SEPA
United States
Environmental Protection
Agency
Region V
Office of Civil Rights
230 South Dt.arborn
Chicago. Illinois 60604
October 1981
0229-EEO-XX
Regional
Affirmative Action
Equal Employment
Opportunity
Multi-year
Program Plan
Fiscal Year 1982 -1986
-------
Certification of Qualification of Principal EEO Officials
I certify that the qualifications of all staff officials, full-time
and part-time, concerned with administration of the EEO Program, in-
cluding the Director, Office of Civil Rights; Federal Women's Program
Manager and Hispanic Employment Program Manager have been reviewed by
competent authority, and the incumbents of these positions meet the
standards outlined in Qualification Handbook X-118 under Equal
Opportunity Specialist Series or "Qualification Guide for Collateral
Assignment Involving Equal Employment Opportunity Duties." Evidence
for the review has been made and its findings are on file and available
for review by Equal Employment Opportunity Commission Officials.
I further certify that
EEO Collateral Duties
provisions of FPM Letter 713-37, documenting
Official Position Description, have been met.
Acting Regional Administrator
Multi-Year Affirmative Action Plan
Fiscal Years 1982 - 1986
Environmental Protection Agency, Chicago Region
Director, Office of Civil Rights
/o, I 9M
Dater
Acting Regiona^ Administrator
Date
-------
Table of Contents
INTRODUCTION 1
EXPLANATION OF TERMS 3
WORKFORCE PROFILE BY GRADE (PFT) 4
WORKFORCE PROFILE BY GRADE (OPFT) 5
WORKFORCE PROFILE BY OCCUPATIONAL SERIES/LEVELS (FEMALE) 6
WORKFORCE PROFILE BY OCCUPATIONAL SERIES/LEVELS (MALE) 8
WORKFORCE PROFILE BY OCCUPATIONAL UNIT
Regional Administrator 10
Planning & Management Division 11
Water Division 12
Air & Hazardous Materials Division 13
Enforcement Division 14
Surveillance & Analysis Division 15
ASSESSMENT OF UNDERREPRESENTATION
Scientific & Engineering 16
Professionals Other Than Scientific & Engineering 17
Administrative 18
Technical 19
Clerical 20
GOALS
ULTIMATE GOALS.
Scientific & Engineering 21
Professionals Other Than Scientific & Engineering 22
Administrative 23
Technical 24
Clerical 25
ANNUAL GOALS
Scientific & Engineering 26
Professionals Other Than Scientific & Engineering 27
Administrative 28
Technical 29
Clerical 30
BARRIER ANALYSIS 31
SUMMARY 32
MONITORING & EVALUATION 33
ACTION PLAN FOR PREVENTION OF SEXUAL HARASSMENT IN THE WORKFORCE. . .34
FEDERAL EQUAL OPPORTUNITY RECRUITMENT PROGRAM (FEORP) 40
-------
Introduction
The legal authority requiring Federal Affirmative Action Programs was
first established by Executive Order 11473 in 1969. In the 1972
amendment of Title VII of the Civil Rights Act (Section 717, 42 USC
200-E 16), the Congress required agencies to maintain an Affirmative
Action Program to ensure enforcement of the Federal Equal Employment
Opportunity Policy. In October, 1978, the Federal Reform Regulations
gave to the Equal Employment Opportunity Commission (EEOC) the responsi-
bility of overseeing and enforcing Federal Affirmative Action.
On January 23, 1981, the EEOC issued Management Directive Number 707
requiring Federal agencies to prepare a Multi-Year Affirmative Action
Program Plan, which includes a review and analysis of an agency's
workforce, a determination of underrepresentation and goal setting,
accordingly, while goals are specific, the overall objective of the Plan
is to reduce and/or eliminate underrepresentation of women and minorities
in all occupations within an agency's workforce. The Multi-Year concept
is a long-term systematic approach to Affirmative Action Planning and
Program Development. It has built-in flexibilities which allow agencies
to work through internal staffing and budgetary constraints caused by
freezes, reductions in force, and other occurrences which Impact the
ability to accomplish Affirmative Action Goals.
This is the Chicago Region's first Multi-Year (5-year) Affirmative Action
Plan. For the most part, we have followed the instructions contained in
EEOC's Management Directive Number 707- One significant exception - we
have not included an evaluation of employee training within the Region
because the training data is not available and we anticipate limited
training opportunities during the first year of this Plan's operation.
The Plan is established on the premise that, assuming nondiscrimination in
hiring, promotion and other employment policies and practices; the
agency's workforce (by sex and ethnic groups) would ordinarily reflect
civilian workforce participation in the relevant labor market. For example,
if the standardized civilian labor force (GIF) data shows 20% Hispanic
Chemists, then approximately 20% of the chemists in EPA Region V's workforce
would be Hispanic. If more than 20% of our chemists are Hispanic, no
affirmative action goal will be set for chemists. If there is approximately
20% representation, our goal would be to monitor turnover and hires in order
to maintain the 20%. If the number of Hispanic Chemists in our workforce
is significantly lower than 20%, we have underrepresentation (the disparity
between the participation of a race or ethnic group by sex in the civilian
workforce and its participation in Region V's workforce), and a commensurate
goal is set.
-1-
-------
We have looked at Region V's complete workforce (by sex and ethnic
group); and have identified the major jobs or job categories that make
up our workforce. We have determined underrepresentation and have
established affirmative action goals accordingly.
Our ultimate (long-term) goal is to eliminate underrepr esent at ion.
Ideally, our numerical goal should represent the net increase necessary
to eliminate underrepresentation. However, the numerical goals, contained
in this plan have been altered to realistically reflect anticipated
number and kinds of vacancies to be filled.
Our incremental (annual) goal is to reduce underrepresentation. For
example, if Hispanic Chemists must show a net increase of 10 in order to
reach 20% (no underrepresentation), ideally the incremental goal should
be a net increase of 2 each year for a total of ten (ultimate goal).
However, we must consider hiring freezes, ceiling cutbacks, budgetary
restrictions, etc. If we anticipate 0 hiring opportunities for chemists,
our incremental goal may be 0, subject to revision, should hiring
conditions change.
This plan will be monitored on a quarterly basis and revisions in goals
will be made whenever there is substantial increase or decrease in
authorized ceiling, substantial change in agency mission, necessitating
major personnel movement or reclassification, substantial change in civilian
workforce statistics, or any other condition which could impact goal
achievement.
-2-
-------
Explanation of Terras
EMPLOYEES - This refers to full-time permanent employees and part-time
permanent employees, unless otherwise designated.
