&EPA United SU ,.i Environmental Protection Agency Office Of The Administrator (1206) EPA 150-R-95-001 May 1995 FY1994 Affirmative Employment Program Accomplishment Report And FY 1995 Plan Update Strategic Plan For Diversity ------- FROM THE DESK OF THE DIRECTOR One of the primary objectives of the Environmental Protection Agency's (EPA) Equal Employment Opportunity (EEO) Program is to build and maintain a work force that is reflective of the composition of America. As the Director of Civil Rights, I am committed to assisting the Agency in the achievement of this goal. The enclosed EPA FY 1994 Affirmative Employment Program (AEP) Accomplishment and FY 1995 Update Report presents the work force profile of EPA as well as plans to improve the employment status of minorities and women. Achievement of the initiatives contained in these plans is the inherent responsibility of every EEO official, manager, supervisor and employee. We must work together to provide a work environment that is free of discrimination and one which promotes fair and equitable treatment in recruitment, hiring and promotion activities. The staff of the Office of Civil Rights and the EEO officials throughout the Agency will be working in a partnership with Agency officials and employees to improve areas of underrepresentation for minorities and women in the work force. We will conduct periodic program evaluations to assess the status of minorities and women in accordance with this report and make recommendations for actions to be taken by the Agency to remove barriers that impede expeditious affirmative employment goal accomplishment. The AEP Report includes information on the initiatives that are onging and designed to improve the status of all employees at every level in the EPA. I encourage you to use the information in this report in creating your management plan to meet the Agency's goal of a diverse work force. Rondeau Director Office of Civil Rights ------- TABLE OF CONTENTS AGENCY-WIDE FY 1994 AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENTS Overview 1 Work Force Profile and Analysis 4 Report on Objectives and Action Items 10 Noteworthy Activities/Initiatives 25 Work Force Statistical Charts 30 FY 1995 PLAN UPDATE Report on Accomplishment of Objectives 41 HEADQUARTERS FY 1994 AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENTS Work Force Profile and Analysis 54 Report on Objectives and Action Items 61 Noteworthy Activities/Initiatives 66 Work Force Statistical Charts 68 FY 1995 PLAN UPDATE Report on Accomplishment of Objectives 79 Appendix (Attachments I-IV) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 WORK FORCE PROFILE AND ANALYSIS REPORT ON OBJECTIVES AND ACTION ITEMS PROBLEM/BARRIER IDENTIFICATION NOTEWORTHY ACTIVITIES/INITIATIVES WORK FORCE STATISTICAL CHARTS Name of Organization: Environmental Protection Agency Address of Organization: 401 M Street, SW Washington, DC 20460 _ Organization Level: AGENCY-WIDE _ Number of Employees Covered By Plan: 16.956 TOTAL 8022 PROFESSIONAL 6372 ADMINISTRATIVE 718 TECHNICAL 1842 CLERICAL 2 OTHER _ Name of Contact Person/Person Preparing Form: Sharon Holmes TELEPHONE NUMBER: (202) 260-2566 _ Name/Title of Principal EEO Official: Dan J. Rondeau _Djrector, Office of Civil Rights Signatures Principal EEO Official Certify that this reporf is in compliance with EEOC-MD-714. Name/Title of Head of Organization CAROL M. BROWNER ADMINISJBRATOR Signature of Head of Organization DATE; JUL 2 5 1995 Certify that this report is in compliance with EEOC-MD-714. ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN OVERVIEW DISCUSSION I. INTRODUCTION The U.S. Environmental Protection Agency (EPA) was established in the executive branch as an independent agency effective December 2,1970. The EPA was created to foster and administer government direction and action on environmental issues. The Agency is responsible for abatement and pollution control through the integration of a variety of research, monitoring, standard setting, and enforcement activities. The Agency also coordinates and supports research and anti-pollution activities by state and local governments, private and public groups, individuals and educational institutions. Further, the EPA supports efforts among other Federal agencies regarding the impact of their environmental actions on the public. The enactment of major new environmental laws and important amendments to older laws in the 1970s greatly expanded EPA's responsibilities. The Agency now administers the following nine comprehensive environmental laws: Clear Air Act (CAA); dean Water Act (CWA); Safe Drinking Water Act (SDWA); Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA, or "Superfund"); Resource Conservation and Recovery Act (RCRA); Federal Insecticide, Fungicide, and Rodenticide Act (FIFRA); Marine Protection, Research, and Sanctuaries Act (MPRSA); Toxic Substances Control Act (TSCA); and Uranium Mill Tailings Radiation Control Act (UMTRCA). The EPA is headed by an Administrator appointed by the President with the advice and consent of the Senate. A Deputy Administrator, nine Assistant Administrators, and ten Regional Administrators complete the senior management team. The Agency's Equal Employment Opportunity (EEO) Program is an important function within EPA's management structure. The Office of Civil Rights (OCR), a staff office within the Office of the Administrator, provides Agency-wide direction, coordination, monitoring, and evaluation of equal opportunity and affirmative employment objectives. The OCR establishes the broad administrative policies for success in equal opportunity and affirmative employment initiatives for implementation by management officials throughout the Agency. All levels of management officials are required to ensure that the goals and objectives of the program are met within their respective organizations. The Director, Office of Civil Rights, reports to the Administrator and is a member of the senior staff. The OCR advises and assists senior and mid-level management officials establish, maintain, and conduct programs to promote equal opportunity and affirmative action throughout all levels and segments of the Agency's work force. The Agency is comprised of twelve (12) major organizations, ten (10) Regional offices and three (3) major laboratory locations geographically dispersed throughout the United States. In each Regional Office the Assistant Regional Administrators also serve as Regional Directors of Civil Rights and are responsible for all civil rights functions under the authority. Three separate Area Directors of Civil Rights, who report to the Director, OCR, provide guidance and direction in planning, developing, implementing, and evaluating their EEO/Affirmative Employment Program to the three major laboratory locations. EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN OVERVIEW DISCUSSION The OCR staff includes two Associate Directors, one of which is an Associate Director for Special Emphasis and Affirmative Employment and four (4) National Special Emphasis Program Managers who administer five (5) Special Emphasis Programs-one manager each for the Federal Women's Program, Black Employment Program and Asian and Pacific Islander Employment Programs, and one manager for the Hispanic and the American Indian Employment Programs. The field offices and major laboratories are supported by collateral-duty Special Emphasis Program (SEP) managers in these program areas who devote 20 percent of their time to SEP duties. EEO officials serve as technical programmatic advisors to the Human Resources Office regarding any/aH matters having direct or indirect impact on the EEO program. The Environmental Protection Agency (EPA) provides an overview of the Agency-wide FY 1994 Affirmative Employment Program Accomplishment Report and FY 1995 Plan Update for Minorities and Women in this submission. II. PURPOSE: The FY 1994 Affirmative Employment Accomplishment Report for Minorities and Women and FY 1995 Plan Update presents EPA's progress in improving the employment and advancement opportunfties for women and minorities. The report also documents the status of significant program objectives directed towards achieving work force representations as previously outlined in EPA's Multi-Year (FY 1987 FY 1994) Affirmative Employment Plan. III. AUTHORITY: Pursuant to Section 717, Title VII of the Civil Rights Act of 1964, as amended, and Executive Order 11478, as amended by Executive Order 12106, Federal agencies are required to develop and implement affirmative employment programs to eliminate the under-representation of women and minorities in the Federal work force. Further policies, procedures, guidance and formats for the development and submission of annual affirmative employment program accomplishment reports and affirmative employment plan updates is contained in the Equal Employment Opportunity Commission's EEO Management Directive 714, dated October 6,1987. The OCR administers the development and execution of this program requirement through the senior level EPA management structure and provides guidance and instructions on the preparation and submission of this required information to all EPA organizations nationwide. IV. DATA SOURCE: The statistical information included in the preparation of this report is obtained from the Employee Payroll System (EPAYS) as of September 30,1994. The EPAYS stores and maintains current and historical data on all EPA employees. In this report, the EPA work force statistics are compared against the 1990 national civilian labor force (CLF) data provided by the Equal Employment Opportunity Commission (EEOC) to determine whether minorities and women are under-represented in EPA's mission-related major occupations and other EEO groups. V. FY 1994 ACCOMPUSHMENT REPORT: This section of the report presents and discusses the EPA work force accomplishments made in Agency organizations on a nationwide and headquarters level. EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN OVERVIEW DISCUSSION VI. FY 1995 ANNUAL UPDATE REPORT: This section of the report contains the EPA work force plans developed on a nationwide and headquarters level to improve the under-representation of women and minorities. VII. NUMERICAL OBJECTIVES: The EPA will establish numerical employment goals for each