HEADQUARTERS
I
55
UJ
CD
Accomplishment Report
1984
Update 1985
Office of Civil Rights
-------
ENVIRONMENTAL PROTECTION AGENCY
HEADQUARTERS AFFIRMATIVE ACTION PLAN
ACCOMPLISHMENT REPORT
FY 1984
Form 504: Accomplishment Report of Affirmative Action for Minorities and Women
Porn 505: Summary Sheet, FY 83 - FY 84 Change in Work Force EEO Profile by PATCO
Fora 505A: FY 83 - FY 84 Change in Work Force EEO Profile by Occupational Series
with 100 or more - P/R Units Only, pp. 1-2
Form 506: FY 83 - FY 84 Change in Work Force EEO Profile by Pay Level, pp. 1-3
Form 507: Summary Sheet, Distribution of EEO Groups and Underrepresentation
Indices by PATCO and Pay Level, pp. 1-2
Form 507A: Distribution of EEO Groups and Underrepresentation Indices by PATCO
and Pay Level for Occupational Series with 100 or More Employees
{P/R Units Only), pp. 1-3
Form 508: Summary Sheet, FY 84 Hiring Goal Accomplishments by PATCO
Form 508A: FY 84 Hiring Goal Accomplishments by PATCO for Occupational Series
with 100 or more (P/R Units Only), pp. 1-3
Form 509: Summary Sheet, FY 84 Internal Movement Goal Accomplishments by PATCO
Form 509A: FY 84 Internal Movement Goal Accomplishments by PATCO for
Occupational Series with 100 or more (P/R Units Only), pp. 1-3
Form 510: Barrier Elimination, pp. 1-3
ANNUAL UPDATE
FY 1985
Form 511: FY 85 Annual Update of Affirmative Action Program for Minorities
and Women
Form 512: Summary Sheet, FY 85 Hiring Goals by PATCO
Form 513: Summary Sheet, FY 85 Internal Movement Goals by PATCO
Form 514: Projected Barrier Elimination, pp. 1-3
NARRATIVE STATEMENT, pp. 1-2
ATTACHMENTS:
Memo: Instructions for Development of Headquarters 1985 Affirmative
Action Plan (AAP)
Memo: Affirmative Action Goals for FY 1985
-------
FY g 4 ACCOMPLISHMENT REPORT OF AFFIRMATIVE
ACTION FOR MINORITIES AND WOMEN
REPORT BY I
.H2 . f/X MNtT
._ COMMAND
.... ,, —COMPONENT
-AGENCY
Warn* of Report ing
Agency, Command
Component or P/R Unit
Responsible Agency
Otlieitt:
Environmental Protection Agency - Headquarters
William D. Ruckelshaus
(Name and title)
401 M Street, S.W. (A-100)
(Address)
382-4700
(Telephone number • commercial or FTS)
JAN 31985
(Signature of the responsible official)
Number of Planning/Reporting Units (reports are
(Date)
•re not
attached):
Number of Commands/Components (aggregate reports attached, if appropriate):
SELECTED AGENCY FY 8 STATISTICS:
Number of employees at beginning of report year
Number of employees at end of report year
Number of employees separated from the agency
due to RIF's: 0
GS/GM SES
3584 146
21
Wage
Systems CC Total
25 42 3818
JL62
_32
22
42 4232
Wh U:,
Wh F:,
BIU:
BIF:
HIM:
Hi F:
AA/PI M:
AA/PI F:
Alt AN M:
Alt AN F:
Number of vacancies that had been originally projected:
P 281 A
C 60 0.
Total 463
NAME Of PERSON WHO PMCPAftEO MEPOftT
Cecelia F. Scott
TYL.CPNONC MUMIEft
382-4564
EEOC POMM 504
AUO •!
-------
" SUMMARY SHEET
FY 8^- FY EXCHANGE IN WORK FORCE EEC PROFILE BY PATCO
REPO«T BYl
HQ
I UNIT
,COMMAND
,COMPONENT
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTMEM
TOTAL
YEARS/
* CHANGE
*
tM3 *
•
1M4 X
X CHANCE
tM3 %
•
i»4 *
X CHANGE
»
t»«3 %
•
1M 4 X
f
X CHANGE
•
IM3 X
1M4 %
X CHANCE
0
IN *
*
«•• %
X CHANGE
*
t«e3 x
•
1M4 X
X CHANCE
TOTAL.
ALL
1497
1683
1323
1488
175
183
735
782
3730
4136
FEMALE
282
18.8
T344
20.4
1.6
588
44.5
686
46.1
1.6
138
78.9
149
81.4
2.5
688
93.6
742
94.9
1.3
1697
45.5
1921
46.5
1.0
WHITE
MALE
1114
74.4
1216
72.2
(2.2)
671
50.7
725
48.7
(2.0)
21
12.0
18.4
(1.6)
18
2.5
15
1.9
(.(>)
1824
48.9
1975
47.7
(1.2)
FEMALE
249
16.6
295
17.5
.9
438
33.1
513
34.5
1.4
44
25.2
49
26.8
1.6
244
33.2
256
32.7
f.51
975
26.1
1113
26.9
.8
BLACK
MALE
54
3.6
58
3.5
(.1)
49
3.7
57
3.8
.1'
16
9.1
^.2
(.9)
28
3.8
23
3.0
r.fn
147
3.9
153
3.7
(.2)
FEMALE
27
1.8
29
1.7
(.1)
143
10.8
163
10.9
.1
93
53.1
8,5
.4
431
58.6
476
60.9
7.1
695
18.6
766
18.5
(.1)
HISPANIC
MALE
6
.4
17
1.0
.6
4
.3
7
-5
-2
0
0
8
0
0
0
1
.13
.11
10
.3
25
.6
.3
FEMALE
1
.1
7
.4
.3
1
.1
2
.1
o
0
0
8
0
5
.7
3
.4
r.ii
7
.2
12
.3
.1
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
41
2.8
48
2.9
.1
11
.8
13
-9
.1
0
0
8
0
1
.14
1
.13
f.on
53
1.4
62
1.5
.1
FEMALE
5
.3
13
.8
.5
5
.4
7
.5
.1
1
.6
f,i
.5
7
1.0
6
.8
( 2}
18
-5
. 28
.7
.2
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
0
0
0
0
0
0
0
0
0
0
0
8
0
0
0
0
0
- n
0
0
0
0
0
FEMALE
0
0
0
0
0
1
.1
1
.1
0
0
0
8
0
1
.14
1
.13
L on
2
.05
2
.05
0
CCOO
505
-------
1 (i.
FY 8 3 - FY M CHANGE IN WORK FORCE EEO PROFILE BY
OCCUPATIONAL SERIES WITH 100 OR MORE - P./R UNITS ONLY
• Only agencies so small that they have one and only one P/R Unit should complete this form.