AGGREGATE GROUPING - When a specified group (male & female) constitutes
less than 1% of the Civilian Labor Force, we have combined statistics
for more than one group in order to achieve more significant numerical
statistics. For example, if Civilian Labor Force shows American Indian
represent 0.11$ and Asian represent 1.68$, the two groups would be
combined for determining underrepresentation, goals and goal achieve-
ment. This process of combining is called aggregate grouping.
AUTHORIZED PERSONNEL CEILING - Means full-time equivalence (FTE). Region
V, EPA utilizes the FTE concept which means that the Region may use X
number of full-time and part-time work years. We are currently authorized
723 permanent full-time work years. The number of authorized on board
employees may vary throughout the fiscal year.
BARRIERS - Those personnel policies, practices and/or procedures, within
the control of the agency, which may serve as impediments to achieving
full representation.
CIVILIAN LABOR FORCE REGIONAL DATA - The official estimates of the percen-
tages of minority groups that are represented within the labor force.
This data is based on 1970 published and unpublished census data, adjusted
to reflect national rates of change from 1970 to 1980. Listed below is the
labor force data utilized within this plan:
Group
Professional
Percentage Within
Chicago SMSA
Non-Professional
Percentage Within
Chicago SMSA
White
Black Male
Black Female
Hispanic Male
Hispanic Female
Asian/Pacific Is. Male
Asian/Pacific Is. Female
Amer. Ind. Male
Amer. Ind. Female
18.09
3-83
2.52
1.62
0.44
1.22
0.32
0.07
0.01
30.85
8.19
6.45
2.78
1.42
0.38
0.30
0.06
0.04
-3-
-------
WORK FORCE PROFILE BY GRADE/PAY LEVELS
Figure 3
Permanent Full-time
(As of September 27, 1980)
Grade/Pay
Levels
?S - 2
3
4
5
6
7
8
9
10
11
12
13
14
15
rc - i
7
11
UJ - 00
:c - oo
:s - oo
Cotal 759
TOTAL
MALE
#
2
9
17
39
1
83
143
94
32
10
1
1
1
1
9
5
448
%
50
11
37
60
100
73
:85
85
89
77
100
100
100
100
100
71
59
FEMALE
#
1
15
37
76
42
29
3
26
30
26
17
4
3
2
311
%
100
100
95
89
100
63
100
40
27
15
15
11
23
29
41
WHITE
MALE
#
2
8
14
34
1
68
128
89
31
10
1
1
1
7
4
399
%
r
c
31
52
100
60
76
80
86
77
100
78
56
53
FEMALE
#
1
2
12
35
22
20
2
13
22
23
15
4
i
2
176
%
100
13
31
41
52
44
67
20
20
14
13
11
23
29
23
BLACK
MALE
#
1
2
3
6
8
3
1
1
1
1
27
%
1.5
4
5
5
4
3
3
11
14
43
FEMALE
//
13
23
38
17
7
1
9
8
2
1
119
o/
/o
87
59
45
41
15
33
13
7
1
1
16
HISPANIC
MALE
#
1
1
2
%
1
1
,_,
FEMALE
#
2
2
2
1
7
%
5
2
5
2
1
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
#
1
2
8
7
1
1
20
%
2
3
7
4
1
11
3
FEMALE
#
1
1
2
3
1
1
9
%
1.5
2
4
5
1
1
1
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
#
%
FEMALE
#
%
-------
WORK FORCE PROFILE BY GRADE/PAY LEVELS
Figure 3
Other Than Permanent Pull-time
(As of September 27, 1980)
Grade/Pay
Levels
GS - 1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
lotal 211
TOTAL
MALE
#
1
9
20
17
22
17
8
1
1
1
97
%
4
26
51
52
79
77
80
33
100
100
46
FEMALE
#
1
10
27
24
19
1
17
6
5
2
2
114
%
100
100
96
74
49
100
48
21
23
. 20
67
54
WHITE
MALE
#
1
7
15
17
21
15
7
1
1
1
86
%
4
21
38
47
75
68
70
33
100
100
40
FEMALE
#
1
7
12
7
9
1
13
5
5
2
1
65
o/
/o
100
70
43
29
23
100
36
18
23
20
33
31
BLACK
MALE
#
2
5
1
1
2
1
12
%
6
13
3
3.5
9
10
6
FEMALE
#
3
15
15
9
4
1
1
48
%
30
53
44
23
11
3.5
33
22
HISPANIC
MALE
#
%
FEMALE
#
%
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
#
1
1
%
3
.5
FEMALE
#
1
1
%
3
.5
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
#
%
FEMALE
#
%
LT\
-------
WORKFORCE PROFILE BY OCCUPATIONAL SERIES/ OCCUPATIONAL LEVELS
FEMALE Race/National Origin Group by Sex .
Occupational Series by
(Entry. Mid. Senior
Inluding SESI
Professional
Other Than
Scientific and
Engineering
GS 1 - 4
5-8
9-11
12 - 13
14 - 15
Total 72
Scientific and
Engineering
GS 1 - 4
5-8
9-11
12 - 13
14 - 15
Total 27
TOTAL
ENTRY
tt
18
18
11
11
%
10
3
MID :
#
32
21
53
5
10
15
%
29
5
SENIOR
#
l
1
1
1
%
-
-
WHITE
:NTRY
tt
0
0
13
1]
%
6
'
MID
tt
6
7
3
4
9
L3
%
24
4
SENIOR
tt
i
i
i
i
%
-
-
BLACK
ENTRY
#
5
5
%
3
MID
tt
5
4
9
1
1
%
5
-
SENIOR
#
%
HISPANIC
ENTRY
#
%
MID
#
%
SENIOR
#
%
ASIAN AMERICAN/
PACIFIC ISLANDER
ENTRY
tt
3
3
%
2
MID
#
1
l
l
l
%
-
-
*
SEA
#
IOR
%
AMERICAN INDIAN/
ALASKAN NATIVE
ENTRY
#
%
MID
#
%
SENIOR
#
%
-------
Figure 4
WORKFORCE PROFILE BY OCCUPATIONAL SERIES/ OCCUPATIONAL LEVELS
FEMALE Race/National Origin Group by Sex .
