U.S. ENVIRONMENTAL PROTECTION AGENCY
RESEARCH TRIANGLE PARK, NC
AFFIRMATIVE ACTION PLAN
FOR
MINORITIES AND WOMEN
FY 1984
ACCOMPLISHMENT REPORT
FY 1985
PLAN UPDATE
-------
FY 8 ACCOMPLISHMENT REPORT OF AFFIRMATIVE
ACTION FOR MINORITIES AND WOMEN
REPORT BY: 150R85003
XX P/RUNIT
COMMAND
IISF.PA
.COMPONENT
-AGENCY
Agency, Command
Component or P/R Unit
Responsible Agency
Official:
U. S. Environmental Protection Agency
Willis E. Greenstreet, Chairman, EPA-RTF Management Council
(Name and title)
Office of Administration and Resources Management (MD-20)
(Address)
Research Triangle Park, North Carolina 27711
FTS: 629-2258
(Telephone number commercial or FTS)
(Signature of the responsible official)
Number of Planning/Reporting Units (reports are X are not
(Date)
attached):
one
Number of Commands/Components (aggregate reports attached, if appropriate):
SELECTED AGENCY FY 8 STATISTICS:
.***
Number of employees at beginning of report year 843
Number of employees at end of report year
SES/
GS /GM G5/GM-16-18 WG CC*
10 2
81
876
11
71
Number of employees separated from the agency
due to RIF's: None
Wh M:.
Wh F:.
Bl M:
Bl F:
HI M:
Hi F:
AA/PI M:
A A/PI F:
Number of vacancies that had been originally projected:
P 53 A .9 7 6 c I? 0 0
Total
All AN M:
Alt AN F:
80
* Public Health Service Commissioned Officers assigned to EPA, 10
are assigned to the Montgomery, AL, facility
*** Twenty-eight of these employees are assigned to the Montgomery, Al, facility,
NAME OF PERSON WHO PREPARED REPORT
Dianne W. Laws
TELEPHONE NUMBER
629-4249
EEOC FORM 504
AUG S3
-------
Name of Reporting
Agency, Command
Component or P/R Unit
FY 198_4 ACCGMPLISHMENT REPORT OF AFFIRMATIVE
ACTION FOR MINORITIES AND WOMEN
U. S. Environmental Protection Agency
Research Triangle Park, North Carolina
27711
Responsible Officials:
Vfillia g. Greenstreet, Director
Office of Administration and
Resources Management (MD-20)
Chairman,EPA-RTP
Management Council
Da
Thomas flauser, Senior ORD Official 7Date
DirectorJ Environmental
Monitoring Systems Laboratory
(MD-75)
1/WUA
Pripciotta, Director
Air and Energy Engineering
Research laboratory (MD-60)
Lester D. Grant, Director
Environmental Criteria and
Assessment Office (MD-52)
I DATE
Gerald Emison, Director
Office of Air Quality
Planning and Standards
(MD-10)
Date
Gordon Hueer, Director
Health Effects Research
laboratory (MD-51)
Oate
Alfred Ellison, Director
Atmospheric Sciences
Research Laboratory (MD-59)
Date
Charles Porter, Director
Eastern Environmental
Radiation Facility
Montgomery, Alabama 36193
DATE /
-------
INTRODUCTION
The U. S. Environmental Protection Agency, Research Triangle Park,
North Carolina, has been designated by the Office of Civil Rights, EPA,
Headquarters, as a Planning and Reporting Unit for Affirmative Action.
The Unit consists of three major Programs at RTP...the Office of Admini-
stration and Resources Management; Office of Air Quality Planning and
Standards; Office of Research and Development (Atmospheric Sciences
Research Laboratory, Environmental Criteria and Assessment Office, Air
and Energy Engineering Research Laboratory, Environmental Monitoring
Systems Laboratory, Health Effects Research Laboratory); and the Eastern
Environmental Radiation Facility, Montgomery, Alabama.
The nature of the organizational structure and the independence
exercised in carrying out responsibilities require that each laboratory
and program office director be designated Responsible Agency Officials.
The name and title of the individual shown on EEOC Forms 504 and 511 are
provided as a point of contact for communications concerning the EEO/Affirmative
Action Program.
