
 Program initiatives on the part of each individual organizational component are reviewed, specific results
 assessed, and used in evaluating the performance of management officials.
 ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
                                                                             TARGET
                                                                             DATE(S)
 Use the OCR Checklist, along with other
 program evaluation tools, to evaluate the
 status of EPA component's civil rights
 program goals and objectives.
Office of Civil Rights
During on-site
 eviews, and/or
 n conjunction
with any
program review.
 Use the OCR Checlist, along with other
 program evaluation tools, to evaluate the
 status of local civil rights program goals
 and objectives.
Assistant Administrators
 Regional Administrators
EEO Officers/Special Emphasis Program
Managers
Area Directors of Civil Rights
Senior/Mid-Management Officials Agency-
wide
As needed or
 equired.
 'rovide copies of the OCR Checklist to thejOffice of Civil Rights
 \dministrator, Deputy Administrator and
 senior Management Officials.
                                       rior to
                                      assistance visits,
                                      or as needed.
 Jse the OCR Checklist to review, assess
 jnd evaluate the performance of
 nanagement officials.
Administrator
 )eputy Administrator
Senior Management Officials
 rior to and
during
>erformance
eviews.
EEOC Form 566 (8/87)
                                             79

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PART A, Subpart A (Agency-wide)                                              UPDATE 92

AFFIRMATIVE  EMPLOYMENT  PROGRAM PLAN FOR  MINORITIES,  WOMEN AND  PEOPLE WITH
DISABILITIES


              STATEMENT OF ADEQUATE MONITORING/EVALUATION SYSTEMS


To ensure the existence of a viable and results-oriented Affirmative Employment Program within the EPA,
several monitoring and evaluation methods are employed:

* AFFIRMATIVE EMPLOYMENT PROGRAM PLANS/ACCOMPLISHMENT REPORTS:   Under the
instructions set forth in the Equal Employment Opportunity Commission's Management Directive (EEOC MD)
714, the EPA published an Agency-wide and Headquarters Multi-Year Affirmative Employment Program Plan
(AEPP) covering fiscal years 1988-1992. As required by EEOC MD 714, the Plan was submitted to the Equal
Employment Opportunity Commission (EEOC)  who  reviewed and  approved the  EPA's  Plan  for
implementation.   Each fiscal year, the Plan is updated  and accomplishment reports on the results of
affirmative action efforts are published.  Plan updates and accomplishment reports, prepared by the Office
of Civil Rights (OCR) - with the participation of Agency components, are also submitted to the EEOC for
review and approval.

* HUMAN RESOURCES OFFICIALS/COMMITTEES/EEO PROGRAM OFFICIALS: As needed, the OCR
is assisted in performing periodic affirmative employment program assessments and evaluations by a 12
member fully trained Affirmative Employment Program Liaison Committee, 3 Area Directors, 10 Regional EEO
Officers, National Special Emphasis Program  Managers and Co-Managers and  Coordinators within the
various regions/localities nationwide, Human Resources staff and related committees.

* AUTOMATED PERSONNEL DATA SYSTEM (EPAYS): The OCR has several avenues for retrieval of
personnel data (1) EPA ADP generated 'canned' statistical reports depicting work force composition by
occupational category, grade group levels; gains/losses; etc., (2) a EPA Payroll Systems (EPAYS) database
which resides on EPA's mainframe computer at the National Computer Center located at Research Triangle
Park, North Carolina, which provides the capability to generate specialized one-time or recurring statistical
reports and (3) the Office of Personnel Management's Central Personnel Data File (CPDF).

* ON-SITE REVIEWS: In addition to on site reviews conducted by the EEOC, the OCR makes period visits
to Regions and Laboratories to provide advice and guidance as necessary.

 * EXTERNALLY DEVELOPED PROGRAM EVALUATION TOOLS:  In performing program reviews and
 evaluations, the OCR also utilizes EEOC Order No. 960.002 of August 31, 1988 subject: EEOC Staff Guide
for the Evaluation and Coordination of Federal Affirmative Employment Programs for Minorities, Women and
 People with Disabilities pursuant to EEO Management Directives 712, 713 and 714.
                                               80
 EEOC Form 566 (8/87) (page 7)

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            AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN
                        AND PEOPLE WITH DISABILITIES
          AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

                               AGENCY-WIDE

                              FISCAL YEAR 1993
* Summary Analysis of Workforce
* Accomplishment Report on Objectives and Action Items
* Noteworthy Activities and Initiatives
Name of Organization:  Environmental Protection Agency
Address of Organization:

401 M. Street, S.W., Washington, D.C. 0460
Organizational Level: AGENCY-WIDE
Number of Employees Covered by Plan (end of FY 1992 strength): TOTAL: 16,714
PROFESSIONAL: 7,908   ADMINISTRATIVE: 5,973   TECHNICAL: 713
CLERICAL 2,119
Name of Contact Person/Person Preparing Form:  Sandie Friedland
TELEPHONE: (202) 260-4563
Name/Title of Principal EEO Official:
DAN J. RONDEAU
Director, Office of Civil Rights
Signature of Principal EEO
DATE:
Certifies that this update is in compliance with EEO-MD-714
Name/Title of Head of Organization:
CAROL M. BROWNER, ADMINISTRATOR
Signature oUHead of Organization:
DATE:  y/J*>/r?
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PART A, Subpart B (Agency-wide)                                     UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN and PEOPLE
WITH DISABILITIES	.		

  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
                               FISCAL YEAR 1993
                     SUMMARY ANALYSIS OF WORKFORCE

This is the sixth annual report on  the  Environmental Protection Agency's Affirmative
Employment  Program  for  minorities  and  women.    This  report  contains  the
accomplishments during the past  fiscal  year  on the  part  of the Agency in hiring,
promoting, and developing minorities and women. Part C of the Affirmative Employment
Program Plan  Update for Fiscal Year  1993  pertains  to the hiring, placement, and
advancement of people with disabilities.  This report is submitted in accordance with the
Equal Employment Opportunity Commission (EEOC) Management Directives cited below.
Initially, FY 1992 was scheduled to be the last year in a five year (multi-year) Affirmative
Employment Program Plan cycle. However, on October 30, 1991, the EEOC exercised
its authority to extend, for an additional  one-year period (through fiscal year 1993), the
coverage of  EEO-Management  Directives 713 subject: Affirmative  Action for Hiring,
Placement, and Advancement of Individuals with Handicaps, and 714 subject: Instructions
for the Development and Submission  of Federal Affirmative Employment Multi-Year
Program Plans. Annual Accomplishment Reports, and Annual Plan Updates for FY 1988
through FY 1992. By letter dated  September 17,1993, the EEOC extended the coverage
of  EEO  Management Directives 713 and 714 for  an  additional year, and  again  on
September 17,1993.  This report covers the employment of minorities and women in the
EPA from October 1,1992 through September 30,1993. The report also highlights some
of the trends and changes  in the  EPA workforce from FY  1987 through 1993. The
personnel statistical data in this report was retrieved from the Environmental Protection
Agency's Payroll System (EPAYS)1.  The statistical data is government-wide or agency-
wide only and includes workforce  data for permanent full-time and  part-time Federal
employees. Civilian labor force statistics used in planning, developing, and evaluating the
Agency's Affirmative  Employment  Program were obtained  from the 1980 and 1990
Census  Availability Data (CAD) provided by the  EEOC.  The 1990 CAD was  used to
assess the EPA progress for fiscal years ending 1990 through  1993 and includes all
 persons, 16 years of age or older, excluding those in the Armed Forces, who are PART
       1  Data source: Environmental Protection Agency Payroll System (EPAYS), September 19,1992.
 The EPAYS is an automated file. The EPA, Office of Civil Rights maintains a subsystem to that file known
 as the Equal Employment Reporting System (EERS) through which it obtains periodic recurring reports.
 The EPAYS includes information on individual identification such as Social Security Number and date of
 birth- employee characteristics such as  sex, minority status  (required to  be maintained  under strict
 precautions to protect racial or ethnic identification of individuals in personnel records), service computation
 date tenure, educational level, veteran's preference; and on such job characteristics as agency codes,
 submitting office numbers, geographic location of duty, pay plan, grade, salary, occupational series, and
 supervisory status, etc.
                                       82

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A, Subpart B (Agency-wide)                                      UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN and PEOPLE
WITH DISABILITIES	

  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
                            FISCAL YEAR 1993
                   SUMMARY ANALYSIS OF WORKFORCE

employed or seeking employment.  The CAD provides an index of the availability of
minorities and women for Federal jobs and is the only authorized labor force data for use
in evaluating the Federal Affirmative Employment Program. Therefore, the EPA will use
the CAD to evaluate its progress toward providing equal employment opportunity.
                                 83

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                                                                    UPDATE 94

                 AFFIRMATIVE EMPLOYMENT PROGRAM FOR
             MINORITIES, WOMEN, AND PEOPLE WITH DISABILITIES

  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

                   SUMMARY ANALYSIS OF WORK FORCE

By the close of FY 1993, there was a net increase of 262 full-time/part-time permanent
employees1  .  The distribution of that increase by specific groups and the percent
change since the end of FY 1992 is shown in the chart below.  Of great concern is the
loss of 5 employees with targeted disabilities.  The  EPA has yet to achieve its long
standing goal of 6 percent representation of individuals with targeted disabilities.

                              ALL OCCUPATIONS
Group
White men
White women
Minorities
People w/Disabilities
Targeted Disabilities
Total EPA Population
Number2
1992
7183
5317
4214
674
132
16714
1993
7272
(+89)
5382
(+65)
4322
(+108)
700
(+26)
127
(-5)
16976
(+262)
Percent
1992
42.98
31.81
25.21
4.03
.79

1993
42.84
31.70
25.46
4.12
.75
-
% Change
1992/1993
+ 1.24
+ 1.22
+ 2.56
+ 3.86
-3.99
+ 1.57
 WOMEN:  While EPA has a higher rate of representation of women (49.7%) than does
 the Civilian Labor Force (CLF) (45.7%), there are occupations and grade levels where
 they are below their rate of availability in the CLF.
    1  Includes full-time and part-time permanent employees in Professional, Administrative, Technical,
 Clerical, and Other occupations in all pay plans listed in EPAYS Personnel User Manual dated July 31,1990
 (pages 62-63) except pay plan codes CC, ED, EE, EF, EG, EH, El, and FC.

    2  Data Source: Environmental Protection Agency Payroll System (EPAYS) as of September 19, 1992,
 and September 18, 1993.
                                      84

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                                                                 UPDATE 94

                 AFFIRMATIVE EMPLOYMENT PROGRAM FOR
             MINORITIES, WOMEN, AND PEOPLE WITH DISABILITIES

  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

               SUMMARY ANALYSIS OF WORK FORCE (continued)

  NET GROWTH: Minorities represented 41 percent of the net growth between September
  1992 and September 1993. The second highest rate of growth was in White men at 34
  percent.  White women were 25 percent of the net growth, people with disabilties were
  10 percent. Although minorities had the highest rate of net growth it was, for the most
  part, not in grade levels where they are manifestly or conspicuously absent.

  PEOPLE WITH TARGETED DISABILITIES:  Little is being accomplished in this area
 While the EPA has made some facilities  modifications, and some  equipment has been
 purchased, ground in increasing their numbers was lost during FY  1993 when their total
 went from 132 to 127 (-5).

 PROFESSIONAL POSITIONS:  Fourty-seven percent of the EPA's work force held
 professional positions by the end  of FY 1993.  Between FY 1992  and FY 1993  the
 professional work force increased from 7,908 to 8,038  (+130). There was an increase
 of 25 white women (from 1991 to 2,016), and an increase of 37 minority women (from 540
 (6.8%) to 577 (7.2%)). Minority men increased by 32 raising their number/percentage
 from 735 (9.1%) to 767 (9.5%). While  the numbers  of white women and minorities
 increased, their percent of representation in professional positions changed very little over
 the  last three years as depicted in the  chart below.  The chart  also provides for a
 comparison of their rate of  representation to that of the civilian labor force.  As  shown,
 white women and American Indian men and women  remain below  the CLF.

Gender
CLF:
1990
1992
1993
White
Women
30.3
24.3
25.2
25.1
Black
Men
2,4
3.6
3.6
3.6
Women
3,2
3.1
3.5
3.7
Hispanic
Men
2,1
2.0
2.3
2.4
Women
1.4
1.4
1.6
1.6
Asian/Pi
Men
3,5
3.5
3.3
3.5
Women
1.9
1.6
1.8
1.9
American Indian
Men
,2
.03
.05
.05
Women
.2
.05
.06
.10
In professional grades 13-15, white women held 1,112 (22%) of the positions which was
an increase of 112 over the previous year however, that increase only reduced the gap
between their rate of representation in professional positions 13-15 and their availability
in the CLF by less than 1/1 Oth of a percentage point.  Minorities held 653 or 13% of
professional grades 13 through 15 as compared to their 15 percent rate of availability in
the relevant civilian labor force. Minority women increased from 214 (4.6%) to 248 (4.9%)
                                   85

-------
                                                                  UPDATE 94


  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

                  SUMMARY ANALYSIS OF WORK FORCE (continued)
1.8 percentage points below target, and minority men increased from 367 (7.9%) to 405
(8.1%) just .2 percentage points below target. Both white women and minorities remain
below the target level in SES positions.

ADMINISTRATIVE  POSITIONS:   Thirty-seven  percent  of  all  employees were  in
Administrative positions at the  end of  FY 1993.  While the number  of white women
increased  between  FY 1992 and FY  1993, their  percent of representation slightly
decreased from 38.3 percent to 37.8 percent leaving them 2.6 percentage points below
the target level of 40.4 percent.   The number/percent of minority  men increased by 24
(from 373  (6.2%) to 397 (6.4%) but, still 1.5 percentage points below the target of 7.9
percent.  Minority women remain fully represented in administrative positions except in
grades 13 and above. At the SES level both white women and minorities remain below
the target level.

MANAGERIAL/SUPERVISORY POSITIONS: Women continue to fall short of expected
levels of representation in managerial/supervisory positions grades 13 through 15. Here
they hold only 31.5 percent of  the decision making positions yet,  they are almost 50
percent of the EPA's work force.  Their presents  is even lower at the SES level where they
held only 22% of the positions.  Minorities were 14.1  percent of the EPA population in
grades 13 through 15 by  the  end of FY 1993 yet, held less than 12 percent of decision
making positions at these grade levels.

SELECTIONS TO MANAGEMENT POSITIONS (FY 1993)1:  There were 289 personnel
selections during FY 1993. Of that total,  37.4 percent were  white women  which was
above their 35.3 percent  rate of availability in the relevant civilian labor force.  Sixteen
 percent of the selections were  minorities well below their 22  percent availability in the
 civilian labor force.
    1 Data Source:Women, Minorities, and People with Disabilities Status Report (1st Quarter of FY 1994)
 published by the Office of Administration and Resources Management (EPA).
                                     86

-------
PART A, Subpart B (Agency-wide)
                                UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN  FOR  MINORITIES,  WOMEN AND PEOPLE  WITH
DISABILITIES
                       FISCAL YEAR 1993 ACCOMPLISHMENT REPORT
                    AGENCY-WIDE  GRADE GROUP  5 - 8
                  'LANNED/ TOTAL  WHITE
    TOTAL
    Prof/Admin**
BLACK  HISPANIC
                                             M
                                            29.
     W
W
              200.
     ASIAN
          \M.INDIAN
M
W
         100.
M
W
* Not included in Total Actual
**  Occupational  Series goals are  not "double counted"...i.e., they are not included in the relevant
occupational category of Professional or Administrative.

EEOC Form 568 (8/87)
                                             87

-------
PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
                       FISCAL YEAR 1993 ACCOMPLISHMENT REPORT
                   AGENCY- WIDE   GRADE GROUP 9-12
DCCUPATIONAL
CATEGORY
PROFESSIONAL
ADMINISTRATIVE
SERIES: 0028
SERIES: 0511
SERIES: 0905
SERIES: 081 9
SERIES: 1301
TOTAL
Prof/Admin**
PLANNED/
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL
3LANNED
ACTUAL
'LANNED
ACTUAL
'LANNED
ACTUAL
3LANNED
ACTUAL
3LANNED
ACTUAL
3LANNED
ACTUAL
PERCENT
TOTAL
56
WHITE
M* |w

24 | |
43
5
B3 I I
14
35 | |
4
3 P* P
7
2 I I
18
39
16

11* pa

11 | |
39
107
108.
BLACK
M
2

18
6
4
\

1
2



3

20
6
30.
W
9
3
3
>8
j
20


>

1

3
7
12
51
508.
HISPANIC
M
3
7
7
3
1
>
1

1


3
3
\
10
10
100.
W
1
2
1

4
1

1
1
1

1
1

2
2
100.
AS AN
M
3
7
7
4

4
3

1

1
7
1

16
11
59.
W
4
5
1
4





1
1
4
1

5
3
180.
AM.INDIAN
M
2

1











3


W
1


3

4








I
3
300.
* Not included in Total Actual
** Occupational Series goals are not "double counted". Therefore, they are not included in the relevant
occupational category of Professional or Administrative.
EEOC Form 568 (8/87)
                                           88

-------
PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
                       FISCAL YEAR 1993 ACCOMPLISHMENT REPORT
AGENCY - W
OCCUPATIONAL
:ATEGORY
PROFESSIONAL
ADMINISTRATIVE
SERIES: 0028
SERIES: 0511
SERIES: 0905
SERIES: 081 9
SERIES: 1301
TOTAL
Prof/Admin**
3LANNED/
ACTUAL
'LANNED
ACTUAL
'LANNED
ACTUAL
'LANNED
ACTUAL
'LANNED
ACTUAL
3LANNED
\CTUAL
'LANNED
\CTUAL
'LANNED
ACTUAL
'LANNED
ACTUAL
PERCENT
TOTAL \

.
56 I
IDE GRADE GROUP 13-15
VHITE
M |W
• 21
184 |l37*| 112
48 I
• 4
174 I 77* | 110
1
64 I 9* I 50
13 1
• 9
14 I 2* | 9
4
36 C
14 1
54* 23
• 8
43 | 48* 1 23
5 I
H 2
42 U3* 1 31
104 I
• 25
358 |214*| 222
*44.
BLACK
M
13
21
19
9
1
3
4
2
1
2
1
9

1
22
30
136.
W
15
17
8
29

6

1
1
1
1
6
1
5
23
46
200.
HISPANIC
M
3
12
8
9

2

1
1
3

4


11
21
191.
W
1
8
1
11

2



3
3
1
1
2
2
19
550.
AS AN
M
1
5
3




1
1
1
1

1

4
5
125.
W
2
6
2
6

1



1



2
4
12
300.
\MJNDIAN
M


2











2


W

3
1






2



1
1
3
300.
* Not included in Total Actual
"Occupational Series goals are not "double counted".  Therefore, they are not included in the relevant
occupational category of Professional or Administrative.
EEOC Form 568 (8/87)
                                         89

-------
PART A, Subpart B (Agency-wide)
                                                                            UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
                       FISCAL YEAR 1993 ACCOMPLISHMENT REPORT
AGENCY - WIDE
OCCUPATIONAL
CATEGORY
PROFESSIONAL
ADMINISTRATIVE
SERIES: 0511
SERIES: 0905
TOTAL
'rof/Admin**
PLANNED/
ACTUAL
DLANNED
\CTUAL
'LANNED
ACTUAL
DLANNED
ACTUAL
DLANNED
ACTUAL
3LANNED
ACTUAL
PERCENT
fOTAL V

3 1
2 1
SENIOR EXECUTIVE SERVICE
VHITE
M W
• 2
1 2
!•
3 |
1 2
1 1
1 |
| 1
1
1 I
3 1
5 1
167. §
1* | 1
• 2
I 4

BLACK
M
1





1

1


W



1





1
100.
HISPANIC
M











W











AS AN
M











W











AM.INDIAN
M











W











*  Not included in Total Actual
**0ccupational Series goals are not "double counted". Therefore, they are not included in the relevant
occupational category of Professional or Administrative.
 EEOC Form 568 (8/87)
                                          90

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
                                                                                             UPDATE 94
OCCUPATIONAL CATEGORY: PATCO TOTAL (EPA - AGENCY-WIDE)
GRADE GROUP LEVEL: ALL
"" ;
:" "' ' -,
TOTAL
", "-" '
1980 CLF
1987 #
%
1988 #
%
1989 #
%
1990 CL
1990 #
%
1991 #
%
1992 #
!%
1993 #
% 1
13411
',
13897
'
14279

F *
15747

16368

16714

16976

NONMINORITY
MEN
47.5
6336
47.2
6386
46.0
6456
45.2
42; 6
6896
! 43,8
7069
43.2
7183
43,0
7272
42.8
WOMEN
34.1
4003
29.9
4236
30.5
4412
30.9
' 35,3
4939
31,4
5201
31,8
5317
31,8
5382
31,7 -
BLACK
MEN
4.9
465
3.5
489
3.5
511
3.6
4.9
571
3.6 :
594
3,6
614
3.7
634
3.7
WOMEN
4.9
1837
13.7
1964
14.1
1S'98
14.0
5*4.
2224
14.1 \
2292
14.0 \
2345
14/0 '\
2368
14.0 j
HISPANIC
MEN
3.9
154
1.2
164
1.2
176
1.2
4*8
231
1*5
257
1*6
274
1*6
292
1*7
WOMEN
2.5
181
1.4
214
1.5
252
1.8
: 3*3 i
310
2*0
334
: 2*0 l
347
2*1 :
356
2*1 I
ASIAN/PI
MEN
.86
241
1.8
248
1.8
255
1.8
1*5 i
307
2*0
219
2*0
320
1*9
331
2*0 \
WOMEN
.75
158
1.2
168
1.2
187
1.3
1*3
231
1*5
255
1*6
269
1*6 i
289
1*7 :
AMERICAN
INDIAN
MEN
.30
15
.11
12
.09
13
.09
.3
11
.07
17
.10
17
*10
16
*09
WOMEN
.22
17
.13
16
.12
19
.13
.3 I
27
.17
30
,18
28
,17 i
36
,21
                              * National  (U.S.) Civilian  Labor Force

-------
      DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: PATCO TOTAL (EPA - AGENCY -WIDE)
GRADE GROUP LEVEL: 5-8
•v-Cv "•' i
1 ^**~.\
"• f '• '
'•.'••''
•• •• ' f % ;
TOTAL
^ j'l? .. '
1980 CLF
1987 #
%
1988 #
%
1989 #
%
2873

2851

2738
-
1990 CLF*
1990 #
% *'
1991 #
%
1992 #
%. '
1993 #
%
2903

2895

2703

2568

NONMINORITY
MEN
47.5
317
11.0
257
9.0
212
7.7
42*6
243
8.4
234
8,0
176
6.5
157
; 6.3.
WOMEN
34.1
1270
44.2
1222
42.9
1145
41.8
' 35*3
1153
39,7
1108
38,3
1018
' 37*€ '
978
30,1
BLACK
MEN
4.9
79
2.8
85
3.0
75
2.7
4,9 i
76
2,6 ^
70
2*4 ;
77
' 2,8 :
78
3,0 \
WOMEN
4.9
1035
36.0
1104
38.7
1100
40.2
5*4 :
1178
40,6
1208
41,7 i
i:(.87
43,8"
1130
44,0 ;
HISPANIC
MEN
3.9
31
1.1
26
.91
25
.91
4*8
38
1*3'
41
1*4
35
1*3
25
»97
WOMEN
2.5
74
2.6
89
3.1
106
3.9
3*3
135
4*7 !
147
5*1
141
5*2 \
130
5*1 |
ASIAN/PI
MEN
.86
16
.56
19
.67
13
.47
1*5 .
17
. 59
16
*5S !
15
*56 I
12
*47
WOMEN
.75
38
1.3
36
1.3
50
1.8
1*3
52
1*8
59
2*0
49
1 1*8
50
2*0
AMERICAN
INDIAN
MEN
.30
1
.03
2
.07
3
.11
*3 i
1
*03
2
*07
3
*07 \
2
*08
WOMEN
.22
10
.35
11
.39
9
.33
*3
10
,34
10
,35
8
.30 ;
6
,23 =
VO
                                    * National  (U.S.)  Civilian Labor Force

-------
      DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
                                                                                                 UPDATE 94


-
TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
5178

5396

5498

19^0 CLF *
1990 #
%
1991 #
%
1992 #
%
1993 #

	
'"'" — :'""".'..'_^
6035

6044

5884

5797

OCCUPATIONAL
^^^^^^=_=^^^=
NONMINORITY
MEN
47.5
2551
49.3
2540
47.1
2465
44.8
42,6
2525
41.$
2376
39.3
2256
38.3
2173
37.5
WOMEN
34.1
1654
31.9
1798
33.3
1888
34.3
35,3
2143
35,5
2197
36*4
2131
36.2
2035
35,1
__________
CATEGORY: PAT<
GRADE GROUP
BLACK
MEN
4.9
214
4.1
215
4.0
226
4.1
4.9
275
4,6 !
286
4.7
262
4.5
254
4.4
__________
WOMEN
4.9
404
7.8
467
8.7
509
9.3
5*4
618
10,2
681
11.3
714
12.1
778
13.4 i
__________
2O TOTAL (EPA -
LEVEL: 9-12
HISPANIC
MEN
3.9
80
1.5
90
1.7
97
1.8
4*e
119
2*0
127
2*1
127
2*3
135
2*3
WOMEN
2.5
45
.87
61
1.1
81
1.5
3*3
95
1*5
112
1*9 !
128
2*3 ;
129
2*3 !
• AGENCY-WIDE)
ASIAN/PI
MEN
.86
135
2.6
129
2.4
128
2.3
1*5
134
2*3
126
2*3,
119
2*0
130
2*3 !
WOMEN
.75
83
1.6
88
1.6
93
1.7
1*3 ;
111
:ua •
115
1*9
123
2*i
132
____2 *3 i
^^^^^^^^=^=
AMERICAN
INDIAN
MEN
.30
6
.12
4
.07
4
. 07
*3
5
.08
10
*17
9
*1S
8
*14
WOMEN
22
4
.08
4
.07
4
.07
*3
10
,3J
14
,23
15
,25
23
,40
VO
w
                                  * National  (U.S.)  Civilian Labor Force

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94

:
'
TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
4507

4844

5306

1990 CLF *
1990 #
; % !
1991 #
%
1992 #
: %
1993 #
i %
6108

6822

7567

8138

OCCUPATIONAL <
NONMINORITY
MEN
47.5
3233
71.7
3352
69.2
3536
66.6
42.6
3892
63.7
4213
€1.8
4515
59.7
4728
58,1 '
WOMEN
34.1
885
19.6
1028
21.2
1216
22.9
35,5
1493
: 24,4
1757
25,6
2043
; 27, $
2265
27,3
CATEGORY: PATC
GRADE GROUP I
•i i •. •! i n -_• 	 ^^=——
—
BLACK
MEN
4.9
130
2.9
151
3.1
175
3.3
4.9 :
186
3.1
204
3.0 i
239
3.2
269
3.3
WOMEN
4.9
87
1.9
115
2.4
155
2.9
5*4- i
205
3*4' i
250
3.7
316
'4.2'
353
4.5
!0 TOTAL (EPA -
jEVEL: 13-15
HISPANIC
MEN
3.9
35
.78
43
.89
50
.94
4,8
69
1.1
85
1*3
108
1.4
129
1.6
WOMEN
2.5
20
.44
22
.45
25
.47
3*3
44
,72
52
.76
60
,79
79
,97
AGENCY-WIDE)
^^^^^^^^^^=
ASIAN/PI
MEN
.86
87
1.9
98
2.0
111
2.1
1.5
154
2*5' ;
174
2*6
182
' 2*4 i
186
2*3 .
WOMEN
.75
22
.49
30
.62
33
.62
1*3
59
,97
79
1.3
95
1*3
107
1*3
AMERICAN
INDIAN
MEN
.30
7
.16
5
.10
4
.08
.3
4
*07
5
.07
6
.08
6
.07
WOMEN
.22
1
.02


1
.02
*3
2
,03
3
.04
3
,04
6
,07
                              * National  (U.S.) Civilian  Labor  Force

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
i - < 'f

TOTAL
•"
1980 CLF
1987 #
%
1988 #
%
1989 #
%
237

249

261

1990 C&F *
1990 #
%
1991 #
%
1992 #
%
1993 #
: % i
U=====:
259

275

287

273

OCCUPATIONAL
1 ' 	 ' ' 	 - '• '•" —
- — • •'•'^^^•^^^^^^—
NONMINORITY
MEN
47.5
201
84.8
211
84.7
216
82.8
42.6
207
79. 9
215
78.6
218
76.o
199
72,9
WOMEN
34.1
26
11.0
28
11.2
36
13.8
35,3
41
15.0
48
17,5
55
19 »2
59
2U6
CATEGORY: PAT<
GRADE GROUP
BLACK
MEN
4.9
8
3.4
9
3.6
7
2.7
: 4.9 :
8
3.X
8
2.9
11
3.8
11
4,0 i
WOMEN
4.9




1
.38
5.4
1
*39
1
,36
1
.35
2
,73= i
:0 TOTAL (EPA -
LEVEL: SES
T 	 ,jn- - 	 " 	 1-1
HISPANIC
MEN
3.9
1
.42




4*8
1
.39
1
.36
1
.35
1
.37
WOMEN
2.5






3.3 I







\
AGENCY-WIDE)
^^^^ — --^^^^ ^^—
ASIAN/PI
MEN
.86
1
.42
1
.40
1
.38
LS :
l
.39
1
.36
1
.35 |:
1
.37
WOMEN
.75






31*3








—
^^^^^
AMERICAN
INDIAN
MEN
.30






.3








WOMEN
.22






.3








                             * National (U.S.)  Civilian Labor Force

-------
     DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94


TOTAL
-
1980 CLF
1987 #
%
1988 #
%
1989 #
%
6412

6543

6678

: 1990 CLF
1990 #
%
1991 #
%
1992 #
r % *v
1993 #
• ' ^ %lsA^.
7360

7774
•. -^ \
7908

8038

OCCUPATIONAL C
-•^-
NONMINORITY
MEN
60.6
4282
66.8
4247
64.9
4238
63.5
54*7
4460
€&«6
4584
Hsfctor
4642
j^v. .'•l;^'-
pSB'*7
4678
^£JGT o *&
^"•JSp-fp 41 fa •>
WOMEN
26.8
1306
20.4
1426
21.8
1517
22.7
30*3
1785
24*3
1956
: 25*1
1991
2§*2
2016
1 as*3.
ATEGORY : PROF
GRADE GROUP
i 	 i 	 	 I 	 LU!HU_ ____..,—
BLACK
MEN
2.3
216
3.4
225
3.4
245
3.7
2.4 i
265
; 3*e
281
3,6
283
3,9
290
3,6
WOMEN
2.7
154
2.4
179
2.7
181
2.7
3*2 :
226
3*1
258
3*3
274
3-»5
294
3*7
ESSIONAL (EPA -
LEVEL: ALL
^^•"•"; 	 	 ••• "'~""^^^!j
HISPANIC
MEN
2.1
109
1.6
109
1.7
114
1.7
2*1
147
2*0
171
2*2
185
2*3
196
2*4
WOMEN
1.1
60
.94
63
.96
76
1.1
1*4
99
1*4
117
1*5
123
1*3
125
1*6
• AGENCY WIDE)
^*^"^^^^™***'^^^^^^^^M"*J''^^^^^^^^"r ~
ASIAN/PI
MEN
2.5
206
3.2
210
3.2
217
3.3
2*5
258
3-*5 \
267
**4 :
263
'3*3
277
3*5 ;
WOMEN
1.1
77
1.2
79
1.2
87
1.3
1*9
114
1*6
129
1*7
138
1*8
150
1*9
AMERICAN
INDIAN
MEN
.21
8
.12
4
.06
2
.03
*2
2
*03
5
*06
4
*05
4
*05
WOMEN
.13


1
.02
1
.01
*2
4
.05
6
.08
5
.06
8
,10
to
o\

-------
     DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
                                                                                                          UPDATE 94
— ;— -—
St..** v
"• -\s*^ *? "*••
' *• vs """ly1 .. "JS ••
• °v **.• ••
: %' ** £
===^=
TOTAL
11 s \^
1980 CLF
1987 #
%
1988 #
%
1989 #
%
371

274
-
197
*
1 IJHKJt CLF
1990 #
' % i
1991 #
• , '% i
1992 #
*%* i
1993 #
A *%, '
iniLi-jigg^ea*-*-* 	
268
••
295

177

124
-
OCCUPATIONAL C
— " ' ' ••!• 1 ...—
-™B^ 5^S555SS5^^S25!S^^S
NONMINORITY
MEN
53.9
144
38.8
96
35.8
61
31.0
54*7 <
92
M*3
113
38*3
67
^7*9 l
44
3-5*5
WOMEN
26.2
123
33.2
87
31.8
70
35.5
' 30*3 5
96
35*0
97
32*^ -
48
1 27,3,
30
24,2
ATEGORY: PROF]
GRADE GROUP
BLACK
MEN
7.6
19
5.1
22
8.0
14
7.1
2*4
9
i 3*4
7
2*4 \
9
"5*1-
11
,&*9
WOMEN
8.0
34
9.2
30
11.0
19
9.6
"3*2
23
S*6
20
6*8
16
S*Q
15
12*1 \
ESSIONALS (EPA
LEVEL: 5-8
=^^==^=^^=
HISPANIC
MEN
1.5
20
5.4
14
5.1
9
4.6
2*1
17
6*3
23
?*e
17
9*6
9
7*3
"
WOMEN
.7
16
4.3
9
3.3
11
5.6
'1*4
16
6*0
17
5*8
14
7*9
6
4US i
- AGENCY WIDE)
ASIAN/PI
MEN
1.1
7
1.9
8
2.9
4
2.0
$ + $-
6
2'* 2
8
2*i
5
^»8-
7
5*7 i
WOMEN
.6
8
2 2
6
2 2
8
4.1
^ 1*9 :
7
2*6 !