professional, administrative, technical, clerical and other job categories where there is either a manifest imbalance or a conspicuous absence of EEO groups in the work force. VIII. ACCOMPLISHMENT REPORT OF OBJECTIVES AND ACTION ITEMS: Presents a clear statement of specific and measurable objectives with supporting action items designed to resolve work force problems identified in the annual plans. IX. PROBLEM AND BARRIER IDENTIFICATION: Identifies and analyzes human resources and management policies, practices, systems, and procedures which may serve as problems and barriers to employment of EEO groups. X. NOTEWORTHY ACCOMPLISHMENTS AND ACTIVITIES: Contains program information highlighting Agency achievements in improving employment and advancement opportunities for minorities and women during the reporting year. XI. WORK FORCE ANALYSIS: Provides a narrative discussion of statistical charts illustrating the actual work force profile and employment status of EEO groups in relation to the CLF and non-minority employees. These charts also include such data by professional and administrative classifications and major mission- related occupations. For purposes of this analysis, EEO groups include white women, black men, black women, Hispanic men, Hispanic women, Asian/Pacific Islander men, Asian/Pacific Islander women, Native American men, and Native American women. EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 WORK FORCE PROFILE AND ANALYSIS This report contains the Agency's accomplishments in hiring, promoting, and developing minorities and women during the past fiscal year. The work force profiles in this section depicts the distribution of EPA's permanent full-time and part- time employees in General Schedule (GS) and Senior Executive Service (SES) positions by race, national origin, and gender. The data is organized to show the total EPA population (all Professional, Administrative, Technical, Clerical, and Other - referred to as PATCO categories) as well as the populations that make up the Agency's professional and administrative staff. These two occupational categories represent 85% of the Agency's work force. The data is also arranged by specific grade groups, as follows: GS 1-4, 5-8, 9-12, 13, 14, 15, and SES. Data pertaining to the EPA's major occupational categories is also included and shows the percent of distribution of all groups (minorities and non-minorities) for fiscal year 1994. We based our Agency-wide work force computations and subsequent analysis on comparisons with the National Civilian Labor Force data from the 1990 Census. We used the National Professional Civilian Labor Force data to analyze our professional occupational groups. Likewise, we used the National Administrative Civilian Labor Force data to analyze our administrative occupational group. This section also contains a profile of planned versus actual accomplishments for minorities and women. SUMMARY ANALYSIS In FY 1993, EPA's full-time and part-time population was 16,976. By the close of FY 1994, the total population was 16,956, a net decrease of 20 employees. Most of the EPA work force were assigned to Professional and Administrative positions. PROFESSIONAL POSITIONS PATCO: The total number of employees in the professional category decreased by 16, from 8,038 in FY 1993 to 8,022 in FY 1994; however, the number of minorities and women increased by 16 from 3,360 in FY 1993 to 3,376 in FY 1994. In FY 1994, 47.3% of the EPA work force held professional positions. White men occupied 57.9% of the professional positions. Minorities and Women represented 42.1% of the professional staff. Women occupied 32.4% of these positions, with white women at 25%, black women at 4%, Hispanic and Asian women both at 2% and Native American women with .1% of the positions. Minority men only occupied 11% of the professional positions. Black men represented 4%, Hispanic men 2.4%, Asian men 4% and Native American men were only .1% of the professional work force. MAJOR OCCUPATIONAL SERIES: White men occupied more than 42% of all positions in the major occupational series. Minorities and women represented more than 50% of the EPA work force in positions as attorneys, auditors and accountants. In the chemist and geologist occupational series, minorities and women held 31% of the positions and more than 40% of the biology, environmental and chemical engineering positions. EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 ADMINISTRATIVE POSITIONS PATCO: The total number of employees in the administrative category increased by 133, from 6,239 in FY 1993 to 7,372 in FY 1994; the number of minorities and women also increased by 123 from 3,813 in FY 1993 to 3,936 in FY 1994. In FY 1994, 38% of the EPA work force held administrative positions. White men occupied 38.2% of the administrative positions. Minorities and women represented 61.8% of the administrative staff. Women occupied 55.2% of these positions, with white women at 38%, black women at 14.2%, Hispanic and Asian women both at 2% and Native American women with .3% of the positions. Minority men only occupied 7% of these positions. Black men represented 4.2%, Hispanic men 1.4%, Asian men 1% and Native American men were .2% of the administrative work force. MAJOR OCCUPATIONAL SERIES: White men occupied more than 30% of all positions in the administrative series except for program manager, series 340, where they held 65% of the positions. Minorities and women represented more than 60% of the EPA work force in positions as environmental specialists, management analysts and contract specialists. In the administrative series, minorities and women represented 65% of the work force; however, they only held 35% of the program manager positions. TECHNICAL POSITIONS The total number of technical employees increased by 9, from 709 in FY 1993 to 718 in FY 1994. In FY 1994, only 4.2% of the total EPA work force held technical positions. White men held 15% of the technical positions. Minorities and women represented 85% of the work force. Women occupied 79% of these positions with white women at 41.2%, black women at 31 %, Hispanic at 5% and Native American women represented .3% of the work force. Minority men only occupied 7% of these positions: black men represented 4.2%, Hispanic men 2%, Asian men held 1%. However, there were no Native American men in technical positions. CLERICAL The total number of clerical employees decreased from 1,987 in FY 1993 to 1,842 in FY 1994. In FY 1994, only 11 % of the total EPA work force held clerical positions. White men only held 3% of the clerical positions. Minorities and women represented 97% of the work force. Women occupied 94% of these positions, with white women at 35%, black women at 52%, Hispanic women at 6%, Asian women at 1.4% and Native American women representing only .4% of the work force. Minority men occupied only 3.4% of the clerical positions: black men represented 3%, Hispanic men .3%, Asian men .2% and Native American men were .1% of the work force. OTHER There were only two black employees classified as other in FY 1994. EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 UNDERREPRESENTATION OF EEO GROUPS BY PATCO AND CLF PROFESSIONAL White women Native American men Native American women ADMINISTRATIVE White women Hispanic men Hispanic women Asian men Native american men TECHNICAL Hispanic men Asian men Native American men EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 UNDERREPRESENTATION OF EEO GROUPS BY MAJOR OCCUPATIONS AND CLF BIOLOGISTS Black men Black women Hispanic men ACCOUNTANTS White women Black men Black women Hispanic women Asian men AUDITORS White women Hispanic men Hispanic women Asian men Asian women Native American men Native American men ENV. ENGINEERS White women Hispanic men Native American men Native American women PHYSICAL SCIENTISTS White women Black women Hispanic men Hispanic women Asian women Native American men Native American women ATTORNEYS Black women Hispanic men Asian men Asian women Native American men Native American women GEOLOGISTS White women Black men Black women Hispanic men Hispanic women Asian men Asian women CHEMISTS White women Black men Black women EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 REPRESENTATION OF EEO GROUPS BY GRADE GROUPINGS Grade groupings GS 1-4, GS 5-8, GS 9-12, GS-13, GS-14, GS-15 and SES were evaluated to determine the status of EEO groups at EPA. GS 1-4: All EEO groups were represented in this category except Native American men. White men occupied 41% of these positions. Minorities and women employees represented 59% of this grade grouping. Women occupied 41% of all these positions, with white women at 11.3%, black women holding 21% and Hispanic women representing 8% of the work force. Asian and Native American women only held .7% of the positions. Minority men occupied 5.4% of these grades. Black men represented 5% of the population and all other minority men constituted .4% of the work force. GS 5-8: All EEO groups were represented in this category. White men occupied 5% of these positions. Minorities and women represented 95% of the employees in this grade grouping. Women occupied 89% of all positions, with white women at 37%, black women at 46% and Hispanic women representing 5% of the work force. Asian and Native American women held only .8% of the positions. Minority men occupied 6.3% of these grades: black men represented 3.1%, Asian men 2% and Hispanic men held .9% of the positions. Native American men constituted .3% of the work force. GS 9-12: All EEO groups were represented in this category. White men occupied 36% of these positions. Minorities and women represented 64% of the employees in this grade grouping. Women occupied 54.2% of all positions with white women at 35%, black women at 14.4%, Hispanic women at 2.4% and Asian women holding 2.3% of the positions. Native American women only represented .4% of the work force. Minority men held only 10.4% of these grades. Black men represented 5%, Hispanic men 3%, and Asian men held 2.3% of the positions. Native American men constituted .1% of the work force. GS-13: All EEO groups were represented in this category. White men occupied 51.7% of these positions. Minorities and women represented 48.3% of the employees in this grade group. Women occupied 40% of all positions, with white women at 30%, black women at 