This Affirmative Action Accomplishment Report and Annual Update of
Affirmative Action for Minorities and Women has been prepared as a
composite plan to include each component within the Planning and Reporting
Unit.
-------
UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
Washington, D.C. 20460
DEC I I i954
OFFICE OF
CIVIL RIGHTS
MEMORANDUM
SUBJECT: Designation of Responsible Agency Officials for
Affirmative Action Plans (AAP) for Laboratories
kS I/
FROM: Nathaniel Scurry, Director /W? /fYjUJIA^
Office of Civil Rights (A-105') U^^ X
TO: Laboratory/Program Directors
The Equal Employment Opportunity Commission's (EEOC) Manage-
ment Directive, MD-707A requires the signature of the Responsible
Agency Official(s) on Affirmative Action Accomplishment Reports and
Annual Updates of Affirmative Action for Minorities and Women.
Because of the nature of EPA's Headquarters and Field organi-"
zational structures, compliance with the EEOC's directive requires
a three tier approval process. At Headquarters, the Administrator
is required to sign the Accomplishment Report and Update. In the
regions, the Regional Administrators have been designated signature
responsibility. For each of the major laboratories (i.e., RTP,
Cincinnati, and Las Vegas), I am designating each laboratory and
program office director as Responsible Agency Officials. This
designation is consistent with my understanding of the independe
each component of the laboratories exercises in carrying out its
assigned responsibilities.
To assist you in meeting our requirement to submit our plan
and report to EEOC, I am directing my Area EEO Officers to prepare
the plans/reports and submit them to you for signature prior to
forwarding to the EEOC for approval.
I appreciate your cooperation and will be available to answer
any questions you might have regarding the memo and our Affirmative
Action program.
cc: Deputy Administrator
Assistant Administrators: OARM, OAR, OW, ORD, OECM
Area EEO Officers:
Cincinnati
Las Vegas
Research Triangle Park
ence
-------
SUMMARY
FY 1984 Accomplishment Report of Affirmative
Action for Minorities and Vfcmen
Budgetary constraints and personnel overceilings continued to exist
in the third year of inplementation of the Multiyear Affirmative Action
Plan. These uncontrollable factors impeded goal attainment somewhat,
but to a lesser degree than past program years. Some progress was made
in increasing both minority and female representation in the professional
and administrative occupational categories. Additional affirmative action
initiatives undertaken by EPA-KTP were:
- An Upward Mobility position, Budget Analyst, was created at the
GS-5 level, target GS-7, potential GS-9. This position was filled
through the use of the Agency's Merit Promotion Procedures. A
nonminority female was selected and has reached the target level.
- Despite budgetary constraints and the inability of some EPA-RTP
components to fill positions on a permanent basis, nine position
were filled through the use of term and temporary appointments in
the professional category. Six of these positions were filled by
women and minorities ( 2 black females, 3 white females, and 1 Asian
male). Five of these positions were filled at the mid to senior
grade levels.
- Internal Movement; two white females acceded in their career
paths from mid to senior grade levels in the administrative
occupational category, two white females acceded from the mid
to senior grade levels in the professional occupational category,
and two females ( 1 black and 1 white) acceded from the entry
to mid grade level in the professional category.
-------
SUMMARY SHEET
FY 8 *- FY 8« CHANGE IN WORK FORCE EEO PROFILE BY PATCO
Research Triangle Park, NC/riont gamer y, AL
REPORT BY:
X
P/R UNIT
COMMAND
COMPONENT
AGENCY
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTHER
TOTAL
»
YEARS/
% CHANGE
198 3 %
*
198 4 %
% CHANGE
1983 %
0
198 4 %
t. CHANGE
1983 %
tt
196 4 7.