Occupational Series by
(Eniry. Mid. Senior
Inluding SESt
Administrative
GS 1-4
5-8
9 -11
12 -13
14 -15
ES
Total 74
Clerical
GS 1 - 4
5-8
Total 219
Technicians and
Aides
GS 1 - 4
5-8
9-11
12 - 13
Total 33
TOTAL
ENTRY
n
3
18
21
104
219
8
25
33
%
11
94
58
74
65
MID
tt
30
16
46
%
26
SENIOR
#
5
2
7
%
4
WHITE
ENTRY
tt
l
11
12
37
61
99
6
c
15
%
7
42
42
28
29
MID
tt
15
15
30
%
17
SENIOR
tt
5
2
7
%
4
BLACK
ENTRY
tt
1
7
8
4<
11'
2
15
17
%
4
50
16
43
33
MID
tt
12
12
%
7
SENIOR
#
%
HISPANIC
ENTRY
tt
1
1
1
4
'
]
%
1
7
3
2
MID
#
1
1
%
1
SENIOR
tt
%
ASIAN AMERICAN/
PACIFIC ISLANDER
ENTRY
tt
7
%
1
MID
#
2
1
3
%
2
m
#
OR
%
AMERICAN INDIAN/
ALASKAN NATIVE
ENTRY
tt
%
MID
#
%
SENIOR
#
%
Entry GS 1 thru 8
Mid GS 9 thru 13
Senior GS 14 and above
-------
WORKFORCE PROFILE BY OCCUPATIONAL SERIES/ OCCUPATIONAL LEVELS
|\/| ALE Race/National Origin Group by Sex .
Occupational Series by
Occupational Level
(Entry, Mid, Senior
Inluding SES)
Professional
Other than
Scientific and
Engineering
GS 1-4
5-8
9 -11
12 -13
14 -15
Total 108
Scientific and
Engineering
GS 1-4
5-8
9 -11
12 -13
14 -15
Total 302
TOTAL
ENTRY
#
10
10
35
35
%
6
13
MID
#
54
40
94
82
15£
24C
%
52
73
SENIOR
#
4
4
27
27
%
2
8
WHITE
ENTRY
#
9
9
32
32
%
5
10
MID
#
45
38
83
68
L42
210
%
46
64
SENIOR
#
4
4
26
2(
%
2
8
$
BLACK
ENTRY
#
i
1
1
1
%
-
-
MID
#
7
2
9
5
7
12
%
5
4
SENIOR
#
i
i
%
-
HISPANIC
ENTRY
#
%
MID
#
1
l
2
%
1
SENIOF
#
%
ASIAN AMERICAN/
PACIFIC ISLANDER
ENTRY
#
2
2
%
1
MID
#
2
2
8
8
16
%
1
5
t
SENIOR
#
*
%
AMERICAN INDIAN/
ALASKAN NATIVE
ENTRY
#
%
MID
#
%
SENIOf
#
%
-------
Figure 4
WORKFORCE PROFILE BY OCCUPATIONAL SERIES/ OCCUPATIONAL LEVELS
Race/National Origin Group by Sex
Occupational Series by
(Entry. Mid. Senior
Inluding SESJ
Clerical
GS 1-4
5-8
Total 13
Technicians and
Aides
GS 1-4
5-8
9 -11
WG
Total 18
Administrat ive
GS 1-4
5-8
9 -11
12- 13
14 -15
AD, CC, ES and WG
Total 104
TOTAL
ENTRY
#
6
7
13
6
8
2
16
3
i
%
6
42
26
31
2
MID
#
2
2
24
48
1
/3
%
LOO
4
41
SENIOR
#
13
15
28
%
16
WHITE
INTRY
#
4
6
0
6
4
1
11
3
J
%
4
42
13
22
2
MID
ft
2
2
24
45
1
/U
%
4
39
SENIOR
#
13
12
25
%
14
BLACK
ENTRY
#
2
1
3
4
1
5
%
1
13
10
MID
#
3
1
4
%
2
SENIOR
#
.1
l
%
1
HISPANIC
;NTRY
#
%
MID
#
%
SENIOR
#
%
ASIAN AMERICAN/
PACIFIC ISLANDER
;NTRY
n
%
MID
#
%
1
j.
>
str
//
Df?
%
AMERICAN INDIAN/
ALASKAN NATIVE
ENTRY
#
%
MID
#
%
SENIOR
#
%
-------
Figure 5
WORKFORCE PROFILE BY OCCUPATIONAL UNIT
All Employees
(As of September 27, 1980)
Organizational Unit
(Division, Branch,
Section)
Regional Admn.
CC - 00
ES - 00
GS - 4
5
6
7
8
9
11
12
13
14
15
Div. Total 93
TOTAL
MALE
#
1
2
1
1
3
6
9
13
7
1
44
%
100
67
17
.8
60
54
64
62
70
33
47
FEMALE
#
1
5
11
3
3
1
2
5
5
8
3
2
49
%
33
83
92
100
100
100
46
36
38
30
67
53
WHITE
MALE
#
1
2
1
2
5
9
12
7
1
40
%
100
67
17
40
45
64
57
70
33
43
FEMALE
#
1
4
3
1
1
1
4
3
7
3
2
30
%.
33
33
100
33
100
20
36
21
33
30
66
32
BLACK
MALE
#
1
1
- 1
1
4
%
8
20
9
5
4
FEMALE
#
5
5
2
1
1
1
15
%
83
42
67
9
7
5
15
HISPANIC
MALE
#
%
FEMALE
#
1
1
%
8
1
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
#
%
FEMALE
#
1
1
1
3
%
8
20
7
3
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
#
%
FEMALE
#
%
o
-------
Figure 5
WORKFORCE PROFILE BY OCCUPATIONAL UNIT
All Employees
(As of September 27, 1980)
Organizational Unit
(Division, Branch,
Section)
Planning and
Management
AD - 00
GS - 4
5
6
7
8
9
11
12
13
14
15
WG - 1
7
lotal 77
TOTAL
MALE
n
i
3
2
7
10
7
2
1
1
1
35
%
100
33
15
85
63
78
67
100
100
100
45
FEMALE
#
6
8
6
6
1
5
1
6
2
1
42
%
100
100
100
67
100
85
15
37
22
33
55
WHITE
MALE
#
1
3
1
6
10
7
2
1
1
32
o/
/O
100
33
14
-75
63
78
67
100
100
42
FEMALE
#
4
6
5
5
1
5
2
1
29
%
67
75
83
56
14
31
22
33
38
BLACK
MALE
#
1
1
2
%
10
100
3
FEMALE
#
2
2
1
1
1
3
1
1
12
%
33
25
17
11
100
43
15
6
16
HISPANIC
MALE
#
%
FEMALE
#
%
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
#
1
1
%
14
1
FEMALE
#
1
1
%
14
1
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
#
%
FEMALE
#
%
-------
Figure 5
WORKFORCE PROFILE BY OCCUPATIONAL UNIT
All Employees
of September 27, 1980)
Organizational Unit
'Division. Branch.