•CRIES
NAMH
CATEGORY
••0028
(»«•«> Rnv..Ftx>t
, Special is
(Cmltgmjt A
as 0301
fj^BMg Admin is-
t. ir3 r or
T>-*/-fc-v 1
-------
REPORT BYt
FY 8 3 - FY 84 CHANGE IN WORK FORCE EEO PROFILE BY
OCCUPATIONAL SERIES WITH 100 OR MORE - P./R UNITS ONLY
• Only agencies so smalt that they have one and only oneP/R Unit should complete this form.
HO
P/R UNIT
, AGENCY*
femes
NAM*
CATEGORY
0, 0401
MM* Biologist
TOKlCOlOUJ.St
f C«i«t*ry> p
as 0511
(»«•« Auditing
rC«t«|«ry) P
•» 0319
IWoMlEhvircn-
TOiaj^ineer
«• 0906
(ffMMj Attorney
1
.5
(.1)
]
§6
S
2.7
2.1
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
FEMALE
rl-IH, FORM
-------
HO
FY 83 - FY SA CHANGE IN WORK FORCE EEO PROFILE 0Y PAY LEVEL
WTI
_P/RUNIT
_COMMAND
_ COMPONENT
PAYLWIL.
•11.4
•tt-t
•tt.1t
••/•MM. It
•XKCimvB
tENVICK
LEVEL*
CMCLUDE •t/tM
It.ltl
TOTAL,
VEAM/
m
CHANGE
I
IM 3 %
1
Itt 4 1.
« CHANGE
r
IM 3
f
IM 4 %'
% CHANGE
f
IM ^ %
I
<•• 4 t
« CHANGE
1
IM 3 %
1
« CHANGE
IM 3 ^
. 1
IM 4 ^
» CHANGE
I
IM 3 1
#
IM 4 1
% CHANGE
TOTAL,
ALL
152
181
715
798
828
982
1889
2013
140
Lb2
3730
4136
FEMALE
81.6
159
87.8
6.2
662
92.6
721
90.3
(2.3)
474
566
57.6
.4
424
22.5
46l
22.9
.4
12
8.2
14
8.7
.b
1696
45.5
1921
46.5
1 n
WHITK
MALE
11
7.2
8
4.4
(2.8)
27
3.8
43
5.4
1.6
313
37.8
366
37.3
(.5)
1344
71.1
1417
70.4
(.7)
88.4
141
87.0
(1.4)
1824
48.9
197h
47.7
n r>
FEMALE
48
31.6
58
32.0
.4
226
31.6
250
31.3
(.3)
322
38.9
389
39.6
.7
367
19.4
402
20.0
.6
12
8.2
14
8.7
.*
975
26.1
1113
26.9
g
•LACK
•MALE
16
10.5
12
6.6
(3.9)
26
3.6
28
3.5
(.1)
34
4.1,
37
3.8
(.3)
68
3.6
72
3.6
0
2.0
4
2.5
.5
147
3.9
153
3.7
( 2)
FEMALE
72
47.4
98
54.1
6.7
427
59.7
456
57.1
(2.6)
146
17.6
163
16.6
(1.0)
49
2.6
49
2.4
(.2)
0
0
0
0
0
694
18.6
766
18.5
( i)
HltPANIC
MALE
0
0
1
.6
.6
0
0
6
.8
.8
0
4
.4
.4
10
.5
13
.6
.1
0
0
1
.6
.6
10
25
.6
.3
FEMALE
1
.7
0
0
(.7)
4
.6
8
1.0
.4
1
.1
3
.3
.2
1
.1
1
.1
0
o'"
0
0
0
0
7
.2
12
.3
.1
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
1
.7
1
.6
(.1)
0
0
0
0
0
7
q
9
.9
0
43
2.3
50
2.5
.2
2
1.4
.2
1.2
(.2)
53
1.4
62
1.5
.1
FEMALE
3
1.9
3
1.7
(.2)
4
.6
6
.8
.2
4
10
1.0
.5
7
.4
9
.4
0
0
0
0
0
0
18
.5
28
.7
.2
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
0
0
0
0
0
0
0
0
0
0
q
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
FEMALE
0
0
0
0
0
1
.1
1
.1
0
1
1
1
.1
0
0
0
0
0
0
0
0
0
0
0
2
.1
2
.1.
0
-------
FY 83 - FY 8 4CHANGE IN WORK FORCE EEO PROFILE BY PAY LEVEL
REPORT BY*
HO P/R UNIT
COMMAND
COMPONENT
AGENCY
PAY LEVEL
WD/WO 1 . «
WO/WO • - •
WO/WO 10
wo/we 11 -1*
wo/we ti • i*
TOTAL
YEARS/
CHANGE
1
1963 %
1
.96 4 %
* CHANOC
1
1M 3 %
t
fM * %
% CHANGE
1
t«e %
«• ' %
% CHANGE
*
198 %
1
1M %
* CHANGE
f
Itt *
*
190 %
* CHANGE
198 3 %
«
i»o 4 x
% CHANCE
TOTAL.
ALL
4
3
11
y
15
12
FEMALE
1
25.0
1
33.3
8.3
0
0
u
0
0
'
I
6.7
1
8.3
1.6
WHITE
MALE
2
50.0
1
33.4
(16.6
3
27.3
i
11.1
(16.2
5
33.3
2
16.7
(16.6
FEMALE
0
0
0
0
0
0
0
0
0
> 0
0
0
0
0
1 0
BLACK
MALE
1
25,0
1
33.3
8.3
8
72.7
8
88.9
16.2
9
60.0
9
75.0
15.0
FEMALE
1
25,0
1
33.3
8.3
0
0
0
0
0
1
6,7
1
8.3
h6,,
HISPANIC
MALE
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
FEMALE
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
FEMALE
0
0
0
0
0
0
0
b
0
0
0
0
0
0
0
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
0
0
0
0
0
0
0
0
0
0
' 0
0
0
0
FEMALE
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
eeoc FORM BOI (9/ai i
PAOB a
-------
FY 83 - FY 84 CHANGE IN WORK FORCE EEO PROFILE BY PAY LEVEL
NOT APPLICABLE
RtJPOHT BV:
JJQ P/R UNIT
_ COMMAND
______^_ COMPONENT
AGENCY
PAY LEVEL.
WL/WN 'WS 1 - 4
WL/WN WS S - *
WL/WN.'WS 10.11
WU/WN WS 12 ..IS
TOTAL
YEARS/
%
CHANCE
f
198 %
f
%
196
% CHANGE
f
198 *
i
196 %
X CHANGE
t
198 %
f
196 %
* CHANCE
1
198 %
t
198 %
% CHANGE
f
196 %
1
196 *
% CHANGE
EEOC FORM 506 (8/83)
TOTAL
ALL
FEMALE
WHITE
MALE
FEMALE
BLACK
MALE
FEMALE
HISPANIC
MALE
FEMALE
ASIAN AMERICAN/
PACIFIC ISLANDED
MALE
FEMALE
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
FEMALE
PAGE 3
-------
SUMMARY SHEET
DISTRIBUTION OF EEO GROUPS AND UNO ERRE PRESENT AT ION
INDICES BY PATCO AND PAY LEVEL
REPORT BYi
P /ft UNIT
AGENCY
OCCUPATIONAL
CATEGORY
AND SES
•ES
(INCLUDE OS/OM
1« - 11}
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
PAY
•LEVEL.