6.4%, Asian women 1.4% and Hispanic women at 2% of the work force. Native American women held .1% of the positions. Minority men only held 9.3% of the GS-13 positions. Black men represented 4.1%, Hispanic men 2%, Asian men 3% and Native American men constituted .2% of the work force. GS-14: All EEO groups were represented in this category. White men occupied 60.6% of these positions. Minorities and women represented 39.4% of the employees in this grade group. Women occupied 34% of all positions with white women assigned to 28% of the positions. Black women represented 4.1%, Hispanic women .8%, Asian women at .9, with only one (1) Native American woman. Minority men only held 5% of the GS-14 positions: black men represented 2.4% of the population, Hispanic men 1.3%, Asian men .9% and only one (1) Native American man was in this grade. EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 GS-15: All EEO groups were represented in this category except Native American women. White men occupied 68% of these positions. Minorities and women represented 32% of the employees in this grade group. Women occupied 26% of all positions with white women assigned to 23% of the positions. Black women represented 2.1% of the work force, Hispanic women at .2% and Asian women held .6% of the positions. Minority men only held 7% of the GS-15 positions: black men represented 3%, Hispanic men 2%, Asian men 2% and there was only one (1) Native American man at the GS-15. SES: All groups were represented in this category except, Hispanic, Asian and Native American women. White men occupied 70% of all executive positions. Minorities and women represented 30% of the EPA executive ranks. Women occupied 25% of the positions, with white women assigned to 24% of the positions. Black women only held three (3) or 1 % of the executive positions. EPA has no Hispanic, Asian or Native American women in the executive ranks. Black men (9) represented 3.2% of the executives. Hispanic men (2) represent 2% with only one (1) Asian and one (1) Native American man assigned to the executive ranks. COMPARISON OF DIVERSITY OF THE EPA AGENCY-WIDE WORK FORCE AND THE CIVILIAN LABOR FORCE DIVERSITY OF % OF EPA WORK FORCE % OF NATIONAL OF EPA WORK FORCE CIVILIAN LABOR FORCE White Male 42.7 42.6 White Female 31.4 35.3 Black Male 3.8 4.9 Black Female 14.1 5.4 Hispanic Male 1.8 4.8 Hispanic Female 2.1 3.3 Asian/Pacific Male 2.0 1.5 Asian/Pacific Female 1.8 1.3 Native American Male 0.1 0.3 Native American Female 0.2 0.3 EEOC Form 568 (8/87) 9 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - ORGANIZATION AND RESOURCES PROBLEM/BARRIER STATEMENT: Sufficient financial support for the FWP is not being provided. Some of the FWP Managers have not received training which would provide them the skills, knowledge and abilities they need to properly function in their positions. Others have limited access to information and guidance and this impacts on their ability to offer sound advice and assistance to management officials on employment concerns of women. OBJECTIVE: The Federal Women's Program, WISE, and SAAC in the Regional Offices and laboratories remain effective in addressing employment issues of women and are able to provide sound advice, information, and feedback to their management officials and to the National FWP Manager, and effectively lead their councils and groups. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Provide financial resources, training and guidance to field level Federal Women's 'rogram Managers to enhance their skills, knowledge and abilities so that their respective FW Programs are administered effectively and sfficiently. Regional Administrators (Financial support) Deputy Regional Administrators (Financial/Management Support) EEO Officers (Technical Assistance) Laboratories (Financial/Management Support) National FWP Manager (Technical Assistance) Annually or as needed. onduct regular meetings of the National =ederal Women's Program Managers Council, Secretarial Advisory Council, and Women in Science and Engineering to enhance mplementation of initiatives and actions to mprove opportunities for women in EPA. THIS ACTION ITEM DROPPED DUE TO CIVIL RIGHTS POLICY CHANGES CONCERNING FREQUENCY OF MEETINGS. N/A Conduct at least three technical assistance /isits to Regions or Laboratories. THIS ACTION ITEM DROPPED SINCE TAVs HAVE BEEN REPLACED BY OCR PROGRAM ASSESSMENTS. N/A EEOC Form 568 (8/87) 10 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - ORGANIZATION AND RESOURCES PROBLEM/BARRIER STATEMENT: Program officials who make personnel decisions regarding hiring, promotions, training, and recognition are not assuming responsibility for achieving positive results in affirmative employment. OBJECTIVE: To increase commitment and accountability of program/hiring officials throughout the Agency for improving the representation of minorities and women. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) ssue affirmative action policy, specific goals and program objectives for Agency, Headquarters, Office, Division and Branch evels. Assistant Administrators General Counsel Inspector General Regional Administrators December 1995 nstitute policy and mechanisms for assuring :hat hiring officials actively recruit and consider minorities and women before making selections. Office of Administration and Resources Management Office of Civil Rights December 1995 nclude managers' progress in meeting specific affirmative employment goals and objectives A/hen evaluating their performance against their critical performance elements. All Supervisors Annually, October 31st Design, develop, and offer affirmative 9mployment resources training through the EPA Institute. Office of Human Resources Management Office of Civil Rights On-going Develop policy recommendation on equirement for all supervisors to receive a minimum amount of EEO training annually. Office of Civil Rights Dec 31, 1995 Provide guidance to hiring officials relative to developing recruitment mechanisms for minorities and women. THIS ACTION ITEM DROPPED SINCE IT WAS ACCOMPLISHED THROUGH HUMAN RESOURCE OFFICERS, HUMAN RESOURCE COUNCIL, CIVIL RIGHTS WORK GROUP, EEO OFFICERS, AND SPECIAL EMPHASIS PROGRAM MANAGERS AND COUNCILS. EEOC Form 568 (8/87) 11 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: Present recruitment efforts are not producing a sufficient number of targeted group applicants for all SES positions. Further, although the number of qualified targeted group candidates is steadily increasing, they are not being selected at an acceptable rate. _ OBJECTIVE: To implement an SES recruitment program which produces a sufficient number of qualified targeted group applicants for consideration of selection of targeted group candidates to SES positions on a priority goal. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Continue/refine the SES Recruitment Program designed to reach both qualified minorities and non-minority women. Office of Human Resources and Organizational Services (Lead) Office of Civil Rights (Tech. Assistance) Yearly Design and maintain a system by which qualified candidate applicants are tracked to determine the number of minority (by specific race, national origin/gender) and non-minority women applicants for SES positions. Office of Human Resources and Organizational Services On-going as part of SES program. Design, develop and publish a brochure highlighting EPA's mission and the varied professional groups that work at EPA. Distribution should be directed at female and minority communities. Office of Communication, Education and Public Affairs (Lead) Office of Human Resources and Organizational Services (Assistance) Mar 30, 1996 Monitor and assess the effectiveness of the SES Recruitment Program in ocating and attracting qualified minorities and women. Office of Human Resources and Organizational Services Yearly EEOC Form 568 (8/87) 12 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: EPA has been unable to attract sufficient numbers of minority students, especially for science and engineering positions. OBJECTIVE: To establish partnerships with minority academic institutions (MAIs) to enhance their knowledge of EPA programs and research funding opportunities. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Establish an Environmental Science Management Fellows Program. Office of Environmental Justice Jan 1996 Provide the Office of Civil Rights with a report on the number of MAIs participating in research fellowship and traineeship programs. Office of Research and Development Dec 1995 Provide the Office of Civil Rights with a report on the Environmental Education Undergraduate Financial Assistance program. Office of Communication, Education and Public Affairs Dec 1995 Provide the Office of Civil Rights with a report on the progress of the Agency's Minority Intern Program. Office of Administration and Resources Management Dec 1995 EEOC Form 568 (8/87) 13 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: Present recruitment efforts are not producing a sufficient number of targeted group applicants for specific occupational categories and higher grade levels (GS/GM 13-15) where underrepresentation exists. Further, although the number of qualified targeted group candidates is steadily increasing, targeted group members are not being selected at an acceptable rate. OBJECTIVE: To implement a recruitment program which produces a sufficient number of targeted group candidates for consideration and a staff of selecting officials who make selection of targeted group members for occupational categories and grade levels where underrepresentation exists a priority goal. ACTION ITEMS: Develop and implement a recruiting program designed to attract minorities and women for occupational categories in which targeted groups are particularly underrepresented at grade level 13. Monitor and assess the effectiveness of recruiting efforts. Provide the Office of Civil Rights with a report on the level of achievement of this recruitment Program. Develop a succession planning model for projecting/identifying replacements for expected vacant managerial positions. RESPONSIBLE OFFICIAL(S) Offices of Human Resources and Organizational Services (Lead) Office of Civil Rights (Technical Assistance) Office of Administration and Resources Management Office of Civil Rights Office