%s
1
*56
2
1*6
•• " ' iii i in .
' "S55
AMERICAN
INDIAN
MEN
2






2








WOMEN
.1




1
.51
»2
2
* 75

,68




10
-J

-------
    DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
:"• >. ' !
; % ' :
'
TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
3014

3105

3068

1990 CLF
1990 #
; .....%..' •
1991 #
u %c
1992 #
1 ,i -
1993 #
'%
3207
, ^
3122

2960
r '
2824
'
OCCUPATIONAL GJ
NONMINORITY
MEN
60.6
1745
57.9
1727
55.6
1647
53.7
54,7
1616
! -50*4
1485
• 47,6
1407
: 47*5
1334
47.2
WOMEN
26.8
785
26.1
863
27.8
879
28.7
30,3
970
30,3
986
3i;«
925
: 31,3"
854
30,2
VTEGORY : PROFE
GRADE G^OUP
^^Sss^SESS^ssss^^SsS
BLACK
MEN
2.3
115
3.8
114
3.7
123
4.1
i 2,4
151
: 4,7
158
S,i
139
1 4,7
123
1 4*4
WOMEN
2.7
95
3.2
116
3.7
114
3.7
3*2
134
4*2- :
146
4*7
141
4*8
144
5*1
1SSIONALS (EPA
LEVEL: 9-12
—"•"."""".'•"I—.' """' ' '" - -— g
HISPANIC
MEN
2.1
63
2.1
72
2.3
77
2.5
2*1
87
2*7
93
3*0
94
3*2
101
3*6
WOMEN
1.1
33
1.1
43
1.4
52
1.7
'• 1*4 !
58
! 1*8
67
; 2*1 i
71
2*4
73
: 2*4
- AGENCY WIDE)
ASIAN/PI
MEN
2.5
121
4.0
113
3.6
115
3.8
3*5
118
... .3*7 .
107
3*4
99
3*3
106
3*8 \
WOMEN
1.1
54
1.8
54
1.7
58
1.9
1*9
70
2*2 >
72
2*3
78
2*6
83
2*9 !
AMERICAN
INDIAN
MEN
.21
3
.10
2
.06
1
.03
*2
1
*03
4
*13
1
*03
1
*04
WOMEN
.13


1
.03


*2 I
2
,06 ;
4
,13
5
,17 i
5
,18
09

-------
DATA SOURCE:  Environments Protection Agency Payroll System (EPAYS)
UPDATE 94
% <• > v'v
\'-^**s
^ ' *4 C
* •. f •.'•'• s-.
'&....?-* ^-
-
TOTAL
%
1980 CLF
1987 #
%
1988 #
%
1989 #
%
2902

3042

3289

1£90 CLF *
1990 #
' % i
1991 #
: % *'
1992 #
i % s
1993 #
% * i
3766

4239

4656

4977

OCCUPATIONAL C
	
1 ' i •• 	 H ii i i i n a
NONMINORITY
MEN
60.6
2280
78.6
2314
76.1
2424
73.7
54*7
2653
70*5
2890
€8, :2
3075
€6,0
3212
€4*!S
====i
WOMEN
26.8
391
13.5
466
15.4
555
16.9
30,3
704
xa,?
856
30*2
1000
21*5
1112
2.2,3
	 	 *
ATEGORY : PROF]
GRADE GROUP ]
— • ' ii —
BLACK
MEN
2.3
79
2.7
86
2.8
102
3.1
2*4
101
2,7 :
112
^2*6 =
132
2*8 i
153
3*1 I
-'"L- ^LJ-™
WOMEN
2.7
25
.9
:53
1.1
48
1.5
3*2
69
aue
92
2*1 \
117
2*5
134
2*7 i
SESSIONAL (EPA
LEVEL: 13-15
- ' • 	 •'••--.. .. • ' '—
""^^^^~**~-^^—
HISPANIC
MEN
2.1
19
.6
23
.7
28
.98
2*1
43
1*1
55
1*3
74
1*6
86
1*7
WOMEN
1.1
11
.34
11
.33
13
.40
1 1*4
25
,66
33
,78 i
38
,82
46
*93 1
- AGENCY WIDE)
ASIAN/PI
MEN
2.5
77
2.7
88
2.9
97
3.0
3*5
133
3*5 !
151
3*6
158
3*4
163
3*3
WOMEN
1.1
15
.52
19
.62
21
.64
1*9
37
*9a
49
1*2
59
1*3
65
1*3
==
AMERICAN
INDIAN
MEN
.21
5
.17
2
.07
1
.03
2
1
*03
1
*02 !
3
*06
3
*06
WOMEN
.13






» 2






3
,06 i

-------
    DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: PROFESSIONAL (EPA - AGENCY WIDE)
GRADE GROUP LEVEL: SES
-

TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
125

121

122
' -
1990 CLF
1990 #
%
1991 #
™, %
1992 #
: %
1993 #
! %


118

115

112

NONMINORITY
MEN
60.6
113
90.4
108
89.3
106
86.9
54*7
119
03*2
96
! 81*4
93
! £0*9
88
1 7$*;s
WOMEN
26.8
7
5.6
9
7.4
12
9.8
30,3
99
12, € ..
17
14,4
18
15,7
20
17,$
BLACK
MEN
12.3
2
1.6
3
2.5
3
2.5
< 2,4
15
3,4
4
3,4
3
• 2*6
3
' 2,3
WOMEN
2.7






3*2
4






;
HISPANIC
MEN
2.1
1
.80




2*1








WOMEN
1.1






1*4








ASIAN/PI
MEN
2.5
1
.80
1
.83
1
.82
3*5 \
1
*S4
1
»«5 1
1
*a? I
i
»S9- 1
WOMEN
1.1






1*9








AMERICAN
INDIAN
MEN
.21






*2








WOMEN
.13






.2








H
O
O

-------
      DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (EPA - AGENCY WIDE)
GRADE GROUP LEVEL: ALL
. % *"• f '- :
. %-X1 •. -. :
^ \ "• *• ^ '•
:i V % :
•• %
TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
3831

4186

4389

1990 CLF
1990 #
% !
1991 #
% ^
1992 #
% i
1993 #
% ]
5289

5667

5973

6239

NONMINORITY
MEN
60.4
1763
46.0
1863
44.5
1909
43.4

2179
41,2
2282
40.3
2358
39*5
2426
38,9
WOMEN
25.5
1411
36.8
1553
37.1
1647
37.5
50*0
2012
38,0
2180
38,5
2286
38*3
2358
37, 0
BLACK
MEN
3.6
154
4.0
166
4.0
173
3.9
3*6 i
224
: 4*2 •
235
1 4,3 :
248
4*2 '•
260
* 4*2 j
WOMEN
3.1
365
9.5
445
10.6
487
11.1
5*3 !
623
11*8 !
691
12*2
770
12*9
843
13, 5 i
HISPANIC
MEN
2.7
36
.94
37
.88
40
.91
2*6
61
1*2
63
1*1
67
1*1
79
1*3
WOMEN
1.3
31
.81
38
.91
47
1.1
'. 2*6 i
63
1*2 ;
73
: 1*3
83
1*4 1
96
1*5 \
ASIAN/PI
MEN
1.0
24
.63
27
.65
26
.59
1*4 !
39
*74
42
*74
47
*79 :
48
*77 "
WOMEN
.51
37
.97
43
1.0
53
1.2
1*4
70
1*3
78
1*4 ;
89
1*5
98
1*6 i
AMERICAN
INDIAN
MEN
.32
5
.13
5
.12
7
.16
*3
7
*13 i
10
*18 i
11
*18 !
10
*16 1
WOMEN
.17
5
.13
6
.14
9
.20
»3
11
.21 '.
12
.23
14
,23
21
,39 ;
o
H

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (EPA - AGENCY WIDE)
GRADE GROUP LEVEL: 5-8
'% ;! ,
%
TOTAL
•*
1980 CLF
1987 #
%
1988 #
%
1989 #
%
1990
1990 #
% \
1991 #
; ' % ;
1992 #
%
1993 #
% i
274

307

268

CLP *
301

256

232

215

NONMINORITY
MEN
60.4
60
21.9
52
16.9
50
18.7
! 50*0
59
• 3.9,6
33
12,9
30
12l*.9.
40
is, e
WOMEN
26.5
125
45.6
139
45.3
102
38.1
50*0
118
39,2-
112
43, B
86
3.7,3,
80
37,2
BLACK
MEN
3.6
15
5.5
14
4.6
12
4.5
\ 3,6
19
\ 6,3 \
16
6,3
15
1 6,£ j
12
5.6
WOMEN
3.1
58
21.2
84
27.4
82
30.6
5*3
78
25*9-
71
27,7
77
33,2
61
2&*4' i
HISPANIC
MEN
2.7
1
.4
1
.3
2
.8
2*6
5
1*7
4
1»«
3
1*3.
3
1*4
WOMEN
1.3
8
2.9
9
2.9
7
2.6
2*6 !
9
3*0 :
12
4*7 l
7
3*0
3
4*2 i
ASIAN/PI
MEN
1.0
1
.4
2
.7
2
.8
1*4 1
3
i;o -i
i
*39
4
l*7l
2
*S3 i
WOMEN
.51
5
1.8
2
.7
8
3.0
1*4
9
' 3*0
7
2*7
9
3*9
8
3*7
AMERICAN
INDIAN
MEN
.32




1
.4
*3 i








WOMEN
.17
1
.4
4
1.3
2
.8
»3
1
.33 =


1
,43



-------
     DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (EPA - AGENCY WIDE)
GRADE GROUP LEVEL: 9-12
>Vvis"' "
''^v,fV,,,
HP
TOTAL
*3&' *
%o ••<• .. -.
1980 CLF
1987 #
%
1988 #
%
1989 #
%
1841
% v -v %
•• •^••'A*'
j, ••••
1951
' * -'•.-
•, , *;
2054
s y-
199d CBF^'vy
1990 #
!&:%' |
1991 #
fe& i
1992 #
'A^ Vj
^ . 	
2674
V Jp"' "
2664
, tCv--- -
2707

NONMINORITY
MEN
60.4
665
36.1
674
34.6
677
33.0
i$$*
761
! as** -
WOMEN
26.5
744
42.0
835
42.8
894
43.5
il.SO.tO....
1080
I 4.3,1-
1137
i'-'4a*s^
1121
IV-' ;- -
i"-, ,4.2*1
1087
i' 40*2'
BLACK
MEN
3.6
83
4.5
83
4.3
86
4.2
3*6 i
115
LJkcd
124
i 4*6 i
119
. *4,5 !
125
4.6 i
WOMEN
3.1
278
13.3
278
14.3
299
14.6
5*3
408
16:* 3
462
* 17*3 1
494
A8»5'
552
% 20*4 -
HISPANIC
MEN
2.7
15
.92
15
.77
16
.78
2*6
29
1*2
28
* 1*1
29
'••iA
32
1"*2
WOMEN
1.3
17
.71
17
.87
28
1.4
2*6 '
35
! 1*4 -
42
i 1*6-
54
!\ 2*0 -
54
% 2*0
ASIAN/PI
MEN
1.0
15
.71
15
.77
12
.58
*'3Cv4 .
15
*'«« -
18
, IGf. -
19
^s- ''\
- "**7i
23
i-SS
WOMEN
.51
30
1.4
30
1.5
33
1.6
1*4
39
1*6
41
i*s
44
- %1*7
48
i*e
AMERICAN
INDIAN
MEN
.32
2
.2
2
.1
3
.2
*3 :
4
*2 =
6
*22
8
*30 !
7
*26
WOMEN
.17
2
.2
2
.1
6
.3
,3
8
*3
10
,37
10
,3«
18
*$6 i
H
O
w

-------
DATA SOURCE:  Environmental Protection Agency Payroll System (EPAYS)
UPDATE 94
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (EPA - AGENCY WIDE)
GRADE GROUP LEVEL: 13-15


TOTAL
•"
1980 CLF
1987 #
%
1988 #
%
1989 #
%
1604

1799

1941

1990 CLF
1990 #
• %
1991 #
	 %
. lYnn MI n 	
1992 #
% '
1993 #
% !
2338

2580

2905

3155

NONMINORITY
MEN
60.4
951
59.3
1035
57.5
1075
55.4

1236
52>$
1323
51*3
1437
49*5
1514
48,0
WOMEN
26.5
493
30.7
560
31.1
628
32.4
50*0
788
33*7
900
34*9
1042
35*9
1152
36*5
BLACK
MEN
3.6
51
3.2
65
3.6
71
3.7
\ *3,6 !
85
3,6 •
91
3,5
106
3,7
115
3,7 i
WOMEN
3.1
62
3.9
825
4.6
105
5.4
5*3
136
5*8
157
6*1 i
198
6*8
227
7*2 I
HISPANIC
MEN
2.7
17
1.1
21
1.2
22
1.1
2*6
26
3Ui-
30
1*2
34
1*2
43
1*4
WOMEN
1.3
10
.62
12
.67
12
.62
'. 2*6 !
19
,81 :
19
,74
22
*76
33
1*1 !
ASIAN/PI
MEN
1.0
10
.62
10
.56
12
.62
1*4'
21
.90
23
*89
24
>83-. .-!
23
*73- :
WOMEN
.51
7
.44
11
.61
12
.62
1*4
22
*94 ;
30
1*2
36
1*2
42
1*3-
AMERICAN
INDIAN
MEN
.32
2
.12
3
.17
3
.15
*3 •
3
*13 ;
4
»16 !
3
*10
3
*io :
WOMEN
.17
1
.06


1
.05
,3
2
*09"-
3
.12
3
,10 i
3
,10

-------
     DATA SOURCE: Environmental Protection Agency Payroll System (EPAYS)
     -1980 CLF
        60.4
        26.5
                                       3.6
                               3.1
                               2.7
                                                             1.3
                                                      1.0
                                                        51
                                                                                        UPDATE 94
                      OCCUPATIONAL  CATEGORY:  ADMIISTRATIVE (EPA
                                                      AGENCY WIDE)
                                        GRADE GROUP LEVEL:   SES
                       NONMINORITY
                                        HISPANIC
                                                                       ASIAN/PI
                                                                        AMERICAN

                                                                         INDIAN
                                                                                      32
                                                                               17
      1987 #
112
 87
19
                       77.7
                17.0
                4.5
                                                      .89
      1988 #
128
105
19
                       82.0
                14.8
                3.1
o
01
      1989 #
135
107
23
                      79.3
               17.0
                3.0
                74
           CLF
               50*0
                3,6
                                                     2*6
                                              2*6
                                                      1*4
      1990 #
      1991  #
     1992  #
     1993


        %
140
108
26
                      77,1
                       3,0
157
120
31
                      76*4
               19*8
 4


2*6
                        ,64
                                                      ,64
172
125
37
                                       8
                      72,7
               21*5
               4*7
               ,53
161
111
39
                        8
       68,9
       24*2

-------
                                   ENVIRONMENTAL PROTECTION AGENCY
                % CHANGE  IN MAJOR OCCUPATIONAL GROUPS BY RACE/NATIONAL ORIGIN/SEX
                               SEPTEMBER 1987 THROUGH SEPTEMBER 1993
                                             (AGENCY-HIDE)
                                         PROFESSIONAL
                                                                                         UPDATE 94

PROFESSIONAL

CIVILIU UWOt FORCE (1)
SERIES: 401
TITLE: BIOLOGIST
TOXICOLOG1ST
TOTAL
POPULATION: 670


SERIES: 510
TITLE: ACCOUNTANT
TOTAL
POPULATION: 183



SERIES: 511
TITLE: AUDITOR
TOTAL
POPULATION: 254



SERIES: 819
TITLE: ENVIRONEMTNAL
ENGINEER
TOTAL
POPULATION: 2295


SERIES: 893
TITLE: CHEMICAL
ENGINEER
TOTAL
POPULATION: 165


SERIES: 905
TITLE: ATTORNEY
TOTAL
POPULATION: 990



SERIES: 1301
TITLE: PHYSICAL
SCIENTIST
TOTAL
POPULATION: 1849

SERIES: 1320
TITLE: CHEMIST
TOTAL
POPULATION: 652


SERIES: 1350
TITLE: GEOLOGIST
TOTAL
POPULATION: 135


FISCAL

TEAR

87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92

UHITE

UOMEN
0.3
M.21
0.69
1.69
4.04
25.84
25.78
25.67
9.42
8.S7
8.24
2.22
1.21
23.95
4.04
7.16
20.73
8.75
2.96
4.26
4.57
6.77
6.43
7.47
7.50
8.89
8.92
8.66
8.34
8.89
7.89
20.32
9.90
21.43
21.59
21.21
35.19
56.95
37.63
39.29
40.07
39.94
38.59
21.11
23.33
24.72
27.02
27.59
27.97
28.23
17.99
17.33
18.46
17.25
18.54
18.43
18.87
18.45
16.95
17.21
20.86
21.74
20.50

BLACK

M
.4
.01
.83
.97
.59
.11
.17
.18
.19
.48
.43
.79
.67
.39
.37
.33
.98
.09
.16
.09
.76
.27
.89
.99
.44
.46
.45
.53
.57
.11
.05
.67
.04
.57
3.41
5.03
3.44
3.17
3.04
2.86
2.74
2.94
2.83
2.98
3.39
3.75
3.62
3.43
3.21

4.12
4.10
3.63
3.63
3.59
3.47
3.68
1.94
1.69
1.64
2.88
2.17
2.27
2 22

U
.2
.42
.59
.81
.37
.52
.73
.58
9.35
2.93
3.51
2.35
5.15
7.96
8.58
.69
.40
.95
.69
.36
.91
.06
.43
.52
.29
.63
.86
2.90
3.14
2.22
2.11
2.14
2.55
2.39
1.70
2.42
3.93
3.92
3.62
3.93
4.17
4.61
4.24
1.29
1.65
1.87
2.35
2.52
2.76
5.03
1.68
1.82
2.12
1.66
1.79
1.81
1.84
.97
.85
.82
1.44
1.45
.75

HISPANIC

H
.1
.04
.21
.49
.53
.76
.49
.34
.44
.36
.68
.23
.21
.20
.09
.18
.16
.14
.02
.28
.29
.57
.25
.40
.12
.75
.26
.51
.75
.44
.21
4.28
4.59
3.57
5.98
4.24
.35
.60
1.16
1.19
1.21
1.47
1.72
.81
.87
.90
1.21
1.49
1.27
.41
.91
.76
1.51
1.56
1.55
1.51
1.38
.85
1.64
.72
.72
.75
.74

U
.4
17
17
50
61
88
89
90
.44
.36
.68
.47
.82
.80
.19



.51
.13
.16
.36
.01
.24
.51
.56
.95
.19
.09
.44
.26
.35
.08
2.98
3.41
.82
.47
.36
1.88
2.26
1.98
1.57
1.92
.56
.71
.67
1.21
1.26
1.27
1.24
1.07
.76
1.21
1.06
1.J5
1.36
1.38
.82
.72
1.45
1.52
1.48
ASIAN

M
.5
.55
.07
.15
.76
.20
.09
.94
.16
.72
.70
.47
.42
.80
.64
.78
.74
.27
.53
.70
.29
.97
.22
.20
.21
.55
.44
.36
.71
8.33
8.42
8.02
8.67
10.71
9.66
9.09
.49
.75
.87
.85
.66
.63
.91
1.29
1.26
1.42
1.91
1.89
2.05
1.84
5.34
5.17
5.14
5.60
5.08
4.68
4.91
.85
1.64
.72
.72
.75
1.48

W
9
.04
.86
.85
.77
.17
.19
.34
.44
.56
.70
.94
.85
.79
.92
.59
.58
.57
.51
.70
.16
.57
.17
.34
.56
.51
.68
.49
.00
.67
.11
.67
.08
.38
.27
.03
.15
.75
.58
.95
1.10
1.36
1.52
1.29
1.10
1.12
1.27
1.26
1.16
1.24
1.83
1.98
1.82
2.87
3.44
3.47
3.68



Al

M
.02
.17
.17
.17
.15
.44
.15
.15
.44













.05



.05
.04
.04











.11
.10
.10
.16
.16

.06










U
.02











.61
.60
.55









.05
















.10
.30


.13
.25
.11
.16


.15





TOTAL

MINORITY
5.0
1.40
1.90
3.33
3.78
3.80
5.71
3.43
4.46
7.21
7.70
30.25
32.72
33.53
5.55
6.57
6.86
1.02
1.42
4.25
4.56
4.08
6.02
6.69
7.18
8.46
9.69
20.32
21.30
22.21
25.16
25.15
26.01
25.60
24.44
25.65
10.81
10.55
11. H
12.02
11.96
12.79
15.54
8.38
9.14
9.73
11.70
12.14
11.83
12.17
14.95
14.59
15.43
16.33
16.59
16.32
16.87
2.91
4.24
6.56
6.48
6.52
6.06
6.66
X CHANGE*

+

aae Year
4.39 X
16.93 X
20.88 X
21.05 X
20.26 X
17.81 X
nt YMr
11.24 X
13.25 X
23.67 X
33.76 X
37.08 X
56.26 X
aee Year
1.75 X
26.86 X
29.27 X
46.35 X
U.22 X
45.32 X
ase Year
4.18 X
7.24 X
IS. 23 X
22.91 X
26.84 X
32.96 X
ase Year
4.28 X
13.15 X
17.11 X
15.26 X
* 10.04 X
• 6.59 X
Base Yaar

* 3.15 X
« 11.19 X
• 10.64 X
* 18.52 X
• 25.25 X
Ban Year
+ 9.07 X
* 16.11 X
• 59.62 X
* 44.87 X
« 41.17 X
• 45.25 X
la» Year
• 3.21 X
* 9.23 X
• 10.97 X
• 9.16 X
* 12.64 X
Bait Year
• 45.70 X
• 125.45 X
• 122.68 X
• 124.05 X
+ 108.25 X
• 128.87 X









2.45X "






.82X **






2.90X ••











- 1.85 X "

- 3.65 X •«

• 2.41 X


- .55 X •*








- 2.41 X






• X Charge of Total Minority Fro» 19B7 (late Year) to Curent Flacal Year (1993)

MM (OUKE:  Environaental Protection Agency Payroll fyetoi (EPAYS)

(1) This. CIF should be applied only to data in Fiaul yean 1*90 and beyond.
                                                  106

-------
                                  ENVIRONMENTAL PROTECTION AGENCY
                            MAJOR OCCUPATIONAL GROUPS BY RACE/NATIONAL  ORIGIN/SEX
                              SEPTEMBER  1987 THROUGH SEPTEMBER 1993
                                            (AGENCY-WIDE)
                                       ADMINISTRATIVE
                                                                                         UPDATE 94

ADMINISTRATIVE
CIVIL1M LAM* FOKX (1)
SERIES: 0028
TITLE: ENVIRONMENTAL
PROECTION SPEC a IST
TOTAL
POPULATION: 2228


SERIES: 301
TITLE: ADMINISTRATOR
TOTAL
POPULATION: 729



SEIIES: 334
TITLE: COMPUTER
SPECIALIST
TOTAL
POPULATION 401


SEIIES: 340
TITLE: PROGRAM MANAGE*
TOTAL
POPULATION: 280



SERIES: 343
TITLE: MANAGEMENT
ANALYST
TOTAL
POPULATION: 1061


SERIES: 1102
TITLE: CONTRACT
PROCUREMENT SPECIALIST
TOTAL
POPULATION: 291


FISCAL
TEAR

87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
87
88
89
90
91
92
93
UNITE
WOMEN
40.4
39.91
41.11
42.02
42.47
43.35
43.46
43.13
41.79
40.27
39.17
38.35
38.67
36.10
36.49
21.34
22.56
22.26
23.21
23.67
23.92
44.93
14.19
16.96
17.39
19.90
22.02
24.80
25.36
43.70
43.15
42.95
43.35
46.22
44.56
42.98
28.89
29.86
34.48
36.80
37.55
40.35
40.27
BLACK
M
3.6
2.85
2.91
2.63
2.63
2.51
2.36
2.47
2.56
3.89
3.78
3.77
4.01
4.23
3.70
4.35
4.51
4.38
5.36
5.32
6.36
4.11
3.38
2.34
1.63
2.09
1.83
3.94
3.21
5.19
3.42
4.70
4.62
3.78
3. 50
3.11
8.33
7.58
9.05
8.55
7.81
6.77
8.72
U
5.3
5.13
5.88
6.06
6.32
7.04
7.58
8.30
12.31
13.27
14.12
15.37
15.41
16.01
17.70
7.91
9.02
9.12
8.33
9.31
8.91
37.81
.68
.58
1.09
1.05
.92
.79
1.43
13.33
18.49
18.12
16.76
15.83
17.88
17.44
12.22
13.27
14.66
15.99
14.87
14.74
14.77
HISPANIC
M
2.6
.71
.59
.67
1.00
.87
.97
1.08
.77
1.14
1.19
1.49
1.23
1.06
1.10
1.58
1.50
1.46
1.79
1.86
1.78
.55
2.03
1.17
1.09
1.05
.92
1.18
.71
.74


.58
.18
.52
1.04
1.67
1.42
.86
.74
1.12
1.05
1.01
U
2.6
.71
.73
.86
.84
.96
1.06
1.21
.51
.46
.19
.49
.39
.06
.23

.75
1.09
.60
.27
.25
5.75
.68
.58

.52
.46
.39
.36

.68
.67
1.73
1.26
1.55
1.60
.56
.95
.43
.74
.37
.35
.67
ASIAN
M
1.4
.71
.59
.61
.63
.72
.83
.81
.26
.23
.20
.17
.46
.30
.27
1.98
2.63
2.19
2.66
2.13
2.29
.27

.58
.54
.52
.46
.39
.36

.68

.58
.54
.39
.57



.37
.37
.35

W
1.4
1.43
1.45
1.77
.79
.83
.89
1.64
.77
.92
.80
.66
.62
.21
.10
.98
.13
.46
2.38
2.39
2.54
1.64

.58
.54
.52
.46
.39
.71
.48
.37
.67
.16
.26
.55
.70

.47
.43
.74
.37
.35
.67
• 1
H
.03
.07
.07
.12
.05
.19
.23
.27


.40

.15
.30
.41






.27











.18
.13
.09
.56
.47
.43
.37
.37


U
.03
.14
.20
.31
.42
.39
.37
.49

.23
.60
.50
.31
.45
.69
.40
.38
















.18
.13
.19
.56



.37
.35
.67
TOTAL
MINORITY
17.50
11.75
12.42
13.03
13.66
14.51
15.29
16.47
17.18
20.14
22.28
23.65
23.58
24.62
26.20
18.20
19.92
19.70
21.14
21.28
22.13
50.42
6.77
5.83
4.89
5.75
5.04
7.08
6.79
20.74
24.64
24.16
25.43
23.21
25.64
25.73
Z3.90
24.16
25.66
27.50
25.66
25.97
26.51
» CMAHCC"
*

BMC Tear
5.70 X
10.89 %
16.42 X
23.49 X
30.13 X
40.17 X
M* Year
17.23 X
29.69 X
37.66 X
37.25 X
43.31 X
52.50 X
«e Year
9.45 X
8.24 X
16.15 X
16.92 X
21 .59 X
177.03 X
Base Year




* 4.58 X

lase Year
• 18.80 X
• 16.49 X
• 22.61 X
* 11.91 X
• 23.63 X
• 24.06 X
lite Year
• 1.09 X
• 8.20 X
• 15.06 X
• 7.36 X
• 6.66 X
• 10.92 X













.41 X ••










- 13.88 X
- 27.77 X
- 15.07 X
- 25.55 t

- .30 X




- 10.70 X ••






- 7.70 X ••


                                           TECHNICAL


CIVILIAN LAW* FORCE (1)
SERIES: 0029
TITLE: ENVIRONMENTAL
PROTECTION ASSISTANT
TOTAL
POPULATION: 202


FISCAL
YEAR

87
88
89
90
91
92
93
UNITE
WOMEN
42.9
48.31
45.83
46.73
45.79
37.04
38.60
24.04
BLACK
M
9.0
3.38
2.78
3.27
2.80
3.24
4.19
4.37
U
12.0
31.86
34.26
33.16
34.58
38.89
37.67
18.58
HISPANIC
M
3.2
.97
1.36
1.87
.9}
1.85
1.86
1.09
U
3.4
1.45
1.39
1.40
.27
4.17
.19
2.19
ASIAN
M
1.9
.97
.93
.93
.93
.46
.47
1.64
U
1.6
1.45
1.39
1.40
3.27
3.24
3.26
4.92
Al
M
.04







U
.04




.46
.47
.55
TOTAL
MINORITY
21.0
to. 10
42.11
42.05
45. 78
52.32
52.09
33.33
X CHANGE •
4


5.01 X
4.86 X
14.02 X
30.47 X
29.17 X
16.68 X








• 12.29 I
• X Chan* of Total Hinority frtm 1947 (laM Tear) to Currant Fiaca( Year (199J>.