, , „„, ,„
mBsiifflSg
GSI -4
css-s
OSt-ll
GS/GM If - IS
TOTAL
0*1 .4
OS »•«
OS S • 12
GS/OMft.19
TOTAL
OSI -4
OS B«S
os s - 1 a
OS/OM 11 - 18
TOTAL
TOTAL
162
44
344
1194
1582
85
523
819
1427
135
48
183
WHITE
MALE
NUMBER
141
10
202
912
1124
. 18
153
505
676
8
11
19
FEMALE
NO.
1,4
17
97
175
289
38
240
227
505
31
18
49
U.I.
40
178
130
67
84
*
L46
Jt
149
*
90
W
115
79
"W
122
93
BLACK
MALE
NO.
4
2
15
10
57
6
L6
)2
>4
9
6
.5
U.I.
38
71
68
52
56
92
40
51
49
62
•k
101
77
FEMALE
NO.
0
4
12
13
29
21
106
36
163
85
13
98
U.I.
0
151
58
18
30
*
185
*
152
55
*
85
473
*
203
*
402
HISPANIC
MALE
NOT]
1
6
3
7
16
0
1
6
7
0
0
0
U.I.
41
906
58
39
67
0
12
46
32
0
j
0
°,
FEMALE
NO.
(1
5
1
1
7
0
2
0
2
0
0
0
U.I.
0
190(
48
13
73
0
54
0
20
0
0
0
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
NO.
?
0
7
40
47
0
2
10
12
0
0
o:
UJ.
*
fi7
0
*
145
*
239
*
212
0
34
*
85
76
0
0
0
FEMALE
NO.
0
0
7
6
13
2
2
3
7
2
0
2
U.I.
)
)
L84
45
74
^r
i.95
63
66
81
123
0
*
90
AMERICAN INDIANA
ALASKAN NATIVE
MALE
NO.
o
0
0
0
0
0
0
0
0
0
0
0
UJ.
o,
0
0
0
0
0
0
0
0
0
0
0
FEMALE
NO.
)
)
)
)
)
)
L
)
L-
)
)
)
UJ.
}
)
3
3
3
}
tt
190
3
70
3
[)
0
* UI based on undiffcrentrated CLF.
-------
DISTRIBUTION OF EEO GROUPS AND UNDER PRESENTATION
INDICES BY PATCO AND PAY LEVEL
OCCUPATIONAL.
CATEGORY
semes
CLERICAL
OTHER
PAY
LEVEL
OS 1 -4
099.8
099.12
Q9/OM 19 - f 9
TOTAL.
OS 1 -4
G99-9
O9 9 > 12
OS/Ofti 19 • 19
TOTAL
TOTAL.
181
534
67
782
WHITE
MALE
NUMBER
8
7
0
15
FEMALE
NO.
58
164
34
256
u.t.
*
1Q4
*
100
*
165
*
106
BLACK
MALE
NO.
12
11
0
23
U.I.
6?
21
0
30
-
„
FEMALE
NO.
99
346
32
176
U.I.
*
4Q7
*
487
*
359
*
457
HI9PANIC
MALE
NO.
1
0
0
1
U.I.
55
0
0
13
FEMALE
NO.
o
3
0
3
U.I.
o
37
0
25
A9IAN AMERICAN/
PACIFIC ISLANOCR
MALE
NO.
I
0
0
1
U.I.
*
39
0
0
26
FEMALE
NO.
3
2
1
6
U.I.
*
135
*
30
*
125
*
64
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
NO.
Q
0
0
0
UJ.
o
0
0
0
FEMALE
NO.
o
1
0
1
U.I.
0
*
190
0
*
130
* UI based on undifferentrated CLF.
KBOC FORM .107 <•/•!)
PAOKt
-------
10 INDICES BY PATCO AND PAY LEVEL FOR OCCUPATIONAL
SERIES WITH 100 OR MORE EMPLOYEES (P/R UNITS ONLY)
Only agencies so smalt that they have one and only one P/RVnit should complete Ms form.
P/« UNIT
AGENCY*
SERIES
NAME
CATEGORY
«SOQ2«
Fnviron.
fw«Mj Prot . Spec .
0* 0301
fCM«|«ry) A,T,C
rf* f*
/I'll Q
OS
$»•*•) Secretary
PAY
LEVEL
OS 1 -4
osB-e
OS 9 • 12
OS/OM 18-18
TOTAL
CS 1 -4
GSB-B
CS » - 12
•S/CM IS • 1ft
TOTAL
GS 1- 4
OSB.B
OSS* 12
OS/CM IS • IS
TOTAL *
OS 1 .4
OS S*B
OS 9 . 12
GS/OM IS . IK
TOTAL
TOTAl_
25
111
213
349
4
75
109
188
8
110
4
122
1
430
62
493
WHITE
MALE
8
48
,134
190
0
14
66
80
"2
5
0
7
0
1
0
1
FEMALE
NO.
13
48
64
125
1
41
37
79
2
32
3
37
0
134
30
164
U.I.
1 » *
169
]4]
98
*
117
86
*
178
IT
110
137
*
81
*
95
245
*
99
0
101'
IbH*
108
BLACK
MALE
NO.
2
2
5
9
0
4
2
6
2
7
0
9
0
3
n
3
I
U.I.
65
23
30
33
0
70
24
41
*
66
0
77
0
7
0
6
FEMALE
NO.
1
11
4
16
-3
14
3
20
2
65
1
68
1
2HR
31
'
U.I.
60
74*
23
57
563*
140*
34
.80*
1H7*
444*
187*
419*
751*
503*
375*
HISPANIC
MALE
NO.
0
0
0
0
0
0
0
0
0
0
0
0
0
0
fl
488*1 n
u.t.
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
FEMALE
NO.
0
0
0
o
0
1
0
1
0
0
0
0
n
1
0
1
U.I.
0
0
0
0
0
88*
0
75
0
0
..0
0
0
15
n
13
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
NO.
0
1
5
6
iO
0
1
1
0
0
0
"0
.0
0
o
i
0
U.I.
0
81
*
167
122
0
0
83
48
0
0
(I
0,
0
0
0
0
FEMALE
NO.
1
1
1
3
0
0
0
0
0
1
0
1
0
2
1
3
U.I.
333
IT
7S
78
71
0
0
0
0
0
91
0
«?
(l
39*
13"'
50,
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
NO.
n
n
0
0
0
0
0
0
0
0
0
0
n
n
o
1°
U.I.
0
0
0
0
0
0
0
0
0
0
0
p
0
0
n
0
FEMALE
NO.
0
n
0
0
0
1
0
1
0
0
0
p
0
I
0
1
U.I.
n
0
o
(i
0
1330
0
530*
0
0
fl
0
n
230*
0
J
507A
* III based on undi Cferentiated CLK.