Section)
fater Division
]C - 00
:s - oo
JS - 2
3
4
5
6
7
9
11
12
13
14
15
Cotal 205
TOTAL
MALE
#
3
1
1
3
4
12
27
35
28
5
2
121
%
100
100
7
11
28
75
79
87
97
100
67
59
FEMALE
#
1
3
12
25
15
10
4
7
5
1
1
84
%
100
100
93
89
100
72
25
21
13
3
33
41
WHITE
MALE
#
3
1
1
3
3
11
24
31
28
5
2
112
%
100
100
8
11
21
68
70
77
97
100
67
54
FEMALE
#
1
2
9
4
7
2
5
5
1
1
37
%
100
16
73
27
50
12
15
13
3
33
1-8
BLACK
MALE
#
1
1
4
6
%
7
3
10
3
FEMALE
#
3
8
16
9
3
1
2
42
%
100
61
57
60
21
6
6
20
HISPANIC
MALE
#
1
1
%
3
1
FEMALE
#
2
1
3
%
16
7
2
ASIAM AMERICAN/
PACIFIC ISLANDER
MALE
#
1
1
2
%
6
3
1
FEMALE
#
1
1
2
%
7
6
1
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
#
%
FEMALE
#
%
I
C\J
H
-------
Figure 5
WORKFORCF PROFILE BY OCCUPATIONAL UNIT
All Employees
(As of September 27, 1980)
Organizational Unit
(Division. Branch,
Section)
ir & Hazardous
aterlal Div.
C - 00
S - 00
S - 3
4
5
6
7
9
11
12
13
14
15
>tal 108
TOTAL
MALE
#
3
1
1
3
10
14
25
15
3
2
77
%
100
100
16
43
49
77
92
100
100
100
72
FEMALE
#
1
3
5
5
4
7
4
2
31
%
100
100
84
100
574
41
23
8
28
WHITE
MALE
#
1
1
1
3
9
13
21
15
3
2
69
°/
/o
34
100
16
43
73
78
100
100
100
64
FEMALE
#
2
3
4
4
4
3
2
22
%
67
50
80
57
17
7
20
BLACK
MALE
n
i
i
i
3
%
33
6
4
3
FEMALE
#
1
1
1
1
3
1
8
%
100
33
17
20
18
6
7
HISPANIC
MALE
#
%
FEMALE
#
1
1
%
17
.9
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
#
1
1
3
5
%
33
6
11
4
FEMALE
#
%
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
#
%
FEMALE
#
%
-------
Figure 5
WORKFORCE PROFILE BY OCCUPATIONAL UNIT
All Employees
(As of September 27, 1980)
Organizational Unit
(Division. Branch.
Section)
Enforcement Div
ES - 00
GS - 3
4
5
6
7
9
11
12
13
14
15
Total 175
TOTAL
MALE
#
3
2
7
13
35
18
7
3
88
%
13
33
50
52
85
75
100
100
51
FEMALE
#
1
9
11
21
10
4
7
12
6
6
87
%
100
100
100
87
100
67
50
48
15
25
49
WHITE
MALE
#
3
1
6
10
32
16
7
3
78
%
13
17
43
40
78
67
100
100
45
FEMALE
#
1
2
3
9
5
1
5
10
5
5
46
o/
/o
100
22
27
37
50
17
36
40
12
21
26
BLACK
MA.LE
#
)
1
1
1
1
1
5
%
17
7
4
2
7
2
FEMALE
#
7
8
12
4
1
1
2
1
36
%
78
73
50
40
17
2
8
2
20
HISPANIC
MALE
#
%
FEMALE
#
1
1
2
%
10
2
1
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
#
2
2
1
5
%
8
5
4
3
FEMALE
#
2
1
3
%
33
4
2
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
#
%
FEMALE
n
%
-------
Figure 5
WORKFORCE PROFILE BY OCCUPATIONAL UNIT
All Employees
(As of September 27, 1980)
OrQ3oiz3tiondl Unit
(Division. Branch.
Section)
Surveillance &
Analysis Dlv.
CC - 00
ES - 00
GS - 3
5
6
7
8
9
10
11
12
13
14
15
WG - 11
Cotal 101
TOTAL
MALE
#
2
1
1
5
5
1
16
29
13
8
1
1
83
%
100
100
14
71
83
100
94
93
100
100
100
100
82
FEMALE
#
2
6
3
2
1
1
1
2
18
%
100
86
100
29
LOO
17
6
7
18
WHITE
MALE
#
2
1
3
5
1
10
25
10
7
1
1
66
°/
/o
100
14
43
83
100
59
75
100
100
65
FEMALE
#
4
1
2
2
10
%
57
33
87
7
M)
BLACK
MALE
#
1
1
%
100
14
2 1 12
2
2
1
9
6.5
16
9
FEMALE
#
2
2
2
1
1
8
%
100
87
67
17
6
8
HISPANIC
MALE
#
1
. 1
%
8
1
FEMALE
#
%
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
#
1
4
2
7
%
14
24
7
7
FEMALE
#
%
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
#
%
FEMALE
#
%
-------
Figure 8 ASSESSMENT OF UNDERREPRESENTATION
Occupational Series/Employment rntognry Scientific & Engineering
Race/ % of
National Class
Origin Group Category
by Sex (A)
%of
Class
CLF
(B)
A--B
A4-B * 100
Underrepresentation
White
Female
Black
Male
Black
Female
Hispanic
Male
Hispanic
Female
Asian
Male
Asian
Female
Amer. In
Male
Amer . In
Female
7.6
4.3
0.30
0.60
0.0
5-5
0.30
0.0
0.0
18.09
3.83
2.52
1.62
0.44
1.22
0.32
0.07
0.01
7.6 i 18.09 = 0.4
4.3 i 3.83 = 1.1
0.30-? 2.52 = 0.1
,0.60* 1.62 = 0.3
0.0 4- 0.44 = 0
5.5 * 1.22 = 4.5
0.30* 0.32 = 0.9
0.0 4- 0.07 = 0
0.0 4- 0.01 = 0
0.4 x 100 = 40.
1.1 x 100 = 110
0.1 x 100 = 10
0.3 x 100 = 30
0 x 100 = 0
4.5 x 100 = 450
0.9 x 100 = 90
0 x 100 = 0
0 x 100 = 0
40
110 *
10
30
0
450 *
90
0
0
H
% class group represented in category
Underrepresentation= x 1OO = UR
% class group represented in CLF
* No Underrepresentation
-------
Figure 8 ASSESSMENT OF UNDERREPRESENTATION
Occupational Series/Employment Categon Professionals, other than Scientific and Engineering
Race/ % of
National Class
Origin Group Category
by Sex (A)
%ot
Class
CLF
(B)
A--B
A-f-B * 100
Underrepresentation
White
Female
Black
Male
Black
Female
Hispanic
Male
Hispanic
Female
Asian
Male
Asian
Female
Am. In.
Male
Am. In.