DATA fOUKZ: Environmental Protection Agency Payroll Syttaa (EMTS)

(1) T»i« CLF should be applied only to data In Fiaeal yon 1990 and beyond.
                                                   107

-------
PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	
                    REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: ORGANIZATION AND RESOURCES

PROBLEM/BARRIER STATEMENT:  Accountability  for achieving  specific affirmative
employment objectives is often lacking at the level of program hiring officials.	
OBJECTIVE:  To increase commitment  and accountability of program/hiring officials
throughout the Agency for improving the representation of minorities and women.
ACTION ITEMS:
Issue affirmative employment program policy, specific goals
and program objectives for Office, Division and Branch levels
as appropriate.
Institute policy and mechanisms for assuring that hiring
officials actively recruit and consider minorities and women
prior to making selections.
Include assessment of progress in meeting specific affirmative
action goals/ objectives in performance evaluations of all
managers and supervisors.
Design, develop and offer EEO Awareness training through the
EPA Institute.
Issue policy statement which outlines specific goals and
program objectives for the Agency and, by example,
demonstrates commitment to affirmative employment.
Provide guidance to hiring officials relative to developing
recruitment mechanisms for minorities and nonminority women.
ACCOMPLISHMENTS STATUS
YES
X
X

X
X
X
PARTIAL


X



NO






                             ACCOMPLISHMENTS

While there continue to be instances  where commitment to, and  accountability for,
improving the representation of minorities and women is  clearly demonstrated and is
considered  "mission related,"  we  have yet to achieve  the objective.   Most  EPA
components include AEP goals and objectives in their annual Affirmative  Employment
Program Plan Update and Accomplishment Reports as required.   Not all manager's
performance standards regarding the management and development of human resources
contain an  EEO element.  Since training helps people develop the skills needed to
effectively interact with each other, a pilot EEO course was developed and demonstrated.
Thereafter, the course evolved more toward managing "cultural diversity."  Training has
been conducted in various organizational components.   The focus remains  on the
development of both EEO and cultural diversity curricula, and to incorporate such training
into management development courses. Specific, detailed instructions and guidance for
the preparation of AEP reports was issued by the OCR on  the development of targeted
affirmative employment goals and objectives.  EPA officials received training  and logistical
support to develop effective recruitment strategies for program objectives.  A National Civil
                                       108

-------
 PART A, Subpart B (Agency-wide)                                  UPDATE 94

 AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN FOR MINORITIES,  WOMEN AND
 PEOPLE WITH DISABILITIES
                REPORT ON ACCOMPLISHMENT OF OBJECTIVE

 PROGRAM ELEMENT: ORGANIZATION AND RESOURCES (continued)

 Rights Program Workshop titled "Workshop 2000 Quality for Equality" was held June 21-
 24,1993. More than 250 EPA employees attended the three and one half day workshop.
 The EPA Administrator gave the keynote address.   Participants  included many  top
 managers from throughout the Agency, EPA EEO Officers, Area Directors for Civil Rights,
 National and  Regional Special Emphasis and Programs Managers, AAship Affirmative
 Employment  Program Managers, EEO Counselors,  other EEO officials  and senior
 program managers. The workshop was organized into the six major topic areas critical
 to an effective civil rights and EEO program - (1) Leadership and Accountability, (2)
 Complaints Processing and External Compliance, (3) Special Emphasis Programs, (4)
 Education and Training, (5) Program Management and Operations, and (6) Affirmative
 Employment Program. The objective of the workshop was twofold: (1) to increase the
 awareness of participants concerning their EEO and civil rights responsibilities and to
 elevate the interest, understanding and support of management officials; and (2) to gain
 input from all organizational components  of EPA into a  two year operating  plan for
 improving the management and effectiveness of the EPA's EEO and civil rights programs.
 The operating plan is presently being developed. Upon its completion it will be distributed
 throughout the EPA for implementation.
EEOC Form 568 (8/87)
                                     109

-------
PART A, Subpart A (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN  FOR  MINORITIES,  WOMEN AND  PEOPLE WITH
DISABILITIES

             REPORT ON ACCOMPLISHMENT OF OBJECTIVES AND ACTION ITEMS

PROGRAM ELEMENT: ORGANIZATION AND RESOURCES

PROBLEM/BARRIER STATEMENT:  Sufficient financial support for the FWP is not being provided. Some
of the FWP Managers have not received training which would provide them the skills, knowledge and
abilities they need to  properly function in their positions.  Others have limited access to information and
guidance.  This impacts on their ability to offer sound advice and assistance to management officials on
employment concerns of women. Activities of the local and national FWP, WISE, and SAAC organizations
are not synchronized  nor mutually supportive. The National FWP Manager does not have the level of field
interaction necessary to select issues for national attention.

OBJECTIVE: The Federal Women's Program, WISE, and SAAC in the Regional Offices and laboratories are
effective in addressing employment issues of women and are able to provide sound advice, information, and
feedback to their management officials and to the National FWP Manager, and effectively lead their councils
and groups.
ACTION ITEMS:
3rovide financial resources, training and guidance to field level
:ederal Women's Program Managers to enhance their skills,

-------
 PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	
                      REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: WORK FORCE                                             ~~~

PROBLEM/BARRIER STATEMENT:  There is a manifest imbalance of minorities and women in major
occupational areas within EPA work force. Failure to remedy this situation results in part from inadequate
targeting of recruitment effort.  	
OBJECTIVE:  To increase the representation of minorities and women in occupational categories and in
organizational components comparable to the civilian labor force.
ACTION ITEMS:
Conduct targeted projected to recruit members of groups that remain
under-represented.
Hire, train and promote EEO group members to increase their levels of
employment in occupations and in organizational components where their
representation is below the appropriate civilian labor force.
ACCOMPLISHMENTS STATUS
ON-GOING
X
X
NO


                              ACCOMPLISHMENTS

The Agency's efforts to focus recruitment in areas of underrepresentation continues to
improve in some organizations as operating component's work with Agency recruitment
specialists, minority professional organizations and minority academic institutions. An
enhancement to the EPAYS automated personnel data system is in the process of being
developed that will provide managers with the capability to track personnel transactions
within their component, i.e., hires, promotions, performance evaluations, awards, training,
etc.; on component employees by race, national origin and sex (data only). However,
ever increasing funding constraints are impacting the progress  of this initiative.  This
situation will  be further explored.  The Agency continues to support and encourage
minorities and  women to participate  in programs that enhance their credentials and
eligibility for promotion to  higher grades.  There  is careful monitoring  of the "feeder
groups" that supply candidates for positions  in grades 13-15, where significant levels of
underrepresentation remain.
EEOC Form 568 (8/87)
                                         ill

-------
PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR MINORITIES,  WOMEN  AND  PEOPLE  WITH
DISABILITIES
                         REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: DISCRIMINATION COMPLAINTS

PROBLEM/BARRIER STATEMENT:  Increased number of discrimination complaints, requiring prolonged
process to reach  resolution, indicates difficult interpersonal relationships in  the work place,  as well as
possible discrimination. Present barriers to improved complaint processing include increasing caseload,
inadequate resources for complaint process, EEOC's narrow interpretation of  the reasons for dismissal of
complaints, and too little understanding of equal opportunity laws and different cultures.

OBJECTIVE: To lessen problems which lead to discrimination complaints and  to expedite process leading
to complaint resolution.
ACTION ITEMS:
mprove relationships in the work place through EEO and
cultural diversity training programs
ncrease resources for complaints.
3ursue accurate complaint acceptance decisions and
Drompt hearing process by EEOC.
ACCOMPLISHMENTS STATUS
YES
X
X
X
PARTIAL



NO



                                     ACCOMPLISHMENTS

The Agency established a cultural diversity taskforce to find methods to help staff members work in an
increasingly diverse environment.  With the success of equal employment opportunity policies, it has
become apparent that individuals  need to learn  better cross-cultural  understanding and improve
interpersonal skills.  It is anticipated that a successful cultural diversity training program will  lessen
interpersonal tensions and diminish  the filing of discrimination complaints.  In concert with an outside
vendor, the Agency is developing a standard Cultural Diversity Workshop for all staff and managers; it should
be piloted and operational  by early FY  1994.  The Agency has conducted pilot EEO training  and is
continuing its efforts to develop a standard EEO course for managers.  To expedite  review of case  law
pertaining to complaints of discrimination and the writing of final agency decisions, a full-time Expert was
hired.  In addition,  new EEO Counselors have been added to the staff and have been provided appropriate
training. The OCR maintains a strict policy on acceptance of only those discrimination complaints filed within
the regulatory time limits established. OCR will continue this policy and will contest  those decisions by
EEOC that appear to broaden this standard for complaint acceptance decisions. The OCR has continued
to support complainants who choose to take their cases to hearing before EEOC by promptly providing case
files and all necessary documents to the EEOC and encouraging the EEOC to conduct hearings in a  prompt
and expeditious manner.
 EEOC Form 568 (8/87)
                                                112

-------
 PART A, Subpart B (Agency-wide)
UPDATE 94
 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND  PEOPLE WITH
 DISABILITIES

                       REPORT ON ACCOMPLISHMENT OF OBJECTIVE

 PROGRAM ELEMENT: RECRUITMENT AND HIRING - MINORITY ACADEMIC INSTITUTIONS
OBJECTIVES:
To expand the EPA's relationships/partnerships among HAIs to
develop cooperative ventures that would benefit both the EPA
(in terms of developing needed professional skills for
employment with the EPA and MAIs (in terms of enhancing the
academic curriculum).
To gain support for both undergraduate and graduate students
and programs in science and engineering fields relevant to the
environment.
To establish a formal National Research Scholars Program in
environmental sciences which focuses on minority academic
institutions.
To expand the use of all types of hiring programs to attract
graduating students.
To introduce scientific and engineering students to
environmental concerns and issues which may stimulate their
interest in seeking career opportunities in the environmental
field.
To maintain a single publication which describes the various
activities performed in support of MAIs.
To expand the current National Urban/Rural Fellows Program
INURF) and establish a 2-year Environmental Science Management
Fellowships (ESMF) Program based on the NURF model.
To increase the availability of qualified minority and
nonminority women scientists and engineers.
'o bring together students and faculty members who are trained
in various specific disciplines to interact in the examination
of environmental issues and problems which would help to
expand the research and teaching capabilities at MAIs and
attract pre-doctoral students or post-doctoral fellows.
To foster a proactive and positive relationship among Agency
components and MAIs.
ACCOMPLISHMENTS STATUS
YES



X
X
X

X


PARTIAL
X
X
X



X

X
X
NO










BACKGROUND:  In 1987, the U.S. Congress passed  P.L  99-383,  Section  8, which established The
President's Taskforce on Women. Minorities and the Handicapped in Science and Technology. In December
1989, the  issued its report which identified serious problems  with science education in the United States
and predicted severe shortages of scientists and engineers in the future due,  in part,  to changing
demographics. The report suggested six national goals and thirty remedial actions that must be taken by
EEOC Form 568 (8/87)
                                           113

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PART A, Subpart B (Agency-wide)                                                    UPDATE 94

AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN  FOR  MINORITIES, WOMEN  AND  PEOPLE WITH
DISABILITIES


                        REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: RECRUITMENT AND HIRING - MINORITY ACADEMIC INSTITUTIONS (continued)


the Nation for the problem to be effectively addressed.  In response to that report the EPA created The
Administrator's Workgroup on Women. Minorities and Handicapped in Science and Technology to review
the recommendations from the President's report and develop a comprehensive strategy for EPA to follow.
Several groups were established to review each of the thirty recommendations in the 1989 report and
develop an Agency Plan. The EPA Minority Academic Institutions Task Force (MAITF). established in June
1990, was one of such workgroups. They reviewed each of the thirty recommendations and as a  result of
that review, developed 34 specific actions that the EPA could initiate.  Since the objectives and action items
deal with issued having impact on minorities, the Action Plan developed by the MAITF was merged into the
EPA Affirmative Employment Program Plan in its FY 1992 Update. While the Office of Civil Rights  has MAI
program  reporting responsibility, the Office of Environmental Equity, established in 1992, has responsibility
for program  oversight.  For the purpose of more effective  program management and ease in program
reporting, the 10 objectives/34 action items have been consolidated and organized under 4 categories in
this portion of the report as well as in the FY 1993 AEP Plan Update.  The 4 categories are:  (1) Education,
(2) Employment,  (3) Research and Development, and  (4) Management Accountability and  Institutional
issues.

                                    ACCOMPLISHMENTS

 EDUCATION:  A new two-year Environmental Science Management Training Program was initiated by the
National  Urban Fellows Program at Tufts University.  This program offers mid-career professionals an
opportunity to earn a masters degree  in environmental science management and to gain work experience
at EPA.  With EPA financial support, eight participants are currently enrolled in this program which started
its second year in September 1992. During FY 1993, the program graduated 8 fellows; in FY 1994 7 were
added and will begin their mentorship in August 1994.

A fellowship  and scholarship program was established to provide long-term financial and mentoring support
to students in undergraduate and graduate environmental programs.

The MAITF expanded an existing undergraduate scholarship program and created a new graduate fellowship
 program for students from HBCUs  and HACUs.   During FY 1992, 20 graduate fellowships and 18
 undergraduate scholarships were awarded to students at 18 minority academic institutions.  The  program
will continue throughout FY 1993 and FY 1994.

 EMPLOYMENT:    Recognizing that  an  effective recruitment  strategy is essential, the MAI Task Force
 recommended that EPA establish college relations programs on several HBCU and HACU campuses. Senior
 EPA officials are now serving as Campus Executives, coordinating recruitment activities, and  fostering
 linkages between these adopted institutions and EPA.
 EEOC Form 568 (8/87)

                                              114

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 PART A, Subpart B (Agency-wide)                                                     UPDATE 94

 AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN  FOR  MINORITIES,  WOMEN  AND PEOPLE WITH
 DISABILITIES
                        REPORT ON ACCOMPLISHMENT OF OBJECTIVE

 PROGRAM ELEMENT: RECRUITMENT AND HIRING - MINORITY ACADEMIC INSTITUTIONS (continued)


 The MAI Task Force established the Coop-Progression Program to build technical knowledge and support
 not only for students, but for MAI faculty and mid-career minority professionals as well. The program was
 piloted in 1991 and expanded during FY1992 to include EPA's laboratories and regional offices.  The Coop-
 Progression program recruits 10th and 11th grade minority students to be employed part-time at EPA. On
 their graduation from high school, EPA pays up to $5,000 a year college tuition and employs the students
 coops during undergraduate and graduate training. In addition, EPA's Office of Research and Development
 (ORD) and some Regions have independently reached out to  local  MAIs to strengthen the relationship
 between EPA and the local institutions by establishing programs in environmental education.  During FY
 1992,10 programs were established across the ORD laboratories to provide cooperative education to Black,
 Hispanic, Native American, and Native Alaskan students.

 RESEARCH AND DEVELOPMENT:  Through the efforts of the MAI Task Force,  three  new Minority
 Academic Institution Research Centers were established at Clark Atlanta University at Atlanta, Southern
 University in Baton Rouge, and the University of Texas at El Paso. The purpose of these centers is to  build
 the research capacities at minority institutions.  The MAI Task Force found that  past funding levels for
 research assistance at MAIs had not been adequate to build research activities in environmental areas, to
 develop curricula in sciences and engineering, or to encourage faculty participation in these fields. The FY
 1992 funding for these three centers was $3 million.  Budget constraints may prevent this program  from
 increasing.

 Faculty from MAIs were encouraged to participate in EPA's Faculty Fellows Program, where they may spend
 4-6 months in research facilities working on priority environmental PART A, Subpart B (Agency-wide).
 projects. The objective is for faculty, enriched by this experience, to return to their home  institutions to
 continue relevant research and  to mentor and encourage students in environmental studies.  This program
 accommodates 15 to 20 faculty from Historically Black Colleges/Universities (HBCU) each year.

 MANAGEMENT ACCOUNTABILITY/INSTITUTIONAL ISSUES:  In order to foster greater support for the
 objectives of Executive Orders  12677 and 12729, the  Management Accountability and Institutional Issues
 Subcommittee, of the EPA's MAI Task Force developed a directory  for managers which lists all of the
 program activities the EPA is engaged  in with MAIs - research grants,  cooperative education agreements,
 intergovernmental personnel act agreements, fellowships, equipment donations or transfers, training grants!
faculty internships, student internships,  and education. The directory is currently in the progress of being
 updated. New copies may be available by January 1995.
EEOC Form 568 (8/87)
                                              115

-------
PART A, Subpart B (Agency-wide)
                                          UPATE 94
AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR  MINORITIES,  WOMEN  AND PEOPLE WITH
DISABILITIES


                        REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: RECRUITMENT AND HIRING

PROBLEM/BARRIER STATEMENT: Unnecessary education restrictions tend to limit development of the
applicant pool, screening out qualified minorities and women for supervisory and pre-supervisory positions.
The barriers  to various ways to eliminate this practice or lessen its effects are due to long-held views on
what constitutes "necessary" credentials for certain federal positions.

OBJECTIVE: To increase the selection rate for minorities and women in supervisory positions and in mid-
level positions that feed them.
              ACTION ITEMS:
  Review proposed announcements of vacant
  upervisory positions to determine where
  nultiple series listing, including the
  Environmental Protection Specialist (EPS)
  >eries, could be used to obtain qualified
  candidates rather that limiting applicants to
  jne or two professional job series.	
  Review staffing requirements for Agency
  :omponents where substantial hiring is
  Dlanned to determine whether restructuring
    professional jobs at the mid-level would
  Dermit the creation of EPS and other
  administrative or technical positions.
  Develop selection data to provide basis for
  monitoring.
  Monitor selection patterns to assess whether
  :o opening up qualification requirements
  •esults in higher rate of selection for
  ninorities and women.
           ACCOMPLISHMENTS STATUS
  GS/GM 13 and above vacancy announcements are
equired to be advertised nationally and open for not less
nan 30 calendar days.  Vacancy accouncements were
 istributed to community groups, employment agencies
 nd posted on official bulletin boards throughout the
 Agency. While development of an applicant tracking was
 bandoned as previously reported, the Agency has
developed a system to track the race, sex, etc., of
 electees for supervisory positions.  Some Agency
 ;omponents have restructured mid-level professional
Dositions to allow for the establishment of entry level
 kills.  Selection patterns are monitored to determine
/vhere additional emphasis needs to be placed.
 EEOC Form 568 (8/87)
                                                 116

-------
PART A, Subpart A (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN  FOR  MINORITIES,  WOMEN  AND  PEOPLE  WITH
DISABILITIES

                          REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT:  RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: Present recruitment efforts are not  producing a sufficient number of
targeted group applicants for all SES positions.  Further, although the number of qualified targeted  group
candidates is steadily increasing, they are not being selected at an acceptable rate.	
OBJECTIVE: An SES recruitment program which produces a sufficient number of qualified targeted  group
applicants for  consideration and  a  staff of selecting  officials who make  selection of targeted  group
candidates to SES positions a priority goal.
ACTION ITEMS:
Develop and implement an SES Recruitment Program designed to reach both qualified minorities and nonminority women.
Design and maintain a system by which qualified candidate applications are tracked to determine the number of minority
specific race, national origin) and nonminority women applicants for SES positions.
(by
Design, develop, and publish a borchure highlighting EPA's mission and the varied professional groups that work at EPA.
Distribution should be directed at female and minority communities.
Monitor and assess the effectiveness of the SES Recruitment Program.
                                          ACCOMPLISHMENTS

In January 1992, the EPA implemented an SES Minority Recruitment Plan. The Plan established a standard minority recruiting
"questionnaire" for selecting officials to complete as part of the administrative  recruitment process.   The  intent of the
questionnaire...to  generate thought and  pro-active plans regarding what specific action is needed to ensure  that  the SES
announcement reaches and attracts sufficient numbers of qualified minorities and nonminority women candidates.  Between the
end of FY 1992 and FY 1993, the total SES population decreased by 14 (4.9%) from 287 to 273. White men decreased by 19 from
218 to 199.  In contrast, the number of White women increased by 4 (+7.3%) raising their number from 55 to 59.  There was no
change in the number of minority men.  The number of minority women increased from 2 raising their percentage from less than
one percent to 1.1%.  Since minority men experienced their greatest increase (see the chart below) over the past 5 year period
between the end of FY 1991  and FY 1992, the period during which the questionnaire was implemented and used, it could be
concluded that implementation of the "questionnaire" had a positive  effect. Using this same criteria, it does not appear that the
steady increase of White women was as a result of the questionnaire.

Minority men
Minority
women
White women
1987
10
1
26
1988
10
1
28 (+2)
1989
8 (-2)
1
36 ( + 8)
1990
10
1
41 (+5)
1991
10
1
48 (+7)
1992
13 (+3)
1
55 (+7)
1993
13
2
59 (+4)
EEOC Form 568 (8/87)
                                                    117

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PART A, Subpart A (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN FOR  MINORITIES, WOMEN  AND PEOPLE WITH
DISABILITIES

                       REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT:  RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: Current recruitment efforts are not yielding sufficient gains in the hiring
of minorities and nonminority women.	
OBJECTIVE:  Recruitment actions which result in the selection of minorities and nonminority women at a
progressive rate particularly in those occupational categories and grade levels where these targeted groups
remain underrepresented.
ACTION ITEMS:
Appoint recruiting teams made up of senior managers with
ull hiring authority.
3rovide training to recruitment team members regarding
ecruitment responsibilities, interviewing techniques,
•eporting requirements, etc.
Develop an Agency-wide recruiting plan that assesses
Budget needs, targeted positions, recruitment events, etc.
Establish an incentives system to recognize recruitment
earns and/or recruitment team members who are
successful in meeting hiring objectives.
Achieve the affirmative employment program goals identified
n the Plan.
Monitor and assess the effectiveness of recruiting efforts.
'repare an FY 1992 AEP Accomplishment Report and FY
1 993 AEP Plan Update according to instructions provided
Dy the OCR and provide reports within the specified
imeframe.
ACCOMPLISHMENTS STATUS
YES



X

X

PARTIAL
X
X


X

X
NO


X




                                    ACCOMPLISHMENTS

As discussed in other sections of this report, the EPA is engaged in a wide variety of activities to enhance
the employment as well as the advancement of minorities and nonminority women in the Agency - to
highlight some of the major accomplishments...implementation of an SES Minority Recruitment Plan; the
establishment of a requirement that all  GS/GM 13 and above vacancy announcements be advertised
nationally and be open for not less than 30 days; the development and implemented of a 5-Year Strategic
Marketing Plan tailored to meet the professional recruitment needs of the Agency and expand the diversity
of its workforce; the EPA's increased involvement in, and contributions to, Minority Academic Institutions;
and the preparation and publication of a comprehensive Recruitment Resources Guide to assist managers
in targeting specific minority populations in colleges, universities, and professional organizations.
EEOC Form 568 (8/87)                                                                   ~~
                                               118

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PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT PROGRAM  PLAN FOR MINORITIES, WOMEN  AND  PEOPLE WITH
DISABILITIES

                     REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: RECRUITMENT AND HIRING

PROBLEM/BARRIER STATEMENT: There  is a manifest imbalance and, in some cases, conspicuous
absence of minorities and women in upper grade levels and in supervisory positions.

OBJECTIVE:   To  increase the representation of minorities and  women in  upper grade levels  and
supervisory/managerial positions, initially to at least their percent of representation in EPA's workforce and
ultimately to their percent of availability within the relevant civilian labor force.
ACTION ITEMS:
Conduct targeted projects to recruit members of groups
hat remain underrepresented.
Hire minorities and nonminority women in EPA components
where their representation is below the relevant CLF. Train
ind promote EEO group members who have the potential
or advancement.
ACCOMPLISHMENTS STATUS
YES
X

PARTIAL

X
NO


                               ACCOMPLISHMENTS
 In some cases, Total Quality Management (TQM) practices have helped in this area by
 increasing communications between managers and employees.   These  increased
 communications have resulted in more rotational "leadership-oriented" assignments within
 organizational components.  This is providing opportunities for some employees to gain
 experience in managing and developing leadership skills. Again, as discussed elsewhere
 in this section, the EPA  has developed and/or participates  in a variety of  leadership
 development programs such as the OPM sponsored Women's Executive Leadership
 (WEL) Program, and EPA's Greater Leadership Opportunities  (GLO) Program which are
 designed  to prepare minorities and women for leadership positions. To meet the need
 for long-range leadership  development for employees in grades ranging from GS-4 to GS-
 10, the EPA created a program known as Goal Setters Reaching for Opportunities (GRO).
 To help increase manager's awareness of the present skills and capabilities of minorities
 and  women, special workshops are held during special observance  weeks/months.
 Minorities and women in supervisory/managerial positions are "spotlighted" in employee
 and  management newsletters.
EEOC Form 568 (8/87)
                                         119

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PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES, WOMEN AND  PEOPLE WITH
DISABILITIES

               REPORT ON ACCOMPLISHMENT OF OBJECTIVE AND ACTION ITEMS

PROGRAM ELEMENT: RECRUITMENT AND HIRING

PROBLEM/BARRIER STATEMENT:  Present recruitment efforts are not producing a sufficient number of
targeted group applicants for specific occupational categories and higher grade levels (GS/GM 13-15) where
underrepresentation exists. Further, although the number of qualified targeted group candidates is steadily
increasing, targeted group members are not being selected at an acceptable rate.

OBJECTIVE:   A recruitment program which produces a sufficient number of qualified targeted group
candidates for consideration and a staff of selecting officials who make selection of targeted group members
for occupational categories and grade levels where underrepresentation exists a priority goal.
ACTION ITEMS:
Develop and implement an Agency-wide recruiting program
designed to reach and attract qualified minorities and
lonminority women for occupational categories in which
argeted groups are underrepresented particularly at grade
evels 13 and above in the EPA's major occupational
:ategories(1).
*\chieve the AEP goals identified in this Plan.
Monitor and assess the effectiveness of recruiting efforts.
3repare an FY 1992 AEP Program Accomplishment Report
ind a FY 1993 AEP Plan Update according to instructions
]iven by the OCR and submit reports within the specified
imeframe.
Develop a succession planning model for
jrojecting/identifying replacements for expected vacant
nanagerial positions and developing a pool of qualified
•eplacements.
ACCOMPLISHMENTS STATUS
YES




X
PARTIAL
X
X

X

NO


X


(1)  Series: 0028,0029,0301,0334,0340,0343,0345,0401,0510,0511,0819,0893,0905,1120,1301,1320,1305.

                                     ACCOMPLISHMENT
EPA's efforts to increase the number of minorities and nonminority women in occupational categories and
grade levels where underrepresentation exists have focused on targeted recruitment and in developing the
skills, knowledge and abilities of its employees. To reach qualified applicants for targeted occupations, the
EPA has engaged in a variety of initiatives such as .... advertising vacancies for targeted occupations in
publications having a significant minority and women readership.  Further, EPA solicits assistance from
community organizations, having interest in employment issues affecting minorities and women, in locating
qualified candidates for employment consideration.

EEOC Form 568 (8/87)
                                               120

-------
PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES,  WOMEN  AND PEOPLE WITH
DISABILITIES	
                        REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: RECRUITMENT AND HIRING

PROBLEM/BARRIER STATEMENT: Many organizational components lack a comprehensive recruitment plan
and strategy involving program officials to located and attract minority and female applicants. Barriers to
resolving this deficiency include failure to ensure accountability of managers in planning  and executing
strategies to achieve EEO goals and coordination with Agency recruitment offices.

OBJECTIVE: To increase the involvement of hiring officials in planning and carrying out effective targeted
recruitment.
ACTION ITEMS:
Identify position vacancies and budget resources for travel
and other recruitment activities.
Identify position vacancies and budget resources for travel
and other recruitment activities.
Provide information on hiring authorities and special
employment to hiring officials.
Provide information and contacts for applicant sources of EEO
groups.
Coordinate scheduling of recruitment Agency-wide.
ACCOMPLISHMENTS STATUS
YES
X
X
X
X

PARTIAL





NO




X
                                     ACCOMPLISHMENTS

In view of its need to attract a larger share of a smaller pool, the EPA is taking a more progressive approach
to employee recruitment.  A central focus to these efforts was the development of a 5-Year  Strategic
Marketing Plan that will enable the EPA to become the "employer of choice" among its targeted audiences.
The Plan theme "Preserving Our Future Today is clear, relevant and compelling and captures the essence
of the mission of the agency.  An effective means of recruiting candidates  is through establishment of a
meaningful  and reliable network of referral.  The Plan is tailored to meet the professional recruitment needs
of the  agency while at the same time significantly expanding the diversity of its workforce.  Through
executive policy statements, memorandums of guidance and instruction, management responsibilities have
been clearly communicated.  In addition, a variety of hiring authorities and special employment programs
continues to be used to attract qualified applicants. The Agency's efforts, intentions and accomplishments
regarding Minority Academic Institutions is well documented in this report.  The appointment of personnel
with responsibilities for identifying and establishing effective recruitment sources has produced better results
in recruitment efforts. The Human Resources Management Division, Research Triangle Park, prepared a
Recruitment Resources Guide to assist managers in targeting specific minority populations in  colleges,
universities  and professional organizations. The Guide gives information on (1) minority populations by State
from the 1990 Census, (2) local and national colleges and universities that have significant minority student
populations, (3)  lists minority  professional organizations and publications, and (4)  identifies specific
occupational series that are targeted for affirmative employment  initiatives and  lists the  recommended
sources for targeted recruitment.