Page 1
-------
•• HO I ft&CU 11UN ur ecu imwurd MIIU ui*uur\i\i-> i\«_ji_n>«i iv/
INDICES BY PATCO AND PAY LEVEL FOR OCCUPATIONAL
SERIES WITH 100 OR MORE EMPLOYEES (P/R UNITS ONLY)
,.REPORT^ BY:
HO
• Only agencies so small that they have one and only one P/R Unit should complete titis forou
P/R UNIT
AGENCY*
SERIES
NAME
CATEGORY
GS 0322
*».»*; Clerk-TypiJ
-------
6ISTRIBUT10N OF EEO GROUPS AND UNDERREPRESENTATION
INDICES BY PATCO AND PAY LEVEL FOR OCCUPATIONAL
SERIES WITH 100 OR MORE EMPLOYEES CP/R UNITS ONLY)
• Only agencies so small that they have one and only one P/R Unit should complete tliis form.
fiYt
.
HO P/R UNIT
_ AGENCY*
SERIES
NAME
CATEGORY
OS 0819
/NMMJ Fh^'
OS 0905
fitaMj Attorney
p
0*1301
Physical
~ Scientist
fCM«(«rfJ
P
OS 1320
|iw«««; Chemi st
PAY
LEVEL
GS 1 -4
GStt-B
GS»-12
GS/GM IB -18
TOTAL
GS 1 -4
GSS-S
GS 9 . 12
0S/GM 1»-I5
TOTAL
OS 1- 4
GSS-S
OS » - 1 2
GS/GM IS. IS
TOTAL "
GS t .4
GSS'B
GS 9 • 12
GS/GM IS >1S
TOTAL
TOTAL
4
34
131
169
44
166
210
1
52
196
249
1
41
139
181
WHITE .
MALE
1
23
105
129
22
122
144
0
36
163
199
0
19
91
110
FEMALE
NO.
2
7
7
16
18
38
56
1
12
19
32
1
16
28
45
U.I.
231
95
24
43
189
105
123
462
106
44
59
162
L80
93
L15
BLACK
MALE
NO.
0
2
5
7
1
5
6
0
3
7
10
0
1
7
8
U.I.
0
91
59
64
35
47
44
0
90
55
62
0
38
78
69
FEMALE
NO.
1
0
3
4
2
1
3
0
1
0
1
0
1
1
2
U.I.
416
0
38
39
75
10
23
0
32
0
6
0
40
12
18
HISPANIC
MALE
NO.
0
1
0
1
0
0
0
0
0
1
1
0
0
1
1
U.I.
0
196
0
39
0
0
0
0
0
34
26
0
0
48
36
FEMALE
NO.
0
0
0
0
1
0
1
0
0
0
0
0
0
0
0
U.I.
0
0
0
0
378
0
80
0
0
0
0
0
0
0
0
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
NO.
0
1
10
11
0
0
0
0
0
6
"6,
0
1
9
10
U.I.
0
210*
545*
465*
0
0
0
0
0
218*
172*
0
174*
462*
394*
FEMALE
NO.
0
0
1
1
0
0
0
0
0
0
0
0
3
2"
5
U.I.
0
0
69
53
0
0
0
0
0
0
fl
0
565
L30
250
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
NO.
0
0
0
'o-
0
0
0
0
0
0
0
0
0
0
0
U.I.
0
0
0
0
0
0
0
0
0
0
Q
0
0
0
0
FEMALE
NO.
n
0
0
0
0
0
0
0
0
0
0
0
0
0
i
U.I.
0
0
0
n
0
0
0
0
0
0
Q
0
0
n
:o
undif ferentiated CLK.
Page 3
-------
SUMMARY SHEET
FY 8 4 HIRING GOAL ACCOMPLISHMENTS BY PATCO
HO P/RUNIT
_ COMMAND
COMPONENT
AGENCY
OCCUPATIONAL
CATEGORY
P
A
C
O
TOTAL
PLANNED/
ACTUAL
2R1
PLANNED •
244 "
ACTUAL *
118
PLANNED *
ACTUAL •
188
4
PLANNED *
7
ACTUAL *
60
PLANNED f
99
ACTUAL •
PLANNED f
ACTUAL f
463
PLANNED •
ACTUAL *
PERCENT
TOTAL
AtL
14R
112
66
100
2
6
17
97
233
315
135.2%
FEMALE
108
87
52
91
0
6
10
95
170
279
164.1%
WHITE
MALE
£??&&?:
'•&•$•&.
132
i&»::
W&££
R8
•tt&ytVJ"- ,
vV"*"^. *">""•'••
I
•*£*t1'Y~V*i-iB-
$&*&-A
K&i&&i
2
tfij&^
dliii:.*tiL:;
•>&&&%*$
•$t$ftw>
•?'- • V /•''-•"»• •
' J i'f.*,4 v r' '•
^^?'T^r'
223
y^J^ffi1
^'\
FEMALE
H7
65
37
79
0
3
3
30
127
177
139.4%
BLACK
MALE
23
7
7
7
1
0
4
1
35
15
42.9%
FEMALE
16
7
11
10
0
3
1
63
2R
83
| 296.4%
HISPANIC
MALE
17
10
7
2
1
0
3
1
28
13
46.4%
FEMALE
5
7
3
1
0
0
6
1
14 .
9
1 M.3%
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
n'
R
0
0
0
0
0
0
0
R
%
FEMALE
n
8
0
1
t
0
0
0
1
0
10
- %
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
0
0
0
0
0
0
0
0
n
- %
FEMALE
0
n
l •
0
0
0
0
n
l
o
o t
EEOC Arii°«B& 508
-------
FY 84 HIRING GOAL ACCOMPLISHMENTS BY PATCO
FOR OCCUPATIONAL SERIES WITH 100 OR MORE (P/R UNITS ONLY) **
REPORT BYt
HQ P/R UNIT
AGENCY*
* Only agencies so small that they have one and only one P/R Vnit should complete this form.
SERIES
NAME
CATEGORY
OS 00 28
OS 0301
(Category)
T,A
OS 0303
(«••••> Mi sc .
(C«lf ««fy)
:ier/Ass C,A
GS 0318
iVmm»t Se.creta
re.,..",; C
PLANNED/
ACTUAL
PLANNED *
ACTUAL •
PLANNED «
ACTUAL •
PLANNED *
ACTUAL *
PLANNED ff
y
ACTUAL *
TOTAL
ALL
-
21
-
19
— —
2
-
45
FEMALE
20
19
2
45
WHITE
MALE
21
m
9
;Mif£^s'-
0
m
n
FEMALE
19
16
1
19
BLACK
MALE
1
0
0
0
FEMALE
0
2
1
26
HISPANIC
MALE
0
0
0
0
FEMALE
0
1
0
0
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE*
0
0
0
0
FEMALE
1
n
0
0
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
0
0
0
FEMALE
0
0
0
0
Figures represent, total accessions not net gains.
** No goals were set by specific series.
Page 1
-------
FY 8 4 HIRING GOAL ACCOMPLISHMENTS BY PATCO **
FOR OCCUPATIONAL SERIES WITH 100 OR MORE (P/R UNITS ONLY)
HEKJKI'BYi
HQ P/R UNIT
AGENCY*
' Only agfncifs so small that they have one and only one P/R Unit should complete this form.