of Administration and Resources Management Assistant Administrator for Administration and Resources Management (Office of Human Resources and Organizational Services) Office of Civil Rights (Technical Assistance) TARGET DATE(S) Sept 30, 1996 Annually October 1996 Sept 30, 1995 EEOC Form 568 (8/87) 14 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: There is a manifest imbalance and, in some cases, conspicuous absence of minorities and women is upper grade levels and in supervisory positions. OBJECTIVE: To increase the representation of minorities and women in upper grade levels and supervisory/managerial positions to their percent of availability within the relevant civilian labor force. ACTION ITEMS: Conduct focused projects to recruit members of groups that remain underrepresented. Hire, train and promote EEO group members to increase their levels of employment in occupations and in organizational components where their representation is 3elow the appropriate civilian labor force. RESPONSIBLE OFFICIAL(S) Assistant Administrators General Counsel nspector General Regional Administrators Associate Administrators Staff Office Directors TARGET DATE(S) Ongoing EEOC Form 568 (8/87) 15 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: Current recruitment efforts are not yielding sufficient gains in the hiring of minorities and non-minority women. . . OBJECTIVE: Recruitment actions which result in the selection of minorities and non-minority women at a progressive rate, particularly in those occupational categories and grade levels where these targeted groups remain underrepresented. ^ ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Appoint recruiting teams made up of senior managers with full authority and responsibility to hire for entry evel positions. Assistant Administrators Regional Administrators Laboratories Staff Office Directors As needed Provide training to recruitment team members regarding recruitment responsibilities, interviewing techniques, reporting requirements, etc. Office of Human Resources and Organizational Services (Lead Responsibility) Assistant Administrators (Support) Regional Administrators (Support) Laboratories (Support) Staff Office Directors (Support) EEO Officers (Assistance/Technical Expertise) Area Directors of Civil Rights Assistance/Technical Expertise) Special Emphasis Programs Managers Advisory) As needed. Develop a recruitment plan that assesses budget needs, targeted Dositions, recruitment events, etc. Office of Human Resources and Organizational Services (Coordination) Assistant Administrators (Action) Regional Administrators (Action) Laboratories (Action) Staff Office Directors (Action) EEO Officers (Advisory) Area Directors of Civil Rights (Advisory) Special Emphasis Programs Managers Advisory) 3rd Quarter, FY 1996 and update as needed. Establish an incentives system to ecognize recruitment teams and/or ecruitment team members who are successful in meeting hiring jbjectives. Office of Human Resources and Organizational Services (Lead) By 2nd Quarter, FY 1996 EEOC Form 568 (8/87) 16 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: Some managers believe that minorities and non-minority women are not qualified for supervisory and managerial positions and tend not to select them for these jobs. Lack of understanding by some EPA officials as to how diversity in the work force should be valued, along with absence of EEO and cultural diversity training, constitute barriers to resolution of this problem. OBJECTIVE: To eliminate the perception that minorities and non-minority women are not qualified for supervisory and management positions. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET |DATE(S) 'rovide project management assignments, details, rotational assignments, temporary promotions to supervisory positions, and other career development options to enhance the visibility of minorities and non-minority women and permit them to demonstrate heir skills. Expand mid-level targeted training opportunities to address specific needs of minorities and women and enhance heir credentials. .ssistant Administrators eneral Counsel ice of Inspector General [Regional Administrators peputy Regional Administrators ffice of Human Resources and rganizational Services, Human Resources Staff (HQ) Supervisors/Managers Agency-wide Laboratories EEO Officer/Special Emphasis Program Managers (Advisory) Annually Train managers and supervisors in EEO, affirmative employment, and DUltural/gender/ethnicity awareness and diversity. As needed Within 6 [months of issignment and (biennially hereafter 3ublish and highlight the "success stories" of minorities and non-minority women within the EPA to increase their /isibility to managers and as role models. Office of Human Resources and Organizational Services Special Emphasis Programs Managers Office of Communication, Education and Public Affairs As needed. 3rovide workshops, seminars and other raining in documenting and presenting elevant managerial experience through applications, resumes and interviews. Office of Human Resources and Organizational Services (Lead) Special Emphasis Programs Managers (Assistance) Annually Develop a standard/routine course on Sivil Rights for implementation hroughout the Agency. Office of Civil Rights [Pilot course by EEO Officers/Special Emphasis Program [Sept 30, 1996. [Managers (Technical Assistance) EEOC Form 568 (8/87) 17 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: Some managers believe that minorities and non-minority women are not qualified for supervisory positions and some employees are unable to relate well to persons of a different race, ethnicity, or gender. Awareness of the Agency's affirmative employment obligations and availability of sufficient resources may be a barrier to assessing the need for and developing comprehensive training. OBJECTIVE: Offering training to employees that allows them to understand the requirements of equal opportunity law and value the diversity within the work force so that evaluation and advancement can occur without regard to employees' race, ethnicity, or gender. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Implement the recommendations of the Cultural Diversity Task Force. Assistant Administrators General Counsel Office of Inspector General Regional Administrators Deputy Regional Administrators Supervisors/Managers Agency-wide Laboratories Other EPA officials as appropriate. March, 1996 Monitor equal opportunity complaints or problems to determine training needs. Office of Civil Rights Semi-annually Develop training that will address hose aspects of equal opportunity law and cultural diversity that will assure hat employees, especially managers and supervisors, understand the Agency's obligations and how best to /alue the diversity of the work force. Office of Human Resources and Organizational Services (cooperative effort) Office of Civil Rights (cooperative effort) Sept 30, 1996 EEOC Form 568 (8/87) 18 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: Supervisors, managers and executives have not mastered essential managerial competencies so that consistent quality is achieved in their efforts to develop people and manage a diverse work force. OBJECTIVE: A management team that possesses the competencies that will provide the framework, direction and leadership to their organizations to improve effectiveness and efficiency while responding flexibly to new demands. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Prepare an annual management development plan to address the needs of the organization as defined in EPA Order Number 3140.3 of August 6, 1991, subject: Management Development policy and Guidance. Use the Individual Development Plan [IDP) process to focus on needs of ndividuals with managerial responsibilities as defined in EPA Order Number 3140.3. Assistant Administrators General Counsel Office of Inspector General Regional Administrators Office, Division, and Laboratory Directors Managers/Supervisors/Executives Agency-wide Annually Annually EEOC Form 568 (8/87) 19 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: In our society, women still bear the primary responsibilities for child- raising and eldercare. EPA women experience conflict in their careers between personal and professional responsibilities because EPA's organizational culture is not compatible with, or sensitive to, the needs of the modem family. . OBJECTIVE: EPA is creative in establishing alternative work arrangements that help put men and women on equal footing as colleagues and parents. EPA's management structure understands, and is sensitive to family issues that are driven by the demographic reality of work force 2000, and is trained in how to deal with employee family needs as they pertain to accommodation. ACTION ITEMS RESPONSIBLE OFFICIAL TARGET DATES Develop and pilot a seminar for senior level women that addresses issues such as career decisions; balancing professional/personal needs; office politics; networking/mentoring, etc. OHROS/OCR Sept 30, 1996 Establish Agency-wide policies and programs concerning job sharing/part-time tours, flexible workplace, and other "family friendly" issues. EPA Administrator July 31, 1996 Establish and publicize formal career counseling/assistance services at HQ, in Regions, and large labs accessible to employees in other labs. OHROS Sept 30, 1996 In diversity training, include a segment that addresses family issues and the importance of being responsive to family needs as a reasonable accommodation. OHROS Annually or as needed. EEOC Form 568 (8/87) 20 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROBLEM/BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: Many women and minorities in scientific professions are unable to progress beyond entry and mid levels because too much emphasis is placed on the amount of management experience one has and not enough emphasis on excellence in one's profession. Consequently, these individuals are viewed as undesirable candidates for movement into decision making positions and are, in a sense, penalized for not choosing to enter management. Further, EPA women have a high level of interest in assuming senior management and executive level positions. However, for women, opportunities to get managerial training and "hands-on" experience are few. The present EPA