EEOC Form 568 (8/87)
                                                 121

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PART A, Subpart B (Agency-wide)
                                   UPDATE 93
AFFIRMATIVE  EMPLOYMENT PROGRAM  PLAN  FOR  MINORITIES,  WOMEN  AND  PEOPLE  WITH
DISABILITIES

                          REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS

PROBLEM/BARRIER STATEMENT: Some managers believe that minorities and women are not qualified
for supervisory and managerial positions and tend not to select them for these job.  Lack of understanding
by some Agency officials as how to diversity in the work force should be valued, along with absence of EEO
and cultural diversity training, constitute barriers to resolution of this problem.
OBJECTIVE: To achieve a level of representation of minorities and women in management positions at least
equal to their rate of availability in the relevant CLF.
                  ACTION ITEMS:
                                                YES
                                                                ACCOMPLISHMENTS STATUS
                                                                        ACCOMPLISHMENT
 Provide minorities and nonminority women  with
 project management assignments, details,
 rotational assignments,  temporary promotions to
 supervisory positions,  and other career
 development options to enhance their visibility
 and permit them to demonstrate their skills.
 Expand mid-level targeted training opportunities
 to address specific needs of minorities  and women
 and enhance their credentials.
 Expand training for managers and supervisors in
 EEO awareness, affirmative employment programs
 and cross-cultural communications.
 ^ublish and highlight  the "success stories" of
 minorities and women within the Agency to
 increase their visibility to managers and as role
 models.
 Provide workshops, seminars and other training in
 documenting and presenting relevant managerial
 experience through applications, resumes  and
 interviews.
 Plan and hold special  observance activities for
 Black,  Hispanic, Asian, American Indian and Women
 to highlight their contributions i.e.,  Black
 History Month, Women's History Month,  etc.
While minorities and women are participating  in
developmental programs,  their participation rate
remains  below the desired level.  Rotational
assignments are an important component in
providing career development opportunities for
employees particularly minorities, women, and
people with disabilities.  By the close of FY
1993, 7  executive level  rotational assignments
were made to serve as Special Assistants to the
Administrator and/or Deputy Administrator.
Participants included 2  Asian-American women, 1
Black man, 2 White women, and 2 White men.
Organizational components continue to be urged
to use special training  and development
assignments especially for mid-level positions
that feed grade levels where minorities and
women remain underrepresented.  Accordingly,
through  the Greater Leadership Opportunities
program  and other initiatives adopted by
individual operating components, targeted
training opportunities are expanding and will
continue to do so.  Although there is some EEO
training and workforce diversity awareness
training included in supervisory courses, the
Agency has not yet established such training
courses  for managers to  take on a routine basis.
Training has been developed and is being
offered.  The Special Emphasis Program managers,
at headquarters and in the field, along with
staff of the Office of Human Resources
Management, provide information through various
media regarding advancement of minorities and
women.   Although this practice is ongoing, it
could be more effective  if carried out routinely
throughout the Agency.  At headquarters, regions
and laboratories, at least one major event is
scheduled for each of the special observances.
EEOC Form 568 (8/87)
                                       * Partially accomplished
                                                 122

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PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	
                       REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS

PROBLEM/BARRIER STATEMENT: Minorities and women lack opportunities for career training and career
development especially at the mid-level.  Possible barriers to resolving this problem include effectiveness
of existing development programs and size of such programs.	
OBJECTIVE:  To expand mid-level developmental  opportunities and the participation  of minorities and
women in them.
ACTION ITEMS:
Evaluate and refine "Greater Leadership Opportunities" program to
develop a model for adoption agency-wide.
^dapt GLO to individual organizations facilities to increase opportunities
or participating in mid-level training.
Assure broad publication of all training and developmental opportunities
or participation in mid-level training.
Encourage minorities and women to apply for participation in GLO,
details, rotational assignments, and other developmental opportunities
nside and outside EPA.
Assure development of participant data on the range of career
Jevelopment options and tracking of career paths following program
jarticipation.
Review Upward Mobility program to determine whether and how the
concept can be expanded to target a higher grade ceiling which
eaches into mid-level jobs.
Study problems of "back-filling" for rotational assignments to determine
what approaches might be taken to facilitate this process.
ACCOMPLISHMENTS
STATUS
YES
X

X
X
X

X
PARTIALLY
ACCOMPLISHED

X



X

the Greater Leadership Opportunities (GLO) program is a one-year multi-dimensional program targeted for
full-time, non-supervisory minorities and women in mid-level positions GS 11 through 13 with a minimum
of two years of EPA service. The program is designed to provide participants exposure and visibility through
developmental assignments as well  as provide leadership training.  GLO Class  numbers 10 and 11
"graduated" 54 employees of which 23 (43%) were minorities. To further address the need for leadership
development for grades GS 12 and above, as part of the EPA's succession planning, a "straw proposal" was
produced. The proposal was adopted by the EPA Institute. Working with the EPA Training Network (an
association of fourty-three separate EPA training organizations), the Institute developed the "Curriculum of
the 90s" - including recommended competencies for all employees in three major areas: Cross-Cutting Skills
(individual work skills such as effective writing, speaking, problem solving, etc.), EPA Themes (e.g. TQM,
Cultural Diversity, Risk-Based Decision-making, etc.), and Leadership.

EEOC Form 568 (8/87)
                                             123

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PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM PLAN FOR MINORITIES. WOMEN  AND  PEOPLE  WITH
DISABILITIES

                      REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS

PROBLEM/BARRIER STATEMENT: Some managers believe that minorities and nonminority women are not
qualified for supervisory positions and some employees are unable to relate well to persons of a different
race, ethnicity or gender. Awareness of the Agency's affirmative employment obligations and availability of
sufficient resources may be a barrier to assessing the need for and developing comprehensive training.

OBJECTIVE:  Offering training to employees that helps them  understand the requirements of  equal
opportunity law and value the diversity within the workforce so that evaluation and advancement can  occur
without regard to employees' race, ethnicity or gender.
ACTION ITEMS:
Continue development of Cultural Diversity Task Force
•ecommendations.
Monitor EEO complaints or problems to determine training
leeds.
Develop training that will address those aspects of equal
upportunity law and workforce diversity that will assure that
smployees, especially managers and supervisors,
jnderstand the Agency's obligations and how best to value
he diversity of the workforce.
ACCOMPLISHMENTS STATUS
YES
X
X
X
PARTIAL



NO



                                 ACCOMPLISHMENTS

The increasing diversity of employees in the workplace is an important issue for the EPA.
We realize the importance of understanding and appreciating the more diverse workforce
of the future. EPA's diversity effort is based on an integrated systematic approach aimed
at making the Agency more effective in achieving its mission and becoming an "employer
of choice". In 1992, the Diversity Taskforce published its "Proposal for Bold Action" which
outlines  specific  strategies for addressing each  of the diversity challenges  for EPA.
Training  on  EEO law and valuing  workforce  diversity  was  conducted  and  action is
underway to adopt the Taskforces' comprehensive plan of action to successfully meet the
challenges  discussed in its report.   In  1993, the Diversity Task Force's Education
Committee worked with a vendor to develop a workshop  on Cultural  Diversity for EPA
staff and managers.
EEOC Form 568 (8/87)
                                           124

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PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM PLAN  FOR MINORITIES,  WOMEN AND PEOPLE WITH
DISABILITIES

                     REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS

PROBLEM/BARRIER STATEMENT: Supervisors, managers and executives have not mastered essential
managerial competencies so that consistent quality is achieved in their efforts to develop people and
manage a diverse workforce.     	
OBJECTIVE:  A management team that possesses the competencies that will provide the framework,
direction and leadership to their organizations to improve  effectiveness and efficiency while responding
flexibly to new demands.
ACTION ITEMS:
Prepare an annual management development plan to
address the needs of the organization as defined in EPA
Order Number 3140.3, subject: Management Development
Policy and Guidance, Chapter 2, paragraph 2a.
Use the Individual Development Plan (IDP) process to focus
on needs of individuals with managerial responsibilities as
defined in EPA Order Number 3140.3
Explore the feasibility of expanding career counseling
resources.
ACCOMPLISHMENTS STATUS
YES



PARTIAL

X

NO
X

X
                                ACCOMPLISHMENTS
Management commitment is essential to establish an Agency culture that will nurture the
development of employee skills. To achieve this, managers must demonstrate leadership
by planning strategically; demonstrating their commitment to EEO and fairness in all of
the  relationships with employees and applicants; communicating  in  all directions;
empowering employee  decision-making; team building; encouraging and supporting
growth, development, and innovation; recognizing and rewarding employees for individual
actions, as well as team participation; and coaching and giving feedback.  Developing an
EPA management team with these characteristics is our vision and our challenge. To that
end, the EPA has established the criteria for "Model Manager" succession planning. The
EPA Institute developed a  list  of skills and knowledge areas that all managers should
have. This comprehensive  list, called the "Curriculum of the 90's", encompasses survival
skills, EPA themes and leadership skills.
EEOC Form 568 (8/87)
                                          125

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PART A, Subpart B (Agency-wide)
            UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	
                        REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT:  PROGRAM EVALUATION
PROBLEM/BARRIER STATEMENT:  There is a need for a range  of specific workforce data that is not
currently retrievable through existing systems.  The impediment to the development of the automated
programs as a "single step" is the lack  of sufficient funds to support program design and develop.
Therefore, programs must be designed/developed in stages over a 3-5 fiscal year period.

OBJECTIVE:   To provide management with  adequate  data to  monitor and  evaluate the Affirmative
Employment  Program as a basis for improving the representation of minorities and women.
ACTION HEMS:
Determine specific data requirements for
integrated EEO/Affirmative Action Tracking
system.
Secure resources to convert a range of
existing reports or develop new ones to
neet data requirements.
Connect office computer to Agency's
mainframe to access data through FOCUS
and other programs.
Train HQ/Regional in the use of existing
and new data systems.
ACCOMPLISHMENTS STATUS
YES
X

X

*

X

X
ACCOMPLISHMENT
Specific data requirements have been identified. However, this is a
continuing process since new data needs arise as program review and
evaluation becomes more sophisticated and/or program responsibilities
expand.
Since implementation of a Memorandum of Understanding addressed in
the FY 1993 AEP Plan Update, significant modifications, upgrades,
updates and/or new programs have been made/generated. Since some
program modifications are complicated and time consuming, it is
estimated this effort will take place over the next 3 fiscal years. (See
further remarks below)
Accomplished.
A training program was held in Cincinnati over a two-day period. A "pre-
training" session was held with senior managers representing Laboratory
Directors. The training provided an opportunity for participants to gain a
working knowledge of the EEO/Affirmative Employment Program and the
data systems used in monitoring and evaluating the progress of the AEP.
he Memorandum of Understanding between the OCR and the Administrative Systems Division, specifically
outlines the framework upon which the Agency's Equal Employment Opportunity Reporting System (EERS)
will be developed, implemented, managed and maintained. It also assigns major roles and responsibilities
necessary to ensure uninterrupted operation, support and maintenance of the system. The Director, OCR
appointed an EERS Administrator to ensure that the system meets the needs of users throughout the
Agency.  The EERS Administrator was given the authority to direct the day-to-day operation of the EERS
and the authority to grant/deny EERS user access so that system security is not compromised. Since
implementation of the agreement, the ASD has assigned a Systems Manager to the EERS and work on the
system has begun. A second tier of system  automation began during FY 1993 and is expected to continue
throughout FY 1994. To enable management officials to have computer generated access to workforce data
which specifically pinpoints areas  needing affirmative action initiatives, the OCR is in the process of
examining an existing automated system for  Agency-wide use, developed by one of the EPA's Headquarters
components. The system gives data in specifically prescribed formats using LOTUS software.  The "LOTUS"
reports are ideal since they can be modified to accept data directly from the  EPA's Payroll System.  This
action would eliminate the need for Agency components to do data "gathering" which is time consuming,
costly and subject to error.  Agency-wide application is being explored.
EEOC Form 568 (8/87)
Partially accomplished
                                              126

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PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES    	
                       REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT: PROGRAM EVALUATION                                        	
PROBLEM/BARRIER STATEMENT: Some AAships and Regions have not followed instructions provided by
the Office of Civil Rights (OCR) regarding the content of their reports. In addition, most Agency components
have been untimely in submitting their reports to the OCR.  Eight (32%) of the components did not submit
a report.  This has caused considerable delay in the preparation of the Agency-wide Plan Update and
Accomplishment Report.  Further, accountability on the  part of  management officials for developing,
implementing, and evaluating component  AEP Plans/Accomplishment  Reports continues to be sorely
lacking.

OBJECTIVE:  Cooperation on the part of each Agency component in preparing and submitting their AEP
Plan Update  and Accomplishment  Report covering all  the elements instructed and in the format and
timeframe established.
ACTION ITEMS:
Jtilize the Affirmative Employment Program Planning,
Development, Execution and Evaluation workbook to
conduct internal program reviews. Forward a copy of
)rogram reviews to the AEP Manager, OCR.
'repare annual AEP Update and Accomplishment Reports
ollowing the instructions provided by the OCR.
3rovide component Affirmative Employment Program
eports to the OCR within the timeframe specified.
ACCOMPLISHMENTS STATUS
YES



PARTIAL
X
X
X
NO



                                         STATUS

Cooperation on the part of each Agency component in preparing and submitting their AEP Plan Update and
Accomplishment Report continues to be a problem. Only four (16%) Agency components submitted the
report within the timeframe established (Office of Policy, Planning and Evaluation; Office of Administration
and Resources Management; Research Triangle Park Laboratories; and Las Vegas Laboratories). None of
the Regions could be considered timely in their submission. Eight (32%)  of the components were near or
slightly over one month late.  Five (20%) were two to three months late and eight (32%) were not received.
 EEOC Form 568 (8/87)
                                                127

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PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	
                     REPORT ON ACCOMPLISHMENT OF OBJECTIVE

PROGRAM ELEMENT:  PROGRAM EVALUATION
PROBLEM/BARRIER STATEMENT: The full realm of each individual organizational components' Affirmative
Employment Program initiatives are not being reviewed and the results of their efforts are not being
considered in the performance evaluation process.

OBJECTIVE: A comprehensive and consistent formal process through which Affirmative Employment
Program initiatives are reviewed, specific results assessed, and used in evaluating the performance of
management officials.
ACTION ITEMS:
Develop an Affirmative Employment Program Checklist
containing specific program elements to be considered in
eviewing, assessing and evaluating the results of affirmative
employment initiatives of management officials.
3rovide copies of the Affirmative Employment Program
Checklist to the Administrator, Deputy Administrator and
senior Management Officials.
Jse the Affirmative Employment Program Checklist, among
sther things, to review, assess and evaluate the
jerformance of management officials.
Jse the Affirmative Employment Program Checklist, among
Dther things, to review, assess and evaluate the
effectiveness of Agency component programs.
ACCOMPLISHMENTS STATUS
YES
X



PARTIAL



X
NO

X
X

                                ACCOMPLISHMENTS

 Initially, the  "Checklist"  was  to  have solely addressed the Affirmative Employment
 Program.  However, in the early stages of development, it was recognized that a more
 comprehensive checklist was needed to include the full realm of Civil Rights. To ensure
 that all topical areas were included, a team of subject matter experts was organized. The
 checklist covers  17 major areas of  interest - policies and practices; organization and
 resources;  staffing;  affirmative  employment; workforce  profiles;  special  emphasis
 programs; training and employee development; awards; disciplinary actions; recruitment
 and retention; outreach and external affairs; workforce diversity; environmental equity; and
 patterns of discrimination complaints.   The  checklist  was  coordinated with all EPA
 components.  During FY 1993, some EEO Officers in the Regions used the Checklist as
 a "self-assessment" tool.  In some cases, specific actions were taken to correct noted
 shortfalls.  The Checklist awaits formal Agency-wide implementation.
EEOC Form 568 (8/87)
                                         128

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PART A. Subpart B (Agency-wide)                                                    UPDATE 94

AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR  MINORITIES,  WOMEN  AND PEOPLE WITH
DISABILITIES
          ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

                            NOTEWORTHY ACTIVITIES/INITIATIVES

                                       AGENCY-WIDE
The following are activities, initiatives, etc., which the EPA engaged in during FY1993 that are not described
elsewhere in this report and are of significant importance to its EEO/Affirmative Employment Program:

SPECIAL STAFF (OCR) TRAINING/EDUCATION:  The  EPA views a well informed and technically
competent Civil Rights staff to be among the critical elements needed for a successful Equal Employment
Opportunity/Civil Rights  Program.  To be most productive and effective EEO careerists  must have
knowledge of current legislation, rules and regulations having direct/indirect impact on personnel practices,
policies and procedures.  An organizations' ability to attract and retain a cadre of experts in any field
depends  upon its ability to demonstrate  concern for and commitment to furthering their  education and
development.  In keeping with this  principle, during 1993, the EPA provided training for its members of the
Civil Rights  staff by conducting:

    * Training forums, some covering a period of several days, which gave EEO staff and other participants
an  opportunity  to  expand  their  knowledge  in specific  subject  areas  i.e., affirmative employment,
environmental equity, minority academic institutions,  environmental education, discrimination complaints,
external compliance, special emphasis issues, and statistical data analysis and program review. The training
forums also provided an opportunity for participants to exchange information, discuss similar concerns and
ideas, and meet and  develop a rapport with new members of the staff.

    *  The EPA's Black Employment Program, unlike the Hispanic and Federal Women's Program, is not
based on any mandate.  Nevertheless, it was established to call attention to the needs and concerns of its
Black employees as well as employment applicants, and to address the conditions which presently exist that
may serve as barriers or impediments to their employment and/or advancement. The Program is an integral
part of the Agency's EEO Program under the stewardship of the Director, Office of Civil Rights. To assure
the necessary leadership and expertise needed to achieve the goals and objectives of the program, the
Agency employs a full-time National Black Employment Program Manager (NBEPM). To assist the NBEPM,
collateral  duty BEP Managers have been appointed, on a collateral duty basis, in each Region and
Laboratory.   So that each individual  may fully contribute to their special assignment, various training
opportunities are provided.  One such opportunity is the Agency's annual Black Employment Program
Manager's Training Conference which is typically held in conjunction with the Annual Blacks  in Government
(BIG) Training Conference. Attendance and participation in thes training conference gives BEP Managers
a chance  to meet and discuss issues with Black national/community leaders, develop and/or enhance their
skills,  knowledge and abilities as special  emphasis program managers and network with  other program
officials and experts.
EEOC Form 568 (8/87)

                                               129

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PART A, Subpart B (Agency-wide)                                         UPDATE 94

AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR MINORITIES,  WOMEN  AND PEOPLE  WITH
DISABILITIES	
               AGENCY-WIDE NOTEWORTHY ACTIVITIES/INITIATIVES (continued)

AMERICAN INDIAN SCHOLARSHIP PROGRAM: The EPA stepped up its efforts to target recruitment of
American Indians for example, it contacted American Indian students  enrolled in various colleges and
universities to solicit their applications for consideration for either summer or full-time employment. Through
cooperative efforts of various program offices the EPA funds an American  Indian Scholarship Program
administered by the American Indians in Science and  Engineering Society (AISES).  During FY 1993,
$182,000. was allocated for 41 scholarships.  Efforts are underway to create a specific budget for the
scholarship program.

ADMINISTRATIVE SUPPORT CAREER MANAGEMENT SYSTEM:  In a report from the  EPA National
Human Resources Council to the Administrator on the impact of technological changes on the EPA work
force, it was recommended that the Administrator commission an Agency-wide review and analysis of the
secretarial/clerical jobs within the context of the changing technological environment.  It was recommended
that consideration be given to a major redesign of job descriptions for secretarial/clerical employees. The
report suggests  that roles  such  as Office  Managers, Office  Automation  Assistants, Communication
Specialists or Program Assistants may evolve.  Since publication of that  report, several  EPA organizations
studied the  impact of technology  on their secretarial  workforce, developed pilot  career management
systems, conducted internal assessments of their secretarial work force, or convened discussion groups to
review the issues raised in that report. As a result of collaborative efforts between Headquarters, Regions
and Field staffs, and the Secretarial Advisory Council, an Administrative Support Career Management System
was established in the later part of FY 1991  and implemented in FY 1992.  By the close of FY 1993, 75
percent of the implementation plans were in place.  Eighty-one percent of managers and supervisors
received a one hour briefing and a half day training session. Approximately 275 position were reclassified
from secretarial/clerical to other "office management" type positions.  Of the 275, 25 were at Headquarters.

PEOPLE WITH DISABILITIES PROGRAM:  To give much needed added emphasis to the program two
employees have been assigned program management responsibility - one full-time Program Manager to
serve Headquarters, and one individual, located in Region 5, to serve on a collateral duty appointment to
serve all Regions.  Both positions were filled through competitive procedures  - not to exceed one year.  In
addition,  the EPA  expanded  its  association with  organizations concerned with the  placement and
advancement of people with disabilities to develop sources of qualified candidates, exchange information,
and explore avenues for program enhancement.  One example of the EPA's  expanded networking is with
the International Association of Machinists Center for Administering Rehabilitation and Employment Services
(IAM CARES) - a federally-funded professional placement agency that screens and matches qualified worker
with the staffing needs of employers.  The Director, Office of Civil Rights (OCR) is a member of the IAM
CARES' Business Advisory Council (BAG) which  provides guidance and support to IAM CARES projects.
One of the EPA goals in FY 1994 will be to develop an effective working relationship with the Business of
Advisory Council for the Bridges...From School to Work (BFSW) Program1 through the Director's, OCR
membership on the Council.

EEOC Form 568  (8/87)
    1 The Marriott Foundation for People with Disabilities was established in 1989 by the family of J. Willard
Marriott, founder of Marriott Corporation. The Foundation's mission is to foster the employment of young
people with disabilities.  To achieve this mission, the Foundation developed and operates a transition
program, "Bridges....From School to Work" which develops paid internships for students in their final year
of high school.


                                               130

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PART A, Subpart B (Agency-wide)                                        UPDATE 94

AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN FOR  MINORITIES, WOMEN  AND  PEOPLE WITH
DISABILITIES	
               AGENCY-WIDE NOTEWORTHY ACTIVITIES/INITIATIVES (continued)
 SPECIAL PROGRAMS: The Minority Fellows Program is a joint project of the Office of Research and
 Development (ORD) and the Environmental Careers Organization (EOC), a national, nonprofit organization.
 Through the FELLOWS Prograin now in its ninth year, EPA advisors may compete for one of 35 students
 from Historically Black Colleges and Universities and Hispanic Association of Colleges and Universities
 institutions.  The 35 Fellows in the program are receiving scholarships from EPA and are required to do
 research summer internships at the Agency through the EOC program. The Fellows Program is fully funded
 by the ORD. The Environmental Associates Program is also a joint venture between EPA and the ECO.
 Coordinated by the Office of Environmental Equity, the program matches student interns from universities
 throughout the nation with EPA projects initiated by EPA supervisors and managers. In FY 1993, over 100
 interns (70%) minorities) completed assignments at various EPA Laboratories, and Headquarters.

 The EPA's Summer Honors Program is a significant source for quality student lawyers.  Second year
 students who participate in the program are considered  for full time employment after their graduation.
 Through this program five minority lawyers were hired.  Nine students participated in the 1993 Honors
 Program which included 5 (56%) minorities.

 A variety of programs operating throughout the EPA under various titles (e.g., The Discovery Program, The
 Minority Research Apprenticeship Program, etc.) continue to provide academic enrichment and specialized
 training opportunities to minority high school students. The programs aim to interest students in careers
 that would contribute to environmental protection.
 GREATER LEADERSHIP OPPORTUNITIES (GLO): EPA women and minorities in grades GS-11 through
 GS-13 are eligible to compete for enrollment in GLO program.  The program provides participants an
 opportunity to develop leadership skills through a year-long developmental program.  The names of
 graduates of the program are entered into an EPA Leadership Potential Databank for use by EPA managers
 as an additional source for filling leadership positions.   In April and September 1993, Classes # 10 and 11
 graduated 54 employees of which 23 (42.6%) are minorities and 47 (87%) are women.

 SCIENCE ADVISORY  BOARD (SAB): A GM-13 (promotion potential  to grade 14) Hispanic male was
 selected to serve as a staff member of the SAB.  This  action is most noteable since he is the first minority
to serve as a member of the professional staff.

 APPOINTMENTS  TO  SENIOR LEVEL  POSITIONS:   Since  assuming  leadership  of the EPA,  the
Administrator has made a significant number of appointments  of minorities and women to senior level
 positions: 1 Chief of Staff (White woman), 1 Special Counsel (White woman), 9 Special Assistants (1 Asian-
American woman, 1 Hispanic man, 4 White women, and 3 White men), 1 Associate Deputy Administrator
 (White woman), 1 Deputy Chief of Staff (Black man), 2 Associate Administrators (White women), and 1
 Deputy Associate
EEOC Form 568 (8/87)
                                              131

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PART A, Subpart B (Agency-wide)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN  FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES	
              AGENCY-WIDE NOTEWORTHY ACTIVITIES/INITIATIVES (continued)
Administrator (White woman), 1 Regional Administrator (American Indian man), 2 Regional Administrators
(White women), 1 Deputy Regional Administrator (Black woman).
3rade 13
Srade 14
Srade 15
3ES
+ 1 American Indian man
+ 25 White women
+ 12 Black women
+ 4 Hispanics (2 men and 2 women)
+ 1 American Indian woman
+ 27 White women
+ 15 Blacks (9 men and 6 women)
+ 4 Hispanics (3 men and 1 woman)
+ 1 Asian woman
+ 1 American Indian woman
+ 2 White women
+ 1 Black woman
EEOC Form 568 (8/87)
                                         132

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PART B, Subpart A (Headquarters)
                                                              UPDATE 94
    AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
  AFFIRMATIVE EMPLOYMENT PROGRAM PLAN UPDATE - HEADQUARTERS
                            FISCAL YEAR 1994
 *  Program Analysis
 *  Problem/Barrier Identification
 *  Report on Accomplishment of Objective and Action Items
 *  Noteworthy Activities
 Name of Organization: Environmental Protection Agency
Address of Organization:

401 M. Street, S.W., Washington, D.C. 0460
Organizational Level:  HEADQUARTERS
 Number of Employees Covered by Plan: TOTAL: 6,134
 PROFESSIONAL: 2,189  ADMINISTRATIVE: 3,138   TECHNICAL: 113
 CLERICAL: 694
 Name of Contact Person/Person Preparing Form:  Sandie Friedland
 TELEPHONE: (202) 260-4563
 Name/Title of Principal EEO Official:
 DAN J. RONDEAU
 Director, Office of Civil Rights
Signature of Principal EEO Official
                                        _
DATE:  
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PART B, Subpart A - (Headquarters)                                      UPDATE 94



AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
                        PROGRAM ANALYSIS






                       WORK FORCE PROFILE
                                 134

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 PART B, Subpart A - (Headquarters)                                                  UPDATE 94

 AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES

                         PROGRAM ANALYSIS - WORK FORCE PROFILE


 An analysis of the EPA Headquarters work force was conducted using Agency generated work force data
 from the Environmental Protection Agency's Payroll System (EPAYS) as of September 18, 1993.

 The work force analysis concentrates on the Professional and Administrative occupational categories and
 grade groupings  (GS/GM 5-8,  9-12, 13-15, and  SES) located  within the Headquarters' twelve (12)
 organizational components and the offices of the Inspector General and General Counsel since these two
 occupational categories constitutes? percent of all Headquarters' positions. Each organizational component
 was reviewed and evaluated individually. The primary focus of the analysis was on identifying the grade
 goup levels in Professional and Administrative occupations which have a minofest imbalance or conspicuous
 absence of minorities and nonminority women using the relevant Civilian Labor Force (CLF) (provided by
 the Equal Employment Opportunity Commission derived from the 1990 U.S. Census) as the benchmark for
 such determinations. The EPA has defined manifest imbalance and conspicuous absence as:
    CONSPICUOUS ABSENCE
         0% - 25%
     MANIFEST IMBALANCE
        26% - 75%
           NEAR PARITY
            76% - 99.9%
 Conspicuous Absence -

 'Particular EEO group that is
 nearly or totally nonexistent from
 a particular occupation or grade
 evel in the workforce."

   For EPA analysis, conspicuous
 absence is defined as 0% - 25%
 of the relevant Civilian Labor
 Force.
Manifest Imbalance -

'Representation of EEO groups in
a specific occupational grouping
or grade level in the Agency's
workforce that is substantially
Delow its representation in the
appropriate CLF."