a
% CHANGE
»
198 3 %
*
1984 %
t. CHANGE
a
1983 %
.. »
«984 %
% CHANGE
0
19&3 %
«
198^ %
% CHANGE
, TOTAL
ALL
420
441
161
165
115
117
149
152
845
875
FEMALE
54
12.8
64
14.5
1.7
52
32.3
52
31.5
( -8)
57
49.6
58
49.6
0
140
93.9
142
93.4
303
35.8
316
36.1
.3
WHITE
MALE
344
81.9
355
80.5
(1.4)
98
60.9
102
61.8
(1.1)
52
45.2
41
35.0
(10.2)
3
. 2.0
3
1.9
497
58.8
512
58.5
(.3)
FEMALE
49
11.7
58
13.1
1.4
46
28.6
46
27.9
(.7)
44
38.3
45
38.5
.2
123
82.5
126
82.9
262
31.0
275
31.4
.4
«
BLACK
MALE
13
3.1
13
2.9
(.2)
8
4.9
8
4.8
(.1)
5
4.3
6
5.1
.8
6
4.0
6
3.9
-
32
3.8
- 33
3.8
0
FEMALE
5
1.2
5
1.1
v.l)
4
2.5
4
2.4
(.1)
13
11.3
12
10.3
(1.0)
17
11.4
16
10.5
39
4.6
37
4.2
(.4)
HISPANIC
MALE
4
.9
4
.9
0
1
.6
1
.6
0
1
.9
1
.8
(.1)
6
.7
6
.7
0
FEMALE
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
5
1.2
5
1.1
(.1)
1
.7
5
.6
6
.7
.1
FEMALE
1
.3
.3
1
.6
1
.6
0
1
.8
.8
1
.1
3
.3
.2
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
2
1.2
2
1.2
0
2
.2
2
.2
0
FEMALE
1
.6
1
.6
0
1
.1
1
.1
. o
-------
FY 8 3- FY 84CHANGE IN WORK FORCE EEO PROFILE BY
OCCUPATIONAL SERIES WITH 100 OR MORE - P./R UNITS ONLY
Research Triangle Park, NC/Montgoniery, AL
Only agencies so small that they have one and only one P/R Vnit should complete this form.
REPORT BY:
XXX
USEPA
P/R UNIT
AGENCY*
SERIES
NAME
CATEGORY
05 0819
\Nam<> Env. jlng.
(Category) P
GS
(Nmmtf)
(Category)
GS
iName)
( Category)
GS
(Name)
(Category)
|GS
(Namt) I
(Cat, guy)
GS
{'Name) (
(Category)
YEARS/
%
CHANGE
198 3 I
a
1984 1,
% CHANGE
8
198 %
a
198 7.
% CHANGE
tt
1 98, %
a
198 %
% CHANGE
»
198 %
B
198 . %
% CHANGE
»
198 %
0
198 %
% CHANGE
tt
198 %
»
198 %
% CHANGE
EEDC. foKtn 505^
TOTAU
ALL
90
102
FEMALE
6
6.7
10
9.8
3.1
WHITE
MALE
83
92.2
91
89.2
(3.0)
FEMALE
6
6.7
10
9.8
3.1
BLACK
MALE
FEMALE
HISPANIC
MALE
1
1 .1
1
1.0
(.1)
FEMALE
"I
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
.
FEMALE
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
.1
FEMALE
-
-------
FY 83 FY 8 4 CHANGE IN WORK FORCE EEO PROFILE 0Y PAY LEVEL
Research Triangle Park, NC/Montogoinery, AL
REPORT BY i
^ P/R UNIT
«._____^ COMMAND
_COMPONENT
EPA AGENCY
PAY LEVEL.
as i «4
«-
sa-ia
«/«M » . 11
SENIOR
BUCECUTIVB
SERVICE
UBVEUS
{INCLUDE OS/CM
1C. It)
TOTAL
YEARS/
%
CHANGE
1M3 %
1M4 1
% CHANGE
t
,-3 *
'-" i
* CHANGE
tM3 %
i»4 '
% CHANGE
«
1MB %
1
i**4 %
% CHANGE
1M3 '
"«4 %
% CHANGE
1M? 1
I*4 It
% CHANGE
TOTAU
ALL
14
17
216
231
288
294
317
333
10
11
855
886
FEMALE
9
64.3
11
64.7
.4
195
90.3
197
85.3
(5.0)
80
27.8
86
29.2
1.4
19
6.0 .