culture is not one that encourages and supports women's efforts to gain the credentials and experience necessary to be competitive for senior level positions. ' OBJECTIVE: EPA offer satisfying and rewarding careers that provide professional growth and recognition for professional excellence for its scientific work force outside the context of the Senior Executive Service and management. In addition, the EPA work environment, for women, is one that provides equitable opportunities to receive all forms of training that is designed to prepare employees for assuming decision making positions in the Agency. ACTION ITEMS Complete and implement proposed actions that address quality science/technical career issues raised by WISE, the Agency's Science Advisory Board, and Sci-Tech groups to offer non- managerial advancement opportunities. Revise agency management development programs to address race, sex stereotyping, and other attitudlnal barriers. Offer minorities and women an opportunity to serve in managerial rotational assignments, details, and shadow assignments across offices. Expand management development programs and increase employee participation. RESPONSIBLE OFFICIAL Administrator EPA Science Policy Council OHROS OCR Administrator Assistant Administrators Regional Administrators Managers and Supervisors Administrator, OHROS; Assistant Regional Administrators TARGET DATES Sept 30, 1996 Sept 30, 1996 Annually Sept 30, 1996 EEOC Form 568 (8/87) 21 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - PROGRAM EVALUATION PROBLEM/BARRIER STATEMENT: The funding for research grants is insufficient to strengthen the Minority Academic Institution (MAI) infrastructure, research capabilities, develop curricula in science and engineering, or provide for student and faculty participation. . OBJECTIVE: To design a program to enhance research capabilities at MAIs to address environmental- specific issues; to encourage infra-structure development, and seek qualified scientists to serve as principal investigators. Institutionalize the responsibility for administrator of the EPA MAI program. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Utilize the Faculty Fellows Program to increase the number of minority faculty members from MAIs. Office of Research and Development Office of Administration and Resources Management Oct. 1995 Include MAI researchers on peer review panels that examine/assess research grant applications. Office of Research and Development Annually Establish procedures to transfer surplus arid excess research equipment to MAIs separately from :he research grant itself. Office of Research and Development Annually Designate an Agency component as having primary responsibility for coordinating MAI activities Office of Civil Rights (Lead) Administrator March 1996 Update and publish a Directory of MAI activities. Office of Communication, Education and Public Affairs (Lead) Office of Research and Development, Office of Administration and Resources Management, and Office of Civil Rights Program input) March 1996 EEOC Form 568 (8/87) 22 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: PROGRAM EVALUATION PROBLEM/BARRIER STATEMENT: Some Mships and Regions have not followed instructions provided by the Office of Civil Rights (OCR) regarding the content of their Affirmative Employment Program reports. In addition, many Agency components have been untimely in submitting their reports to the OCR. This has caused considerable delay in the preparation of the Agency-wide Plan Update and Accomplishment Report. OBJECTIVE: Cooperation on the part of each Agency component in preparing and submitting their AEP Plan Update and Accomplishment Report covering all the elements instructed and in the format and time frame established. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Utilize the Affirmative Employment Program Planning, Development, Execution and Evaluation workbook to conduct internal program reviews. Forward a copy of program reviews to he Director, OCR. Prepare annual Affirmative Employment Program Plan (AEPP) Update and Accomplishment Reports following the nstructions provided by the Director, OCR. Assistant Administrators General Counsel Office of Inspector General Regional Administrators Deputy Regional Administrators EEO Officers Area Directors of Civil Rights Laboratories Affirmative Employment Program Liaison Committee March and September of each fiscal year. Fiscal Years: 1996 and 1997 Provide component AEPP reports to the OCR within the time frame specified. Annually EEOC Form 568 (8/87) 23 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: PROGRAM EVALUATION PROBLEM/BARRIER STATEMENT: The full realm of each individual organizational component's Affirmative Employment Program initiatives are not being reviewed and the results of their efforts are not being considered in the performance evaluation process. OBJECTIVE: A comprehensive and consistent formal process through which Affirmative Employment Program initiatives on the part of each individual organizational component are reviewed, specific results assessed, and used in evaluating the performance of management officials. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) TARGET DATE(S) Use the OCR Checklist and other program evaluation tools to determine the status of Agency civil rights program goals and objectives. Office of Civil Rights Annual program reviews based on OCR planning schedule. Use the OCR Checklist and other program evaluation tools to determine the status of ocal civil rights program goals and objectives. Assistant Administrators Regional Administrators EEO Officers/Special Emphasis Program Managers Area Directors of Civil Rights Senior/Mid-Management Officials Agency-wide Annually, as required. Provide copies of program evaluation eports to the Administrator, Deputy Administrator, and Senior Management Officials. Office of Civil Rights As required. Use the OCR Checklist to review, assess nd evaluate the performance of management officials. Administrator Deputy Administrator Senior Management Officials Annually, as required. EEOC Form 568 (8/87) 24 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS NOTEWORTHY ACTIVITIES/INITIATIVES AGENCY-WIDE LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES. Streamlining and Reinvention The EPA participated in the President's reinvention and streamlining initiative during the reporting period. The goal for reinvention was to establish EPA as one of the best managed agencies in the Federal government. Through streamlining efforts EPA focused on becoming a more efficient and effective organization so that it can focus on ensuring that the human health and environment for all Americans is guaranteed. During the development of the Agency reinvention plans, each organization had to address specific streamlining plan criteria. These criteria were as follows: reduction of GS-14s and above, establishment of a 1:11 supervisor to staff ratio, development of a new organizational structure to meet agency goals, increased delegation and decentralization of authority, increased empowerment of employees with appropriate accountability, improvement of work processes and systems, strategy for increasing and using the diversity of the work force, and incorporation of the National Performance Review recommendations into each plan. The incorporation of the reinvention criteria into the Agency's streamlining efforts had a direct impact on the Agency work force. Each organization had to assess the streamlining plans they developed and incorporate their decisions relating to each of the planning criteria in their final plans which must be submitted to the Administrator. The Office of Civil Rights (OCR) was a member of the Agency Work Group which reviewed and evaluated all of the individual reinvention plans and provided comments on the plans to increase diversity in the EPA work force. One of the several noteworthy Agency initiatives associated with the streamlining and reinvention effort involved increasing and effectively managing work force diversity. The EPA recently completed an Agency-wide report on diversity in the work force and developed an accountability plan to monitor its organizations' progress in improving diversity. The Office of Civil Rights (OCR) worked in partnership with the senior level officials and members of the Human Resources Council (HRC) to influence the adoption of the Agency's Affirmative Employment Program (AEP) Report as the Agency Diversity Plan. As the Agency organizations developed and implemented their streamlining initiatives, managers and supervisors were encouraged to use the AEP plan as a management tool to identify areas of under-representation of minorities and women. Senior management has stressed the importance of maintaining and increasing the representation of minorities and women in the management ranks as streamlining plans are implemented. There have been other noteworthy activities in the areas of entry-level recruitment and hiring, as well as merit promotions; establishing and strengthening relations with academic institutions with high numbers of women and minorities; developing outreach activities with community organizations; promoting diversity management initiatives; and strengthening Special Emphasis Programs (SEPs). EEOC Form 568 (8/87) 25 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS NOTEWORTHY ACTIVITIES/INITIATIVES AGENCY-WIDE LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES. Relations with Academic Institutions EPA participated in partnerships with a total of 36 Historically Black Colleges and Universities (HBCUs), ten of which focus and on environmental science programs. The Agency awarded $14,380,994 in grants and cooperative agreements to HBCUs in FY 1994, which was an increase of $11 million over FY 1993. Several organizations either established or strengthened ties with academic institutions with large numbers of women and minority students. The Office of Civil Rights (OCR) works in a coordinated effort with the White House Initiative on Historically Black Colleges and Universities (HBCU) by participating on the Science and Technology Cluster Group. During the reporting period, OCR and members of the Cluster Group hosted a seminar at the National Association for Equal Opportunity in Higher Education's Twentieth