  For EPA analysis, manifest
mbalance is defined as 26% -
'5% of the relevant Civilian Labor
rorce.
Near Parity -

Representation of EEO groups in
a specific occupational grouping
or grade level in the Agency's
work force that is near parity with
he Appropriate Civilian Labor
rorce.

ror EPA analysis, near parity is
defined as 76% - 99.9% of the
elevant Civilian Labor Force.
EEOC Form 566 (8/87)
                                              135

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PART B, Subpart A - (Headquarters)                                                   UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES

                         PROGRAM ANALYSIS - WORK FORCE PROFILE


While the EPA's FY 1993 initiatives produced some results in reducing/eliminating areas in which targeted
groups are underrepresented, there is a need for additional focus on the following targeted groups:

                                 PROFESSIONAL POSITIONS
                 GS5-8
                 GS9-12
                 GS/GM 13-15
                 SES
                 GS5-8
                 GS 9-12
                 GS/GM 13-15
                 SES
Slack men and women
Hispanic women
Asian women
American Indian men and women
Slack men
Asian men
American Indian men
White women
Black men and women
Hispanic men and women
Asian women
American Indian men and women
White women
Black men and women
Hispanic men and women
Asian men and women
American Indian men and women
                                 ADMINISTRATIVE POSITIONS
White women
Black men
Hispanic women
Asian men and women
American Indian men and women
White women
Black men
Hispanic men
Asian men and women
 3lack men and women
 Hispanic women
 Asian men and women
 American Indian men and women
 White women
 Black men and women
 Hispanic men and women
 Asian men and women
 American Indian men and women
 A profile by total PATCO, Professional, Administrative, Technical and Clerical positions and grade groups
 of the Headquarters' work force begins on the next page.  The profile shows the number and percent of
 employees at the close of fiscal year 1992 as compared to the end of fiscal year 1993.
                                              136

-------
w
EPAYS DATA AS OF
EE0050
PAY PLAN
GRADE
********


********
* *
GS 01-04
92-09-19

93-09-18

* CHANGE

GS 05-08
92-09-19

93-09-18

* CHANGE

GS 09-12
92-09-19

93-09-18

* CHANGE

GS/GM 13-15
92-09-19

93-09-18

* CHANGE

ES, GS/GM 16-18
92-09-19

93-09-18

* CHANGE

*« TOTAL
92-09-19

93-09-18

* CHANGE

93/09/18
GRAND
TOTAL
*******


*******
PATCO

82

62

-20


749

715

-34


1450

1372

-78


3541

3779

+ 238


212

206

-6


6034

6134

+ 100

TOTAL
MALE
£«])(»«.£
NUMBER
PERCNT
******
TOTAL *

25
30.49
21
33.87
-4
+ 3.38

57
7.61
66
9.23
+9
+ 1.62

524
36.14
484
35.28
-40
-0.86

2108
59.53
2214
58.59
+ 106
-0.94

169
79.72
157
76.21
-12
-3.51

2883
47.78
2942
47.96
+59
+0.18
FEMALE
******
NUMBER
PERCNT
******
OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
(PERMANENT FULL-TIME/PART-TIME)
NON-MINORITY
MALE
******
NUMBER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
MINORITY
MALE
******
NUMBER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
BLACK
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
HISPANIC
MALE
******
NUMBER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
1J OCT l«»l
REPORT EEO-OSO
ASIANS
MALE
******
NUMBER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
AM INDIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
•HEADQUARTERS*

57
69.51
41
66.13
-16
-3.38

692
92.39
649
90.77
-43
-1.62

926
63.86
888
64.72
-38
+ 0.86

1433
40.47
1565
41.41
+ 132
+0.94

43
20.28
49
23.79
+6
+ 3.51

3151
52.22
3192
52.04
+41
-0.18

8
9.76
6
9.68
-2
-0.08

36
4.81
41
5.73
+5
+0.92

405
27.93
379
27.62
-26
-0.31

1849
52.22
1925
50.94
+ 76
-1.28

159
75.00
147
71.36
-12
-3.64

2457
40.72
2498
40.72
+41
+0.00

15
18.29
13
20.97
-2
+2.68

134
17.89
133
18.60
-1
+ 0.71

474
32.69
412
30.03
-62
-2.66

1144
32.31
1234
32.65
+ 90
+0.34

42
19.81
47
22.82
+5
+ 3.01

1809
29.98
1839
29.98
+ 30
+0.00

17
20.73
15
24.19
-2
+ 3.46

21
2.80
25
3.50
+4
+0.70

119
8.21
105
7.65
-14
-0.56

259
7.31
289
7.65
+ 30
+ 0.34

10
4.72
10
4.85
+ 0
+0.13

426
7.06
444
7.24
+ 18
+0.18

42
51. 22
28
45.16
-14
-6.06

558
74.50
516
72.17
-42
-2.33

452
31.17
476
34.69
+24
+3.52

289
8.16
331
8.76
+42
+0.60

1
0.47
2
0.97
+ 1
+0.50

1342
22.24
1353
22.06
+ 11
-0.18

15 42
18.29 51.22
14 28
22.58 45.16
-1 -14
+4.29 -6.06

18 549
2.40 73.30
20 508
2.80 71.05
+ 2 -41
+0.40 -2.25

80 395
5.52 27.24
69 421
5.03 30.69
-11 +26
-0.49 +3.45

135 215
3.81 6.07
149 243
3.94 6.43
+14 +28
+0.13 +0.36

8 1
3.77 0.47
8 2
3.88 0.97
+0 +1
+0.11 +0.50

256 1202
4.24 19.92
260 1202
4.24 19.60
+4 +0
+0.00 -0.32

0
0.00
0
0.00
+0
+0.00

1
0.13
2
0.28
+ 1
+0.15

21
1.45
18
1.31
-3
-0.14

36
1.02
50
1.32
+ 14
+0.30

1
0.47
1
0.49
+ 0
+0.02

59
0.98
71
1.16
+ 12
+0.18

0
0.00
0
0.00
+0
+0.00

6
0.80
4
0.56
-2
-0.24

31
2.14
28
2.04
-3
-0.10

24
0.68
32
0.65
+8
+0.17

0
0.00
0
0.00
+0
+0.00

61
1.01
64
1.04
+3
+0.03

2
2.44
1
1.61
-1
-0.83

2
0.27
3
0.42
+ 1
+ 0.15

17
1.17
17
1.24
+0
+ 0.07

87
2.46
89
2.36
+2
-0.10

1
0.47
1
0.49
+ 0
+0.02

109
1.81
111
1.81
+2
+0.00

0
0.00
0
0.00
+0
+ 0.00

2
0.27
3
0.42
+ 1
+ 0.15

24
1.66
22
1.60
-2
-0.06

49
1.38
55
1.46
+6
+0.08

0
0.00
0
0.00
+0
+0.00

75
1.24
80
1.30
+5
+ 0.06

0 0
0.00 0.00
0 0
0.00 0.00
+ 0 +0
+0.00 +0.00

0 1
0.00 0.13
0 1
0.00 0.14
+ 0 +0
+0.00 +0.01

1 2
0.07 0.14
1 5
0.07 0.36
+0 +3
+0.00 +0.22

1 1
0.03 0.03
1 1
0.03 0.03
+0 +0
+0.00 +0.00

0 0
0.00 0.00
0 0
0.00 0.00
+0 +0
+0.00 +0.00

2 4
0.03 0.07
2 7
0.03 0.11
+0 +3
+0.00 +0.04

-------
        EPAYS DATA AS OF  93/09/18

            EE0050
      OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
  (PERMANENT FULL-TIME/PART-TIME)
13 OCT 1993

REPORT EEO-050
U
00
PAY PLAN GRAND TOTAL
GRADE TOTAL MALE FEMALE
******** ******* ****** ******
NUMBER NUMBER
PERCNT PERCNT
******** ******* ****** ******
* * PROFESSIONAL *
GS






GS






GS






01-04
92-09-19

93-09-18

* CHANGE

05-08
92-09-19

93-09-18

* CHANGE

09-12
92-09-19

93-09-18

* CHANGE


0

0

+0


28

15

-13


402

372

-30


0
0.00
0
0.00
+ 0
+0.00

15
53.57
10
66.67
-5
+13.10

204
50.75
187
50.27
-17
-0.48

0
0.00
0
0.00
+0
+ 0.00

13
46.43
5
33.33
-8
-13.10

198
49.25
185
49.73
-13
+0.48
NON-MINORITY
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******

0
0.00
0
0.00
+0
+0.00

11
39.29
6
40.00
-5
+0.71

159
39.55
151
40.59
-8
+ 1.04

0
0.00
0
0.00
+ 0
+ 0.00

10
35.71
5
33.33
-5
-2.38

137
34.08
123
33.06
-14
-1.02
MINORITY BLACK
MALE FEMALE MALE FEMALE
****** ****** ****** ******
NUMBER NUMBER NUMBER NUMBER
PERCNT PERCNT PERCNT PERCNT
****** ****** ****** ******
KHEADQUARTERS*

0
0.00
0
0.00
+0
+ 0.00

4
14.29
4
26.67
+ 0
+12.38

45
11.19
36
9.68
-9
-1.51

0
0.00
0
0.00
+ 0
+0.00

3
10.71
0
0.00
-3
-10.71

61
15.17
62
16.67
+ 1
+ 1.50

0
0.00
0
0.00
+ 0
+ 0.00

2
7.14
0
0.00
-2
-7.14

27
6.72
20
5.38
-7
-1.34

0
0.00
0
0.00
+ 0
+ 0.00

2
7.14
0
0.00
-2
-7.14

33
6.21
33
8.87
+ 0
+0.66
HISPANIC
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******

0
0.00
0
0.00
+ 0
+ 0.00

1
3.57
1
6.67
+0
+ 3.10

11
2.74
8
2.15
-3
-0.59

0
0.00
0
0.00
+ 0
+ 0.00

1
3.57
0
0.00
-1
-3.57

11
2.74
13
3.49
+2
+ 0.75
ASIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******

0
0.00
0
0.00
+ 0
+ 0.00

1
3.57
3
20.00
+ 2
+16.43

7
1.74
8
2.15
+ 1
+ 0.41

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+0.00

17
4.23
15
4.03
-2
-0.20
AM INDIAMS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+0
+ 0.00

0
0.00
1
0.27
+1
+ 0.27
GS/GM 13-15






ES






**






92-09-19

93-09-18

* CHANGE

, GS/GM 16-18
92-09-19

93-09-18

* CHANGE

TOTAL
92-09-19

93-09-18

* CHANGE

1639

1718

+79


67

64

-3


2156

2189

+33

1130
68.94
1178
68.57
+48
-0.37

74
85.06
69
82.14
-5
-2.92

1423
66.00
1444
65.97
+21
-0.03
509
31.06
540
31.43
+ 31
+0.37

13
14.94
15
17.86
+ 2
+2.92

733
34.00
745
34.03
+ 12
+0.03
979
59.73
1012
58.91
+33
-0.82

72
82.76
67
79.76
-5
-3.00

1221
56.63
1236
56.46
+ 15
-0.17
412
25.14
435
25.32
+ 23
+0.18

13
14.94
15
17.66
+2
+ 2.92

572
26.53
578
26.40
+6
-0.13
151
9.21
166
9.66
+ 15
+ 0.45

2
2.30
2
2.38
+0
+ 0.08

202
9.37
208
9.50
+6
+ 0.13
97
5.92
105
6.11
+8
+0.19

0
0.00
0
0.00
+ 0
+0.00

161
7.47
167
7.63
+6
+ 0.16
59
3.60
68
3.96
+ 9
+ 0.36

1
1.15
1
1.19
+0
+ 0.04

89
4.13
89
4.07
+ 0
-0.06
56
3.42
62
3.61
+6
+ 0.19

0
0.00
0
0.00
+ 0
+ 0.00

91
4.22
95
4.34
+4
+ 0.12
18
1.10
23
1.34
+5
+ 0.24

0
0.00
0
0.00
+ 0
+0.00

30
1.39
32
1.46
+ 2
+ 0.07
14
0.85
13
0.76
-1
-0.09

0
0.00
0
0.00
+ 0
+ 0.00

26
1.21
26
1.19
+0
-0.02
74
4.51
75
4.37
+ 1
-0.14

1
1.15
1
1.19
+ 0
+ 0.04

83
3.85
87
3.97
+4
+ 0.12
27
1.65
30
1.75
+ 3
+ 0.10

0
0.00
0
0.00
+ 0
+ 0.00

44
2.04
45
2.06
+ 1
+0.02
0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00
0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
1
0.05
+ 1
+ 0.05

-------
      EPAYS DATA AS OF  93/09/18

          EE0050
      OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
  (PERMANENT FULL-TIME/PART-TIME)
13 OCT 1993

REPORT EEO-050
W
PAY PLAN GRAND
GRADE TOTAL
TOTAL
MALE FEMALE
NUMBER
PERCNT
******** ******* ******
* * ADMINISTRATV *
SS 01-04
92-09-19

93-09-18

* CHANGE

GS OS-OS
92-09-19

93-09-18

* CHANGE

GS 09-12
92-09-19

93-09-18

* CHANGE

GS/GM 13-15
92-09-19

93-09-18

* CHANGE

ES, GS/GM 16-18
92-09-19

93-09-18

* CHANGE

** TOTAL
92-09-19

93-09-18

* CHANGE


0

0

+ 0


67

70

+ 3


942

890

-52


1898

2056

+ 158


125

122

-3


3032

3138

+ 106


0
0.00
0
0.00
+0
+ 0.00

16
23.88
25
35.71
+ 9
+11.83

3C9
32.80
286
32.13
-23
-0.67

976
51.42
1034
50.29
+53
-1.13

95
76.00
68
72.13
-7
-3.87

1396
46.04
1433
45.67
+ 37
-0.37
NUMBER
PERCNT
******

0
0.00
0
0.00
+ 0
+0.00

51
76.12
45
64.29
-6
-11.83

633
67.20
604
67.87
-29
+0.67

922
48.58
1022
49.71
+ 100
+ 1.13

30
24.00
34
27.87
+4
+3.87

1636
53.96
1705
54.33
+69
+0.37
NON-MINORITY
MALE FEMALE
NUMBER NUMBER
PERCNT PERCNT
****** ******

0
0.00
0
0.00
+ 0
+ 0.00

14
20.90
22
31.43
+8
+10.53

236
25.05
218
24.49
-18
-0.56

869
45.79
912
44.36
+43
-1.43

87
69.60
80
65.57
-7
-4.03

1206
39.78
1232
39.26
+ 26
-0.52

0
0.00
0
0.00
+ 0
+ 0.00

17
25.37
20
28.57
+ 3
+ 3.20

313
33.23
265
29.78
-48
-3.45

731
38.51
798
38.81
+67
+ 0.30

29
23.20
32
26.23
+ 3
+3.03

1090
35.95
1115
35.53
+ 25
-0.42
MINORITY
MALE FEMALE
3f ^t:K^V4f ^(.^cwftft r ^ ^ _ „
BLACK
MALE FEMALE
it.itJt.xKji icjtitititat
NUMBER NUMBER NUMBER
PERCNT PERCNT PERCNT
****** ****** ******
*HEADQUARTERS*

0
0.00
0
0.00
+ 0
+ 0.00

2
2.99
3
4.29
+ 1
+ 1.30

73
7.75
68
7.64
-5
-0.11

107
5.64
122
5.93
+ 15
+ 0.29

8
6.40
8
6.56
+ 0
+ 0.16

190
6.27
201
6.41
+ 11
+0.14

0
0.00
0
0.00
+ 0
+ 0.00

34
50.75
25
35.71
-9
-15.04

320
33.97
339
38.09
+ 19
+4.12

191
10.06
224
10.89
+ 33
+0.83

1
0.80
2
1.64
+ 1
+ 0.84

546
18.01
590
18.80
+44
+ 0.79

0
0.00
0
0.00
+ 0
+ 0.00

1
1.49
2
2.86
+ 1
+ 1.37

52
5.52
43
5.39
-4
-0.13

75
3.95
80
3.89
+5
-0.06

7
5.60
7
5.74
+ 0
+ 0.14

135
4.45
137
4.37
+ 2
-0.08
NUMBER
PERCNT
******

0
0.00
0
0.00
+ 0
+ 0.00

34
50.75
24
34.29
-10
-16.46

292
31.00
314
35.28
+ 22
+4.28

158
8.32
179
8.71
+21
+ 0.39

1
0.80
2
1.64
+ 1
+ 0.84

485
16.00
519
16.54
+ 34
+ 0.54
HISPANIC
MALE FEMALE
444*44 ft 3*34 9₯*tt^t9f9t
NUMBER NUMBER
PERCNT PERCNT
****** ******

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
1
1.43
+ 1
+ 1.43

10
1.06
10
1.12
+0
+ 0.06

18
0.95
27
1.31
+9
+ 0.36

1
0.80
1
0.82
+0
+ 0.02

29
0.96
39
1.24
+ 10
+ 0.28

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

19
2.02
14
1.57
-5
-0.45

10
0.53
19
0.92
+ 9
+0.39

0
0.00
0
0.00
+0
+0.00

29
0.96
33
1.05
+4
+0.09
ASIANS
MALE FEMALE
At*#W** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******

0
0.00
0
0.00
+ 0
+ 0.00

1
1.49
0
0.00
-1
-1.49

10
1.06
9
1.01
-1
-0.05

13
0.68
14
0.68
+ 1
+ 0.00

0
0.00
0
0.00
+0
+ 0.00

24
0.79
23
0.73
-1
-0.06

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
1
1.43
+ 1
+ 1.43

7
0.74
7
0.79
+ 0
+0.05

22
1.16
25
1.22
+ 3
+ 0.06

0
0.00
0
0.00
+ 0
+ 0.00

29
0.96
33
1.05
+4
+ 0.09
AM INDIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+0
+ 0.00

1
0.11
1
0.11
+ 0
+0.00

1
0.05
1
0.05
+0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

2
0.07
2
0.06
+ 0
-0.01

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+ 0
+0.00

2
0.21
4
0.45
+2
+ 0.24

1
0.05
1
0.05
+0
+0.00

0
0.00
0
0.00
+ 0
+ 0.00

3
0.10
5
0.16
+a
+ 0.06

-------
EPAYS DATA AS OF  93/09/18

    EE0050
      OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
  (PERMANENT FULL-TIME/PART-TIME)
13 OCT 1993

REPORT EEO-050
PAY PLAN
GRADE
********


********
* *
GS 01-04
92-09-19

93-09-18

* CHANGE

GS 05-08
92-09-19

93-09-18

* CHANGE

GS 09-12
92-09-19

93-09-18

* CHANGE

GS/GM 13-15
92-09-19

93-09-18

* CHANGE

GRAND
TOTAL
*******


*******
TECHNICAL

3

1

-2


78

79

+ 1


26

28

+2


4

5

+ 1

TOTAL
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
*

1 2
33.33 66.67
0 1
0.00 100.00
-1 -1
-33.33 +33.33

6 72
7.69 92.31
6 73
7.59 92.41
+0 +1
-0.10 +0.10

11 15
42.31 57.69
11 17
39.29 60.71
+ 0 +2
-3.02 +3.02

2 2
50.00 50.00
2 3
40.00 60.00
+ 0 +1
-10.00 +10.00
NON-MINORITY
MALE
******
NUMBER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
MINORITY
MALE
******
NUMSER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
BLACK
MALE
******
NUMBER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
HISPANIC
MALE
******
NUMBER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
ASIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
AM INDIANS
MALE
******
NUMBER
PERCNT
******
FEMALE
******
NUMBER
PERCNT
******
*HEADQUARTERS*

0
0.00
0
0.00
+0
+0.00

2
2.56
2
2.53
+ 0
-0.03

10
38.46
10
35.71
+ 0
-2.75

1
25.00
1
20.60
+0
-5.0«

0
0.00
1
100.00
+1
+0.00

7
8.97
11
13.92
+4
+4.95

4
15.38
6
21.43
+ 2
+6.05

1
25.00
1
20.00
+ 0
-5.00

1
33.33
0
0.00
-1
-33.33

4
5.13
4
5.06
+ 0
-0.07

1
3.85
1
3.57
+ 0
-0.28

1
25. 60
1
20.00
+0
-5.60

2
66.67
0
0.00
-2
-66.67

65
83.33
62
78.48
-3
-4.85

11
42.31
11
39.29
+ 0
-3.02

1
25.09
2
40.09
+ 1
+15.00

0
0.00
0
0.00
+ 0
+0.00

4
5.13
4
5.06
+ 0
-0.07

1
3.85
1
3.57
+ 0
-0.28

1
25.00
1
20.00
+ 0
-5.00

2
66.67
0
0.00
-2
-66.67

63
80.77
61
77.22
-2
-3.55

11
42.31
11
39.29
+ 0
-3.02

1
25.00
2
40.00
+ 1
+15.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+0.00

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+0
+0.00

1
1.28
0
0.00
-1
-1.28

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+0.00

1 0
33.33 0.00
0 0
0.00 0.00
-1 +0
-33.33 +0.00

0 1
0.00 1.28
0 1
0.00 1.27
+0 +0
+0.00 -0.01

0 0
0.00 0.00
0 0
0.00 0.00
+ 0 +0
+0.00 +0.00

0 0
0.00 0.09
0 0
0.00 0.00
+0 +0
+6.00 +9.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+0
+ 0.00

0
o.eo
0
o.eo
+0
+9.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+ 0.00
ES, GS/Gtl 16-18
92-09-19

93-09-18

* CHANGE

»* TOTAL
92-09-19

93-09-18

* CHANGE

0

0

+ 0


111

113

+ 2

0 0
0.00 0.00
0 0
o.oe o.oo
+0 +0
+0.00 +0.00

20 91
18.02 81.98
19 94
16.81 83.19
-1 +3
-1.21 +1.21
•
9.90
0
c.oo
+ 0
+ 0.00

13
11.71
13
11.50
+ 0
-0.21
0
0.00
0
0.00
+ 0
+0.00

12
10.81
19
16.81
+ 7
+6.00
0
0.00
0
0.00
+ 0
+ 0.00

7
6.31
6
5.31
-1
-1.00
0
0.00
0
0.00
+0
+0.00

79
71.17
75
66.37
-4
-4.80
0
o.eo
0
0.00
+0
+ 0.00

6
5.41
6
5.31
+ 0
-0.10
0
0.00
0
0.00
+0
+ 0.00

77
69.37
74
65.49
-3
-3.88
9
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+ 0.00
0
0.00
0
o.eo
+0
+0.00

1
0.90
0
0.00
-1
-0.90
0 0
0.00 0.09
0 0
o.oo o.eo
+ 0 +0
+0.00 +0.00

1 1
0.90 0.90
0 1
0.00 0.88
-1 +0
-0.90 -0.02
0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+0.00
0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+0.00

-------
EPAYS DATA AS OF  93/09/18

    EE0050
      OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
  (PERMANENT FULL-TIME/PART-TIME)
13 OCT 1993

REPORT EEO-050
PAY PLAN
GRADE
********

********
* *
GS 01-04
92-09-19
93-09-18

* CHANGE

GS 05-08
92-09-19

93-09-18

* CHANGE

GS 09-12
92-09-19

93-09-18

* CHAHGE

GS/GM 13-15
92-09-19

93-09-18

* CHANGE

ES, GS/GM 16-18
92-09-19

93-09-18

* CHANGE

** TOTAL
92-09-19

93-09-18

* CHANGE

GRAND
TOTAL
*******

*******
CLERICAL

79
61

-18


576

551

-25


80

82

+2


0

0

+0


0

0

+0


735

694

-41

TOTAL
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
*

24 55
30.38 69.62
21 40
34.43 65.57
-3 -15
+4.05 -4.05

20 556
3.47 96.53
25 526
4.54 95.46
+5 -30
+1.07 -1.07

0 80
0.00 100.00
0 82
0.00 100.00
+0 + 2
+0.00 +0.00

0 0
0.00 0.00
0 0
0.00 0.00
+ 0 +0
+0.00 +0.00

0 0
0.00 0.00
0 0
0.00 0.00
+ 0 +0
+0.00 +0.00

44 691
5.99 94.01
46 648
6.63 93.37
+ 2 -43
+0.64 -0.64
NON-MINORITY
MALE FEMALE
****** ******
NUMBER
PERCNT
******
NUMBER
PERCNT
******
MINORITY
MALE FEMALE
****** ******
NUMBER
PERCNT
******
NUMBER
PERCNT
******
BLACK
MALE FEMALE
****** ******
NUMBER
PERCNT
******
NUMBER
PERCNT
******
HISPANIC
MALE FEMALE
****** ******
NUMBER
PERCNT
******
NUMBER
PERCNT
******
ASIANS
MALE FEMALE
****** ******
NUMBER
PERCNT
******
NUMBER
PERCNT
******
AM INDIANS
HALE FEMALE
****** ******
NUMBER
PERCNT
******
NUMBER
PERCNT
******
*HEADQUARTERS*

8
10.13
6
9.84
-2
-0.29

9
1.56
11
2.00
+ 2
+ 0.44

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+0
+ 0.00

17
2.31
17
2.45
+0
+ 0.14

15
18.99
12
19.67
-3
+0.68

100
17.36
97
17.60
-3
+ 0.24

20
25.00
18
21.95
-2
-3.05

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

135
18.37
127
18.30
-8
-0.07

16
20.25
15
24.59
-1
+4.34

11
1.91
14
2.54
+ 3
+ 0.63

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

27
3.67
29
4.18
+ 2
+ 0.51

40
50.63
28
45.90
-12
-4.73

456
79.17
429
77.86
-27
-1.31

60
75.00
64
78.05
+4
+ 3.05

0
0.00
0
0.00
+ 0
+0.00

0
0.00
0
0.00
+ 0
+ 0.00

556
75.65
521
75.07
-35
-0.58

15
18.99
14
22.95
-1
+ 3.96

11
1.91
14
2.54
+ 3
+ 0.63

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

26
3.54
28
4.03
+ 2
+0.49

40
50.63
28
45.90
-12
-4.73

450
78.13
423
76.77
-27
-1.36

59
73.75
63
76.83
+4
+3.08

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

549
74.69
514
74.06
-35
-0.63

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+ 0
+0.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+ 0
+0.00

0
0.60
0
0.00
+0
+0.00

4
0.69
4
0.73
+0
+0.04

1
1.25
1
1.22
+0
-0.03

0
0.00
0
0.00
+ 0
+0.00

0
0.00
0
0.00
+ 0
+0.00

5
0.68
5
0.72
+ 0
+ 0.04

1
1.27
1
1.64
+ 0
+ 0.37

0
0.00
0
0.00
+ 0
+0.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

1
0.14
1
0.14
+ 0
+0.00

0
0.00
0
0.00
+0
+0.00

1
0.17
1
0.18
+0
+0.01

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

1
0.14
1
0.14
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+0.00

o
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+ 0
+ 0.00

0
0.00
0
0.00
+ 0
+ 0.00

o
0.00
o
0.00
+ 0
+0.00

1
0.17
1
0.18
+ 0
+0.01

0
0.00
o
0.00
+0
+0.00

0
0.00
0
0.00
+0
+0.00

0
0.00
0
0.00
+0
+ 0.00

1
0.14
1
0.14
+0
+0.00

-------
PART B, Subpart A (Headquarters)
                                                                   UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES, WOMEN  AND PEOPLE WITH
DISABILITIES

                  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
                               FISCAL YEAR 1994
        NET CHANGE NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES

                    HEADQUARTERS- GRADE GROUP: 5-8
                                                  HISPANIC | A S I A N  ftM.INDIAN
)CCUPATIONAL
CATEGORY
 EEOC Form 568 (8/87) (page 4)
                                      142

-------
PART B, Subpart A (Headquarters)
                                                                    UPDATE 94
AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR MINORITIES,  WOMEN AND PEOPLE WITH
DISABILITIES

                  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
                                FISCAL YEAR 1994
        NET CHANGE NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES

                    HEADQUARTERS- GRADE GROUP: 9-12
                                        BLACK
DCCUPATIONAL
CATEGORY
    TOTAL
 Professional and
 Administrative
 only.
HISPANIC
                                                   M
                                                      W
ASIAN
         M
                                                          10
     W
 .INDIAN
M
W
EEOC Form 568 (8/87)
                                         143

-------
PART B, Subpart A (Headquarters)
                        UPDATE 94
AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR MINORITIES, WOMEN AND  PEOPLE WITH
DISABILITIES

                  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN"
                                FISCAL YEAR 1994
        NET CHANGE NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES

                    HEADQUARTERS- GRADE GROUP: 13-15
                                         M
    TOTAL
 Professional and
 Administrative
 only.
                                         BLACK
W
     HISPANIC
M
W
        ASIAN
M
W
               .INDIAN
M
W
 EEOC Form 568 (8/87)
                                        144

-------
PART B, Subpart A (Headquarters)
UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM PLAN FOR  MINORITIES, WOMEN  AND PEOPLE  WITH
DISABILITIES

                  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
                                FISCAL YEAR 1994
        NET CHANGE NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES
H E ADQU A RTE RS-S ES
DCCUPATIONAL
:ATEGORY
PROFESSIONAL
ADMINISTRATIVE
SERIES: 0511
SERIES: 0905
TOTAL
Professional and
Administrative
only.
'LANNED/
\CTUAL
3LANNED
ACTUAL
SLANNED
ACTUAL
SLANNED
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL
PERCENT
TOTAL
10







10


WH
M
!
ITE
W
6







6


BLACK
M
3







3


W
1







1


HISPANIC
M











W











AS AN
M











W











\M. INDIAN
M











W











EEOC Form 568 (8/87)
                                     145

-------
PART B, Subpart A - (Headquarters)                                             UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES

PROGRAM ANALYSIS - EMPLOYEE DEVELOPMENT PROGRAMS
UNDESIRED CONDITION:  The existence of a misperception by some managers that minorities and
nonminority women are not qualified for supervisory positions and the inability of some employees to relate
well to persons of a different race, ethnicity or gender.

DESIRED CONDITION: A work place in which all employees value the diversity of the staff and where there
is true equal employment opportunity for all to advance to the maximum potential.

ANALYSIS: As the Agency continues to achieve success in implementation of its affirmative employment
obligations, it has become increasingly clear that occasional misunderstandings or misperceptions, based
in  in part on persons' race, age, ethnicity or geneder, create problems within the work place.  These
problems may manifest themselves in EEO complaints, employee grievances, negative verbal communication
or disruptions in performance of work. The Agency has concluded that it would be a logical and appropriate
extension of effective affirmative employment practices to increase employees' awareness of cultural
diversity.

PROBABLE BARRIER: Awareness  of managers regarding the Agency's equal employment opportunity
responsibilities under law and commitment of sufficient resources to comprehensive training.

ALTERNATIVE: Combine cultural diversity training with training about the Agency's obligations under equal
opportunity law.

EXPECTED RESULTS: A more productive and harmonious work environment.
 EEOC Form 566 (8/87)
                                              146

-------
PART B, Subpart A - (Headquarters)
                                     UPDATE 94
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
                        REPORT OF OBJECTIVES AND ACTION ITEMS

PROGRAM ELEMENT:  EMPLOYEE DEVELOPMENT PROGRAMS

PROBLEM/BARRIER STATEMENT: The existence of a misperception by some managers that minorities and
nonminority women are not qualified for supervisory positions and the inability of some employees to relate
well to persons of a different race, ethnicity or gender.

OBJECTIVE:  A work place in which all employees value the diversity of the staff and where there is true
equal employment opportunity for all to advance to the maximum potential.
 ACTION ITEM(S):
RESPONSIBLE OFFICIAL(S):
                               PARGET DATE(S):
 Monitor equal opportunity complaints and
 3vents to determine training needs.
Office of Civil Rights
Office of Human Resources
Management
                               Annually
 Continue to provide training that will
 address those aspects of equal opportunity
 EEO) law and cultural diversity that will
 assure that employees, especially
 nanagers and supervisors understand and
 support the Agency's responsibilities under
 EEO law and appropriately value the
 diversity of individuals.
Office of Human Resources
Management (Lead)
Office of Civil Rights (Technical
advice/guidance and assistance)
Assistant Administrators
 (Program Support)
Supervisors/Managers (Training
participation)
                               Annually
EEOC Form 566 (8/87)
                                            147

-------
PART B, Subpart A - (Headquarters)                                             UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES

PROGRAM ANALYSIS - EMPLOYEE DEVELOPMENT PROGRAMS
UNDESIRED  CONDITION:  Career development  opportunities  for secretarial and clerical  positions
(predominantly Black women) are limited and/or nonexistent in many of the Headquarters' organizational
components; and managers are not trained to take advantage of the growth potential of their support pool
members.

DESIRED CONDITION: A wider range of career development opportunities for secretarial and clerical
support employees and their participation in career development programs.

ANALYSIS:  Most reporting components at Headquarters do not address the scarcity of opportunity for
secretarial and clerical staff to develop beyond their present position regardless of the fact members of the
support staff may have excellent potential for career development of provided the opportunity.

PROBABLE BARRIER: Managers may not be aware of, or be receptive to taking advantage of the potential
for growth in their secretarial/clerical pool.

ALTERNATIVE: Refocus management's expectations of the support staff employee.