Female
30.0
5.6
7-8
0.0
0.0
1.1
2.2
0.0
0.0
18.09
3.83
2.52
1.62
0.44
1.22
0.32
0.07
0.01
30.0 4- 18.09 = 1.6
5.6 4- 3.83 = 1.4
7.8 4- 2.52 = 3-0
0.0 4- 1.62 = 0
0.0 4- 0.44 = 0
1.1 4- 1.22 = 0.9
2.2 4- 0.32 = 6.8
0.0 4- 0.07 = 0
0.0 4-, 0.01 = 0
1.6 x 100 = 160
1.4 x 100 = 140
3.0 x 100 = 300
0 x 100 = 0
0 x 100 = 0
0.9 x 100 = 90
6.8 x 100 = 680
0 x 100 = 0
0 x 100 = 0
160 *
140 *
300 *
0
0
90
680 *
0
0
I
t
% class group represented in category
Underrepresentation= = - x 100 = UR
% class group represented in CLF
* No underpepresentation
-------
Figure 8 ASSESSMENT OF UNDERREPRESENTATION
Occupational Series/Employment Category Administrative
Race/
National
Origin Group
by Sex
%of
Class
Category
(A)
%of
Class
CLF
A--B
-^B x 100
Underrepresentation
White
Female
Black
Male
Black
Female
Hispanic
Male
Hispanic
Female
Asian
Male
Asian
Female
Am. In.
Male
Am. In.
Female
27.5
17.0
11.2
0.0
1.1
0.6
1.7
0.0
0.0
30.85
8.19
6.45
2.78
1.42
0.38
0.30
0.06
0.04
27-7 * 30.85 = 0.8
17.0 ? 8.19 = 2.0
11.2 4- 6.45 = 1.7
0.0 i 2.78 = 0
1.1 i 1.42 = 0.7
0.6 £ 0.38 = 1.5
1.7 * 0.30 = 5-6
0.0 £ 0.06 = 0
0.0 4 0.04 = 0
0.8 x 100 = 80
2.0 x 100 = 200
1.7 x 100 = 170
0 x 100 = 0
0.7 x 100 = 70
1.5 x 100 = 150
5.6 x 100 = 560
0 x 100 = 0
0 x 100 = 0
80
200*
170*
0
70
150*
560*
0
0
I
CO
% class group represented in category
Underrepresentation= * 100 = UR
% class group represented in CLF
* No Underrepresentation
-------
Figure 8 ASSESSMENT OF UNDERREPRESENTATION
Occupational Series/Employment Category Technical
Race/
National
Origin Group
by Sex
%of
Class
Category
(A)
%of
Class
CLF
(B)
A-H8 * 100
Underrepresentation
White
Female
Black
Male
Black
Female
Hispanic
Male
Hispanic
Female
Asian
Male
Asian
Female
Am. In.
Male
Am. In.
Female
29.4
10.0
33-3
0.0
2.0
0.0
0.0
0.0
0.0
30.85
8.19
6.45
2.78
1.42
0.38
0.30
0.06
0.04
29.4 i 30.85 = 0.9
10.0 * 8.19 = 1-2
33.3 ^ 6.45 = 5.1
0.0 4- 2.78 = 0
2.0 4- 1.42 = 1.4
0.0 4- 0.38 = 0
0.0 ?- 0.30 = 0
0.0 4- 0.06 = 0
0.0 * 0.04 = 0
0.9 x 100 = 90
1.2 x 100 = 120
5.1 x 100 = 510
0 x 100 = 0
1.4 x 100 = 140
0 x 100 = 0
0 x 100 = 0
0 x 100 = 0
0 x 100 = 0
90
120 *
510 *
0
140 *
0
0
0
0
% class group represented in category
Underrepresentation= ^- * 10O = UR
% class group represented in CLF
* No Underrepresentation
-------
Figure 8 ASSESSMENT OF UNDERREPRESENTATION
Occupational Series/Employment rataqnry Clerical
Race/
National
Origin Group
by Sex
%of
Class
Category
(AJ
%of
Class
CLF
(B)
A---B
A-h-B x 100
Underrepresentation
White
Female
Black
Male
Black
Female
Hispanic
Male
Hispanic
Female
Asian
Male
Asian
Female
Am. In.
Male
Am. In.
Female
42.2
1.3
50.0
0.0
2.0
0.0
1.0
0.0
0.0
30.85
8.19
6.45
2.78
1.42
0.38
0.30
0.06
0.04
42.2 4- 30.85 = 1.3
1.3 * 8.19 = 0.1
50.0 -f 6.45 = 7.7
0.0 4- 2.78 = 0
2.0 -f 1.42 = 1.4
0.0 1 0.38 = 0
1.0 4- 0.30 = 3.3
0.0 -^ 0.06 = 0
0.0 -? 0.04 F 0
1.3 x 100 = 130
0.1 X 100 = 10
7-7 x 100 = 770
0 x 100 = 0
1.4 x 100 = 140
0 x 100 = 0
3.3 x 100 B 330
0 x 100 P 0
0 x 100 F 0
130 *
10
770 *
0
140 *
0
330 .*
0
0
o
% class group represented in category 10~ . ,
Underrepresentation= x 100 = UR
% class group represented in CLF
* No Underrepresentation
-------
ULTIMATE GOAL FORMULA
Figure 9
Occupational Series/Employment
% If Races/National Origin
group by Sex in CLF
A
WF
BM
BF
HM
HF
A/PM
A/PF
A/IM
A/IF
18.09
3.83
2.52
1.62
.44
1.22
.32
.07
2.06
1.62
Scientific and Engineering
Authorized Personnel Ceiling
P
267
Ultimate Goal
(A x R)
* No underrepresentation
-------
ULTIMATE GOAL FORMULA
Figure 9
Occupational Series/Employment category
% If Races/National Origin
group by Sex in CLF
A
Professionals, other than Scientific and Engineering
WF
BM
BF
HM
HF
A/PM
A/PF
A/IM
A/IF
18.09
3-83
2.52
1.62
1.22
.32
.07
2.06
1.62
Authorized Personnel Ceiling
90
Ultimate Goal
(A x R)
\
*
I
c\j
r\j
* No underrepresentation
-------
ULTIMATE GOAL FORMULA
Figure 9
Occupational Series/Employment category.
% If Races/National Origin
group by Sex in CLF
A
Administrative
WF
BM
BF
HM
HF
A/PM
A/PF
A/IM
A/IF
30.85
8.19
6.45
2.78
1.42
.38
30
Authorized Personnel Ceiling
140
Ultimate Goal
|AxP)
i
on
C\J
* No underrepresehtation
-------
ULTIMATE GOAL FORMULA
Figure 9
Occupational Series/Employment category.
% If Races/National Origin
group by Sex in CLF
A
Technical
WF
BM
BF
HM
HF
A/PM
A/PF
A/IM
A/IF
30.85
8.19
6.45
2.78
1.42
.30
.06
.04
\78
Authorized Personnel Ceiling
30
Ultimate Goal
(A xR)
\
* No underrepresentation
-------
ULTIMATE GOAL FORMULA
Figure 9
Occupational Series/Employmeni category.