SERIES
NAME
CATEGORY
os 0322
os 0345
li»««MjLProgran
ic Analysis
A
os 0401
{Cult got j) p
0, 0511
|(/X.«0 Auditor
PLANNED/
ACTUAL
PLANNED •
ACTUAL •
PLANNED •
ACTUAL *
PLANNED 9
;t
ACTUAL 9
PLANNED ff
ACTUAL •
' TOTAL
ALL
-
64
-
18
16
12
FEMALE
61
16
14
4
;10
WHITE
MALE
1^
2
IB
23
'litlfte&^y-
9
JW^fe
21
FEMALE
18
14
11
R
BLACK
MALE
2
2
1
1
FEMALE
38
2
1
2
HISPANIC
MALE
1
0
0
0
FEMALE
3
0
0
n
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE*
0
n
1
1
FEMALE
1
•
0
2
0
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
0
n
0
FEMALE
1
0
0
0
Figures represent total accessions, p~i- net gains.
** No goals were set by specific series.
Page 2
irrnr romn «v» A
-------
, «
FY 8 4 HIRING GOAL ACCOMPLISHMENTS BY PATCO **
FOR OCCUPATIONAL SERIES WITH 100 OR MORE IP/R UNITS ONLY)
* Only agencies so small that they have one and only one P/R Unit should complete this form.
SERIES
NAME
CATEGORY
05 08 19
r*.«.>mv- ^
fCai«|0r?; "
os 0905
(Mmm») £ttorne
(Cai*cor;J P
os 1301 .
<"~*assg
|Cal«s«rjrJ
GS 1320
tVmmt) Chemist
fC) p
PLANNED/
ACTUAL
PLANNED •
J-
ACTUAL 0
PLANNED •
r
ACTUAL 0
PLANNED f
ACTUAL t
PLANNED •
ACTUAL •
TOTAL
ALL
-
8
-
20
-
4
-
16
FEMALE
5
18
2
14
WHITE
MALE
W^d'Wtjfai
::W*
$f'£t?l
10
W®&';
°.'?p^;7 •}.
.A'ilKii*,.-.'.
rvyt'-V^'-
' • \rnit f V *
2H
^i^'.T^C •'**•
Wfe'
^Si?*'.;. V
ifefc^?-!-
15
!lteS'
i^M
'">iV^*:.;
12
FEMALE
4
16
2
10
BLACK
MALE
2
2
1
0
FEMALE
1
1
0
0
HISPANIC
MALE
1
0
0
1
FEMALE
0
1
0
0
••! «•
REPORT BYt
HO P/R UNIT
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE*
0
0
1
1
FEMALE
0
0
0
4
AGENCY*
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
0
0
0
FEMALE,
0
0
n
0
Figures represent total accessions, not net gains,
** No goals were set by specific series.
FORM RAJ} A
, Page 3
-------
SUMMARY SHEET
FY 64 INTERNAL MOVEMENT GOAL ACCOMPLISHMENTS BY PATCO
REPORT BYl
P/R UNIT
COM* AND
COWF'ONENT
AGEKCY
OCCUPATIONAU
CATEGORY
P
T
C
O
TOTAL.
PLANNED/
ACTUAL
PLANNED •
*c W- '
PLANNED *
ACTUAL •
108
PLANNED •
ACTUAL *
18
PLANNED f
ACTUAL *
86
PLANNED »
ACTUAL *
0
PLANNED 9
ACTUAL ff
320
PERCENT
TOTAL
ALL
_*
48
_*
64
_*
14
_*
84
_*
0
_*
210
%
FEMALE
35
59
13
80
0
187
*
WHITE
MALE
•+i7?vymz:
" >V*';''*<: s'^'
4&&!t$i£%M;
60
v-9v;^s^
*&&'
j£&L&&i*
44
*'»&£&',?',
4
§Ppl
3il3ii
2
i-^wm
<%&$&$'
-&%**•;«
^f^4^
0
JW -,_'
-*! '
' * ' >•
110
•I /J'-««*?'!^
/''
* *
FEMALE
33
45
6
31
0
115
%
BLACK
MALE
9
3
1
4
0
17
%
FEMALE
2
.
13
7
49
0
71
%
HISPANIC
MALE
1
0
0
0
0
1
%
EEOC/ifjrM 509 Figures represent promotions into levels GS5, GS9, GS/HM 13, stfS.
FEMALE
0
0
0
0
0
0
%
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
•
3
2
0
0
0
5
%
FEMALE
0
1
*
0
0
0
1
%
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
0
0
n
0
0
%
FEMALE
0
0
(1
{)
0
0
%
-------
FY W- INTERNAL MOVEMENT GOAL ACCOMPLISHMENTS BY PATCO
FOR OCCUPATIONAL SERIES WITH 100 OR MORE (P/R UNITS ONLYf
NO
P/R UNIT
AGENCY
SERIES
NAME
CATEGORY
Environmental
rotection
p^iAft
(MM*)
(C^f«««ry)
Administratior
e> 0301
fffM.4
fC«i«««jr)
T.A.
Misc. Clerk/
Assistant
OS 0303
<«*••>
rc«*(«ry>
C.A.
031B
OS
f*MMj Secret;
fC*f«c«yJ
r*
PI. ANN BO/
ACTUAL
PLANNED «
ACTUAL tyc-
PLANNCO •
ACTUAL «^Q
PLANNED »
ACTUAL » 2]
PLANNED •
ry
ACTUAL • 4^
TOTAL
ALL
11
5
21
45
FEMALE
7
5
21
44
WHITE
MALE
™»i j i i
" "*y *'/
* * ^'t
p-vV
'tt^^,*^
14
•i^:
5
:#*$*
-------
FY 8 4 INTERNAL MOVEMENT GOAL ACCOMPLISHMENTS BY PATCO
FOR OCCUPATIONAL SERIES WITH 100 OR MORE (P/R UNITS ONLY)
REPORT BflTl
HO P/R UNIT
ACEHCY
SERIES
NAME
CATEGORY
Clerk/Typi st
ai . 0322
fCM«|«rjrj
Program
Dialysis
os 0345
f • *
Hioioyist
« Q401
P
Auditor
es 0511
PLANNED/
ACTUAL,
PLANNCO •
**
ACTUAL*
36
PLANNCO *
ACTUAL*
PLANNED »
ACTUAL* 17
PLANNED «
ACTUAL • ,
TOTAL
ALL
36
16
6
2
FEMALE
34
16
3
2
WHITE
MALE
;^vifn%,
>!£IK
0
in
11
ifiS
^&iaM
11
:W^^{
I
FEMALE
15
12
2
2
•LACK
MALE
1
0
2
„
FEMALE
17
4
1
0
HISPANIC
MALE
1
0
' o
0
FEMALE
2
0
0
n
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
n
0
1
n
FEMALE
1)
n
0
0
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
O
0
n
„
FEMALE
n
0
n
n
No goals were set by specific job series ; "Actual" numbers reflect promotions into grades 5,9,13 and SHS.