EXPECTED RESULTS: Improved morale as lower graded/dead-ended employees realize that performance
may be rewarded with expanded career opportunities and increased productivity of support staff.
 EEOC Form 566 (8/87)

                                            148

-------
PART B, Subpart A - (Headquarters)
                                      UPDATE 93
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
                        REPORT OF OBJECTIVES AND ACTION ITEMS

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS

PROBLEM/BARRIER STATEMENT: Career development opportunities for secretarial and clerical positions
(predominantly Black women) are limited and/or nonexistent in many of the Headquarters' organizational
components; and managers are not trained to take advantage of the growth potential of their support pool
members.
OBJECTIVE:  A wider range of career development opportunities for secretarial  and clerical support
employees and their participation In career development programs.	
 ACTION ITEM(S):
RESPONSIBLE OFFICIAL(S):
TARGET DATE(S):
 Restructure jobs to provide entry level
 developmental positions for minorities.
 'rovkJe support staff with rotational
 assignments to non-secretarial positions.
Assistant Administrators
Regional Administrators
.aboratory Directors
Supervisors/Managers
Annually
 Provide financial support for secretaries to
 enroll in the Certified Professional
 Secretaries Program.
 Jtilize the EPA, Administrative Support
 Career Management System (ASCMS)
 including its supporting practical guide
 documents) to enhance the Agency's
 ability to attract, develop and retain the
 nighest quality support staff.
EEOC Form 566 (8/87)
                                                149

-------
PART B, Subpart B (Headquarters)
                                                              UPDATE 94
    AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN ACCOMPLISHMENT REPORT
 HEADQUARTERS
                            FISCAL YEAR 1993
 *  Program Analysis
 *  Numerical Accomplishments by Occupational Category/Series
 *  Report on Accomplishment of Objective and Action Items
 *  Noteworthy Activities
 Name of Organization: Environmental Protection Agency
Address of Organization:

401 M. Street, S.W., Washington, D.C. 0460
Organizational Level:  HEADQUARTERS
Number of Employees Covered by Plan:  TOTAL: 6,134 (end of FY 1992 strength)
PROFESSIONAL: 2,189   ADMINISTRATIVE: 3,138    TECHNICAL: 113
CLERICAL:  694
Name of Contact Person/Person Preparing Form:  Sandie Friedland
TELEPHONE: (202) 260-4563
Name/Title of Principal EEO Official:
DAN J. RONDEAU
Director, Office of Civil Rights
Signature of Principal EEO Official:
DATE:             '
Certifies that this update is in compliance with EEO-MD-714
Name/Title of Head of Organization:
CAROL M. BROWNER, ADMINISTRATOR/7
Signature of Head of Organization
DATE:
Certifies that this update is in compliance with EEO-MD-714
EEOC FORM 566 (8/87)


                                   ISO

-------
PART B, Subpart B (Headquarters)                                           UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM  PLAN  FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

         ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
                               FISCAL YEAR 1993
                       SUMMARY ANALYSIS OF WORKFORCE


As of September 18, 1993, the total Headquarters GS/GM permanent full-time and part-
time population was 6,134.  This included 3,192 (52%) women  and 1,797 (29.3%)
minorities by race/national origin as shown in the trend data tables included in this Part.
 The data tables depict the Headquarters population by race/national origin and gender
in all PATCO, all grade levels combined; as well as Professional and Administrative job
categories beginning September  1987 through 1993.  The rate of representation of
women and specific minority groups in the civilian labor force (CLF) from both the 1980
and 1990 Census Availability Data are included to establish the benchmark against which
the Headquarters figures may be measured.  Fiscal years 1987 through 1989 should be
compared to the 1980  civilian labor force (CLF) while 1990 through  1993 should  be
compared to the 1990 CLF.

ALL PATCO/ALL GRADE TABLE: The  total number of employees  at Headquarters
increased by 100 (1.7%) from 6,034 to 6,134 by the close of FY 1993. While the number
of white men increased between FY 1992  and FY 1993, their percent of representation
remained stable at 40.72 percent.  White women increased from 1,809 to 1,839 (+1.7%)
but, their percent within the  work  force remained at 29.98. Black men increased by 4
(+1.6%)  raising their number from 256 to 260.  Their percent within the workforce
remained stable at 4.24 percent. There was no net increase for Black women and their
percent of representation slightly decreased from 19.9 to 19.6.  The number of Hispanic
men increased from 59 to 71  (+20.3%) increasing their percentage in the work force from
.98 to 1.2 percent.  Hispanic women  increased by 3 from 61 (1.01%) to 64 (1.04%)
representing a 4.9 percent increase. Asian men and women increased by 7 from  184 to
191 (+3.8%)  (2 men and 5 women) however, their percent of representation increased
only slightly from 3.05 percent to 3.11 percent. American Indians increased by 3 raising
their percent of representation from  .10 to .14.
 EEOC Form 568 (8/87)
                                       151

-------
PART A, Subpart B (Agency-wide)                                    UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN and PEOPLE
WITH DISABILITIES	

  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
                             FISCAL YEAR 1993
               SUMMARY ANALYSIS OF WORKFORCE (continued)

PROFESSIONAL:  The total number of employees in Professional positions at the close
of FY 1993 was 2,189 a net increase of 33 employees. While there were some increases
in the number of women  and minorities in professional positions during the past fiscal
year, their percent of representation in these positions at Headquarters are below their
rate of availability in the civilian labor force.  In grades 13-15, with the exception of Asian
men, all women and minorities remain underrepresented.

ADMINISTRATIVE: The  total number of employees in Administrative positions at the
close of FY 1993 was 3,138 up by 106  (+3.5%) from 3,032 at the close of FY 1992.
Minority women increased by 44 from 546 to 590 (+8.1%) a rate of 2.3 times greater than
the total Administrative  population.  However, they continue to be underrepresented in
grades 13 through 15 and conspicuously absent at the SES  level.  White women are
underrepresented in graded  5 through 12 and at the SES level.  Black men have the
highest rate  of availability  in the  civilian  labor force  at 8.7 percent  yet, they are
underrepresented at all grade levels.  The greatest increase in the number of Hispanic
men  occurred in grades 13-15 (+9 from 18 to 27) raising their percent  of representation
from  .95 to 1.2 which was only .1 below parity. One  additional Hispanic man is needed
at the SES level to reach parity. Asian men are below parity in all grade  groups  except
5-8.  There was no net increase in the number of American Indian men. They remain
underrepresented in grades 9 and above.

In grade group 13-15, white women are well represented.  Minority women are not. The
number of Black men in  grades 13-15 increased from by 5 from 75  to 80.   Hispanic
women increased by 9  raising their number from 10  to 19. Asian women increased by
3 from 22 to 25. There was no increase in the number of American Indians in this grade
group.
EEOC Form 568 (8/87)

                                       152

-------
OCCUPATIONAL CATEGORY: PATCO TOTAL (HEADQUARTERS)
GRADE GROUP LEVEL: ALL


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
4809

4981

5202
'
1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
5538

5902

6034

6134

NONMINORITY
MEN
37.6
2131
44.3
2151
43.1
2206
42.4
WOMEN
30.6
1330
27.7
1427
28.7
1512
29.1
BLACK
MEN
12.3
181
3.8
192
3.9
210
4.0
WOMEN
13.3
991
20.6
1029
20.7
1056
20.3
HISPANIC
MEN
1.5
27
.56
29
.58
72
.81
WOMEN
1.5
28
.58
32
.64
40
.77
ASIAN/PL
MEN
1.4
76
1.6
76
1.5
82
1.6
WOMEN
1.2
43
.89
42
.84
44
.85
AMERICAN
INDIAN
MEN
.1


1
.02
4
.08
WOMEN
.1
2
.04
2
.04
6
.12
199Q Dat&. uot Available' : ' * * ' ; ' *« *!
2268
41.0
2413
40.9
2457
40.7
2498
40.7
1609
29.1
1757
29.8
1809
30.0
1839
30.0
224
4.0
240
4.1
256
4.2
260
4.2
1162
21.0
1183
20.0
1202
19.2
1202
19.6
55
.99
58
.98
59
.98
71
1.7
50
.90
62
1.1
61
1.0
64
1.0
106
1.9
112
1.9
109
1.8
111
1.8
60
1.1
72
1.2
75
1.2
80
1.3
2
.04
2
.03
2
.03
2
.03
2
.04
3
.05
4
.07
7
.11
Ul
u>
                          * Standard Metropolitan Statistical Area  (SMSA)

-------
Ul
OCCUPATIONAL CATEGORY: PATCO TOTAL (HEADQUARTERS)
GRADE GROUP LEVEL: 5-8


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
871

884

839

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
826

808

749

715

NONMINORITY
MEN
37.6
60
6.7
47
5.3
46
5.5
WOMEN
30.6
207
23.8
192
21.7
192
19.3
BLACK
MEN
12.3
227
2.5
29
3.3
31
3.7
WOMEN
13.3
564
64.8
602
68.1
577
68.8
HISPANIC
MEN
1.5
4
.46
3
.34
3
.36
WOMEN
1.5
6
.69
6
.68
9
1.1
ASIAN/PI
MEN
1.4
1
.11
1
.11
1
.12
WOMEN
1.2
6
.69
3
.34
7
.83
AMERICAN
INDIAN
MEN
.1




1
.12
WOMEN
.1
1
.11
1
.11
2
.24
1990 Data Not Available - , '
48
5.8
37
4.6
36
4.8
41
5.7
147
17.8
152
18.8
134
17.9
133
18.6
23
2.8
18
2.2
18
2.4
20
2.8
588
71.2
577
7.1.4
549
73.3
508
71.1
2
.24
2
.25
1
.13
2
.28
10
1.2
12
1.5
6
.80
4
.56
2
.24
3
.37
2
.27
3
.42
5
.61
7
.87
2
.27
3
.42








1
.12


1
.13
1
.14

-------
OCCUPATIONAL CATEGORY: PATCO TOTAL (HEADQUARTERS)
GRADE GROUP LEVEL: 9-12
** & V. f.
'"- - \
TOTAL
^ ^ ••
1980 CLF
1987 #
%
1988 #
%
1989 #
%
1176
- x,-*" - ..
../: 	 >. 	
1225
. \.
•• •- ••^.•.x
1232
i \ *'*
1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
1425
•.
1537

1450

1372

NONMINORITY
MEN
37.6
369
31.4
368
30.0
391
29.4
WOMEN
30.6
452
38.4
489
39.9
520
39.0
BLACK
MEN
12.3
64
5.4
55
4.5
59
4.4
WOMEN
13.3
238
20.2
262
21.4
298
22.4
HISPANIC
MEN
1.5
7
.60
6
.49
15
1.1
WOMEN
1.5
13
1.1
17
1.4
19
1.4
ASIAN/PI
MEN
1.4
15
1.3
13
1.1
13
.98
WOMEN
1.2
17
1.5
15
1.2
15
1.1
AMERICAN
INDIAN
MEN
.1




1
.08
WOMEN
.1
1
.09


1
.08
*9£Q U2tta Not AV&ilfcblS
394
27.7
452
29.4
405
28.0
379
27.6
528
37.1
527
34.3
474
32.7
412
30.0
76
5.3
87
5.7
80
5.5
69
5.0
361
25.3
386
25.1
395
25.1
421
30.1
20
1.4
22
1.4
21
1.4
18
1.3
17
1.2
25
1.6
31
1.6
28
4.0
11
.77
15
.98
17
.98
17
1.2
17
1.2
21
1.4
24
1.4
22
1.6
1
.07
1
.07
1
.07
1
.07


1
.07
2
.07
5
.36
H
Ul
Ol
                           * Standard Metropolitan Statistical Area (SMSA)

-------
OCCUPATIONAL CATEGORY: PATCO TOTAL (HEADQUARTERS)
GRADE GROUP LEVEL: 13-15


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
2406

2561

2725

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
2986

3265

3541

3779

NONMINORITY
MEN
37.6
1542
64.1
1580
61.7
1603
58.8
WOMEN
30.6
624
25.9
696
27.2
781
28.7
BLACK
MEN
12.3
75
3.1
90
3.5
105
3.9
WOMEN
13.3
68
2.8
85
3.3
112
4.1
HISPANIC
MEN
1.5
15
.62
20
.78
24
.88
WOMEN
1.5
8
.33
9
.35
12
.44
ASIAN/ PI
MEN
1.4
58
2.4
60
2.3
66
.24
199Q Pat* $Ot A^il^I^'t^f
1666
55.8
1757
53.8
1849
52.2
1925
50.9
884
29.6
1025
31.4
114
32.3
1234
32.7
108
3.6
117
3.6
135
3.8
149
3.9
143
4.8
170
5.2
215
6.1
243
6.4
32
1.1
33
1.0
36
1.0
50
1.3
22
.74
24
.74
24
.68
32
.85
92
3.1
92
2.8
87
2.5
89
2.4
WOMEN
1.2
16
.67
20
.78
20
.73
s>. ' A- ^
37
1.2
44
1.4
49
1.4
55
1.5
AMERICAN
INDIAN
MEN
.1


1
.04
1
.04
	
1
.03
1
.03
1
.03
1
.03
WOMEN
.1




1
.04

1
.03
2
.06
1
.03
1
.03
H
Ul
A
                            * Standard Metopolitan Statistical Area  (SMSA)

-------
OCCUPATIONAL CATEGORY: PATCO TOTAL (HEADQUARTERS)
GRADE GROUP LEVEL: SES


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
179

181
'
189

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
192

199

212

206

NONMINORITY
MEN
37.6
150
83.8
150
82.9
155
82.0

151
78.7
154
77.4
159
75.0
147
71.4
WOMEN
30.6
21
11.7
23
12.7
27
14.3

32
16.7
36
18.1
42
19.8
47
22.8
BLACK
MEN
12.3
6
3.4
7
3.9
5
2.7

6
3.1
6
3.0
8
3.8
8
3.9
WOMEN
13.3




1
.53
199Q
1
.52
1
.50
1
.47
2
.97
HISPANIC
MEN
1.5
1
.56




P4t* >
1
.52
1
.50
1
.47
1
.49
WOMEN
1.5






F0t Aval,








ASIAN/ PI
MEN
1.4
1
.56
1
.55
1
.53
ta&lilR
i
.52
1
.50
1
.47
1
.49
WOMEN
1.2






'" 't f
' s4'?' '








AMERICAN
INDIAN
MEN
.1






•*








WOMEN
.1






>








t/l
                           * Standard Metropolitan  Statistical Area (SMSA)

-------
Ul
00
OCCUPATIONAL CATEGORY: PROFESSIONALS (HEADQUARTERS)
GRADE GROUP LEVEL: ALL


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
1825

1846

1889

1990 CLF
1990 #
%
1991 #
%
1992 #
% i
1993 #
%- • j
1972

2114

2156

2189

NONMINORITY
MEN
59.5
1212
66.4
1180
63.9
1170
61.9
47.3
1158
58.7
1205
! . 57.0
1221
56.6
1236
56.6
WOMEN
21.6
387
21.2
433
23.5
449
23.8
30.3
495
25.1
555
26.3
572
26.5
578
26.4
BLACK
MEN
6.4
65
3.6
68
3.7
79
4.2
6.0
79
4.0
85
4.0
89
4.1
89
4.1
WOMEN
6.0
46
2.5
53
2.9
56
3.0
8.5
75
3.8
85
4,0
91
4,2
95
4,3
HISPANIC
MEN
1.5
14
.8
14
.8
24
1.3
2,1
26
1,3
26
1,2
30
1,4
32
1,5
WOMEN
.6
15
.8
14
.8
19
1.0
1.1
19
1.0
26
1.2
26
1.2
26
1.2
ASIAN/PI
MEN
2.8
63
3.5
63
3.4
68
3.6
4,4
87
4,4 ^
90
4,3
83
3,9
87
4,0 :
WOMEN
1.1
23
1.3
21
1.1
24
1.3
2.3
33
1,7
42
2,0
44
2,0
45
2.1
AMERICAN
INDIAN
MEN
.1






.2








WOMEN
.1






.2






1
.05

-------
Ul
to
OCCUPATIONAL CATEGORY: PROFESSIONALS (HEADQUARTERS)
GRADE GROUP LEVEL: 5-8


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
35

33

29

1990 CLF
1990 #
%
1991 #
; %
1992 #
%
1993 #
% !
42

64

28

15

NONMINORITY
MEN
59.5
19
54.3
11
33.3
9
31.0
47,3
10
: 23,8
17
26*6
11
: 39,3
6
: 40,0
WOMEN
21.6
8
22.9
14
42.4
8
27.6
; 30*3
21
50*0
30
4$*$
10
35*7
5
33*3
BLACK
MEN
6.4
3
8.6
4
12.1
4
13.8
6*0
3
7*1
2
3*1 •
2
7*1 1


WOMEN
6.0
2
5.7
3
9.1
3
10.3
8*5
7
16*7
4
6*3
2
7*1 !


HISPANIC
MEN
1.5
2
5.7
1
3.0
1
3.5
2*1


1
1*6
1
3*6
1
6*8
WOMEN
.6




1
3.5
1*1 =


3
! 4*7 |
1
\ 3*6 I


ASIAN/PI
MEN
2.8
1
2.9


1
3.5
4*4
1
2*4 '!
3
4*7
1
3*6
3
20*0
WOMEN
1.1




2
6.9
2*3


4
€*3




AMERICAN
INDIAN
MEN
.1






*2








WOMEN
.1






*2





ff



-------
01
o
OCCUPATIONAL CATEGORY: PROFESSIONALS (HEADQUARTERS)
GRADE GROUP LEVEL: 9-12


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
379

373

414

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
414

439

402

372

NONMINORITY
MEN
59.5
166
43.8
159
42.6
176
42.5
47.3
168
40.6
182
41. S
159
39.6
151
40.1
WOMEN
21.6
127
33.5
136
36.5
148
35.8
30,3
147
35,5
148
33.7
137
34,1
123
33.1
BLACK
MEN
6.4
21
5.5
19
5.1
24
5.8
i 6.0
29
7.0 \
32
7,3 i
27
6.7
20
5.4
WOMEN
6.0
28
7.4
27
7.2
27
6.5
0.5
36
0,7
38
0,7
33
8,2
33
8,9
HISPANIC
MEN
1.5
5
1.3
6
1.6
12
2.9
2,1
10
a, 34
10
2,3
11
2,7
8
2,2
WOMEN
.6
10
2.6
10
2.7
11
2.7
1,1 I
6
1,5 1
9
2,1
11
2,7
13
3,5
ASIAN/PI
MEN
2.8
10
2.6
9
2.4
8
1.9
4*4 '
7
1.7 ;
7
1,6 ;
7
1,7
8
2,2
WOMEN
1.1
12
3.2
7
1.9
8
1.9
2*3
11
2*7 \
13
3,0
17
4,2
15
4,0 :
AMERICAN
INDIAN
MEN
.1






,2








WOMEN
.1






.2 \






I
.27 !

-------
o\
M
OCCUPATIONAL CATEGORY: PROFESSIONALS (HEADQUARTERS)
GRADE GROUP LEVEL: 13-15


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
1314

1350

1357

199O CLF
1990 #
%
1991 #
% i
1992 #
% i
1993 #
% I
1427

1526

1639

1718

NONMINORITY
MEN
59.5
937
71.3
930
68.9
906
66.8
47.3
905
€3.4
936
61.3
979
59.7
1012
58.9
WOMEN
21.6
247
18.8
276
20.4
285
21.0
30.3
316
22.1
365
23.9
412
25,1
435
25.3
BLACK
MEN
6.4
40
3.0
43
3.2
50
3.7
6.0
45
3.2
49
3.2
59
3.6 :
68
4.0 \
WOMEN
6.0
16
1.2
23
1.7
26
1.9
8.5
32
2,2
43
2.8
56
3.4
62
3.6 • !
HISPANIC
MEN
1.5
7
.5
7
.5
11
.8
2.1
16
1.1
15
.98
18
1.1
23
1.3
WOMEN
.6
5
.4
4
.3
7
.5
: 1,1
13
.9 i
14
.92
14
.85
13
.76 i
ASIAN/PI
MEN
2.8
51
3.9
53
3.9
58
4.3
4.4
78
5.5
79
5.2
74
4.5
75
4.4 1
WOMEN
1.1
11
.8
14
1.0
14
1.0
2.3
22
1.6
25
1.6 \
27
1.7 1
30
1.8
AMERICAN
INDIAN
MEN
.1






.2








WOMEN
.1






.2









-------
—

•
TOTAL

1980 CLF
1987 #
%
1988 #
9.
1989 #
%
97

90

89

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
	 . 	
89

85

87

84

OCCUPATIONAL
•============S=
NONMINORITY
MEN
59.5
90
92.8
80
88.9
79
88.8
47,3
75
04.3
70
82.4
72
02.8
67
79.8
WOMEN
21.6
5
5.2
7
7.8
8
9.0
30,3
11
12,4
12
14,1
13
14,9
15
17,9
CATEGORY: PR(
GRADE GROUP
===========
BLACK
MEN
6.4
1
1.0
2
2.2
1
1.1
6.0
2
2,3
2
2.4
1
1.2
1
1.2
WOMEN
6.0






0,5







=====
DFESSIONALS (HE
LEVEL: SES
HISPANIC
MEN
1.5














	
WOMEN
.6






2,1








1ADQUARTERS)
"^^^^~'^^M^^^^=*''"^^^^™*'^^^—
ASIAN/PI
MEN
2.8
1
1.0
1
1.1
1

4,4 :
1
1,1
i
1,2
1
1,2
1
1,2
WOMEN
1.1






2,3 j








AMERICAN
INDIAN
MEN
.1






,2








WOMEN
.1






,2







^~
ts>

-------
A
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (HEADQUARTERS)
GRADE GROUP LEVEL: ALL


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
1968

2154

2247

199O CLF
1990 #
%
1991 #
% :
1992 #
1 %
1993 #
% i
2665

2911

3032

3138

NONMINORITY
MEN
53.9
880
44.7
935
43.4
953
42.4
33.8
1079
40.5
1176
40.4
1206
39. 8
1232
39.3
WOMEN
26.2
721
36.6
789
36.6
828
36.9
35.1
967
36.3
1056
36.3
1090
36.0
1115
35.5
BLACK
MEN
7.6
83
4.2
88
4.1
92
4.1
8.7
119
4.5
131
4.5
135
4.5
137
4.4
WOMEN
8.0
240
12.2
289
13.4
318
14.2
15.5
405
15.2
437
15.0
485
16.0
519
16.5 \
HISPANIC
MEN
1.5
12
.61
14
.65
16
.71
1*4
28
1.1
31
1.1
29
,96
39
1,24
WOMEN
.7
9
.46
13
.60
12
.53
1.8 :
21
.79
28
,96 i
29
.96 1
33
1<1 i
ASIAN/PI
MEN
1.1
12
.61
12
.56
11
.49
1*4
19
,73, i
21
.72 i
24
.79.'. :
23
,73 1
WOMEN
.6
10
.51
13
.60
13
.58
2.0
24
,90
26
,89
29
* ,S6
33
: 1*1- !
AMERICAN
INDIAN
MEN
.2


1
.05
2
.09
.I i
2
,08
2
.07 ;
2
,07:
2
,06
WOMEN
.1
1
.05


2
.09
,2
1
.04
3
.10
3
, 10 !
5
.16

-------
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (HEADQUARTERS)
GRADE GROUP LEVEL: 5-8


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
125

136

104

1990 CLF
1990 #
%
1991 #
% ;
1992 #
%
1993 #
%
98

65

67

70

NONMINORITY
MEN
53.9
31
24.8
26
19.1
23
22.1
33.8
28
28.6
10
15.4
14
20.9
22
31.4
WOMEN
26.2
46
36.8
44
32.4
28
26.9
35,1
23
23.5
18
27.7
18
25.4
20
28.6
BLACK
MEN
7.6
7
5.6
8
4.9
7
6.7
8.7 ;
9
7.1
5
7.7 i
1
1.5
2
2.9
WOMEN
8.0
36
28.8
54
39.7
44
42.3
15.5
32
32.7
28
43.1
34
50.7
24
34.3 i
HISPANIC
MEN
1.5
1
.80
1
.74
1
.96
1. 4
1
1.0
1
1.5


1
1*4
WOMEN
.7
3
2.4
2
1.5


i ;us
2
2.0
3
4,6




ASIAN/PI
MEN
1.1


1
.74


1,4'
1
i.o :


1
1.5


WOMEN
.6
1
.80


1
.96
'- 3UO
4
4.1




1
'1.4 i
AMERICAN
INDIAN
MEN
.2






.3,








WOMEN
.1






,2









-------
A
Ul
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (HEADQUARTERS)
GRADE GROUP LEVEL: 9-12


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
671

718

748

1990 CLF
1990 #
1 - % :
1991 #
%
1992 #
: "*''% !
1993 *
' %
905

996

942
-
890

NONMINORITY
MEN
53.9
186
27.7
190
26.5
193
25.8
S3* 8
214
23*7
261
' 26*2
236
25*1
218
i 24*-5
WOMEN
26.2
282
42.0
310
43.2
316
42.3
35,1
355
39*2
355
; 35*€
313
33*2
265
»J9 »*J
BLACK
MEN
7.6
36
5.4
29
4.0
28
3.7
8*7
45
5,0
55
. 5,5 i
52
: 5*5
48
5*4
WOMEN
8.0
152
22.7
172
23.9
189
25.3
15*5
261
28*8
282
28*3 i
292
31*0 I
314
35*3
HISPANIC
MEN
1.5
2
.30


2
.27
1*4
10
1*1
11
1*1
10
1*1
10
1*1
WOMEN
.7
3
.45
6
.84
7
.94
1*8
10
1*1
15
1*5 i
19
2*0
14
1 !*•£
ASIAN/PI
MEN
1.1
5
.75
4
.56
5
.67
1*4 i
4
*44 :
8
*80
10
1*1 :
9
1*0 !
WOMEN
.6
4
.60
7
.97
6
.80
2*0
5
' *55
7
*70
7
*74
7
V;7sr
AMERICAN
INDIAN
MEN
.2




1
.13
*1
1
* JT!.. .........
1
*IO
1
«u/
i
- • *ii •
WOMEN
.1
1
.15


1
.13
«3 '

•S'' '
1
,10
2
,21
4
* **5-

-------
o\
o\
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (HEADQUARTERS)
GRADE GROUP LEVEL: 13-15


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
82

91

96
-
1990 CJ^F
1990 #
! %
1991 #
%
1992 #
1 %
1993 #
1 %
103
-
114

125
-
122
' ^
NONMINORITY
MEN
53.9
60
73.2
70
76.9
73
76.0
33«S "
76
73*S '
84
73*7
87
€9*9 -"
80
, $5*6
WOMEN
26.2
15
19.5
16
17.6
18
18.8
-33r»i
21
^0*4
24
«X»1
29
r.....«naf*2,.'
32
26,2
BLACK
MEN
7.6
5
6.1
5
5.5
4
4.2
8*7
4
! 3,£
4
3*5 1
7
5*6 !
7
- 5*7 !
WOMEN
8.0




1
1.0
15*5
1
,97
1
,38
1
,80 - 1
2
* 1*6 !
HISPANIC
MEN
1.5
1
1.2




1*4
1
,97
1
,B8'
1
*J>0
1
«33
WOMEN
.7






JUS








ASIAN/PI
MEN
1.1






£*" '

^ :





^ ;
WOMEN
.6






2*oJk

%





-
AMERICAN
INDIAN
MEN
.2






<\1

^ :
f

"* :



' \
WOMEN
.1






*3 •

% %



-



-------
Ot
v]
OCCUPATIONAL CATEGORY: ADMINISTRATIVE (HEADQUARTERS)
GRADE GROUP LEVEL: SES


TOTAL

1980 CLF
1987 #
%
1988 #
%
1989 #
%
82

91

96

1990 CLF
1990 #
%
1991 #
%
1992 #
%
1993 #
%
103

114

125

122

NONMINORITY
MEN
53.9
60
73.2
70
76.9
73
76.0
33.8
76
73.8
84
73.7
87
69.9
80
63,6
WOMEN
26.2
15
19.5
16
17.6
18
18.8
35.1
21
20.4
24
21.1
29
23.2
32
26.2
BLACK
MEN
7.6
5
6.1
5
5.5
4
4.2
8.7
4
3.9
4
3.5
7
5.6
7
5.7 j
WOMEN
8.0




1
1.0
15.5
1
.97
1
.88
1
.80
2
1,6
HISPANIC
MEN
1.5
1
1.2




1.4
1
.9?
1
.88
1
.80
1
.32
WOMEN
.7






1.8








ASIAN/PI
MEN
1.1






1,4








WOMEN
.6






; 2.0








AMERICAN
INDIAN
MEN
.2






,1 !








WOMEN
.1






.2 ;









-------
PART B, Subpart B (Headquarters)
UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN  FOR MINORITIES, WOMEN AND PEOPLE  WITH
DISABILITIES
ANNUAL ACCOMPLISHMENT REPORT
FISCAL YEAR 1993
NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES
NET CHANGE
HEADQUARTERS- GRADE GROUP: 5-8
OCCUPATIONAL
CATEGORY
PROFESSIONAL
ADMINISTRATIVE
SERIES: 0511
TOTAL
Professional and
Administrative
only.
PLANNED/
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL
3LANNED
i^CTUAL
3LANNED
\CTUAL
PERCENT
TOTAL W
-H
2
8 (
6 I
'H TE
n |w
• 1

• 2
I 3
3 1

8 I
I
• 3
I 3
73. 100.
BLACK
M
1

1
1
1

2
1
50.
W


1



1


HISPANIC
M
1

2
1
1

3
1
33.3
W


1



1


AS AN
M

2
1


1
1
2
200.
W



1



1
100.
\M.INDIAN
M









W









EEOC Form 568 (8/87) (page 4)
                                        168

-------
PART B, Subpart B (Headquarters)
                                                     UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES, WOMEN  AND PEOPLE WITH
DISABILITIES

                        ANNUAL ACCOMPLISHMENT REPORT
                               FISCAL YEAR 1993
             NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES
                                 NET CHANGE

                    HEADQUARTERS- GRADE GROUP: 9-12
 DCCUPATIONAL
 CATEGORY
 PROFESSIONAL
 ADMINISTRATIVE
 SERIES: 0511
 SERIES: 0905
    TOTAL
 Professional and
 Administrative
 only.
PLANNED
/ACTUAL
               PLANNED
               ACTUAL
               PLANNED
               ACTUAL
 'LANNED
               ACTUAL
                'LANNED
               ACTUAL
 'LANNED
ACTUAL
fOTAL*
  DOES NOT INCLUDE WHITE MEN
EEOC Form 568 (8/87)
                                       169

-------
PART B. Subpart B (Headquarters)
UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES

                        ANNUAL ACCOMPLISHMENT REPORT
                               FISCAL YEAR 1993
             NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES
                                 NET CHANGE

                   HEADQUARTERS- GRADE GROUP: 13-15
DCCUPATIONAL
CATEGORY
PROFESSIONAL
ADMINISTRATIVE
SERIES: 0511
SERIES: 0905
TOTAL
Professional and
Administrative
only.
PLANNED/
\CTUAL
'LANNED
ACTUAL
SLANNED
ACTUAL
SLANNED
ACTUAL
'LANNED
ACTUAL
3LANNED
ACTUAL
PERCENT
FOTAL \

41 1
WHITE
M W
III 13
47* |33* 1 23
43 B
• 4
115* J43* I 67
13 9
15* I
2 | 10
4
6* |
84 1
162 I
193. |
12 | 1
H 17
| 90
HI 529.
BLACK
M
12
9
19
5
4
2
1
1
31
14
45.
W
11
6
8
21

1
1
2
19
27
142.
HISPANIC
M
2
5
7
9

1
1
1
9
14
156.
W
1

1
9




2
9
450.
AS AN
M
1
1
1
1

1
1
1
2
2
100.
W
1
3
2
3




3
6
200.
\M. INDIAN
M


1





1


W











 DOES NOT INCLUDE WHITE MEN
EEOC Form 568 (8/87)
                                      170

-------
PART B, Subpart B (Headquarters)                                           UPDATE 94
AFFIRMATIVE EMPLOYMENT  PROGRAM  PLAN FOR  MINORITIES, WOMEN AND  PEOPLE WITH
DISABILITIES

                        ANNUAL ACCOMPLISHMENT REPORT
                               FISCAL YEAR 1993
             NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES
                                 NET CHANGE

                          HEADQUARTERS-SES
DCCUPATIONAL
CATEGORY
PROFESSIONAL
ADMINISTRATIVE
SERIES: 0511
SERIES: 0905
TOTAL
Professional and
Administrative
only.
=>LANNED/
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL
PERCENT
fOTAL
3
2

4
1
1
1
1
3
6
200.
WH
M
I
m
ITE
W
2
2

3
1
1

1
2
5
250.
BLACK
M
1





1

1


W



1





1
100.
HISPANIC
M











W











AS
M











AN
W











^M. INDIAN
M











W











EEOC Form 568 (8/87)
                                        171

-------
PART B, Subpart B (Headquarters)
                                      UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN  FOR MINORITIES,  WOMEN  AND PEOPLE WITH
DISABILITIES

                         REPORT OF OBJECTIVE AND ACTION ITEMS

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS

PROBLEM/BARRIER STATEMENT: The existence of a misperception by some managers that minorities and
white women are not qualified for supervisory positions and the inability of some employees to relate well
to persons of a different race, ethnicity or gender.