22
6.6
.6
303
35.4
316
35.7
.3
WHITE
MALE
2
14.3
2
11.8
(2.5)
20
9.3
22
9.5
.2
188
65.3
188
63.9
(1.4)
287
90.5
300
90.1
(.4)
10
100.0
11
100.0
0
507
59.3
512
57.8
(1.5)
FEMALE
6
42.8
8
47.1
4.2
167
.77.3
170
73.6
(3.7)
70
24.3
75
25.5
1.2
19
6.0
22
6.6
.6
262
30.6
275
31.0
.4
BLACK
MALE
3
21.4
3
17.6
(3.8)
11
5.1
12
5.2
.2
15
5.2
15
5.1
(.1)
3
.9
3
.9
0
32
3.7
33
3.7
0
FEMALE
3
21.4
3
17.6
(3.8)
28
12.9
26
11.3
(1.6)
8
2.8
8
2.7
(.1)
39
4.6
3/
4.2
(.4)
HISPANIC
MALE
3
1.0
3
1.0
0
3
.9
3
.9
0
6
.7
6
.7
0
FEMALE
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
1
5.9
5.9
1
.3
1
.3
0
4
1.3
4
1.2
(.1)
5
.6
6
.6
0
FEMALE
1
.4
.4
1
.3
2
.6
.3
1
.1
3
.1
0
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
1
.3
1
.3
0
1
.3
1
.3
0
2
.2
2
.2
0
FEMALE
1
.3
1
.3
0
1
.1
1
.1
. 0 .
-------
FY 8 3 - FY 8 CHANGE IN WORK FORCE EEO PROFILE BY PAY LEVEL
U. S. Environmental Protection Agency
Research Trianqle Park, North Carolina
REPORT BY:
XXX P/RUNIT
COMMAND
~ COMPONENT
AGENCY
*
PAY LEVEL
WO/WO 1-4
WD/WO S
WO/ WO 10
1
!
WO/WO 11 - It
WO/WO 1»- IS
TOTAL,
YEARS/
%
CHANCE
t
1M 3 %
t
198 4 %
X CHANCE
i
i»a 3 %
1
198 4 %
% CHANCE
1
198 %
1
i»a ' %
* CHANCE
1
198 %
1
iaa %
% CHANGE
1
.98 ,
I
198 %
* CHANCE
f
198 3 %
1
198 4 %
% CHANGE
TOTAU
ALL
1
1
1
1
2
2
FEMALE
1
100. 00
1
100. 00
-0-
1
50.00
1
50. 00
-0-
WHITE
MALE
FEMALE
1
100. 00
1
100. OC
-0-
....
1
50. 00
1
50. 00
-0-
BLACK
MALE
1
100.00
1
100. 00
i
50. 00
1
50. 00
-0-
FEMALE
HISPANIC
MALE
FEMALE
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
FEMALE
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
FEMALE
-------
SUMMARY SHEET
DISTRIBUTION OF EEO GROUPS AND UNDERREPRESENTATION
INDICES BY PATCO AND PAY LEVEL
Research Triangle Park, No/Montgomery, AL.
REPORT BYs
EPA
P/R UNIT
AGENCY
OCCUPATIONAL.
CATEGORY
ANDSES
SES
(INCLUDE OS/CM
16 - IB)
PROFESSIONAL.
ADMINISTRATIVE
TECHNICAL.
PAY
LEVEL.
i&Trafl?
,> ? £** ^ *- .1
^^ftlfe:
OS 1 -4
GS 6-S
GS 9 - 12
GS/GM 19 . 1ft
TOTAL
OS* 1 -4
GS S -B
GS 9 - 12
GS/GM 1$ . 13
TOTAL
GS 1 -4
GS 6 -B
GS 9 12
CS/GM U 15
TOTAL
TOTAL
11
6
163
272
441
11
93
61
165
80 .
37
117
WHITE
MALE
NUMBER
11
2
103
250
355
. 1
51
50
102
18
34
52
FEMALE
NO.
4
40
14
58
6
32
8
40
43
2
45
U.I.
226
91
19
49
194
130
49
91
158*
16
89
BLACK
MALE
NO.
11
2
13
3
4
1
8
6
6
U.I.
290
32
126
749
118
45
133
212
145
FEMALE
NO.
5
5
1
3
4
12
12
U.I.