National Conference on Blacks in Higher Education. At this conference, OCR discussed the EPA's educational and research opportunities for HBCUs interested in participating in Federal science and technology programs to include internships, teacher training programs, and faculty development programs. The OCR also conducted a presentation of these educational and research opportunities before the Board of Black College Presidents during their regular board meeting. Community Outreach Several of the National Special Emphasis Program (SEP) Managers have been involved in community outreach activities. For instance, one of them has represented EPA as a keynote speaker at various events regarding the challenge presented by the interaction between organizational culture and some minority cultures. These presentations have been made at other Federal agencies, several colleges and universities, and other EPA offices and installations. The National HEP Manager organized a workshop at the Annual Meeting of the Hispanic Association of Colleges and Universities (HACU) to provide information about scholarship and fellowship opportunities available through Federal agencies to college students majoring in sciences, engineering, and math. The Office of Civil Rights also represented EPA at a Diversity Partnership, composed of over 12 Federal and Local government agencies and private organizations, which carried out a Diversity Day" event. This event consisted of several workshops, demonstrations, exhibits, videos and learning opportunities on the subject of cultural diversity. It took place in Crystal City, Virginia, and had about 3,000 participants. In addition, forty percent of the National SEP Managers are active facilitator for EPA's Cultural Diversity workshop. EPA was an active participant in the 1994 interagency Martin Luther King (MLK) celebration and provided $25,000 to produce the MLK celebration annual report. In addition to funding, EPA's involvement included several staff members who actively participated in the event's planning and execution. All EPA organizations at Headquarters, regions, and labs held MLK programs and activities. EEOC Form 568 (8/87) 26 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS NOTEWORTHY ACTIVITIES/INITIATIVES AGENCY-WIDE LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES. Diversity Management Several EPA organizations have been trying to find ways to enrich their work force, not just in terms of meeting affirmative employment goals, but in managing and appreciating its diversity. The Region IX Reinvention Plan had an ambitious segment on diversity with the following elements: a draft EEO performance standard for managers; a recommendation that the EEO Officer report to the Regional Administrator; a proposal for a cultural audit; a requirement that hiring managers consult with Human Resources and Civil Rights at the earliest stages of the recruitment process for assistance in removing barriers, enhancing outreach efforts, and securing a diverse applicant pool; more diversity on interview panels; measurement and feedback tools to assess the effectiveness of recruitment and employee development programs; and a plan to deliver disability awareness training. This region also organized an EEO committee made up of the various SEP advisory councils and employee groups. The group has worked together to analyze and evaluate program initiatives. This group's efforts culminated in a Tri-council position paper and an accompanying briefing to the Regional Administrator. The Agency's collateral-duty SEP Managers are beginning to diversify their role and go beyond recruitment into career development and cultural diversity training. For instance, Hispanic employees are offering Spanish-language classes, under the auspices of the HEP Manager, in Regions III and IV and in some labs. Also, employees whose prime language is not English were provided English communications training in Region III. EPA's Region II selected five Hispanic employees as Environmental Engineers/Scientists and Computer Engineering student trainees under the Cooperative Education program. The Region also hired five minority employees at the GS-9/11 level in the environmental sciences area. EPA's Region IV implemented 19 temporary promotions which provided the opportunity for 15 minorities and women to work and gain experience at higher level positions. Six of the 15 minorities and women were assigned to supervisory positions. Also, approximately nine minorities and women were detailed into supervisory positions at their current grades. EPA's Region V achieved some success in improving opportunities for women during FY 1994. In the SES ranks, a minority female was hired as the Deputy Regional Administration. Of the 30 new permanent full-time/part-time employees hired, 13 were non-minority women and 4 were minorities; however the Region was not as successful in achieving an increased representation of minorities and women at the GS-13-15 levels. The Region has maintained a 1% representation of disabled employees in the work force over the last five reporting periods. EEOC Form 568 (8/87) 27 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS NOTEWORTHY ACTIVITIES/INITIATIVES AGENCY-WIDE LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES. EPA's Region X invited the Office of Civil Rights (OCR) to conduct an on site assessment of the Region's EEO program. Based on the results of this survey, OCR made several recommendations to help the region improve their civil rights/EEO program. During the reporting period, the Region has made significant progress towards the implementation of the OCR program recommendations contained in the report. The Region conducted an Employee Views Survey where two thirds of the employees agreed that the Region is developing and valuing a culturally diverse work force. The Region is striving to reach the goal that at least 52% of all new hires in the professional and administrative positions should be minorities and women. Of the 19 new hires made during FY 1995, 13 or 68% were filled by minorities (42%) and women (26% non-minority). Special Emphasis Program Achievements Aware of the need to determine and define the commonalities of concerns and ideas among the various National Special Emphasis Programs (SEP) and their National Councils, OCR held the first joint meeting of national SEP councils in Albuquerque, New Mexico. This meeting involved over 84 representatives of seven councils that are part of five special emphasis programs: Federal Women's Program (FWP), Hispanic Employment Program (HEP), Black Employment Program (BEP), Asian-Pacific American Program, and the American Indian Employment Program. In addition to the councils for each of these five national programs, there were representatives of the Women in Science and Engineering (WISE) and the National Secretarial and Administrative Council (SAAC), which are part of the Federal Women's Program. The SEP Managers have been establishing partnerships and working together at both the national and the local level. For instance, SEP Managers in Region VII made a unanimous recommendation to management that all rotations into vacant management positions be advertised and opened for all interested applicants. The FWP Manager coordinated a regional diversity workshop. The SEP also offered management suggestions on flexitime, which were eventually incorporated into a flexitime program that was initiated in February 1995. Region X's SEP Managers formed a SEP Advisory Council to work jointly and cooperatively on issues of mutual interest. Other notable achievements by the Agency's National Special Emphasis Programs include: * the EPA Administrator formally chartered the first American Indian Advisory Council (AIAC) as part of the Agency's American Indian Employment Program; the AIAC developed and approved its bylaws and elected its national officers; EEOC Form 568 (8/87) 28 ------- AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS NOTEWORTHY ACTIVITIES/INITIATIVES AGENCY-WIDE LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES. the National Black Employment Program (BEP) Council was established, it developed its constitution and bylaws, and elected its national officers; a separate Special Emphasis Program was created for Asian Pacific Americans, and a full- time SEP manager was hired; spearheaded by the Federal Women's Program, EPA participated in the Department of Labor's "Working Women Count!" initiative. Nearly 3,000 EPA women responded to the survey. Its resulting report mirrored an earlier survey of EPA senior level women, which highlighted the difficulty in balancing career and family. As a result, OCR has teamed up with the Office of Human Resources and Organizational Services (OHROS) to identify actions to make the work place more family friendly; and the Women in Science and Engineering (WISE) was the catalyst for the creation of the Agency's "Multiple Career Paths" guide. EEOC Form 568 (8/87) 29 ------- WORK FORCE STATISTICAL CHARTS ------- ACCOMPLISHMENTS BY PATCO CATEGORY (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR FY93 # PROFESSIONAL % FY94# % % DIFFERENCE FY93 # ADMINISTRATIVE % FY94# % % DIFFERENCE FY93# TECHNICAL % FY94# % % DIFFERENCE FY93# CLERICAL % FY94 # % % DIFFERENCE FY93 # OTHERS % FY94# % % DIFFERENCE TOTAL EMP 8038 100.0 8022 100.0 6239 100.0 6372 100.0 709 100.0 718 100.0 1987 100.0 1842 110.0 3 100.0 2 100.0 WHITE M 4678 58.2 4646 57.9 -0.3 2426 38.9 2436 38.2 -.7 116 16.4 106 14.8 -1.6 52 2.6 51 2.8 0.2 0 0.0 0 0.0 0.0 F 2016 25.1 2007 25.0 0.1 2358 37.8 2391 37.5 -0.3 295 41.6 296 41.2 -0.4 713 35.9 637 34.6 -1.3 0 0.0 0 0.0 0.0 BLACK M 290 3.6 294 3.7 0.1 260 4.2 265 4.2 0.0 29 4.1 30 4.2 0.1 54 2.7 52 2.8 0.1 1 33.3 1 50.0 16.7 F 294 3.7 305 3.8 0.1 843 13.5 904 14.2 0.7 207 29.2 221 30.7 0.5 1022 51.4 952 51.7 0.3 2 66.7 1 50.0 -16.7 HISPANIC M 196 2.4 194 2.4 0.0 79 1.3 91 1.4 0.1 11 1.6 12 1.7 0.1 6 0.3 5 0.3 0.0 0 0.0 0 0.0 0.0 F 125 1.6 123 1.5 -0.1 96 1.5 99 1.6 0.1 29 4.1 32 4.5 0.4 106 5.3 106 5.7 0.4 0 0.0 0 0.0 0.0 ASIAN PACIFIC ISLANDER M 277 3.4 278 3.5 0.1 48 0.8 53 0.8 0.0 3 0.4 4 0.6 0.2 3 0.2 4 0.2 0.0 0 0.0 0 0.0 0.0 F 150 1.9 157 2.0 0.1 98 1.6 104 1.6 0.0 18 2.5 15 2.1 -0.4 23 1.2 26 1.4 0.2 0 0.0 0 0.0 0.0 AMERICAN INDIAN ALASKAN NATIVE M 4 0.05 9 0.1 0.05 10 0.2 