OBJECTIVE: A work place in which all employees value the diversity of the staff and where there is true
equal employment opportunity for all to advance to the maximum potential.
          ACTION ITEMS:
                                  /ES
'ARTIAL
ACCOMPLISHMENTS
  Continue development of Cultural
 Diversity Task Force
 •ecommendations.
 Monitor equal opportunity complaints
 and events to determine training
 needs.
 Develop and provide training that will
 address those aspects of equal
 Dpportunity (EEO) law and cultural
 diversity that will assure that
 smployees, especially managers and
 supervisors understand and support
 he Agency's  responsibilities under
 EEO law and  appropriately value the
 culture of individuals.
        n June 1993, the EPA Cultural Diversity Task
        porce presented a Final Report to Headquarters
        Supervisors and Managers. The Final Report was
        published as a companion document to the earlier
        Cultural Diversity Challenges for EPA" report
        ssued in November 1992.  The next phase of the
        cultural diversity initiative is to be special projects.
        Fhese projects may include further analysis of
        raining and career development issues,
        Derformance appraisals/process concerns, and/or
        Dther topics that would give insight into "problem"
        areas that need resolution.

        rhrough a variety of processes, including the
        monitoring of EEO complaints, training needs
        were determined.  As  a result, training on the
        subject of Sexual Harassment was given to
        managers in the Office of Enforcement, employees
          Region 8,  Office of  Solid Waste and Emergency
        Response, Office of Inspector General, and
        Regions 4, and 10. In addition, training in
        complaints processing was given to  employees in
        Regions 4, 8, and 10,  and Research Triangle Park.
EEOC Form 568 (8/87)
                                              172

-------
PART B, Subpart B (Headquarters)
                              UPDATE 94
AFFIRMATIVE  EMPLOYMENT  PROGRAM  PLAN  FOR MINORITIES,  WOMEN AND  PEOPLE  WITH
DISABILITIES

                         REPORT OF OBJECTIVE AND ACTION ITEMS

PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS

PROBLEM/BARRIER STATEMENT: Career development opportunities for secretarial and clerical positions
(predominantly Black women) are limited and/or nonexistent in many of the Headquarters' organizational
components; and managers are not trained to take advantage of the growth potential of their support pool
members.

OBJECTIVE:  A wider range of career development opportunities for secretarial and  clerical support
employees and their participation in career development programs.
          ACTION ITEMS:
                                      PARTIAL
            ACCOMPLISHMENTS
 Restructure jobs to provide entry level
 developmental positions for
 minorities.
 Provide support staff with rotational
 assignments to non-secretarial
 positions.
 Provide financial support for
 secretaries to enroll in the Certified
 Professional Secretaries Program.
 Jtilize the EPA, Administrative
 Support Career Management System
 ASCMS) (including its supporting
 aractical guide documents) to
 enhance the Agency's ability to
 attract, develop and retain the high
 quality support staff.
Fhe Human Resources Council (HRC), National
Secretarial Advisory Council (SAC), and the
Agency's Human Resources Officers collaborated
o develop an Implementation Plan for the
Administrative Support Career Management
System (ASCMS).  During FY 1993, 25 positions
were reclassified from secretarial to Office
Manager.

 ontinued to publish the newsletter "SAC Speaks
Out", which is targeted to secretarial and  clerical
amployees.
First piloted in EPA's Region 8, in 1989, The
Goalsetters Reaching for Opportunities (GRO)
raining program is now operating in Regions 7,
3 and 9. The Program is patterned after EPA's
3reater Leadership Opportunities (GLO) Program
o provide an opportunity for women in grades GS
4-10 to gain exposure and visibility, and to
develop skills essential to senior staff and
nanagement  careers.
EEOC Form 568 (8/87)
                                            173

-------
PART B, Subpart B (Headquarters)
UPDATE 92
AFFIRMATIVE EMPLOYMENT  PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE  WITH
DISABILITIES

                        REPORT OF OBJECTIVE  AND ACTION ITEMS
NOTE: The Problems. Objectives and Action Items described below are taken from those contained in the
initial Plan of April 1988. but. Is some Instances, have been editorially revised for clarification purposes.
PROGRAM ELEMENT: ORGANIZATION AND RESOURCES	
PROBLEM/BARRIER STATEMENT:  Collateral-duty support  staff need to be identified to assist the Area
Director for CMI Rights (HQ) In carrying out the responsibilities of the Black Employment Program, Hlpanic
and Women's Employment  Program.	
OBJECTIVE: To accomplish  certain short term measures addressing appointment of special emphasis
managers for each HQs planning and reporting unit and preparation of position paper and plan for program
expenditures; and assign program responsibility to Deputy Assistants and their counterparts.
ACTION ITEMS:
Prepare applications for special emphasis managers.
Distribute Federal Women's Program memo to all HQs employees.
Circulate applications to interested employees.
Interview and make selections for Black employment and federal
women's program.
Continue to expand all constituent group networks.
Prepare recommendation to HQs Assistant Administrators re: high level
staff support of EEO function.
Chart annual program expenditures and report to Director, OCR
Issue policy statement which outlines specific goals and program
objectives and, by example, demonstrate commitment to affirmative
action concerns.
Provide guidance to hiring officials relative to developing recruitment
nechanisms for minorities and women.
Finalize the development of EEO training course through the EPA
nstitute.
ACCOMPLISHMENTS STATUS
YES
PARTIAL
NO
THIS ACTION WAS DROPPED (FY 1990).
X


THIS ACTION WAS DROPPED (FY 1990).
THIS ACTION WAS DROPPED (FY 1990).
X
X
X
X
X










Fhe development of a formal EEO training course
through the EPA Institute will no longer be pursued
since these individuals have been provided specific
training through a variety of specially designed
seminars. Training needs of the collateral-duty
staff will continue to be assessed by program
managers who will work with appropriate program
officials in developing and presenting training
relevant to group as well as individual needs.
EEOC Form 568 (8/87)
                                               174

-------
 PART B, Subpart B  (Headquarters)
                                                   UPDATE 92
 AFFIRMATIVE  EMPLOYMENT PROGRAM PLAN  FOR  MINORITIES,  WOMEN AND  PEOPLE  WITH
 DISABILITIES

                              REPORT OF OBJECTIVE  AND ACTION ITEMS

 PROGRAM ELEMENT: RECRUITMENT AND HIRING
 PROBLEM/BARRIER STATEMENT: EPA Headquarters components have been only moderately successful in recruiting applicants
 from groups which evidence a manifest Imbalance. Minority males are either conspicuously absent or manifestly imbalanced in the
 principal professional and administrative occupational series.

 OBJECTIVE: To enlarge the applicant pool of qualified candidates identified as conspicuously absent from, or manifestly imbalanced
 in, the EPA Professional and Administrative categories with particular focus on the employment of Black and Hispanic males.
          ACTION ITEMS:
                                      YES
                     ACCOMPLISHMENTS
 Expand annual goal setting exercise to
 ensure that goals are distributed among
 offices, divisions and branches.
 Promulgate recruitment plan for
 minorities and women at AAship level.
 Organize a task force or designate high
 evel person to develop an Affirmative
 Employment Recruitment Plan; identify
 recruitment sources and implementing
 mechanisms; identify financial resources
 to support vigorous recruitment strategy.
 Provide recruitment training including
 philosophy and strategy in pursuing
 argeted recruitment.
 Evaluate the effectiveness of recruitment
 efforts under the recruiting plan and
 evise plan actions as necessary.
 ncrease awareness of program offices to
 sources of professionally qualified
 •ninorities and minorities holding
 academic degrees in science and
 •ngineering.
 vteet with administrators and top
 •nanagers regarding recruitment trips to
 ninority academic institutions and
 >rganizations of minority and women
 )rofessionals.
 rieet with administrators and top
 nanagers regarding academic institutions
 md organizations of minority and women
 irofessionals.
 'remote institutionalized efforts within the
 VAships to improve minority and women
 ecfurtment efforts.
Each year, the applicant pool of qualified minority and nonminorrty women
candidates for Professional and Administrative positions at Headquarters has
steadily risen. By the dose of FY 1991. the Professional population had
increased by 7.2%.  In contrast, minorities increased by 11%, 1.5 times
greater than the total Professional population and nonminorrty women
ncreased 12%, 1.7 times greater. The Administrative population increased
9.2% as did nonminorrty women while the increase of minorities was slightly
higher at 9.7%.
As indicated, each of the action items identified in this program element
have been accomplished. The programs established or enhanced In an
effort to achieve the stated objective will continue to ensure that progress, as
reported in prior year accomplishment reports, will continue to be made in
these occupational categories.
During FY 1991, the National Recruitment Manager and the OCR continued
their efforts to encourage major operating components to fully coordinate
their recruitment initiatives. These efforts have complemented the.
establishment and continuation of a variety of recruitment, educational and
developmental programs to include a National Recruitment Committee
made up of senior executives representing Headquarters components as
 ell as Regions, and an Academic Relations Program designed to cultivate a
network of Historically Black Colleges and  Universities and educational
nstitutions having a significant enrollment  of minority students. To
strengthen the entire network of minority academic institutions,
programmatic initiatives have been included in this years' Ran Update (Part
A, Subpart A (Agency-wide).
 b provide greater visibility to EPA's efforts to support minority academic
 nstitutions, a directory was published which lists research grants,
cooperative education agreements, intergovernmental personnel act
agreements, fellowships, equipment donations or transfers, training grants,
 acuity internships, student internships, and education programs.
EEDC Form 568 (8/87)
                                                     175

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PART B, Subpart B (Headquarters)
                                      UPDATE 94
AFFIRMATIVE  EMPLOYMENT PROGRAM  PLAN FOR  MINORITIES, WOMEN AND  PEOPLE  WITH
DISABILITIES

                         REPORT OF OBJECTIVES AND ACTION ITEMS                        ~

PROGRAM ELEMENT:  EMPLOYEE DEVELOPMENT
PROBLEM/BARRIER STATEMENT:  Career development opportunities for secretarial and clerical positions
(predominantly Black women) are limited and/or nonexistent in many of the Headquarters' organizational
components; and managers are not trained to take advantage of the growth potential of their support pool
members.	
OBJECTIVE:  To create a wider range  of career development opportunities for secretarial and clerical
support employees and encourage their participation in career development programs.
          ACTION ITEMS:
         ACCOMPLISHMENTS STATUS
                                   ES
'ARTIAL
STATEMENT OF ACCOMPLISHMENT
 Restructure jobs to provide entry level
 developmental positions for minorities
 md women;
 3rovide secretaries with rotational
 assignments to non-secretarial
 Dositions;
 Conduct secretarial retreats to
 jiscuss and plan job enhancement
 strategies;
 3rovide financial support for
 secretaries to enroll in the Certified
 3rofessional Secretaries Program;
 Encourage enrollment in
 Headquarters' Secretarial Advisory
 Sommittee (SAC);
  ncrease awareness of all supervisors
 and managers of career development
 possibilities available to secretaries
 and support staff;
 Encourage the establishment of
 'local" SACs in each of 12 HQs
 jperating components;
        see PART A, Subpart A- Noteworthy Initiatives for
        jata on this subject.

        Background:The EPA developed an Administrative
         upport Career Management System (ASCMS)
        with supporting practical guide documents)
        designed to improve the Agency's ability to
        ittract, develop, and retain the highest quality
        ;taff; enhance the status, professionalism, and
        :areer opportunities for that  staff; and provide the
        notivated and  highly skilled  employees needed to
        neet the demands of the EPA office of the future.
         he ASCMS requires that (1) basic orientation
        jrograms for new secretarial and administrative
        staff be established;  (2) assessments of
        iBcretarial and administrative staff skills be made;
        3) training and development needs be
        Jocumented in Career Management Plans
        CMPs); (4) skills and training requirements for
        secretarial and administrative positions be
        jstablished at each grade level; (5) sufficient
        esources be allocated to support the training
        leeds of the support staff; (6) supervisors and
        nanagers be trained on the  subject of position
        nanagement, staff utilization, and job
        •estructuring; (7) support staff personnel  be
        ncluded in retreats and team building exercises;
        B) secretaries be encourgaed to enroll in and
        complete the Certified Professional Secretary
         rogram; and  (9) the Deputy Administrator be
        Drovided annual reports on the  status of ASCMS
        mplementation.
 .HOC Form 568 (8/87)
                                               176

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PART B, Subpart B (Headquarters)                                   UPDATE 94
94

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN
AND PEOPLE WITH DISABILITIES
  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

                    NOTEWORTHY ACTIVITIES/INITIATIVES

                             HEADQUARTERS



OFFICE OF THE ADMINISTRATOR (OA):

• Science Advisory Board (SAB): A GM-13 (promotion potential to GS-14) Hispanic man
was selected to serve as a staff member to the Science Advisory Board. This action is
most notable since he is the first minority to serve as a member of the professional staff.

•  Since  assuming leadership of the EPA,  the Administrator has  made significant
appointments of minorities and women to senior level positions:

      I Chief of Staff (White woman)
      I Special Counsel (White woman)
      9 Special Assistants; (I Asian-American woman, I  Hispanic man
       4 white women, and 3 White men)
      1 Associate Deputy Administrator (White woman)
      1 Deputy Chief of Staff (Black man)
      2 Associate Administrators (White women)
      1 Deputy Associate Administrator (White women)

• Rotational assignments are an important component in providing career development
opportunities for employees particularly minorities and women. During the past fiscal
year,  7 rotational assignments were given to serve  as Special Assistants to  the
Administrator and/or Depty Administrator: 2 Asian-American women, 1 Black man, 2
White women, and 2 White men.

•  Executive developmental programs:  Two  employees participated in  executive
development programs - Office of Personnel Management's Executive Leadership
Program  (White woman) and  Intergovernmental  Personnel Act Assignment  (White
woman).


EEOC Form 566 (8/87) page 7
                                    177

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PART B, Subpart B (Headquarters)                                 UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN
AND PEOPLE WITH DISABILITIES
  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

                    NOTEWORTHY ACTIVITIES/INITIATIVES

                             HEADQUARTERS



OFFICE OF THE ADMINISTRATOR (OA): (continued)

•  Affirmative employment selections:
1 Program Analyst GS-11/12 (Asian-American woman)
1 From Administrative Technician GS-8 to Administrative Officer GS-9/11 (Black woman)
1 Deputy Director GS-15 (Black woman)
1 Associate Director for Operations and Analysis GS-15 (Black woman)
1 Area Director for Civil Rights  GS-13/14 (Black man)

•  People with Disabilities Program: Promotions of individuals with targeted disabilities:
1 Mail/File Clerk (White woman) GS-4 to Information Management Technician GS-5 with
promotion potential to GS-9, and 1 Copier Equipment Operator (White woman) GS-3 to
Correspondence Control Clerk GS-4.

OFFICE OF THE INSPECTOR GENERAL (PIG):

•  An OIG Quality Action Team developed a recruitment manual describing, in detail, how
to effectively recruit on college campuses. Historically Black Colleges (HBCU's) are listed
in the manual.
•  Developed an OIG specific recruitment brochure for use in all phases of recruiting.
•   The  Deputy Inspector General signed  a Memorandum of  Understanding with
Marymount University, Arlington, VA. establishing a formal Academic Relations Program
to attract targeted groups not only for the OIG but the entire Agency.

OFFICE OF INTERNATIONAL ACTIVITIES (OIA):

•  Established a $700 minimum per person training allowance for each employee.
•  Provided mentors for several  OIA employees who sought career-development rotational
assignments in OIA.


EEOC Form 566 (8/87) page 7
                                    178

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PART B, Subpart B (Headquarters)                                 UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN
AND PEOPLE WITH DISABILITIES
  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

                    NOTEWORTHY ACTIVITIES/INITIATIVES

                              HEADQUARTERS



OFFICE OF GENERAL COUNCIL (OGC):

•  The  Office of General Counsel's Summer Honors Program remains a significant
program in OGC's employee diversity efforts. Second year law students who participate
in the summer honors program are considered for full time employment after their
graduation. Five minority lawyers from the 1991 and 1992 summer honors classes were
hired. The 1993 summer honors class consisted of nine law students (5 minorities).  Ten
employment offers to second year law students for the 1994 summer honors program are
projected which includes four minorities and six women.

•  Nine OGC employees participated in the  Office of Civil Rights' "Workforce 2000 -
Quality for Equality" conference.  After attending the conference the Acting Deputy
General  Counsel established a Workforce Diversity Workgroup within the  OGC.  The
workgroup is comprised of OGC employees representing all grade levels. The focus of
the workgroup is to help the OGC and the Agency achieve the objectives of the EPA's
Affirmative Employment Program Plan. Also,  during  FY 1993, OCG's "Equality Forum"
continued to provide "brown-bag" programs to improve the sensitivity of OGC to gender
and culture issues.  For example, topics included in the  programs dealt with  exploring
gender communication patterns; discussions of the legacy of African American women,
and career development for OCG's lower grade employees. The OGC Equality Forum
wrote the General Counsel's policy statement on the prevention of sexual harassment
which was signed an distributed throughout the OGC. Further, the Forum wrote a script
for, and "starred-in", a video depicting various forms of sexually harassing behaviors.  The
video has been made available for showing to EPA components upon request.
EEOC Form 566 (8/87) page 7
                                     179

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PART B, Subpart B (Headquarters)                                UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN
AND PEOPLE WITH DISABILITIES
  ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

                    NOTEWORTHY ACTIVITIES/INITIATIVES

                             HEADQUARTERS



OFFICE OF SOLID WASTE AND EMERGENCY RESPONSE (OSWER):

• The OSWER implemented a rotational program for OSWER Office Managers to serve
as an Administrative Specialist  (GS-8) on the Solid Waste Task Force for 90 days.
Assignment to this project gives participants an opportunity to work with budget, contracts
and grants, and a wide variety of administrative issues.   Participants learn to work
independently with increased responsibilities. These projects are outside of their normal
range of clerical duties.

•  Converted an Asian-Pacific man from a Co-op position to a permanent professional
position.

•  Promotions: A Asian-Pacific  man to a supervisory GM-15 position.  A white women
to a GM-14 supervisory position.

•  Hired two cooperative education students, one of which is an American Indian male
from the University of Arizona.

•  Established an Enivornmental Protection Specialist GS-7 to GS-13 under the Upward
Mobility  Program.  A  secretary (Black woman) was selected for  placement into the
position.

•  Converted three secretarial positions to Office Managers under the guidance of the
EPA's Administrative Support Career Management Program.
                                     180

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PART C, Subpart A (Agency-wide)                                    UPDATE 94

AFFIRMATIVE ACTION PROGRAM PLAN FOR PEOPLE WITH DISABILITIES



                              INTRODUCTION
BACKGROUND: The Equal Employment Opportunity Commission (EEOC), in its letter
to the EPA dated November 14, 1990, states that the "EEOC is taking a new approach
to Federal affirmative employment by combining its evaluation of programs for minorities,
women and people with disabilities." The report constrained in this portion of the Plan is
in response to the initiative.

The report covers the period October 1,1993, through September 30,1994, and contains
all of the elements required by the EEOC's Management Directive 713.

The goal of this report is to comply with current regulations for its preparation and convey
in a clear and analytical manner a full assessment of the current status of the Affirmative
Action Program for  People with Disabilities and the outstanding EEO related  problems
facing the EPA.
                                    181

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      AFFIRMATIVE ACTION PROGRAM PLAN UPDATE AND REPORT  OF
     ACCOMPLISHMENTS  FOR AGENCY WITH 1,001 OR MORE EMPLOYEES

                  AFFIRMATIVE ACTION PROGRAM FOR
                    INDIVIDUALS  WITH HANDICAPS

Plan update for the period Oct. 1, 1993  . through Sept.  30,
Report for the period Oct. 1,  19 92  . through Sept. 30,  1993
   U.S. ENVIRONMENTAL PROTECTION AGENCY	
AGENCY


   401 M Street, S.W.
   Washington, D.C.  20460	
AGENCY ADDRESS


NUMBER OF EMPLOYEES COVERED BY THIS PLAN   19/066
   Carolyn B. Johnson	              202-260-4980	
NAME OF PERSON PREPARING THIS  FORM              TELEPHONE NUMBER
   Kenneth F.  Dawsey
 SIGNATURE OF RESPONSIBLE OFFICIAL



   Director, Office of Human Resources Management
 NAME AND TITLE OF RESPONSIBLE OFFICIAL


                     /•• feral 1C. B«mn«*                  JAN  7 1994
   Carol M. Browner
 SIGNATURE OF AGENCY HEAD                             DATE
   Carol M. Browner, EPA Administrator	.
 NAME AND TITLE OF AGENCY HEAD  (CERTIFIES THAT THIS REPORT  IS  IN
 COMPLIANCE  WITH EEO-MD-713, "AFFIRMATIVE ACTION FOR HIRING,
 PLACEMENT,  AND ADVANCEMENT OF  INDIVIDUALS WITH HANDICAPS")
  EEOC FORM 440  (10/87)
                                  182

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                   PART 1:   PROGRAM PLAN UPDATE
   FOR THE PERIOD OCTOBER 1, 19 93 .  THROUGH SEPTEMBER 30, 19 94

      NUMERICAL OBJECTIVES (GOALS)  FOR EMPLOYMENT OF PERSONS
 WITH TARGETED DISABILITIES  (TD) (BASED ON PARMENENT WORK FORCE)

Agencies are to use this format to establish numerical objectives
for the period October 1 through September 30.  Anticipated
changes in the vork force are taken into account, as objectives
are calculated on the basis  of losses  froa the vork force as veil
as accessions.  The planned  rate of accessions (if any are antici-
pated) »ust be adequate to  achieve the desired vork force profile
as of September 30.  Guidance is provided in Appendix B of this
directive.

LOSSES
f TOTAL WORK FORCE 1
LOSSES
WITH HANDICAP REPORTED
LOSSES
TARGETED DISABILITIES (TD1
ACCESSIONS
f TOTAL WORK FORCED
ACCESSIONS
WITH HANDICAP REPORTED
ACCESSIONS
TARGETED DISABILITIES (TD)
ANTICIPATED CHANGES IN WORK FORCE
FROM OCT. 1. 1993. TO SEPT. 30. 1994
NUMBER •*• OR -
- 900
10
5
+ 1300
+ 75
+ 60
PERCENT CHANGE +(-
- 5.09%
- 1.43%
- 3.79%
+ 7.35%
+ 10.71%
+45.45%

TOTAL WORK FORCE
HANDICAP REPORTED
TARGETED DISABILITIES
WORK FORCE
ACTUAL
DATA AS OF
97307 93
NUMBER
17.692
700
132
*
100
4.0
0.79
ANTICIPATED
CHANGES IN
WORK FORCE FROM
10/1/ 93 TO 9/30/94
NUMBER
•«• OR -
+ 400
+ 65
+ 55
*% CHANGE
+ OR -
+ 2.26%
+ 9.29%
+41.67%
ANTICIPATED
DATA
AS OF
9/30/94
NUMBER
18,092
765
187
\
100
4.2
1.03
/CALCULATE THIS PERCENTAGE BY DIVIDING THE NUMBER «• OR - BY THE
CORRESPONDING NUMBER IN THE WORK FORCE AS OF THE BEGINNING OF
THE REPORTING PERIOD.
NUMERICAL OBJECTIVES,FOR THfPgRIOg 10/1/93
                                                  TO
A.  TOTAL NUMBER OF ACCESSIONS OF PERSONS WITH TD
B.  PERCENT ACCESSIONS OF PERSONS WITH TD
C.  TOTAL NUMBER OF PERSONS WITH TD ON BOARD
      AS OF SEPTEMBER 30, 19 94 •
D.  PERCENT OF WORK FORCE WITH TD
      AS OF SEPTEMBER 30, 19 94 t
                                                          60
                                                        ^4752
                                                         765
                                                        1.03
   EEOC FORM 440 (pg. 2)  (10/87)
                                      183

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              PLAN FOR SPECIAL RZCRDITHENT PROGRAM

Agencies are to establish and maintain special recruitment
§?°9w*??J°r im4viduals with handicaps with the specified severe
disabilities.  The purpose is to obtain applications from quali-
fied individuals with handicaps.  A revised and improved plan for
a special recruitment program is required unless:

A.   the agency »et its previous year's employment objectives

     (If so, check here:  { ])

                              or

B.   the number of applications received from persons with
targeted disabilities was at least two times the number of
accessions that would have been necessary to achieve the objec-
tives.

     (If so, check here: [ ])

IF NEITHER OF THESE CONDITIONS HAS BEEN MET, list new recruiting
strategies that will be instituted so that the agency can meet its
current employment objectives.
          NEW RECRUITING STRATEGIES
       (See attached Recruiting Strategies)
TARGET DATES
 EEOC FORM 440 (pg. 3)
                                184

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NEW RECRUITING STRATEGIES                              TARGET DATES

Develop MOUs under EPA's Academic                      09-30-94
Relations Program with at least two
academic institutions that have high
concentrations of disabled persons.

Utilize the Project ABLE database to                   02-01-94
assist in locating persons with
disabilities who are qualified and
available for vacancies at EPA.

Continue recruitment efforts and                       Ongoing
contacts with rehabilitation centers
and other organizations serving
persons with disabilities.

Continue to include groups and                         Ongoing «
organizations for people with                                   e
disabilities on job announcement
distribution lists.
                                 185

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                                          FACILITY  ACCESSIBILITY

            LIST AMY  UNMET OBJECTIVES POR BARRIER  REMOVAL THAT WERE  ESTABLISHED IN PREVIOUS SUBMISSIONS
            BUT HAVE  NOT BEEN ACCOMPLISHED.  REMOVAL STRATEGIES ARE  TO BE REVISED SO THAT  THESE OBJECTIVE!
            CAN BE ACCOMPLISHED PRIOR TO THE END OF  THE FISCAL YEAR  COVERED BY THIS PLAN.
                   OBJECTIVES
|   ORIGINAL   I  REVISED   |
ITARGET DATES ITARGET DATES I
                      N/A
03
     REVISED
REMOVAL STRATEGIES
                                                                                     N/A
       ft.   LIST ADDITIONAL OBJECTIVES POR  BARRIER REMOVAL DURING THE PERIOD COVERED BY THIS PLAN,
                  OBJECTIVES
         Most EPA buildings meet accessibility requirements.  Many of the buildings
         in our field offices are new and are already accessible.   EPA Headquarters has
         taken the necessary steps to make buildings in the Washington,  D.C. area as
         accessible as possible.
                                                                                       TARGET DATES
                                              N/A
      EEOC FORM 440 (pg.  4)   (10/87)

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         ALTERNATIVES TO PERSONNEL OR MANAGEMENT POLICIES, PRACTICES, OR PROCEDURES WHICH RESTRICT
                       HIRING,  PLACEMENT, AND ADVANCEMENT OF  INDIVIDUALS WITH  HANDICAPS

        '  HAVE NOTRYETSBEENCI  "*** IDBNTIPI?° ™ PRBV1OOS SUBMISSIONS BUT FOR WHICH ALTERNATIVES
     I
09
vl
     I         BARRIERS          |       ALTERNATIVES
     •                            I
     I Many EPA managers and super- | Develop mechanisms bo help
     ' visors are uncomfortable with! managers and supervisors
      hiring persons with disabili-l become more sensitized to
      ties due to attitudinal      | working with and supervising
      barriers.
                            persons with disabilities.
                                                          PLANNED ACTIONS
                        CURRENT
                      TARGET DATES
Conduct one-on-one
meetings with selecting
officials to identify
and remove any real or
perceived barriers to
hiring persons with
disabilities.
                                                                               09/30/94
  DATES
INDICATED
PREVIOUSLY

 09/30/93
    •B.  LIST BARRIERS NOT PREVIOUSLY IDENTIFIED FOR WHICH ALTERNATIVES SHOULD Bft INSTITUTED!
        BARRIERS

Budget restrictions have
severly curtailed hiring in
FY'93 and will continue in
FY'94.
                                       ALTERNATIVES

                                 Use this as a period to
                                 develop relationships with
                                 appropriate groups and
                                 concentrate on career devel-
                                 opment of current employees.
 PLANNED ACTIONS

Focus on career development and upward
mobility for current disabled
employees.
  TARGET
  DATES

 09/30/93
    S? JSJc »,I B TARGBT DATE INDICATED SHOULD  BE PRIOR TO  THE END OP THE FISCAL YEAR COVERED
    nl Inll ™2£ S°  ™AT SUBSTANTIAL PROGRESS TOWARD ELIMINATION OF BARRIERS WILL HAVE BEEN MADE
    Sn 122  J£ 5*    LL BARRIERS THAT ME LISTED IN ITEM "A"  ABOVE SHOULD  BE REMOVED  PRIOR
    TO THE  END OF THE FISCAL YEAR COVERED BY THIS PLAN.

    EEOC  FORM 440 (pg. 5)  (10/87)

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 FOR THE PERIOD OCTOBER 1, 1992   THROUGH SEPTEMBER 30,  1993

  AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH HAKDICAPS

                      STAFFING COMMITMENTS

Provide data indicating staffing commitments as of September 30,
19	.  Include selective placement coordinators, handicapped
program managers, and other key staff assigned to the affirmative
action progran for individuals with handicaps.  Do not include
equal employment opportunity counselors and other personnel
processing complaints of discrimination on the basis of handicap.