110
41
290
103
77
310*
212*
HISPANIC
MALE
NO.
2
2-
4
1
1
1
1
U.I.
57
34
42
59
22
100
32
FEMALE
NO.
U.I.
ASIAN AMERICAN/
PACIPIC ISLANDER
MALE
NO.
1
4
5
U.I.
71
68
52
FEMALE
NO.
1
1
1
1
1
U.I.
81*
31*
126*
71
167*
1
AMERICAN INDIAN/'
ALASKAN NATIVE
MALE
NO.
1
1
2
*
112
UJ.
360"
547*
403"
FEMALE
NO.
1
1
UJ.
635
359
-------
DISTRIBUTION OF EEO GROUPS AND UNDERPRESENTATION
INDICES BY PATCO AND PAY LEVEL
Research Triangle Park, NC/Mon toggery, AL.
OCCUPATIONAL.
CATEGORY.
SERIES
_j
*
1 ' "
CUER1CAU
OTHER
PAY
LEVEL,
CS t -4
OS5-8
GS 9 - 12
GS/CM IS - 18
TOTAL
OS 1 - 4
GS 6-8
GS » - 12
CS/GM 1* - IB
TOTAL
TOTAL
17
134
1
152
WHITE
MALE
NUMBER
2
1
3
FEMALE
NO.
8
116
1
125
U.I.
*
138
*
254
100
*
241
BLACK
~ MALE
NO.
3
3
6
U.I.
.*
637
81
143
FEMALE
NO.
14
14
U.I.
*
216
*
190
HISPANIC
MALE
NO.
U.I.
FEMALE
NO.
U.I.
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
NO.
1
1
U.I.
865"
97
FEMALE
NO.
U.I.
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
NO.
U.I.
FEMALE
NO.
U.I.
HOC FORM .107 (/«!)
PAGBI
-------
DISTRIBUTION OF EEO GROUPS AND UNDERREPRESENTATION
INDICES BY PATCO AND PAY LEVEL FOR OCCUPATIONAL
SERIES WITH 100 OR MORE EMPLOYEES (P/R UNITS ONLY)
Research Triangle Park, NC/MontgomEry, AL
Only agencies so small that they have one and only one P/R Unit should complete this form.
REPORT BY:
XX
EPA
P/R UNIT
AGENCY*
SERIES
NAME
CATEGORY
GS
(Name)
(Category)
GS
(Nfmt)
(Category)
GS
(Name)
(Category)
GS
\(Name)
(Categor
J}
PAY
LEVEL
GS 1 - 4
GS S - 8
GS 9 - 12
GS/GM 13-15
TOTAL
GS 1 - 4
GS 5 -8
GS 9 - 12
SS/GM 13. IS
TOTAL
GS 1- 4
GS 5-8
GS9 - 12
GS/GM 13 .15
TOTAL "
GS 1 - 4
GS 5 -8
GS 9 - 12
GS/GM 13.16
TOTAL
TOTAL
5
41
56
102
WHITE
MALE
2
34
55
91
FEMALE
NO.
3
6
1
10
U.I.
74
54
67
36
BLACK
MALE
NO.
U.I.
FEMALE
NO.
U.I.
HISPANIC
MALE
NO.
1
1
U.I.
113
45
FEMALE
NO.
U.I.
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
NO.
;
U.I.
FEMALE
NO.
U.I.
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
NO.
U.I.
FEMALE
NO.
U.I.
EEOC
597A
-------
SUMMARY SHEET
FY 8 4 HIRING GOAL ACCOMPLISHMENTS BY PATCO
U. S. Environmental Protection Agency
REPORT BYi
XXXX p/RUNIT
__________ COMMAND
COMPONENT
AGENCY
OCCUPATIONAL
CATEGORY
P
A
T
C
O
PLANNED/
ACTUAL
PLANNED f
ACTUAL »
PLANNED
ACTUAL *
PLANNED f
ACTUAL
PLANNED f
ACTUAL
PLANNED
ACTUAL
PLANNED »
ACTUAL
PERCENT
TOTAL
ALL
28
8
4
0
0
1
2
1
34
10
29 %
FEMALE
26
8
3
0
1
29
9
31 %
WHITE
MALE
;f&fr?'-
*>£t&s.