11 0.2 0.0 0 0.0 0 0.0 0.0 2 0.1 2 0.1 0.0 0 0.0 0 0.0 0.0 F 8 0.1 9 0.1 0.0 21 0.4 18 0.3 -0.1 1 0.1 2 0.3 0.2 6 0.3 7 0.4 0.1 0 0.0 0 0.0 0.0 03 O ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS (AGENCY-WIDE) AS OF SEPTEMBER 30, 1d94 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL SERIES 401 FY 93 # BIOLOGIST % FY94 # % % DIFFERENCE SERIES 510 FY93# ACCOUNTANT % FY94# % % DIFFERENCE SERIES 511 FY93# AUDITOR % FY94# % % DIFFERENCE SERIES 819 FY93 # ENVIRONMENTAL % ENGINEER FY 94 # % % DIFFERENCE SERIES 893 FY 93 # CHEMICAL ENGINEER % FY94# % % DIFFERENCE TOTAL EMP 670 100.0 654 100.0 183 100.0 180 100.0 254 100.0 283 100.0 2295 100.0 2199 100.0 165 100.0 168 100.0 WHITE M 408 60.9 390 59.6 -1.3 78 42.6 77 42.8 0.2 123 48.2 133 47.0 -1.2 1385 60.3 1298 59.0 -1.3 91 55.3 90 53.6 -1.7 F 172 25.7 178 27.2 1.5 44 24.0 43 23.9 -0.1 68 26.8 77 27.2 0.4 420 18.3 413 18.8 0.5 35 21.2 42 25.0 3.8 BLACK M 28 4.2 25 3.8 -0.4 8 4.4 8 4.4 0.0 21 8.3 23 8.1 -0.2 83 3.6 83 3.8 0.2 5 3.0 6 3.6 0.6 F 24 3.6 24 3.7 0.1 34 18.6 35 19.4 0.8 23 9.1 30 10.6 1.5 71 3.1 76 3.5 0.4 4 2.4 4 2.4 0.0 HISPANIC M 9 1.3 9 1.4 0.1 2 1.1 2 1.1 0.0 4 1.6 5 1.8 0.2 110 4.8 100 4.6 -0.2 7 4.2 6 3.6 -0.6 F 6 0.9 6 0.9 0.0 4 2.2 3 1.7 -0.5 6 2.4 6 2.1 -0.3 48 2.1 47 2.1 0.0 3 1.8 3 1.8 0.0 ASIAN PACIFIC ISLANDER M 13 1.9 12 1.8 -0.1 3 1.6 3 1.7 0.1 5 2.0 4 1.4 -0.6 131 5.7 130 5.9 0.2 15 9.1 15 8.9 -0.2 F 9 1.3 9 1.4 0.1 9 4.9 8 4.4 -0.5 4 1.6 5 1.8 0.2 46 2.0 51 2.3 0.3 5 3.0 2 1.2 -1.8 AMERICAN INDIAN ALASKAN NATIVE M 1 0.2 1 0.2 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 1 0.04 1 0.05 0.01 0 0.0 0 0.0 0.0 p 0 0.0 0 0.0 0.0 1 0.6 1 0.6 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL SERIES 905 FY 93 # ATTORNEY % FY94# % % DIFFERENCE SERIES 1301 FY93# PHYSICAL SCIENTIST % FY94# % % DIFFERENCE SERIES 1320 FY93# CHEMIST % FY94# % % DIFFERENCE SERIES 1350 FY 93 # GEOLOGIST % FY94 # % % DIFFERENCE TOTAL EMP 990 100.0 991 100.0 1849 100.0 1850 100.0 652 100.0 640 100.0 135 100.0 131 100.0 WHITE M 474 48.0 474 47.8 -0.2 1107 59.8 1086 58.7 -1.1 419 64.2 408 63.7 -0.5 98 72.7 99 75.6 2.9 F 382 38.6 375 37.8 -0.8 521 28.2 522 28.2 0.0 123 18.9 123 19.2 0.3 28 20.7 24 18.3 -2.4 BLACK M 28 2.8 29 2.9 0.1 59 3.2 61 3.3 0.1 24 3.7 24 3.8 0.1 3 2.2 4 3.0 0.8 F 42 4.2 42 4.2 0.0 55 3.0 60 3.2 0.2 12 1.8 13 2.0 0.2 1 0.7 1 0.8 0.1 HISPANIC M 17 1.7 20 2.0 0.3 26 1.4 28 1.5 0.1 9 1.4 9 1.4 0.0 1 0.7 1 0.8 0.1 F 19 1.9 19 1.9 0.0 22 1.2 25 1.3 0.1 9 1.4 9 1.4 0.0 2 1.5 0 0.0 -1.5 ASIAN PACIFIC ISLANDER M 9 0.9 12 1.2 0.3 33 1.8 34 1.8 0.0 32 4.9 30 4.7 -0.2 2 1.5 2 1.5 0.0 F 15 1.5 14 1.4 -0.1 22 1.2 28 1.5 0.3 24 3.7 24 3.8 0.1 0 0.0 0 0.0 0.0 AMERICAN INDIAN ALASKAN NATIVE M 1 0.1 3 0.3 0.2 0 0.0 2 0.1 0.1 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 F 3 0.3 3 0.3 0.0 4 0.2 4 0.2 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 CO ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR ADMINISTRATIVE SERIES 0028 FY 93 # ENVIRONMENTAL % SPECIALIST FY 94 # % % DIFFERENCE SERIES 301 FY 93 # ADMINISTRATIVE % FY94 # % % DIFFERENCE SERIES 340 FY 93 # PROGRAM MANAGER % FY94# % % DIFFERENCE SERIES 343 FY 93 # MANAGEMENT % ANALYST FY 94 # % % DIFFERENCE SERIES 1102 FY93# CONTRACT % SPECIALIST FY 94 # % % DIFFERENCE TOTAL EMP 2228 100.0 2259 100.0 729 100.0 748 100.0 280 100.0 303 100.0 1061 100.0 1111 100.0 298 100.0 314 100.0 WHITE M 899 40.4 902 39.9 -0.5 272 37.3 262 35.0 -2.3 190 67.9 197 65.0 -2.9 332 29.5 333 30.0 0.5 99 33.1 99 31.5 -1.6 F 960 43.1 966 42.8 -0.3 266 36.5 279 37.3 0.8 71 25.386 28.4 3.1 456 43.0 480 43.2 0.2 120 40.3 125 39.8 -0.5 BLACK M 56 2.5 58 2.6 0.1 27 3.7 32 4.3 0.6 9 3.2 7 2.3 -0.9 33 3.1 35 3.1 0.0 26 8.7 27 8.6 -0.1 F 185 8.3 192 8.5 0.2 129 17.7 140 18.7 1.0 4 1.4 5 1.7 0.3 185 17.4 201 18.1 0.7 44 14.8 53 16.8 2.0 HISPANIC M 25 1.1 31 1.4 0.3 8 1.1 9 1.2 0.1 2 0.7 3 1.0 0.3 11 1.0 13 1.2 0.2 3 1.0 3 1.0 0.0 F 27 1.2 29 1.3 0.1 9 1.2 11 1.5 0.3 1 0.4 1 0.3 -0.1 17 1.6 19 1.7 0.1 2 0.7 3 1.0 0.3 ASIAN PACIFIC ISLANDER M 18 0.8 21 0.9 0.1 2 0.3 3 0.4 0.1 1 0.4 1 0.3 -0.1 6 0.6 6 0.5 -0.1 0 0.0 1 0.3 0.3 F 40 1.8 44 1.9 0.1 8 1.1 6 0.8 -0.3 2 0.7 2 0.7 0.0 18 1.7 20 1.8 0.1 2 0.7 2 0.6 -0.1 AMERICAN INDIAN ALASKAN NATIVE M 7 0.3 7 0.3 0.0 3 0.4 2 0.3 -0.1 0 0.0 1 0.3 0.3 1 0.1 1 0.1 0.0 0 0.0 0 0.0 0.0 F 11 0.5 9 0.4 -0.1 5 0.7 4 0.5 -0.2 0 0.0 0 0.0 0.0 2 0.2 3 0.3 0.1 2 0.7 1 0.3 "' | ------- ACCOMPLISHMENTS BY PATCO VERSUS CLF (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL FY 94 # % CLF* ADMINISTRATIVE FY 94 # % CLF* TECHNICAL FY 94 # % CLF* CLERICAL FY 94 # % CLF* OTHER FY 94 # % CLF* TOTAL EMP 8022 100.0 6372 100.0 718 100.0 1842 100.0 2 100.0 WHITE M 4646 57.9 54.7 2436 38.2 42.1 106 14.8 36.1 51 2.8 14.0 0 0.0 67.6 F 2725 33.9 30.0 2391 37.5 40.4 296 41.2 42.9 637 34.6 63.4 0 0.0 11.2 BLACK M 294 3.7 2.4 265 4.2 3.6 30 14.2 3.6 52 2.8 2.8 1 50.0 9.7 F 305 3.8 3.2 904 14.2 5.3 221 30.8 6.6 952 51.7 9.6 1 50.0 3.2 HISPANIC M 194 2.4 2.1 91 1.4 2.6 12 1.7 3.2 5 0.3 1.7 0 0.0 4.8 F 123 1.5 1.4 99 1.6 2.6 32 4.5 3.4 106 5.7 5.2 0 0.0 1.0 ASIAN PACIFIC ISLANDER M 278 3.5 3.5 53 0.8 1.4 4 0.6 1.9 4 0.2 0.8 0 0.0 1.2 F 157 2.0 1.9 104 1.6 1.4 15 2.1 1.6 26 1.4 1.9 0 0.0 0.3 AMERICAN INDIAN ALASKAN NATIVE M 9 0.1 0.2 11 0.2 0.3 0 0.0 0.4 2 0.1 0.1 0 0.0 0.9 F 9 0.1 0.2 18 0.3 0.3 2 0.3 0.4 7 0.4 0.5 0 0.0 0.2 National (U.S.) Civilian Labor Force u> ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS VERSUS CLF (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL SERIES 401 FY 94 # BIOLOGIST % CLF* SERIES 510 FY 94 # ACCOUNTANT % CLF* SERIES 511 FY94# AUDITOR % CLF* SERIES 819 FY 94 # ENVIRONMENTAL % ENGINEER CLF* SERIES 893 FY 94 # CHEMICAL ENGINEER % CLF* TOTAL EMP 654 100.0 180 100.0 283 100.0 2199 100.0 168 100.0 WHITE M 390 59.6 55.2 77 42.8 55.2 133 47.0 55.2 1298 59.0 55.2 90 53.6 55.2 F 178 27.2 30.3 43 23.9 30.3 77 27.2 30.3 413 18.8 30.3 42 25.0 30.2 BLACK M 25 3.8 2.4 8 4.4 2.4 23 8.1 2.4 83 3.8 2.4 6 3.6 2.4 F 24 3.7 3.2 35 19.4 3.2 30 10.6 3.2 76 3.5 3.2 4 2.4 3.2 HISPANIC M 9 1.4 2.1 2 1.1 2.1 5 1.8 2.1 100 4.6 2.1 6 3.6 2.1 F 6 0.9 1.4 3 1.7 1.4 6 2.1 1.4 47 2.1 1.4 3 1.8 1.4 ASIAN PACIFIC ISLANDER M 12 1.8 3.5 3 1.7 3.5 4 1.4 3.5 130 5.9 3.5 15 8.9 3.5 F 9 1.4 1.9 8 4.4 1.9 5 1.8 1.9 51 2.3 1.9 2 1.2 1.9 NATIVE AMERICAN ALASKAN NATIVE M 1 0.2 0.02 0 0.0 0.02 0 0.0 0.02 1 0.05 0.02 0 0.0 0.02 F 0 o.o 0.02 1 .6 0.02 0 0.0 0.02 0 0.00 0.02 0 0.0 0.02 * National (U.S.) Civilian Labor Force ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS VERSUS CLF (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL SERIES 905 FY 94 # ATTORNEY % CLF* SERIES 1301 FY94# PHYSICAL SCIENTIST % CLF* SERIES 1320 FY 94 # CHEMIST % CLF* SERIES 1350 FY94# GEOLOGIST % CLF* TOTAL EMP 991 100.0 1850 100.0 640 100.0 131 100.0 WHITE M 474 47.8 55.2 1086 58.7 55.2 408 63.7 55.2 99 75.6 55.2 F 375 37.8 30.3 522 28.2 30.2 123 19.2 30.2 24 18.3 30.2 BLACK M 29 2.9 2.4 61 3.3 2.4 24 3.8 2.4 4 3.0 2.4 F 42 4.2 3.2 60 3.2 3.2 13 2.0 3.2 1 0.8 3.2 HISPANIC M 20 2.0 2.1 28 1.5 2.1 9 1.4 2.1 1 0.8 2.1 F 19 1.9 1.4 25 1.3 1.4 9 1.4 1.4 0 0.0 1.4 ASIAN PACIFIC ISLANDER M 12 1.2 3.5 34 1.8 3.5 30 4.7 3.5 2 1.5 3.5 F 14 1.4 1.9 28 1.5 1.9 24 3.8 1.9 0 0.0 1.9 AMERICAN INDIAN ALASKAN NATIVE M 3 0.3 0.02 2 0.1 0.02 0 0.0 0.02 0 0.0 0.02 F 3 .3 0.02 4 0.2 0.02 0 0.0 0.02 0 0.0 0.02 National (U.S.) Civilian Labor Force ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS VERSUS CLF (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR ADMINISTRATIVE SERIES 0028 FY 94 # ENVIRONMENTAL % SPECIALIST CLF* SERIES 301 FY 94 # ADMINISTRATIVE % CLF* SERIES 340 FY 94 # PROGRAM MANAGER % CLF* SERIES 343 FY 94 # MANAGEMENT % ANALYST CLF* SERIES 11 02 FY94# CONTRACT 2 SPECIALIST CLF* TOTAL EMP 2259 100.0 748 100.0 303 100.0 1111 100.0 314 100.0 WHITE M 902 39.9 42.6 262 35.0 42.6 197 65.0 42.6 333 30.0 42.6 99 31.5 42.6 F 966 42.8 40.4 279 37.3 40.4 86 28.4 40.4 480 43.2 40.4 125 39.8 40.4 BLACK M 58 2.6 3.6 32 4.3 3.6 7 2.3 3.6 35 3.1 3.6 27 8.6 3.6 F 192 8.5 5.3 140 18.7 5.3 5 1.7 5.3 201 18.1 5.3 53 16.8 5.3 HISPANIC M 31 1.4 2.6 9 1.2 2.6 3 1.0 2.6 13 1.2 2.6 3 1.0 2.6 F 29 1.3 2.6 11 1.5 2.6 1 0.3 2.6 19 1.7 2.6 3 1.0 2.6 ASIAN PACIFIC ISLANDER M 21 0.9 1.4 3 0.4 1.4 1 0.3 1.4 6 0.5 1.4 1 0.3 1.4 F 44 1.9 1.4 6 0.8 1.4 2 0.7 1.4 20 1.8 1.4 2 0.6 1.4 AMERICAN INDIAN ALASKAN NATIVE M 7 0.3 0.03 2 0.3 0.03 1 0.3 0.3 1 0.1 0.03 0 0.0 0.03 F 9 0.4 0.03 4 0.5 0.03 0 0.0 0.03 3 0.3 0.03 1 0.3 0.03 National (U.S.) Civilian LaborForce ------- ACCOMPLISHMENTS BY GRADE GROUPING (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR FY93# GS 1-4 % FY94# % % DIFFERENCE FY93# GS 5-8 % FY94# % % DIFFERENCE FY93# GS9-12 % FY94 # % % DIFFERENCE FY93# GS-13 % FY94 # % % DIFFERENCE FY93 # GS-14 % FY94# % % DIFFERENCE TOTAL EMP 200 100.0 148 100.0 2568 100.0 2351 100.0 5797 100.0 5542 100.0 4319 100.0 4810 100.0 2507 100.0 2495 100.0 WHITE M 15 7.5 14 9.5 1.9 157 6.1 114 4.9 -1.2 2173 37.4 2012 36.3 -1.1 2279 52.8 2483 51.6 -1.2 1544 61.6 1511 60.6 -1.0 F 45 22.5 32 21.6 -0.9 978 38.1 872 37.1 -1.0 2035 35.1 1928 34.8 -0.3 1275 29.5 1436 29.8 0.3 693 27.6 693 27.8 0.2 BLACK M 22 11.0 14 9.5 -1.5 78 3.0 74 3.2 0.2 254 4.4 252 4.6 0.2 175 4.1 196 4.1 0.0 58 2.3 60 2.4 0.1 F 95 47.5 60 40.5 -7.0 1130 44.0 1084 46.1 2.1 778 13.4 798 14.4 1.0 252 5.8 309 6.4 0.6 87 3.5 101 4.1 0.6 HISPANIC M 2 1.0 1 0.7 -0.3 25 1.0 22 1.0 0.0 135 2.3 138 2.5 0.2 82 1.9 84 1.8 -0.1 25 1.0 33 1.3 0.3 F 18 9.0 22 14.9 5.9 130 5.1 118 5.0 -0.1 129 2.3 131 2.4 0.1 58 1.3 66 1.4 0.1 17 0.7 20 0.8 0.1 ASIAN PACIFIC ISLANDER M 2 1.0 3 2.0 1.0 12 0.5 10 0.4 -0.1 130 2.2 126 2.3 0.1 112 2.6 126 2.6 0.0 58 2.3 53 2.1 -0.2 F 0 0.0 1 0.7 0.7 50 2.0 48 2.1 0.1 132 2.3 128 2.3 0.0 78 1.8 95 2.0 0.2 22 0.9 22 0.9 0.0 AMERICAN INDIAN ALASKAN NATIVE M 0 0.0 0 0.0 0.0 2 0.1 2 0.1 0.0 8 0.1 8 0.1 0.0 4 0.1 9 0.2 0.1 1 0.1 1 0.1 0.0 F 1 0.5 1 0.7 0.2 6 0.2 7 0.3 0.1 23 0.4 21 0.4 0.0 4 0.1 6 0.1 0.0 2 0.1 1 0. 