A.   HEADQUARTERS PERSONNEL WITH NATIONWIDE RESPONSIBILITY:

     1.   AGENCYWIDE RESPONSIBILITY (DEPARTMENTWIDE, IF APPLI-
               CABLE)

          NUMBER OF PERSONS      2	
          TOTAL STAFF YEARS (FULL-TIME EQUIVALENTS ALLOCATED TO
               THE PROGRAM)      .25	

     2.   RESPONSIBILITY FOR MAJOR OPERATING COMPONENTS  (IF NONE,
               INDICATE NOT APPLICABLE)

          NUMBER OF PERSONS      16	
          TOTAL STAFF YEARS (FULL-TIME EQUIVALENTS ALLOCATED TO
               THE PROGRAM)      .25

     ALL OTHER PERSONNEL  (NOT ACCOUNTED FOR ABOVE) AT HEAD-
     QUARTERS, IN COMPONENT AGENCIES, OR  IN FIELD INSTALLATIONS
     RESPONSIBLE FOR MANAGEMENT AND COORDINATION OF  THE  PROGRAM:
B.
PERCENTAGE
ALLOCATED TO
1 -
€ -
11 -
26 -
76 -

OF TIME
THE PROGRAM
5 %
10 %
25 %
75 %
100 %
TOTAL:
INDICATE NUMBER
IN EACH GROUP
0
16
1
1
0

C.  NUMBER OF AGENCY  PERSONNEL OFFICES WITH APPOINTING AUTHORITY^!.

EEOC FORM 440 (pg.  6)
                                      188

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                                                    KtHMAMtN I  WUMP\
               SUMMARY OP ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROGRAM POR EMPLOYMENT OP INDIVIDUALS KITH HANDICAPS •
                                                 TOTAL (PERMANENT) WORK FORCE

SEPTEMBER 30, 1992
FT OBJECTIVE
SEPTEMBER 30, 1993
TOTAL
WORK
FORCE
17,480
N.A.
17,692
PERSONS
WITH
HANDICAPS
674
N.A.
700
TOTAL NUMBER OP ACCESSIONS PROM
OCT. 1, 1992 TO SEPT. 30, 1993
TOTAL NUMBER OF LOSSES PROM
OCT. 1, 1992 TO SEPT. 30, 1993
u
* r
3.855
N.A.
3.95

1259

1047
1 NO
HANDICAP
(04-05)
16,868
N.A.
16,766
(OTHER (01
I 1 AND NOT
(AVAILABLE)
94.868
N.A.
94.76
223
N.A.
226
(PERSONS MI TNI
% | TARGETED I «
(DISABILITIES!
1.275 127
N.A.
1.277

132
0.73"

0.79
INSTRUCTIONS i THE DATA ON TNIf PACE ARE POR PERM
TENURE (PULL-TINE, PART-TIME AND I
AND PERMANENT NON-APPROPRIATED FUN
                        SPECIAL RECRUITMENT PROGRAM —  ACCESSIONS AND LOSSES — TARGETED DISABILITIES

ON-BOARD PERSONS
TARGETED DISABILITIES
AS OF SEPT. 30, 1992
APPLICATIONS PROM
IOCT. 1, 1992 TO
|SEPT. 30, 1993 ••
1 ACCESS IONS FROM
IOCT. i, 1992 TO
ISEPT. 30, 1993
1 LOSSES FROM VOLUNTARY t
1 INVOLUNTARY SEPARATIONS
IOCT. i, 1992 TO
ISEPT. 30, 1993
1
ION-BOARD PERSONS WITH
(TARGETED DISABILITIES
IAS OP SEPT. 30, 1993
DEAF
24
43
0
1
23
BLIND
(23,25)
10
38
1
0
11
1 MISSING
1 EXTREMITIES
1(28,32-30)
6
.
13
2
0
8
1 PARTIAL
[PARALYSIS
(64-68)
_
28
52
3
0
31
-
COMPLETE
PARALYSIS
(71-78)
8
12
0
0
8
(CONVULSIVE
(DISORDERS
(82)
20
21
1
0
21
MENTALLY!
RETARDED
(90)
20
33
0
0
20
MENTAL
ILLNE3B
(91)
10
17
0
2
8
DISTORTION) TOTAL
LIMB/SPINE 1 TARGETED
(92) (DISABILITIES
1
8
1
0
2
127
237
8
3
132
EEOC PORN 440  (fxj. 7)  (10/07)
•  NUNBERS IN PARENTHESES REFER TO CODES ON STANDARD PORM  256.
•• FOR INFORMATION ON COLLECTION OF APPLICANT DATA SEE  46  PR  11285  (FEBRUARY 6, 1981).

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               SUMMARY Of ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROGRAM TOR EMPLOYMENT Of INDIVIDUALS KITH HANDICAPS «
                                                    TEMPORARY (TEMP) WORK FORCE

SEPTEMBER 30, 1992
SEPTEMBER 30, 1993
TOTAL
WORK
FORCE
TEMP
1435
1374
PERSONS
WITH
HANDICAPS
TEMP
32
29
TOTAL NUMBER OF ACCESSIONS (TEMP) PROM
OCT.l, 1992 TO SEPT. 30, 1993
TOTAL NUMBER OF LOSSES (TEMP) PROM
OCT.l, 1992 TO SEPT. 30, 1993
« u

-------
    ANALYSIS OF WORK FORCE:
        CATEGORY
                            PERMANENT WORK  FORCE
WHITE COLLAR (GS. GM, SES, AND ALL OTHER)
          TOTAL
       WORKFORCE
     NOT 1NDENTIFIED
           (01)
      NOT AVAILABLE
     OR UNSPECIFIED
      NO HANDICAP
         (04-O5)
       HANDICAP
     REPORTED (06,13
          94)

         TOTAL
       TARGETED
      DISABILITIES
    DEAFNESS (16,17)
       MISSINO
     EXTREMITIES
       (28,32-38)
       PARTIAL
   PARALYSIS (64-68)
      COMPLETE
   PARALYSIS <7i-78)
     CONVULSIVE
    DISORDERS (82)
    BLINDNESS (23,25)  0
      MENTAL
    RETARDATION


  MENTAL ILLNESS
        (91)	

   DISTORTION OF
   LIMBS/SPINE (92)
  ix.1 PokM44« (pg ft) (10/nf)

NOTE    PERCENTAGES AR1
        THOSE AGENCIES '

os-
6
0.03
0
)
.03





—






— t 	
1 GS-2
8
0.05
	
1 °
0
1 0.04
0
1
001
0
	
0
0
—
0
0
0
5.26
0
0
•*—


OS-3
47
0.26
0
-
0
41
0.24
	
6
0.86
229
0
1 0
0
—
0
0
0
	
3
15.7
9
0
0
* :


OS-4
247
1.40
1
0.45
0
210
1.26
36
5.18
24
18.32
5
21.74
	
0
12.5
3
968
0
	
4.76
	 1
12
63.16
2
25.0
0
'—


OS-5
591
3.34
13
5.80
0
533
3.19
45
6.47
22
16.79
6
2608
5
45.5
0
2
6.45
12.5
4
19.04
3
15.79
1
12.5
0
==


OS-6
603
3.42
7
3.13
0
557
3.33
39
5.61
7
5.34
1
4.35
9.09
0
1
3.23
0
2
9.52
0
1
12.5
	
50.0


OS-7
	 jj_
11*6
6.38
10
4.46
0
1062
6.35
54
7.77
7
5.34
1
4.35
18.18
0
3
9.68
0
0
0
12.5
0


GS-8
333
1.89
4
1.79
0
319
1.91
10
1.44
1
0.01
4.35
0
0
0
0
0
0
0
0


GS-9
919
5.21
9
4.02
0
871
5.21
39
5.61
7
5.34
2
8.70
0
0
3.23
0
3
14.2
9
0
0
1
50.0


OS- 10
72
0.41
2
0.89
0
67
0.40
3
0.43
0
0
0
0
0
0
0
0




OS- 11
1363
7.72
23
10.27
0
1271
7.60
68
9.78
10
7.63
1
4.35
1
9.09
0
5
16.13
0
2
9.52
0
2.5



as-12
3608
20.44
40
17.86
0
3426
20.48
142
20.43
23
17.56
4
17.39
2
18.18
3
37.5
5
16.13
4
50.0
4
19.04
0
2.5
0
* Kin

OS/GM
13
4358
24.69
54
24.11
0
4157
24.85
147
21.15
20
15.27
2
8.70
0
2
25.0
9
29.0
1
12.5
5
23.8
0
2.5
1
•— .— ^— 1-
DAT>"
as/OM
14
2S26
14.31
34
15.18
0
2425
14.50
67
9.64
5
3.81
0
0
2
25.0
2
6.45
1
12.5
0
0
0
0
"" "' __"*
I AS OF EN
OS/QM
15
1329
7.53
12
5.36
0
1281
7.66
36
5.18
1
0.01
0
0
0
0
1
12.5
0
0
0
0

DOFRI
SES
273
1.6
6
2.7
0
266
1.6
1
0.1
0
0
0
0
0
0
0
0
0
0

PORTING 1
=^=^
OTHER
we **
239
1.36
9
4.02
0
228
1.36
2
0.29
0
0
0
0
0
0
0
0
0
0
	
fEAR
:=^===
TOTAL
we *»
17648
100%
224
100*
0
1672J
100%
695
100%
131
100%
23
100%
11
100%
8
100%
31
100%
8
100%
21
100%
19
100%
8
100%
2
100%
^-»^.- ! 	 '
              vSsTE°MsT,L EMPLOVEES 'N EACH °F ™E CATEGORIES LISTED1N ™ ™» ON*;H'ENLCELPTDES™5^'^^^«^^>^''^« ^"P^NS
              YSTEMS SHOULD ADAPT THIS FORM FOR THEIR SYSTEMS

-------
                                                        PERMANENT  WORK  FORCE












H
to















CATEGORY
TOTAL
WORKFORCE
NOT INDENTIF1ED
(01)
NOT AVAfLABLE
OR UNSPECIFIED
NO HANDICAP
(04-05)
HANDICAP
REPORTED (06. 13-
94)
TOTAL
TARGETED
DISABILITIES
DEAFNESS (16, 17)
BLINDNESS (23,25)
MISSING
EXTREMrriES
(28,32-38)
PARTIAL
PARALYSIS (64-68)
COMPLETE
PARALYSIS (7 1-78)
CONVULSIVE
DISORDERS (82)
MENTAL
RETARDATION
MENTAL ILLNESS
(91)
DISTORTION OF

WD/
WO 1
0
0
0

0
0

0

0
0
0


0

0

0

0

0

0

F.OC FORM 440(pt.<») (10/87)
WD/
WG 2
0
0
0

0
0

0

0
0
0


0

0

0

0

0

0

WD/
WG/3
2 27
0
0

1
2.63
0

0

0
0
0


0

0

0

0

0

0

WD/
WG 4
0
0
0

0
0

0

0
0
0


0

0

0

0

0

0

WD/
WG 5
5
11.36
0
0

2.63
0

0

0
0
0


0

0

0

0

0

0

WD/
WG6
7
15.9
50.00
0

6
15.79
25.0

0

0
0
0


0

0

0

0

0

0

WD/
WQ7
4r
9.09
0
0

3
7.89
1
25.0

0

0
0
0


0

0

0

0

0

0

WD/
WOK
13
29.5
1
50.00
0

11
28.9
0

0

0
0
0


0

0

0

0

0

0

WD/
WG9
2.27
0
0

1
2.63
0

0

0
0
0


0

0

0

0

0

0

WD/W
0 10
4
9.09
0
0

4
10.53
0

0

0
0
0


0

0

0

0

0

0

WD/WO
11
5
11.36
0
0

5
13.16
0

0

0
0
0


0

0

0

0

0

0


WD/WQ
12
0
0
0

0
0

0

0
0
0


0

0

0

0

0

0


WD/WO
13
0
0
0

0
0

0

0
0
0


0

0

0

0

0

0


WD/WG
14
0
0
0

0
0

0

0
0
0


0

0

0

0

0

0


WD/WO
15
0
0
0

0
0

0

0
0
0


0

0

0

0

0

0


OTHER
BC«
8
18.18
0
0

6
15.79
2
50.0

1
100.0

0
0
0


0

0

0

1000

0

0


TOTAL
we ••
44
100*
2
100%
0

31
100%
4
100*

1
100*

0
0
0


0

0

0

1
too*

0

0


NllTE:   PERCENTAGES ARE TO BE CALCULATED ON THE BASIS OF TOTAL EMPLOYEES IN EACH OF THE CATEGORIES LISTED IN THE COLUMN ON THE LEFT.
       THOSE AGENCIES WHICH USE OTHER PERSONNEL SYSTEMS SHOULD ADAPT THIS FORM FOR THEIR SYSTEMS.

-------
to
10
                                                    PERMANENT WORK FORCE
        T^K      W°RK FORCE: TYPES OF OCCUPATIONS (PROFESSIONAL; ADMINISTRATIVE
        TECHNICAL; CLERICAL; OTHER WHITE COLLAR; SUPERVISORY, LEADER,
        AND NON5UPERV150RY BLUE COLLAR)
              CATEGORY
          TOTAL WORKFORCE
          NOT AVAILABLE OR
            UNSPECIFIED
         HANDICAP REPORTED
              (06,13 94)
          TOTAL TARGETED
            DISABILITIES
         ————___
          DEAFNESS (16,17)
BLINDNESS (73,25)
        MISSING EXTREMITIES
             (28,32-38)
        PARTIAL PARALYSIS
              (64-68)
       COMPLETE PARALYSIS
              (71-78)
           CONVULSIVE
          DISORDERS (82)
            MENTAL
          RETARDATION
       MENTAL ILLNESS (91)
          DISTORTION OF
         LIMBS/SPINE (92)
      bOC FORM 44O (pg, 10) (10/8

     NOTE:

RCE
)(OI)
OR
W>5)
TED
.D
0
5)
IES
IS
SIS
-

1)

15 —

PROF
8356
47.23
121
53.54
0
-
7975
1 4.76
260
37.19
30
22.72
4
17.39
2
18.18
3
37.5
12
38.7
3
37.5
5
23.81 1
0
1
12.5
0


ADMIN
6339
35 83
68
30.08
0
6028
35.95
242
34.62
40
303
2609
27.27
4
500
12
38.7
4
50.0
9
42.86
0
2
25.0
0
— L

TECHNICAL
752
4.25
9
3.98
0
693
4.13
50
7.15
7
5.30
13.04
0
0
2
6.45
0
0
0
0
2
100.0
=========

"CLERICAL
2004
11.33
25
11.06
0
1843
10.99
136
19.45
53
40.15
10
43.48
6
54.55
1
12.5
5
16.13
1
12.5
)
28.57
9
95.0
62.5

'

=====
OTHER WC
197
1.11
1
0.44
0
189
1.13
7
1.0
1
0.75
0
0
0
0
0
1
4.76
0
0
0
t

===
SUPVBC
3
0.02
0
0
3
0.02
0
0
0
0
0
0
0
0
0
0
0
—•—-—•—

=====
LEADER BC
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0

k«kkNThE$Ei REF
======
NONSUP BC
41
0.23
2
0.88
0
35
0.21
4
.57
.0.75
0
0
0
0
0
0
1
5.0
0
0

;R TO CODES ON S'
=====
TOTAL WF
17692
100%
226
100%
0
16766
100%
699
100%
132
100%
23
100%
11
100%
8
100%
31
100%
8
100%
21
100%
20
100%
8
100%
2
100%
ANDARD FORM 2

-------
                                     REPORT ON FACILITY  ACCESSIBILITY

      DESCRIBE YOUR AGENCY'S  BARRIER REMOVAL hCTIVITY DURING THE REPORTING YEAR.
to
   |A.  SUMMARIZE YOUR AGENCY'S  BARRIER REMOVAL ACTIVITY.

       Braille lettering was placed on all elevators in Denver.
   B.  IS GSA PROVIDING ASSISTANCE WITH  BARRIHR  REMOVAL?
        I J NOT APPLICABLE    IXJ  YES    I  J   HO;  DESCRIBE
       DESCRIBE ANY DIFFICULTIES  THAT  HAVE  BEHN  ENCOUNTERED IN ATTEMPTING TO
       REMOVE BARRIERS  THAT REMAIN IN  AGENCY  I'ACILITIES.


       N/A
       DESCRIBE ACTIONS  BEING TAKEN TO OVERCOME DIFFICULTIES DESCRIBED IN ITEM "C" ABOVE,


       N/A
    EEOC FORM  440  (pg.  11)   (10/87)

-------
         ALTERNATIVES "jJJg^^JM^W^JCJg. ««CTICM. OR  PROCEDURES HHICM RESTRICT
                        if.iK.iNl>, FLAlbnbNT, A HP  ADVANCEMENT OP INDIVIDUALS  WITH HANDICAPS

                                                                       WHICH ACTIONS WERE
                BARRIERS
       Frequently unable to obtain
       sign language interpreters
       through Blanket Purchase Agree-
       ments at EPA Headquarters.
vo
Ul
       ALTERNATIVES
Hire a full-time sign language
interpreter for Agency programs
and activities.
                                                                        ACTIONS TAKEN     |COMPLETION DATES
A full-time sign lang-
uage interpreter has
been hired to acoomod-
ate EPA Headquarters.
09/30/93
     EEOC FORM 440  (pg.  12)  (10/87)

-------
                                                 PERMANENT WORK FORCE


                                               PROMOTIONS AND CAREER DEVELOPMENT PROGRAMS

                                               OCTOBER  l!«1992 , TO SEPTEMBER 30, 1993
«O
Ok
CATEGORY •
TOTAL HOUR PORCB
MOT 1DBNTIPIED (01)
-. 	
NOT AVAILABLE
OR UNSPECIFIED
HO HANDICAP (04-05)
HANDICAP REPORTED
(06, 13-94)
TOTAL TARGETED
DISABILITIES
ON-BOARD
AS OP
J/30/93
17,692
226
0
16.766
700
132
              COMPUTATIONS I
PROMOTIONS
NUMBER
3,497
41
0
3.322
134
25
PERCENT
19.77
18.14
0
19.81
19.14
18.94

1 CAREER DEVELOPMENT 1
(GRADES 5-12)
SLOTS 1
PILLED
103
8
0
80
23
4
1
PERCENT
0.58
3.54
0
0.48
3.29
3.0
SENIOR LEVEL CAREER
DEVELOPMENT PROGRAMS
(GRADES 13-15)
SLOTS
PILLED
69
j-
0
58
11
2
PERCENT
0.39
2.21
0
n.^5
1.57
1.52

SES DEVELOPMENT
PROGRAMS
SLOTS
PILLED
0
0
0
n
0
0
PERCENT
0
0
0
n
0
0
   PERCENT
   PROMOTIONS
   PERCENT
   DEVELOPMENT PROGRAMS
NUMBER
ON-BOARD IN CATEGORY
9LOT0 IN CATEGORY
ON-BOARD IN CATEGORY
COMPUTATIONS ARE TO BE BASED ON ACTIONS DURING THE "PORTING
POR PROMOTIONS,  USE STANDARD PORM 50, NATURE Of ACTIONI  CODES 702 AND
542.  FOR CAREER DEVELOPMENT (GRADES 5-12), C°ONT.SLOTSTILLED
UNDER FORMAL UPWARD MOBILITY PROGRAMS, APPRENTICESHIP PROGRAMS, AND
OTHER TRAINING AND DEVELOPMENT PROGRAMS, AS WELL AS *fK>™TMENT8
THAT MOVE PEOPLE NONCOMPETIVELY THROUGH A SERIES OF PROMOTIONS WITH
SOME TYPE OF TRAINING IN THE PROCESS.  INCLUDE BOTH BLUE COLLAR AND
WHITE COLLAR POSITIONS.  POR SENIOR LEVEL CAREER DEVELOPMENT  (GRADES
13 THROUGH 15) PROGRAMS, COMPUTATIONS ARE TO BE BASED ON THE ")*•"*
OP INDIVIDUALS ENROLLED IN FORMAL EXECUTIVE AND MANAGEMENT DEVELOPMENT
PROGRAMS DURING THE REPORTING PERIOD.
   EEOC FORM 440  (|>9. 13)  (10/87)
                * NUMBERS IN PARENTHESES REFER TO CODES ON STANDARD FOR* 2SS.

-------
         AGENCY INITIATIVES AND NOTEWORTHY ACCOMPLISHMENTS

 In  the space below you  are invited to describe unique,  creative
 initiatives  which your  agency  has undertaken during this  fiscal
 year and which have proven to be successful in improving employment
 opportunities  for individuals with  handicaps.   if more  space  is
 necessary, additional  pages may be appended.

 Selections  from these initiatives  will  be included in the  Equal
 Employment Opportunity Commission's annual report  to Congress and
 may serve  as  examples  of  exemplary  initiatives which  can   be
 replicated by  other Federal agencies.
     EPA  implemented  an  Academic  Relations  Program  (ARP)  in FY-91
     to formalize and enhance ties with the academic community.  A
     Memorandum  of  Understanding  (MOU)  is signed between EPA and
     the  academic institution to ensure that a mutually beneficial
     relationship is established.  To date, over 25  MOUs  have been
     established with various  institutions covering a  range of
     activities, e.g., student  internships,  cooperative  education
     and  other employment opportunities,  joint research  projectsr
     facuity research, staff appointments, etc.   Under a MOU with
     Wright State  University (WSU), EPA  hired four persons with
     targeted  disabilities  for a 10-week  internship  during the
     Summer of  1993.   in addition,  the Agency participated in a
     career fair for students with disabilities and offered several
     mock interview sessions.   EPA  will  continue the WSU Summer
     Internship Program for  student with disabilities in the Summer
     of 1994, and introduce the concept to other MOU institutions
     that have large populations  of  disabled students.
EEOC FORM 440 (pg.14)
                                 197

-------
                                                            UPDATE 94
PART D
    1   UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
    ?                 WASHINGTON. D.C  20460


                           JUN  1
                                             THE ADMINISTRATOR
MEMORANDUM

SUBJECT:  Policy Statement on Prohibition  of  Sexual Harassment

TO:       ALL EMPLOYEES


      Our Agency  is  committed to maintaining a work environment
governed by  responsible,  efficient,  and ethical management.   To
Insure such  a commitment, we all need to know the policies and
guidelines prohibiting sexual harassment.   AnV1brtiaYlor«*;i°h||re
weaken our ability  to lead  and  manage our people and programs are
unacceptable in  our work place.

      Sexual  harassment is a prohibited personnel practice
contrary to  merit system principles outlined in the Civil Service
SfOTAcTof 1978  and contrary to law outlined in Title VII of
the Civil Rights Act of 1964.   Specifically, sexual harassment is
deliberate,  or repeated, unsolicited verbal comments, gestures,
 or physical contacts of a sexual nature which are unwelcomed.
 Such sexual advances, requests fur sexual favors, and °ther
 verbal or physical conduct of a sexual nature constitute sexual
 harassmentwhen:   (1) they are made explicitly or implicitly a
 condition of an individual's employment;  (2) submission to, or
 rejection of them, affects employment decisions impacting an
 individual, such as promotion  or work assignments; or  (3) they
 un~relsonabiy interfere with an individual's  work performance or
 create an intimidating, hostile, or offensive  work environment.

       Any behavior  which undermines the  integrity  of  the
 employment  relationship, impairs morale °^^r>terfe^^^i^  our
 employee productivity is a violation  of ethical conduct  in  our
 Agency.

       This memorandum constitutes the official policy regarding
 sexual harassment  at the Environmental Protection Agency.   We  all
 sha^e in the responsibility to promote a climate free from sexual
 harassment.
                                Carol M. Browner
                                 198

-------
 PART D                                                                         UPDATE 92

 AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES

          PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT IN THE WORK PLACE

 Harassment on the basis of sex is a violation of Section 703 of Title VII.1  Unwelcome sexual advances,
 requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual
 harassment with (1) submission to such conduct is made either explicitly or implicitly a term or condition
 of an individual's employment,  (2) submission to or rejection of such conduct by an individual is used as
 the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect
 of unreasonably interfering  with an individual's work performance or creating an intimidating, hostile, or
 offensive working environment.

 To determine the  extent of sexual harassment  in the Federal workplace, in 1980, the Merit Systems
 Protection Board (MSPB) conducted a survey covering the period May 1978 to May 1980.  In that study,
 42 percent of women workers and about  12 percent of men workers reported they had experienced some
 form of sexual harassment.  Based on the information obtained from that study, Federal agencies instituted
 mandatory training programs designed to prevent sexual harassment in the work place. In  1988, the MSPB
 published an update to their  1980, report  which concludes that "...there is evidence of some positive
 changes in  Federal  employee attitudes  and perceptions regarding  uninvited sexual attention.  More
 employees,  both men and  women, are  aware that certain behaviors of  a sexual nature can be both
 unwanted and inappropriate in the workplace.  In addition,  most  employees are now aware that sexual
 harassment  is contrary to established agency policy." Further, "....Despite these positive trends, however,
 the overall bottom line did not change. Uninvited and unwanted sexual attention was experienced by almost
 the identical proportion of the work force in 1987 as in 1980.  Sexual harassment is still a pervasive, costly,
 and systemic problem within the Federal workplace."

 Equal Employment Opportunity Commission Management Directive 714, requires that agencies' include a
 plan for the  prevention  of sexual  harassment  in the workplace  in  their Affirmative Employment Program
 Plans.  The plan for the prevention  of sexual harassment must include, among other things, a provision for
 training and other programs  designed to inform supervisors, managers and other agency personnel of their
 responsibilities to maintain a workplace free of sexual harassment.

 Clearly, it is  the legal and ethical responsibility of all EPA employees to refrain from sexually harassing
 behavior in the workplace.  Under federal regulations, managers and  supervisors bear responsibility for
 prevention of sexual harassment and for the conduct of their employees who violate these  regulations.  All
 operating components will be held  accountable for informing their employees of what behavior constitutes
 intolerable conduct.

At present, efforts to educate supervisors  and managers regarding their responsibility for ensuring a work
 place free of sexual harassment are inconsistent.  In addition, there is a need to provide training to all
Agency personnel regarding what constitutes sexually harassing behavior, the ramifications of engaging in,
 promoting, or condoning such behavior, and the avenues through which complaints of sexually harassing
 behavior may be addressed. To reach the goal of an organizational environment in which individuals may
function with dignity and professionalism, we must be innovative in our approach to dealing with this critical
issue. The specific actions beginning on the next page constitute the EPA's Plan for achieving this objective.
     The principles involved here continue to apply to race, color, religion or national origin.

   2 29 Code of Federal Regulations, Subpart 1604.11 (a).
                                              199

-------
PART D                                                          UDATE 94



AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES



   PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT IN THE WORK PLACE (continued)
ACTIONS
Publicize the Administrator's policy regarding the
prevention of sexual harassment via in-house
newsletters and separate posting on all official bulletin
boards.
Personally endorse the Administrator's policy statement
regarding the prevention of sexual harassment.
Publish articles appropriate to the subject in employee
newsletters.
Include sexual harassment training in new employee
orientations.
Integrate a unit on sexual harassment into supervisory
and managerial training courses, seminars, leadership
development courses e.g., Greater Leadership
Opportunities (GLO) and other training courses as
appropriate.
Participate in and fully support training regarding the
subject of sexual harassment.
Act upon allegations of sexual harassment in the same
manner as any other prohibited form of discrimination.
Maintain a current list of vendors having an expertise on
the subject of sexual harassment.
RESPONSIBLE
OFFICIAL(S)
Deputy Assistant
Administrators
Deputy Regional
Administrators
Laboratory Directors
Director, Office of Civil
Rights
Area Directors' of Civil
Rights
Assistant Administrators
Regional Administrators
Laboratory Directors
Office of Education,
Communications and
Public Affairs
Office of Human
Resources Management
Office of Human
Resources Management
Assistant Administrators
Labor Law Attorneys
Human Resources
Officials
Supervisors/Managers
Agency-wide
Agency Employees
Administrator
Deputy Administrator
Regional/Deputy
Regional Administrators
Laboratory Directors
Director of Civil Rights
EEO Counselors
EPA Institute
Office of Civil Rights
TARGET
DATE
Bi-Annually
As needed
Bi-Annually
Annually
As needed
As
scheduled
As needed
Update-as
needed.
                                       200

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PART D                                                          UDATE 94



AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES



   PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT IN THE WORK PLACE (continued)
ACTIONS
Prepare and/or provide a brochure,
directives/regulations and audiovisual materials
addressing the issue of sexual harassment in the
workplace.
Train EEO Counselors in the techniques of counseling
individuals regarding allegations of sexual harassment.
Recommend methods of identifying indicators of an
improved climate regarding sexual harassment and
ways to define a positive climate more precisely.
Monitor the actions taken to carry out this Plan.
During staff meetings, review the progress of
organizational components in implementing the actions
identified in the Plan for which they are responsible.
RESPONSIBLE
OFFICIAL(S)
Office of Civil Rights
Office of Education,
Communications and
Public Affairs
EPA Institute
Office of Civil Right
Human Resources
Council (Lead)
Office of Civil Rights
(Technical assistance)
Office of Civil Rights
Administrator
Deputy Administrator
TARGET
DATE
As needed
As needed.
December
31, 1994
Quarterly
Quarterly
                                      201

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 PART D                                                                     UPDATE 94

 AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES

               REPORT OF ACCOMPLISHMENT OF OBJECTIVE AND ACTION ITEMS


                 PREVENTION OF SEXUAL HARASSMENT IN THE WORKPLACE
ACTION FTEMS:
Publicize the Administrator's policy regarding the prevention of sexual
wassment via in-house newsletters and separate posting on all official
bulletin boards.
Personally endorse the Administrator's policy statement regarding the
prevention of sexual harassment.
Publish articles appropriate to the subject in employee newsletters.
Include sexual harassment training in new employee orientations.
Integrate a unit on sexual harassment into supervisory and managerial
raining courses, seminars, leadership development courses e.g., Greater
Leadership Opportunities (GLO) and other training courses as
appropriate.
^anticipate in and fully support training regarding the subject of sexual
harassment.
Act upon allegations of sexual harassment in the same manner as any
other prohibited form of discrimination.
Compile and distribute a list of vendors having an expertise on the
subject of sexual harassment.
Prepare and/or provide a brochure, directives/regulations and audiovisual
materials addressing the issue of sexual harassment in the workplace.
Train EEO Counselors in the techniques of counseling individuals
egarding allegations of sexual harassment.
Recommend methods of identifying indicators of an improved climate
regarding sexual harassment and ways to define a positive climate more
precisely.
Monitor the actions taken to carry out this Plan.
Review the progress of organizational components in implementing the
actions identified in the Plan for which they are responsible.
ACCOMPLISHMENTS STATUS
YES
X

X


X
X
X
X
X
X
X

PARTIAL

X

X
X







X
NO













                                   ACCOMPLISHMENTS

Although sexual harassment prevention is not included in the initial orientation of new employees, the EPA
has made the training available to all employees through courses offered by the EPA Training  Institute.
While not all managers and supervisors have received training in the prevention of sexual harassment, there
are many who have.   Training has  been provided through various  sources - EPA Institute, private
contractors, and EPA EEO officials have conducted training for supervisors, managers, and employees when
requested.  A video tape was developed that features the Deputy Administrator who emphasized the EPA's
policies on preventing instances of sexually harassing behaviors. The video is used in conjuction with sexual
                                           202

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PART D                                                                       UPDATE 94

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES

              REPORT OF ACCOMPLISHMENT OF OBJECTIVE AND ACTION ITEMS


           PREVENTION OF SEXUAL HARASSMENT IN THE WORKPLACE (continued)

harassment courses  offered throughout  the EPA.  The policies  and  avenues of redress  are  also
communicated by the EPA's Public Affairs Office through various EPA communication vehicles i.e.,  T.V.
monitors, newsletters, bulletins, etc. Training programs have also been enhanced by the use of a video
produced by the Office of General Counsel's "Equality Forum".  This  is more elaborately addressed under
PART B, Subpart B Headquarters (Office of General Counsel) Noteworthy Activities/Initiatives.
EEOC Form 568 (8/87)
                                         203              'U.S. Government Priming Office: 1994 — 520-060/81055

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