% If Races/National Origin
group by Sex in CLF
A
Clerical
Authorized Personnel Ceiling
WF
BM
BF
HM
HF
A/PM
A/PF
A/IM
A/IF
30.85
8.19
6.45
2.78
1.42
.30
.06
.04
.78
185
Ultimate Goal
(A x pj
15
LT\
* No underrepresentation
-------
Figure 10
ANNUAL GOAL
Occupational Category/Employment Series: Scientific and Engineering
RACE/ NATIONAL
ORIGIN BY SEX
(a)
White Female
Black Male
Black Female
Hispanic Male ^^
Hispanic Female
Asian Male N.
Asian Female
Amer. Ind. Male
Amer. Ind. Female
/
ULTIMATE GOAL
(UG)
(b)
48
%
7
^*\6
/
V
\
\
/
/
% GROUP IN
CLF
Ic)
18.09
2.52
2.06
1.62
ESTIMATE OF
OPPORTUNITIES
(d)
123
ANNUAL GOAL
(c) (d)
18.09 x 123 =
2.52 x 123 =
2.06 x 123 =
1.62 x 123 =
* ANNUAL GOAL
22 x 2 = 44
3x2=6
X.
^"3x2=6
/
\
\
\
2x2=4
/
/
'Annual Goal after PRORATING by Underrepresentation
* No underrepresentation
-------
1 0
ANNUAL GOAL
Occupational Category/Bnployment Series: ProfesslonalSj other than Scientific and Engineering
RACE NATIONAL
ORIGIN BY SEX
la)
White Female
Black Male
Black Female
Hispanic Male ^*s>
Hispanic Female
/
Asian Male >v
Asian Female
i
Amer. Ind. Male
Amer. Ind. Female /
ULTIMATE GOAL
(UG)
Ib)
*
*
*
^^2
/
^
\
1
/
/
% GROUP IK
CLF
Icl
2.06
1.62
ESTIMATE OF
OPPORTUNITIES
(dl
12
ANNUAL GOAL
(c) - Id)
2.06 x 12 =.24
1.62 x 12 =.19
- ANNUAL GOAL
\
/
\
\
0
/
/
I
C--
-Annual Goal after PRORATING by Underrepresemation
* No underrepresentatjion
-------
Figye 1 0
ANNUAL GOAL
Occupational Category/Employment Series: Administrative
RACE NATIONAL
ORIGIN BY SEX
(a)
White Female
Black Male
Black Female
Hispanic Male
Hispanic Female
Asian Male
Asian Female
Amer. Ind. Male
Amer. Ind. Female
ULTIMATE GOAL
(UGl
(b)
43
*
*
4
2
*
*
^0
/
°b GROUP IN
CLF
Ic)
30.85
2.78
1.42
ESTIMATE OF
OPPORTUNITIES
(d)
24
ANNUAL GOAL
(c) (d)
30.85 x 24 =
2.78 x 24 =
1.42 x 24 =
. ANNUAL GOAL
7
1x2 = 2
1
\
/
OO
CM
Annual Goal after PRORATING by Underrepresenianon
* No underrepresentation
-------
Figure 10 ANNUAL GOAL
Occupational Category/Employment Series: Technical
RACE NATIONAL
ORIGIN BY SEX
la)
White Female
Black Male
Black Female
Hispanic Male
Hispanic Female
Asian Male^v
Asian Female
Amer, Ind. Male
Amer. Ind. Female./
ULTIMATE GOAL
(UG)
Ib)
9
*
*
1
*
0
/
% GROUP »N
CLF
10
30.85
2.78
.78
ESTIMATE OF
OPPOF1TUNITIES
(d)
9
ANNUAL GOAL
10 (d|
0.85 x 9 =
2.78 x 9 = .25
.78 x 9 =
. ANNUAL GOAL
3
(.25 x 2 =.50)
1
i
\
\
/
/
0\
Annual Goal alter PRORATING by Underrepresentaiion
* No underrepresentation
-------
10
ANNUAL GOAL
Occupational Category/Employment Series: Clerical
RACE NATIONAL
ORIGIN BY SEX
(a)
White Female
Black Male
Black Female
Hispanic Male
Hispanic Female
Asian Male \
Asian Female
Amer. Ind. Male
Amer. Ind. Female *
ULTIMATE GOAL
(UGl
Ibl
*
15
*
5
»
\
\
1
/
/
/
% GROUP IN
CLF
10
8.19
2.78
.78
ESTIMATE Of
OPPORTUNITIES
Id)
32
ANNUAL GOAL
(c) - (d|
8.19 x 32 =
2.78 x 32 =
.78 x 32 - .24
- ANNUAL GOAL
3x2 = 6
1 x 2 = 2
\
\
0
/
/
o
on
Annual Goal alter PRORATING by Underrepresenianon
* No underrepresentation
-------
Figure 12
BARRIER ANALYSIS
Occupational Series/
A Employment Category
^Occupational Level
Barrier(s)
Special Action
to Overcome Barrier(s|
Quarterly Milestones
Administrat ive
Technical
Entry
Mid
1 '1 LI I
Senior
1. Lack of under-
standing by mana-
gers of their EEO
responsibilities .
2. Too few bridge
positions .
3. No ongoing
structured upward
mobility program.
1. OCR will work with
Personnel to insure
that an ongoing EEO
training program is
provided for all super-
visors and managers.
OCR will monitor
managers' achievements
by having input in re-
view of manager's per-
formance in the EEO
area and participating
in the review incentive
award submissions.
2. Review all positions
within each Division
to determine if job
restructuring is possi-
ble.
3. Establish an ongoing
upward mobility
program, identify a
program coordinator to
insure that all jobs
are reviewed for possi-
ble staffing through
the upward mobility
program.
X
X
X
X
X
X
X
H
m
A PATCO Category
+ Entry. Mid, Senior
-------
AFFIRMATIVE ACTION PLAN SUMMARY
REGION 5
Figure 13
occupA
SERVICE
Profes-
sional
Other
Admini-
strative
Clerical
Technical
TIONAL
LEVEL
ENTRY, MID,
SENIOR
Mid Level
/lid Level
Mid Level
Entry
Mid Level
WHITE
FEMALE
*L
48
43
9
**A
44
7
3
BLACK
MALE
L
15
A
6
FEMALE
L
7
A
6
HISPANIC
MALE
L
6
^
2
4
5
1
A
^
>
2
2
1
FEMALE
L
-\
\
2
A
1
Asian American/
Pacific Islander
MALE
L
4
l
1
A
4
"^ ..