* In the 322 Series promotions to Grade 4, the highest grade in the series, are shown
EEOC ro*M 509 A
CCUl* 3WT *»
Page 2
-------
FY 8* INTERNAL MOVEMENT GOAL ACCOMPLISHMENTS BY PATCO
FOR OCCUPATIONAL SERIES WITH 100 OR MORE (P/R UNITS ONLY)
JjQ P/R UNIT
AGENCY
SERIES
NAME
CATEGORY
hYivironrnental
Uvjineer
« 0819
P
Attorney
a§ 0905
<«—•;
P
Jhysical
Scientist
«• 1301
I*— •!
|C""""' P
:hemist
OS 1320
PLANNED/
ACTUAL
PLANNED •
ACTUAL •
PLANNED •
ACTUAL §ln
PLANNED •
ACTUAL f 20
PLANNED •
ACTUAL •!<>
TOTAL,
ALL
1
16
7
9
FEMALE
0
13
5
7
WHITE
MALE
ill
8
-'ISfe
:g^|
14
iliS
ii4i&«£i;
13
18
7
FEMALE
0
13
5
7
BLACK
MALE
1
2
1
2
FEMALE
0
n
0
0
HISPANIC
MALE
0
1
0
0
FEMALE
0
0
n
••
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
0
0
1
n
FEMALE
0
0
0
0
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
0
n
n
11
FEMALE
n
0
0
n
* No goals were set by specific job series; "Actual" numbers reflect promotion into grades 5,9,13 and SKS.
Page 3
-------
BARRIER ELIMINATION
REPORT »Y«
P/R UNIT
COMMAND
COMPONENT
AGENCY
1. Number of Barriers Identified for Analysis and Elimination In FY 84
2. Number of these Barriers Eliminated in FY 84: 1
3. Number of these Barriers Partially Eliminated In FY 64:
For each barrier addressed during the reporting year, indicate the occupations from which tl tended to exclude people.
whom it tended to exclude, and how the barrier was eliminated or partially eliminated (that IB, what alternative procedures
were Instituted to replace the barrier). Where the barrier was not eliminated, please explain what prevented Its elimination;
Barrier No. 1:
See attached.
Barrier No. 2:
-------
BARRIER ELIMINATION
Barrier A:
LACK OF CONCERN BY MANAGERS AND SUPERVISORS
FOR HIRING OF MINORITIES AND WOMEN.
This barrier was eliminated through the following actions;
1. Strengthening of the Special Emphasis Programs
by adding a collateral-duty HEPM and BEPM. The
SEPMs are building networks among constituent
groups to identify issues and increase program
visibility. The SEPMs have been meeting with
Assistant Administrators and their staffs to
publicize the goals and directions of their
programs and enlist their support.
2. Increased outreach efforts in order to sensitize
managers and supervisors. The SEPMs and other
OCR officials are meeting with Personnel and
other officials to explain the programs and to
refer qualified minorities and women for employ-
ment with EPA headquarters;
3. Increased accountability to top management
through Agencywide tracking and reporting
system developed by OCR has spurred efforts to
meet the affirmative action goals for hiring
minorities and women.
Barrier B:
USE OF THE "BUDDY SYSTEM" FOR RECRUITING BY
PROGRAM OFFICES RATHER THAN PLANNED RECRUITMENT
STRATEGIES INCORPORATING EEO/AFFIRMATIVE ACTION
OBJECTIVES.
This barrier was partially eliminated through the following
actions:
1. Targeted recruiting in Puerto Rico involving
program officials as well as Personnel and OCR
staff which resulted in substantial increase in
the number of Hispanics in professional positions
at Headquarters.
2. Because of the success of the Puerto Rican
Recruitment Program, we have instituted a
targeted recruitment initiative for Black
Scientists and Engineers;
Form 510-2
-------
Extensive use of exhibits at several National
Conferences held in Washington which attracted
qualified applicants. Program officials were
involved in staffing exhibits along with
Personnel and OCR staff.
Greater visibility for the EEO/Affirmative
Action Activities at Headquarters. Program
Managers sought assistance from SEPMs and
other OCR staff in locating qualified
minorities and women.
Barrier C:
RELUCTANCE OF MANAGERS AND SUPERVISORS TO UTILIZE
UPWARD MOBILITY AND TRAINEE POSITIONS IN MOVING WOMEN
AND MINORITIES INTO PROFESSIONAL POSITIONS.
This barrier was partially eliminated through the following
actions:
1. The establishment of a percentage goal (1% of all
permanent positions) targeted for the Upward
Mobility Program;
2. Personnel and OCR have met with Headquarters
managers to encourage job restructuring and
development of bridge positions for those
eligible for upward mobility;
3. OCR is continuing to work with Personnel to assist
in the development of effective upward mobility
training.
Form 510-3
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r
FY 8* ANNUAL UPDATE OF AFFIRMATIVE ACTION
PROGRAM FOR MINORITIES AND WOMEN
f»/«UNIT
| COMMAND
'COMPONENT
AGENCY
Narnt of Reporting
Agency, Command.
Component or P/R Unit: Environ^t-^ protection Agency - Headquarters
Responsible
Official: William D. Rackelshaus
(Name and Title)
401 M Street, S.W. (A-100)
(Address)
Washington, D.C. 20460
382-4700
(Telephone Number • Commerical or FTS)
JAM 31985
(Signature of the Responsible Official) (Date)
Number of Planning/Reporting Units (updates are are not^—-_attached): _
Number of Commznds/Components (aggregate updates attached, If appropriate): ^_____
Number of vacancies projected for year of update by PATCO category:
P 229 A 142 T 12 C 87 O 2 Total 385
INAHC OF PUBPARIH or •••«•» TKLKPMOWI NU«»ER
Cecelia F. Scott
:OC ">** 511
AUG »t
382-4564
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, SUMMARY SHEET
FY 85 HIRING GOALS BY PATCO
REPORT BYt
HQ
P/RUNIT
COMMAND
COMPONENT
AGENCY
OCCUPATIONAL
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
1
1 TECHNICAL
CLERICAL
OTHER
TOTAL
PLANNED
f
PLANNED
*
PLANNED
PLANNED
1
PLANNED
I
PLANNED
TOTAL
ALL
123
88
6
•
26
1
244
FEMALE
86
59
2
23
1
171
WHITE
MALE
t * <
1 '
' <~ '
v> -, -i
» ->' (>
*•>*.* *%
'j »' *'/
''V'V
*' •>'' i
r
> ' t
t y*{ * *
" *» ' '
***. 1-1 "*
•*;^( "i
*.
%*
FEMALE
69
34
1
13
0
117
BLACK
MALE
26
21
3
2
1
52
FEMALE
13
17
0
0
0
31
HISPANIC
MALE
6
7
1
1
0
15
FEMALE
3
6
1
0
19
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
5
1
0
n
0
6
FEMALE
1
?