14
5$&tf&:
£$$&;.
^
-------
REPORT BY i
FY 8 HIRING GOAL ACCOMPLISHMENTS BY PATCO
FOR OCCUPATIONAL SERIES WITH 100 OR MORE (P/R UNITS ONLY)
U. S. Environmental Protection Agency
Research Triangle Park, North Carolina
Only agencies so small that they have one and only one P/R Unit should complete this form.
P/R UNIT
AGENCY*
SERIES
NAME
CATEGORY
08 0819
(Ntmt) Env .
(Caiffotf) Eng.
OS
fNMMj .
(Cat itor j)
OS
(*»") ,
(CatntHj)
GS
iVmmt) . . .
(Caitgoty)
PLANNED/
ACTUAL
PLANNED *
ACTUAL *
PLANNED »
ACTUAL
PLANNED *
ACTUAL
PLANNED *
ACTUAL
TOTAL
ALL
0
4
FEMALE
4
WHITE
MALE
m^m .
.&A:-f'V''(iV-.,
j&^
I^PV
3QJH«F5?>
Wdifef-:
*/&&&$&,
^Ix^Kf^f^^
f|»ff.
M
FEMALE
4
BLACK
MALE
FEMALE
HISPANIC
MALE
FEMALE
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE*
FEMALE
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
FEMALE
FFOT .
-------
SUMMARY SHEET
FY 8 4 INTERNAL MOVEMENT GOAL ACCOMPLISHMENTS BY PATCO
U. -S. Environmental Protection Agency
Research Triangle Park, North Carolina
REPORT BYi
XX P/R UNIT
COMMAND
COMPONENT
AGEKCY
OCCUPATIONAL
CATEGORY.
P
A
T
C
O
TOTAL
PLANNED/
ACTUAL
PLANNED ff
ACTUAL
PLANNED
ACTUAL
PLANNED
ACTUAL *
PLANNED
ACTUAL *
PLANNED t
ACTUAL
PLANNED f
ACTUAL
PERCENT
TOTAL
ALL
2
3
*2
1
1
7
2
28 *
FEMALE
2
2
2
4
2
50 *
WHITE
MALE
Sit
mi
*4
4
'./T/"?'"**
difte
FEMALE
1
1
2
2
2
100
BLACK
MALE
1
1
2
*
FEMALE
1
1
2
%
HISPANIC
MALE
«
FEMALE
»
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
1_
1
»
EEOC^fJ,R?,509; * Includes hires from other Federal Agencies and EPA locations outside
FEMALE
%
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
%
FEMALE
. ,..,.
°x
RTP area
-------
FY-1984
BARRIER ELIMINATION
U.S. Environmental Protection Agency
Research Triangle Park, North Carolina 27711
REPORT.BYi
EPA-RTP'
COMMAND
COMPONENT
AGENCY
1. Number of Barriers Identified for Analysis and Elimination In FY 8 : 3_
2. Number of these Barriers Eliminated In FY 8 : FY-84 - None
3. Number of these Barriers Partially Eliminated In FY 8 : FY-84 - None
For each barrier addressed during the reporting year, Indicate the occupations from which it tended to exclude peopki,
whom It tended to exclude, and how the barrier was eliminated or partially eliminated (that Is, what alternative procedures
were Instituted to replace the barrier). Where the barrier was not eliminated, please explain what prevented Its elimination:
PERSONNEL CEILINGS continue to be an obstacle to goal accomplishment for minority
Barrier No. 1:
and female applicants in the Professional.and Administrative Catogories.
Although some gains were made for females, budgetary controls
imposed in April 1984, inhibited the agency in filling a portion of its
anticipated vacancies. Because of this overceiling problem, this barrier has not
been eliminated. It is currently being addressed at the Headquarters Level..
Barrier No. 2:
LACK OF ADEQUATE APPLICANT POOL from which to select minorities and women
for professional and administrative vacancies: Some local recruitment efforts
were made during this year, which attracted some nonminority female candidates.
The agency will intensify its effort to reach minority and female applicants
during the year. Local recruitment efforts are being meshed with an agency-
wide effort, coordinated at the Headquarters level to recruit minorities
and women. Designated "program officials at Headquarters have been appointed
to effect this matter.