0
*
0
FEMALE
L
~ .
- .
.
A
.
.
American Indian
Alaskan Nativp
MALE
L
.
.
A
^
.
.
FEMALE
L
- _
,
A
1 .
TOTAL
GOALS
L
65
3
49
21
10
A
60
l
10
8
4
* Long Term (Ultimate Goal)
** Annual Goal
** Annual Goal
*** Agency will need to assign goal to the appropriate level
Aggregate
-------
Monitoring and Evaluation
The Equal Employment Opportunity Commissioner (EEOC) will evaluate EPA,
Region V on its total Affirmative Action effort. In instances where
specific goals are not achieved, EEOC will examine other agency activities
such as elimination of barriers, use of innovative staffing, training,
creation of bridge positions and other Affirmative Action initiatives.
Region V has established its own internal monitoring group. It consists
of one representative from each division, and the staff offices, the
Personnel Office, the Chairperson of the Federal Women's Program Committee,
the Federal Women's Program/Hispanic Program Manager and the Director,
Office of Civil Rights.
This group will meet at least quarterly to offer input for specific cases
where Affirmative Action could be accomplished. This will give division
and office directors ongoing status of Region V's progress.
-33-
-------
Figure 14
ACTION PLAN FOR PREVENTION OF SEXUAL HARASSMENT
IN THE WORKPLACE
Quarterly milestones
Specific steps taken by agency to inform employees
of their right to file sexual harassment charges under
Title VII.
a. Policy Statement issued.
b. Memorandum to all employees issued
II Types of Training Programs conducted to inform
supervisors and managers of their responsibility and
accountability for preventing sexual harassment in
the workplace.
a. Federal WSiiien Program Meetings - Film viewing and discussion (supv. & mgr)
b. Federal Women Program Meetings- Film viewing and discussion (women only)
c. Small structured training programs included in supervisor's EEC Training (ongoin
III Agency codes of conduct or other materials designed
to curtail and/or prevent sexual harassment in the
workplace issued.
a. Posters for Bulletin Boards.
1st
A
A
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Rttr* To
United Slates cf America
Office of
Personnel Management Washington. 0.0.20415
DSC ! 2 E9B
MEMORANDUM TO HEADS OF DEPARTMENTS AND INDEPENDENT AGENCIES
SUBJECT: Policy Statement and Definition on Sexual Harassment
This memorandum transmits the Office of Personnel Management's policy
statement on sexual harassment which is applicable to each Federal
agency and department. The policy statement also Includes the specific
definition pf gexual harassment which should be utilized in addressing
this issue-.
The Subcommittee on Investigations of the Committee on Post Office and
Civil Service has held hearings on the problem of sexual harassment
within the Federal sector. The Office of Personnel Management was
requested by Chairman James M. Hanley to assist in the effort to
curtail sexual harassment by issuing a _policy statement which made
clear that sexual harassment undermines the Integrity of the Federal
Government and will not be condoned. Merit system principles require
that all employees be allowed to work in an environment *free from
sexual harassment.
I am recommending that each of you take a leadership role by initiating
the following actions:
1. Issue a. very strong management statement clearly defining the
policy of the Federal Government as an employer with regard to
sexual harassment;
2. Emphasize this policy as part of new employee orientation covering
the merit principles and the code of conduct; and
3. Make employees aware of the avenues for seeking redress, and the
actions that will be taken against employees violating the policy.
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POLICY STATEMENT AND DEFINITION ON SEXUAL HARASSMENT
Federal employees have a grave responsibility under the Federal code of
conduct and ethics for maintaining high standards of honesty, integrity
impartiality and conduct to assure proper performance of the Government's
business and the maintenance of confidence of the American people. Any
employee conduct which violates this code cannot be condoned.
Sexual harassment is a form of employee misconduct which undermines the
integrity of the employment relationship. All employees must be allowed
to work in an environment free from unsolicited and unwelcome sexual
overtures. Sexual harassment debilitates morale and interferes in the
work productivity of its victims and co-workers.
Sexual harassment is a prohibited personnel practice when it results in
discrimination for or .against an employee on the basis of conduct not
delated to performance, such as the taking or refusal to take a person-
nel action, including promotion of employees who submit to sexual
advances or refusal to promote employees who resist or protest sexual
overtures.
Specifically, sexual harassment is deliberate or repeated unsolicited
verbal comments, gestures, or physical contact of a sexual nature which
are unwelcome.
Within the Federal Government, a supervisor who uses implicit or explicit
coercive sexual behavior to control, influence, or affect the career,
salary, or job of an employee is engaging in sexual harassment. Similarly
an employee of an agency who behaves in the manner in the process of
conducting agency business is engaging in sexual harassment.
Finally, any employee who participates in deliberate or repeated unsolicited
verbal comments, gestures, or physical contact of a sexual nature which are
unwelcome and interfere in work productivity is also engaging in sexual
harassment.
It is the policy of the Office of Personnel Management (0PM) that sexual
harassment is unacceptable conduct in the workplace and will not be
condoned. Personnel management within the Federal sector shall be
implemented free from prohibited personnel practices and consistent with
merit system principles, as outlined in the .provisions of the Civil Service
Reform Act of 1978. All Federal employees should avoid conduct which under-
mines these merit principles. At the same time, it is not the intent of 0PM
to regulate the social interaction or relationships freely entered into by
Federal employees.
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Complaints of harassment should be examined impartially and resolved
promptly. The Equal Employment Opportunity Commission will be
issuing a directive that will define sexual harassment prohibited by
Title VII of the Civil Rights Act and distinguish it from related
behavior which does not violate Title VII.
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JWniteb
^ \AlA/ < 2?»rt»trumiu'ntul Protection
MAY 1 5 1980
MEMORANDUM TO ALL EPA EMPLOYEES
SUBJECT; Policy Statement on Sexual Harassment
In response to Congress and concerns in both the private
and public sectors, Alan K. Campbell, Director of the Office
of Personnel Management, has issued the attached policy
statement on sexual harassment. Sexual harassment in the
form of unsolicited comments, gestures or contacts of a
sexual natuie, on a deliberate or repeated basis, is
unacceptable. It may form the grounds of sex discrimination
complaints and lawsuits. Sexual harassment will not be
tolerated at the Environmental Protection Agency. Director
Campbell's'' policy statement on sexual harassment is the policy
of this Agency, and each office head within EPA will be
expected to advise all employees of the policy and to enforce
it firmly.
.To implement Agency policy on sexual harassment, I have
asked the Federal Women's Program and the Discrimination
Complaints Division in the Office of Civil Rights to
designate representatives to work with the Personnel
Office to: (1) develop appropriate amendments to the EPA
Conduct Manual, including proposed .penalties ;' '(2) develop
printed materials as part of the orientation package for all
new employees; and (3) make training materials on this
subject part .of training for managers, supervisors and EEO
counselors. I have also asked the Inspector General to
incorporate material on sexual harassment into the standards
of conduct briefings for EPA's employees.