0
1
0
4
AMERICAN INOAIN
ALASKAN NATIVE
MALE
0
0
0
o
0
0
FEMALE
0
0
0
0
r\
512
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SUMMARY SHEET
FY 85 INTERNAL MOVEMENT GOALS BY PATCO
MKPOMT BY)
Tin P/« UNIT
_ COMMAND
, COMPONENT
OCCUPATIONAL
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTHER
TOTAL
PLANNED
PLANNED
f
PLANNED
*
PLANNED
f
PLANNED
t
PLANNED
I
TOTAL
ALL
31
66
10
22
0
129
FEMALE
28
55
9
22
0
114
WHITE
MALE
•>'?•!
V* f \"
-X'—'
V* *•!-
•1 'fa.
r '* ** *
:$&:
jjjk'rt
'£*,&
\ '"i*, ***
•*$x
Ci*K'
*%;yi;
<•» *&'**,
; "
' ' «J
i ''*'
^x">'/ '
* f »*
**•
FEMALE
26
-33
1
7
0
67
BLACK
MALE
2
<
9
1
0
0
12
FEMALE
2
22
8
15
0
47
HISPANIC
MALE
1
2
0
0
0
3
FEMALE
0
0
0
0
0
0
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
0
0
0
0
0
1
;
0
FEMALE
0
0
0
0
0
0
AMERICAN INDIAN,
ALASKAN NATIVE
MALE
0
0
0
0
0
0
FEMALE
"o
0
0
0
0
0
-------
PROJECTED BARRIER ELIMINATION
UPDATE BY:
HQ P/R UNIT
COMMAND
_ COMPONENT
- T AGENCY
1. Number of barriers to be addressed In plan year: 4
2. Describe each barrier, the occupations it tends to exclude people from, whom It tends to exclude, and how It wilt
be addressed:
*• We. at EPA Headquarters intend to address those portions of the barriers from FY84
pa
T*t"ia11
t-Vio ftay. Trt
new barriers (C and D) to be addressed in FY85.
See attached pages.
Form 514-1
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PROJECTED BARRIER ELIMINATION
Barrier A; USE OF THE "BUDDY SYSTEM" FOR RECRUITING BY PROGRAM
OFFICES RATHER THAN PLANNED RECRUITMENT STRATEGIES
INCORPORATING EEO/AFFIRMATIVE ACTION OBJECTIVES.
ACTIONS TAKEN OR PROPOSED:
1. Personnel and OCR will advise Program Officials
of various methods of hiring qualified women and
minorities.
2. OCR staff and SEPMs will continue to refer can-
didates to Program Officials and track referrals
to determine status of the applications.
3. Meetings are being held by the Headquarters
Personnel Operations Branch team leaders with
program staff to determine vacancies and devise
appropriate recruitment and staffing approaches.
4. The Headquarters FWP Committee and HEP Council
will conduct informal monitoring of recruitment
methods and of progress in meeting Affirmative
Action goals.
Barrier B; RELUCTANCE OF MANAGERS AND SUPERVISORS TO UTILIZE
UPWARD MOBILITY AND TRAINEE POSITIONS IN MOVING WOMEN
AND MINORITIES INTO PROFESSIONAL POSITIONS.
ACTION TAKEN OR PROPOSED:
1. The Upward Mobility Program guidance has been
revised by Personnel and issued early in
FY 1985.
2. The Deputy Administrator has directed that one
percent of the Agency's permanent positions be
set aside for Upward Mobility.
3. Personnel and OCR will monitor compliance with
Agency policy.
4. Personnel will work with Program Officials and
OCR to develop effective Upward Mobility
training to ensure successful completion of the
program.
Form 514-2
-------
Barrier C; LACK OF FULL TIME SPECIAL EMPHASIS PROGRAM MANAGERS
AT HEADQUARTERS TO ADDRESS THE UNDERREPRESENTATION OF
MINORITIES AND WOMEN.
During FY84, two new collateral duty SEPMs were
appointed at EPA Headquarters—BEPM (40%) and HEPM
(20%)—to work closely with the existing FWPM (10%)
for Headquarters. Memoranda of understanding are
currently being planned for these SEPMs; experience
indicates that the time allotted is insufficient to
perform the SEP duties effectively.
ACTIONS TAKEN OR PROPOSED:
1. Continuation of regular meetings with Assistant
Administrators and their staffs to refer minority
and female applicants and to sensitize managers
and supervisors;
2. Standardization of time alloted for each SEPM
at Headquarters to ensure effective programs
with the ultimate objective of converting each
collateral duty SEPM at Headquarters (BEPM,
FWPM, and HEPM) to full time positions;
3. Closer coordination and information sharing
with the National Recruitment Center and
other Personnel operations elements to ensure
that minorities and women receive considera-
tion for vacancies at Headquarters.
Barrier D; USE OF THE "STATUS ONLY" REQUIREMENT ON AREA OF CON-
SIDERATION FOR EPA HEADQUARTERS VACANCIES.
ACTIONS TAKEN OR PROPOSED:
1. Through regular meetings with managers, super-
visors, and Personnel officials at Headquarters,
the OCR will encourage using a wider area of
consideration for positions at Headquarters;
2. OCR officials will continue to attend meetings
and workshops sponsored by the Office of
Personnel Management (0PM) to provide input to
policy changes and to make recommendations on
the "status" issue.
3. OCR officials will encourage Personnel officials
at Headquarters to continue working closely with
0PM to ensure that potential applicants are put
on 0PM registers so that they can be given full
consideration for vacancies at Headquarters.
Form 514-3
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NARRATIVE STATEMENT - EPA HEADQUARTERS
ACCOMPLISHMENT REPORT AND UPDATE
During FY 84 EPA involved top level managers at Headquarters
along with staff from Civil Rights and Personnel in establishing
affirmative action goals, rather than simply assigning goals.
In PY 85 we have moved a step farther so that each major com-
ponent head has submitted goals based on the Agency's policy
of a 52% minimum level of commitment in the Professional and
Administrative (P&A) job categories. The actual level of
commitment at Headquarters is 57%, a very substantial increase
over the goals which Headquarters managers submitted in FY 84.
Although not reflected in the Plan, top managers at
Headquarters have also set goals for hiring of temporary and
term employees who currently comprise about 12% of the
Headquarters P&A workforce. These employees form a pool of
candidates for later conversion to permanent positions. Thus
the application of affirmative action principles to other-than-
permanent hiring can have a lasting long range effect upon
improving the representation of women and minorities in the
permanent workforce.
EPA has not set affirmative action goals for specific
occupational series at Headquarters in order to provide
maximum flexibility to managers in meeting overall goals
within PATCO categories. In many cases an interdisciplinary
approach is taken in filling positions. For example, in some
cases vacancy announcements may list 0028 Environmental
Protection Specialist, 0401 Toxicologist, 0819 Environmental
Engineer, and 1301 Environmental Scientist which not only
cross series but professional and administrative categories
as well. To the extent that particular series such as 0819
show underrepresentation, often severe, of women and minorities,
we are making concerted efforts to reach appropriate target
groups by focusing our recruiting activities to attract those
groups.