-------
.Page 2
REPORTVBYJ
EFA~RTx P/R UNIT
BARRIER EUMINATION ZZZHZ COMMAND
COMPONENT
. AGENCY
1. Number of Barriers Identified for Analysis and Elimination In FY 8 : 3
2. Number of these Barriers Eliminated In FY 8 : TTV-«^ _
3. Number of these Barriers Partially Eliminated In FY 8 : FY-84 - None
For each barrier addressed during the reporting year, Indicate the occupations from which It tended to exclude peoph,
whom it tended to exclude, and how the barrier was eliminated or partially eliminated (that te, what alternative procedures
were Instituted to replace the barrier). Where the barrier was not eliminated, please explain what prevented Its elimination:
JOBS CLASSIFIED AND ADVERTISED AT THE MID/SENIOR GRADE LEVELS (GS-09-15) continue
Barrier No. .
to exclude minorities in the Professional.and Administrative Categories. However,
some gains, though marginal, were realized for nonminority females. In order to
affect underrepresentation at senior levels, continued efforts will be exerted
to recruit and select minorities and women at the entry and mid levels.
Greater emphasis, however, is being placed-on recruitment at the senior
level. Nevertheless, in order to assure minorities and women are in the
career path to accede to the senior levels, selections at entry and mid levels
should continue. Recruitment plans now incorporate this concept.
Barrier No.
-------
FY 8 5 ANNUAL UPDATE OF AFFIRMATIVE ACTION
PROGRAM FOR MINORITIES AND WOMEN
REPORT BYs
XX p/R
COMMAND
COMPONENT
USEPA AGENCY
Name of Reporting
Agency, Command,
Component or P/R Unit:
U. S. Environmental Protection Agency
' Responsible
Agency Official: Willis E. Greenstreet. Chairman
(Name and Title)
EPA-RTP Management Council
Office of Administration and Resources Management (MD-20)
(Address)
Research Triangle Park, North Carolina 27711
FTS: 629-2258
(Telephone Number Commerical or FTS)
(Signature of the Responsible Official) (Date)
Number of Planning/Reporting Units (updates are X are not attached): one
Number of Commznds/Components (aggregate updates attached, if appropriate):
Number of vacancies projected for year of update by PATCO category:
P 38 A 10 T 2 c 10 O Total 60
NAME OF PREPARER OF REPORT
Dianne W. Laws
TELEPHONE NUMBER
629-4249
EEOC PORM 511
AUG 83
-------
Name of Reporting
Agency, Gcnrnand
Component or P/R Unit
Responsible Officials:
FY 198_5 ANNUAL UPDATE OF AFFIRMATIVE ACTION
PROGRAM FOR MINORITIES AND WOMEN
U. S. Environmental Protection Agency
Research Triangle Park, North Carolina 27711
JJZ
.. Director
Office of Administration and
Resources Management (MD-20)
Cha irman,EPA-RTP
Management Council
Date
I-t
Gerald Emison, Director
Office of Air Quality
Planning and Standards
(MD-10)
Date
ili
,
Thomas Hauler, Senior ORD Official T
Director, ^Environmental
Monitoring Systems Laboratory
(MD-75)
Date
/
n/iMlL
Frank Princiotta, Director
Air and Energy Engineering
Research Laboratory (MD-60)
Lester D. Grant, Director
Environmental Criteria and
Assessment Office (MD-52)
Gordon Hueter, Director
Health Effects Research
Laboratory (MD-51)
Date
Alfred Ellison, Director
Atmospheric Sciences
Research Laboratory (MD-59)
Date
Charles Porter,'Director
Eastern Environmental
Radiation Facility
Montgomery, Alabama 36193
-------
CERTIFICATION OF QUALIFICATIONS OF PRINCIPAL 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:
Equal Employment Opportunity Officer
EEO Specialist
Hispanic Employment Program Manager
Acting Federal Women's Program Manager
EEO Counselors
have been reviewed by competent authority and the incumbents of these
positions meet the standard outlined in Qualifications Standards Handbook
X-118 under "Equal Opportunity Specialist GS-260" 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 713-36, Documenting EEO
Collaterial Duties in Official Position Descriptions have been met.