Sexual harassment complaints may be filed with the Office
of Inspector General or as EEO complaints in the Office of
Civil Rights. Implementation of this policy on sexual
harassment will become a part of the discrete EEO performance
appraisa.1 for all managers and supervisors impacted by merit
pay.
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EPA's Federal Women's Program Manager (755-0520) will
be responsible for providing further
clarification and examples of what c
behavior.
uidance and
titutes im
Attachment
Costle
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REGION V
Federal Equal Opportunity Recruitment Program (FEORP)
FY'82 through FY'86
Marie O'Brien
Regional Personnel Officer
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This issuance explains what positions (series and grade) within Region V
reflect underrepresentation of minorities and/or women. We have listed
actions that the Personnel Branch will try to undertake in an effort to
eliminate the underrepresentation. This plan covers five (5) fiscal years.
We, therefore, anticipate modifications so that it is applicable to our current
situation.
Definitions
Underrepresentation - A situation in which the women or members of a
minority group within a category of civil service employment constitutes
a lower percentage of the total employees within the employment category
than the percentage within the civilian labor force of the State of
Illinois.
Severe Underrepresentation - A situation in which,women or members of
a minority group are represented in the Agency by less than one-half of
the percentage determined to be available in the labor market.
Minority Groups - Those groups classified as minority by the Equal
Employment Opportunity Commission including Blacks, Hispanic, American
Indian-Alaska Native, Asian American-Pacific Islander. In addition, all
women are covered by FEORP regardless of race or ethnic background.
Responsibilities
Regional Personnel Officer - Responsible for developing local FEORP
plan which is specific as to underrepresentation problems, proposed
actions to resolve them, and continuous evaluation of results.
Regional Civil Rights Officer - Responsible for conducting under-
representation analysis and providing the Regional Personnel Officer with
information for FEORP planning and goal setting. Assist the Personnel
Officer in identifying additional recruiting sources in the local areas in
evaluating local FEORP results.
Regional Managers and Supervisors - Responsible for participation in
local FEORP plan actions. Provide necessary resources and commitment
to overcome underrepresentation problems in his/her organization.
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Determination & Analysis of Underrepresentation
Determinations of Underrepresentation were made by comparing the workforce
of Region V to the workforce of the Chicago civilian labor market. Comparisons
were made by grade clusters and occupational groupings in both minority group
and sex categories.
The following identifies those categories which are considered to be under-
represented in Region V. The asteriks annotate the categories in which
severe Underrepresentation was found. The number in parenthesis designates
the goal (number of positions) by which we hope to increase representation.
For the severely underrepresented categories the achievement of the numerical
goal will eliminate severe representation; however, the category may still
remain as underrepresented.
Professional, other than Scientific & Engineering
Hispanic Male* (1)
Hispanic Female* (1)
Asian Male (1)
American Indian Male* (1)
American Indian Female* (1)
Scientific & Engineering
White Female* (2)
Black Female* (2)
Hispanic Male* (1)
Hispanic Female* (1)
Asian Female (1)
American Indian Male* (1)
American Indian Female* (1)
Administrative
White Female (2)
Hispanic Male* (1)
Hispanic Female (1)
American Indian Male (1)
American Indian Female (1)
Technical
White Female (1)
Hispanic Male* (1)
Asian Male* (1)
Asian Female* (1)
American Indian Male* (1)
American Indian Female* (1)
Clerical
Black Male* (3)
Hispanic Male* (1)
Asian Male* (1)
American Indian Male* (1)
American Indian Female* (1)
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External recruitment is the most essential mechanism to overcome under-
representation in Region V. The following steps will be implemented to
help alleviate this situation.
(1) Expand our present mailing list of current vacancies to include
those organizations shown in Appendix A.
(2) Prepare recruitment package to be sent to the universities/colleges
and organizations shown in Appendix B.
External Recruitment Methods
In addition to the above mentioned external recruitment activities, we
wi 11:
(1) Utilize the following delegated authorities:
(a) Mid/Senior Level positions, GS-9/15
(b) Part-time Direct Hire Program, GS-028, GS-401, and GS-1301 series
grades 5 thru 13.
(c) Veteran's Readjustment Act (VRA) Appointments (direct-hire).
(d) Cooperative Education Appointments (direct-hire).
(2) Participation in the Women's Career Convention which is attended
by approximately 30,000 women over a three day period.
(3) Participation in workshops/seminars sponsored by local community
action groups and alumni assocations.
At the present time (FY82) we do not anticipate an active external recruit-
ment program. However, whenever recruitment is initiated that may positively
affect the underrepresented categories, the Personnel Branch will make every
effort to meet the goals we have established to eliminate underrepresentation.
Internal Recruitment Methods
1. Broaden area of consideration under merit promotion recruiting practices.
2. Expanded use of Upward Mobility Program.
3. Conversion of students in the Cooperative Education Program.
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Appendix A
1. Society of Hispanic Professional Engineers
(SHPE)
P.O. Box 48
Main Office
Los Angeles, California 90052
2. La Rasza National Bar Association
c/o South Bay Judisial District
Torrence, California 90503
3. Mexican-American Engineering Society
P.O. Box 41
Placentia, California 92670
4. American Bar Association Women's Rights Unit
c/o Ford Associates
701 South Federal Avenue
Butler, Indiana 46721
5. Association of Black Engineers and Applied Scientists
667 Merrick
Detroit, Michigan 48202
6. Minority Information Referral Center
770 Lee Street
Des Plaines, Illinois 60016
7. Texas Alliance for Minorities in Engineering
c/o College of Engineering
University of Texas at Austin
Austin, Texas 78765
8. American Chemical Society
Employment Aids Office
1155 10th Street, NW
Washington, D.C. 20036
9. Society of Women Engineers
345 E. 47th Street
New York, N.Y. 10017
10. Association of Women in Science
Suite 1122
1346 Connecticut Avenue, NW
Washington, D.C. 20036
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Appendix B
Roosevelt University
Chicago, Illinois
Chicago State University
Chicago, Illinois
Northwestern University
Chicago, Illinois
University of Illinois
Circle Campus
Chicago, Illinois
University of Wisconsin
Madison, Wisconsin
Michigan State University
East Lansing, Michigan
University of Michigan
Ann Arbor, Michigan
Purdue University
W. Lafayette, Indiana
Wilberforce University
Wilberforce, Ohio
Wayne State University
Detroit, Michigan
Indiana University
Bloomington, Indiana
Cleveland State University
Cleveland, Ohio
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