Explanatory Notes on Specific Forms
The distinction between "external hiring" and "internal
movement" based on the Equal Employment Opportunity Commission
(EEOC) definition continues to be problematic at EPA. We do
not have the capability to differentiate between them in our
current data systems. Further, the distinction based on
EEOC's definition is not useful to EPA management in planning
or in tracking progress. Form 508, Summary Sheet of Hiring
-------
- 2 -
Goal Accomplishments thus reflects hiring of persons from out-
side EPA but not necessarily from outside the Federal Government,
Form 509, Summary Sheet of Internal Movement Goals Accomplish-
ments, includes a mix of information, based primarily on move-
ment within EPA and includes formal Upward Mobility Program
achievements as well as promotional activity. At Headquarters
the form shows promotions into grades 5, 9, 13, and SES, since
this was the only data available showing significant upward
movement.
In determining the underrepresentation indices (UI) for
each target group included on Forms 507 and 507A, Distribution
of EEO Groups and Underrepresentation Indices by PATCO and Pay
Level, we frequently were required to use the undifferentiated
CLF data. We have shown this by use of an asterisk wherever
the UI is based on the CLF rather than the differentiated data.
-------
UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
Washington, D.C. 20460
OFFICE OF
CIVIL RIGHTS
MEMORANDUM
OCT 9 1984
SUBJECT: Instructions for Development j>$-/fleadquarters
1985 Affirmative Action
FROM
TO
Cecelia Scott
Team Leader for Affirmative Action and
Special Emphasis Programs
Office of Civil Rights
Members of Headquarters Administrative Management
Council (Staff Assigned to Develop AAP Goals)
This memo provides specific guidance and instructions for
developing our Headquarters Affirmative Action Plan, based on
policy established by the Deputy Administrator and the
implementation schedule outlined by the Director of Civil Rights.
We will develop our AAP in two stages: 1) Development of
goals and 2) Development of AAP documents for EEOC. Two dates
are critical for submission of documents to the Office of Civil
Rights (OCR) in order to ensure timely development of both Head-
quarters and Agencywide plans:
October 22 - Submission of projected vacancies and
proposed affirmative action goals
November 8 - Submission of final goals agreed upon
with OCR for each Headquarters component
Development of Goals
Early agreement on our goals is essential to assure appro-
priate focus in our recruitment and hiring activities early this
fiscal year. You should submit the attached EEOC forms 512 and
513 for this purpose by October 22, listing: a) the total number
of projected vacancies in each PATCO category under "PLANNED #",
b) the total number of proposed affirmative action goals under
"TOTAL" - "ALL", and c) the appropriate distribution of goals
under "the specific target group headings. Form 512 is used to
show hiring goals; Form 513 should be used to show internal move-
ment goals such as anticipated promotion actions.
Goals should be developed in all job categories where there
is underrepresentation of a minority group or of women. However,
a minimum of 52% of projected vacancies for permanent positions in the
Professional and Administrative (P&A) categories should be targeted for
affirmative action. External Hiring Goals and Internal Movement
-------
Goals will be combined for purposes of determining the share of
all projected vacancies targeted for affirmative action. At
Headquarters separate goals and forms should also be developed
for Other-than-Permanent (DTP) vacancies in the Professional and
Administrative categories.
OCR will review your proposed goals to ensure consistency
with Agency policy and with overall objectives to improve rep-
resentation for each underrepresented target group. We will
notify you of our recommendation by November 1.
To enable you to develop goals as prescribed, I am attach-
ing the recent census data provided hy the EEOC for use in deter-
mining underrepresentation. The latest Affirmative Action
Tracking Report should provide a fairly accurate snapshot of your
present permanent workforce. New Civil Rights data reports and
an updated Affirmative Action Tracking Report, both showing in-
formation dh our workforce as of 9/29/84 will be available within
a week. Included will be a listing of all employees in your or-
ganization. Please review that schedule for accuracy of the data
concerning all employees and notify me (382-4564) and Amy Kearns
. (382-2997) of the Personnel Management Division of any corrections
needed. This will enable us to improve the accuracy of the data
base and ensure that the composition of your particular workforce
is correctly represented.
Developmentof AAP Documents
At Headquarters the Office of Civil Rights will coordinate
the development of the formal documents in the Accomplishment
. Report and Update to be submitted to the EEOC. The OCR Coordina-
tor, Nereid Maxey, will be requesting your assistance both in
identifying barriers to affirmative action and equal employment oppor-
tunity at Headquarters and in devising strategies for overcoming
these barriers. This barrier analysis along with the goals and
workforce analysis are the basis for the documents submitted to EEOC.
The Personnel Management Division and the Headquarters Special Emphasis
Programs (BEP, FWP, HEP) will also be involved in this process.
Please contact Nereid Maxey (382-4567) if you have any
questions concerning the development of goals for your office or
the overall Headquarters AAP. Thank you for your cooperation and
assistance.
Attachments:
1) Policy Memorandum on 1985 AAP (Aim)
2) Memorandum, on Development of 1985 AAP (Scurry)
3) EEOC Forms 512 and 513 for use in submission of proposed
goals to OCR
4> Pertinent Census Data for use in Preparing AAP
(Metropolitan DC Area and US)
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UNITED STATES ENVIRONMENTALPROTEC'/ION AGENCY
Washington, D.C. 20460
KCV 27 ':-•' •
OFFICE OF
CIVIL RIGHTS
MEMORANDUM
SUBJECT: Affirmative Action Goals for FY 1985
Nathaniel Scurry, Director
Office of Civil Rights (A-105)
TO: Howard Messner, Assistant Administrator
Office of Administration and Resources Management (PM-208)
We have reviewed the affirmative action goals proposed by your
Office and have approved them as appropriate for your office and con-
sistent with Agency policy. I have attached a copy of Forms 512 and
513 to confirm the goals for both permanent and other-than-permanent
positions in the professional and administrative categories at Head-
quarters. I have also attached a copy of Forms 512 and 513 for each
of your field components. These goals will be included in the appro-
priate Plans for Cincinnati, Las Vegas, and RTF respectively. We will
be back in touch with your staff to develop the most effective, mutu-
ally useful means for monitoring progress toward meeting your goals
both at Headquarters and in the field.
While the goals which we submit to the Equal Employment Opportu-
nity Commission do not focus on specific grade levels, either in hiring
or in internal movement, we expect that your Office will plan appro-
priate actions to improve the representation of women and minorities
at the upper grade levels and in management positions. By separate
memo we will be asking you to report to us concerning your plans and
strategy to accomplish this objective, through workforce development
and use of the Upward Mobility Program. We will be reviewing these
with the Office of Human Resource Management and the Personnel Manage-
ment Division who have primary responsibility in these areas to ensure
that the policy established in the Deputy Administrator's memo of
October 5, 1984 is implemented throughout EPA.
I look forward to working with you in carrying out our affirma-
tive action commitment to improving the representation of women and
minorities at all levels of EPA's workforce.
5»
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