Director, ^Office o/£Civil Rights Date T
-------
ANNUAL HIRING GOALS
The Distribution of EEO Groups and Underrepresentation Indices by PATQO
and Pay Level, EEOC Form 507 reveal that there is underrepresentation/severe
Underrepresentation of minorities and women within pay levels of each PATCO
category.
As a result of this analysis, affirmative action hiring goals have been
established, although not by pay levels, to improve the representation of
minorities and women in the PATCO categories where opportunities exists.
EEOC Forms 512 and 513 are composites of Affirmative Action goals for
components within the EPA-RTF Planning and Reporting Unit.
-------
SUMMARY SHEET
FY 8 5 HIRING GOALS BY PATCO
RTF COMPOSITE
(Includes Montgomery)
REPORT BVi
P/R UNIT
'COMMAND
COMPONENT
OCCUPATIONAL
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTHER
TOTAL
.
PLANNED
38 |
""Iff0!
PLANNED.
2 1
PLANNED
10 f
PLANNED
1
PLANNED
60 1
TOTAL
ALL
20*
19
4*
24*
23
FEMALE
15*
14
WHITE
MALE
'», ' '"'>" . ^1
IK
'.''tt;3;.
'«li?j!:
jjjj;
IP
li
FEMALE
11
1
12
BLACK
MALE
5
1
6
FEMALE
3
2
5
HISPANIC
MALE
FEMALE
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
FEMALE
AMERICAN INOAIM
ALASKAH NATIVE
MALE
*
*
*
FEMALE
1*
1*
EEOC 'OHM 512* OCR RECOMMENDATION FOR ADDITION OF GOAL FOR AMERICAN TNHTAM TM PTTHPTJ nur^r.^. * ~~ , ^..T.,Tr.mr,,m,,,m
-------
SUUMARY SHEET
FY 85 INTERNAL MOVEMENT GOALS BY PATCO
RTP COMPOSITE
(Includes Montgomery)
REPORT BY l
"RTF
P/RUNIT
COMMAND
COMPONENT
AGENCY
OCCUPATIONAL.
CATEGORIES
PROFESSIONAL.
ADMINISTRATIVE
TECHNICAL.
CLERICAL.
OTHER
TOTAL.
PLANNED
4 *
-
PLANNED
2 f
PLANNED
1
PLANNED
5*
PLANNED
i
PLANNED
TOTAL
ALL
2
.
2
5
9
FEMALE
2
2
5
9
(WHITE
MALE
" «'«
i s-
» J
**
* t
4
i ,
- i
1
' ''
, *
*
1
,' f
*
** * '
l' ' ' *" '
'**;/, .
. #' " ; '
',""'.* '
'*'»'
'*'
* '>'' r
FEMALE
2
1
5
8
BLACK
MALE
FEMALE
1
1
HISPANIC
MALE
FEMALE
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
FEMALE
AMERICAN INDIAN/
ALASKAN NATIVE,
MALE
FEMALE 1
.^M 513
-------
PROJECTED BARRIER ELIMINATION
UPDATE BY:
XX P/R UNIT
COMMAND
COMPONENT
AGENCY
1. Number of barriers to be addressed in plan year: 3
2. Describe each barrier, the occupations it tends to exclude people from, whom it tends to exclude, and how it will
be addressed:
a.
Personnel ceilings remain an uncontrollable factor at the local level in some of
the organizational components which impact management's ability to effectively meet
affirmative action hiring goals. However, Management will make every effort
to« work with their Headquarters Offices to eliminate this problem in order
to meet their FY 1985 goals.
Lack of adequate applicant pool from which to select minorities and women for
____..
professional and administrative vacancies. Local recruitment efforts will be'
intensified along with participation in the Agencywide initiative to recruit
minorities and women which is being coordinated by the Recruitment Task Force
appointed by EPA, Headquarters.
Jobs classified and advertised at the mid/senior grade levels (GS-9-15). EPA-RTP
Personnel staff will work with managers and supervisors in an effort to identify
jobs that lend themselves to restructure/redesign.
FORM
AUG 83
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