0.1 CO 00 ------- ACCOMPLISHMENTS BY GRADE GROUPING (AGENCY-WIDE) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR FY93 # GS-15 % FY94# % % DIFFERENCE FY93 # SES % FY94# % % DIFFERENCE TOTAL EMP 1312 100.0 1331 100.0 273 279 WHITE M 905 69.0 909 69.3 0.3 199 72.9 196 70.3 -2.6 F 297 22.6 303 22.8 0.2 59 21.6 67 24.0 2.4 BLACK M 36 2.7 37 2.8 0.1 11 4.0 9 3.2 -0.8 F 24 1.8 28 2.1 0.3 2 0.7 3 1.1 0.4 HISPANIC M 22 1.7 22 1.7 0.0 1 0.4 2 0.7 0.3 F 4 0.3 3 0.2 -0.1 0 0.0 0 0.0 0.0 ASIAN PACIFIC ISLANDER M 16 1.2 20 1.5 0.3 1 0.4 1 0.4 0.0 F 7 0.5 8 0.6 0.1 0 0.0 0 0.0 0.0 AMERICAN INDIAN ALASKAN NATIVE M 1 0.1 1 0.1 0.0 0 0.0 1 0.4 0.4 F 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 ------- NUMERICAL OBJECTIVE ACCOMPLISHMENTS BY PATCO (AGENCY-WIDE) CATEGORIES PROFESSIONAL ADMINISTRATIVE TECHNICAL CLERICAL OTHER * PLANNED/ ** ACTUAL PLANNED ACTUAL PLANNED ACTUAL PLANNED ACTUAL PLANNED ACTUAL PLANNED ACTUAL WHITE M F # # 4693 2116 4646 2007 2439 2410 2436 2391 106 310 106 296 51 637 51 637 0 0 0 0 BLACK M F # # 307 337 294 305 284 923 265 904 32 229 30 221 52 952 52 952 1 2 1 2 HISPANIC M F # # 215 142 194 123 102 105 91 99 18 38 12 32 6 106 5 106 0 0 0 ASIAN M F # # 331 176 278 157 59 108 53 104 6 17 4 15 0 27 4 26 0 0 0 0 NATIVE AMERICAN M F # # 12 11 9 9 17 19 11 18 0 2 0 2 2 7 2 7 0 0 0 0 * Planned represents the number of full-time, part-time employees on-board as of Sept. 30, 1994 plus the goals to hire new employees in FY 1995. ** Actual represents the number of full-time, part-time employees on-board as of Sept. 30, 1994. In those instances where planned and actual figures are the same, the Agency does not have any plans to hire. ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1995 REPORT ON ACCOMPLISHMENT OF OBJECTIVES Name of Organization: Environmental Protection Agency Address of Organization: 401 M Street, SW Washington, DC 20460 Organization Level: AGENCY-WIDE Number of Employees Covered By Plan: 16,956 TOTAL _8Q22_PROFESSIONAL 6372 ADMINISTRATIVE 718 TECHNICAL 1842 CLERICAL 2 OTHER Name of Contact Person/Person Preparing Form: Sharon Holmes TELEPHONE NUMBER: (202) 260-2566 Name/Title of Principal EEO Official: Dan J. Rondeau :or, Office of Civil Rights Signature of Principal EEO Official Certify that this report is in compliance with EEOC-MD-714. Name/Title of Head of Organization CAROL M. BROWNER ADMINISTRATOR Signature of Head of Organization nAT, JUL251995 Certify that this report is in compliance with EEOC-MD-714. ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPUSHMENT OF OBJECTIVES PROGRAM ELEMENT: ORGANIZATION AND RESOURCES PROBLEM/BARRIER STATEMENT: Sufficient financial support for the FWP is not being provided. Some of the FWP Managers have not received training which would provide them the skills, knowledge and abilities they need to properly function in their positions. Others have limited access to information and guidance. This impacts on their ability to offer sound advice and assistance to management officials on employment concerns of women. Activities of the local and national FWP, WISE, and SAAC organizations are not synchronized nor mutually supportive. The National FWP Manager does not have the level of field interaction necessary to select issues for national attention. OBJECTIVE: The Federal Women's Program, WISE, and SAAC in the Regional Offices and laboratories are effective in addressing employment issues of women and are able to provide sound advice, information, and feedback to their management officials and to the National FWP Manager, and effectively lead their councils and groups. ACTION ITEMS Provide financial resources, training and guidance to field Federal Women's Program Managers to enhance their skills, knowledge and abilities so that their respective FW Programs are administered effectively and efficiently. ACCOMPLISHMENTS STATUS YES PARTIAL X NO ACCOMPLISHMENTS Bi-monthly informational memos were sent to FWP Managers to keep them informed of EPA and government-wide program developments. Support to National Secretarial and Administrative Advisory Council (SAAC) arid Women in Science and Engineering (WISE) continued in FY 1994. The National FWP Manager continued to work with the appropriate Agency management officials to devote more financial resources to the FWP Managers, SMC and WISE representatives. The EPA sponsored a training conference for all Agency FWP Managers that focused on effective program management. Training for Agency FWPMs is sponsored annually. Agency FWPMs are also encouraged and allowed to attend the annual National Training Program of Federally Employed Women. The National FWP Manager holds quarterly conference calls with FWPMs to provide guidance and advice, and to keep Managers abreast of current issues/initiatives/policy changes that may affect program operation. Additionally, a centralized budget in the Office of Civil Rights has been established from which funds are expended to conduct National FWP, WISE, and SAAC business. Communication among the national councils of SAAC, WISE, and the FWP is markedly improved. Annually, these groups meet in a Joint Meeting of Special Emphasis Program Councils to identify common concerns, and develop joint strategies to address those concerns. Chairpersons of each council are standing members of all FWP and other Special Emphasis Program Councils. EEOC Form 568 (8/87) 41 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENT OF OBJECTIVES PROGRAM ELEMENT: ORGANIZATION AND RESOURCES PROBLEM/BARRIER STATEMENT: Accountability for achieving specific affirmative employment objectives is often lacking at the level of program hiring officials. . OBJECTIVE: To increase commitment and accountability of program/hiring officials throughout the Agency for improving the representation of minorities and women. ACTION ITEMS: Issue affirmative employment program policy, specific goals and program objectives for Office, Division and Branch levels as appropriate. Institute policy and mechanisms for assuring that hiring officials actively recruit and consider minorities and women before making selections. Design, develop and offer EEO Awareness training through the EPA Institute. ACCOMPLISHMENTS STATUS YES X X PARTIAL NO X ACCOMPLISHMENTS EPA components routinely include AEP goals and objectives in their annual Affirmative Employment Program Plan Update and Accomplishment Reports. Additional detailed instructions and guidance for the preparation of AEP reports was issued by the OCR on the development of planned affirmative employment goals and objectives. Some managers have a performance management element relating to EEO and Human Resources Management/Development. However, in an effort to focus more on civil rights/EEO issues a National Civil Rights Workgroup (NCRWG) was initiated to focus on shared civil rights issues. The NCRWG presented a proposal to the senior level management team recommending that a separate critical element be included in the annual performance plans of all managers and supervisors. Such an element would ensure that all managers and supervisors devote the proper attention to all aspects of human resources issues relating to EEO to include efforts to recruit minorities and women. EPA officials received training and logistical support to develop effective recruitment strategies for program objectives. Training is available to assist managers and supervisors in gaining the essential skills and practical experience required to effectively interact with other people. Managers may attend the EEO or Cultural Diversity training courses as offered. OCR staff serve as facilitators in the Cultural Diversity Sessions. EEOC Form 568 (8/87) 42 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENT OF OBJECTIVES PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: There is a manifest imbalance of minorities and women in major occupational areas within EPA work force. Failure to remedy this situation results in part from inadequate targeting of recruitment efforts. OBJECTIVE: To increase the representation of minorities and women in occupational categories and in organizational components comparable to the civilian labor force. ACTION ITEMS: Conduct targeted project to recruit members of groups that remain underrepresented. Hire, train and promote EEO group members to increase their levels of employment in occupations and in organizational components where their representation is below the appropriate civilian labor force. ACCOMPLISHMENTS STATUS ON-GOING X X NO ACCOMPLISHMENTS The Agency's efforts to focus recruitment in areas of underrepresentation continues to improve in some organizations as operating component's work with Agency recruitment specialists, minority professional organizations and minority academic institutions. A replacement system to the EPAYS automated personnel data system referred to as EEOMAS has been recommended for procurement. The EEOMAS will provide work force statistics on all EPA employees. This data will be made available to senior level officials so that they will be aware of the status of underrepresented employees as they strive to advance to higher grades and professional occupations. The Agency continues to support and encourage minorities and women to participate in programs that enhance their credentials and eligibility for promotion to higher grades. There is careful monitoring of the "feeder groups" that supply candidates for positions in grades 13-15, where significant levels of underrepresentation remain. EEOC Form 568 (8/87) 43 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPUSHMENT OF OBJECTIVES PROGRAM ELEMENT: RECRUITMENT AND HIRING OBJECTIVES: To expand the EPA's relationships/partnerships among MAIs to develop cooperative ventures that would benefit both the EPA and MAIs. To gain support for both undergraduate and graduate students and programs in science and engineering fields relevant to the environment. To establish a formal National Research Scholars Program in environmental sciences which focuses on minority academic institutions. To expand the current National Urban/Rural Fellows Program (NURF) and establish a 2-year Environmental Science Management Fellowships (ESMF) Program based on the NURF model. To increase the availability of qualified minority and non- minority women scientists and engineers. To bring together students and faculty members who are trained in various specific disciplines to interact in the examination of environmental issues and problems which would help to expand the research and teaching capabilities at MAIs and attract pre-doctoral students or post-doctoral ellows. To foster a proactive and positive relationship among Agency components and MAIs. ACCOMPLISHMENTS STATUS YES PARTIAL X X X X X X X NO ACCOMPLISHMENTS EDUCATION: A new two-year Environmental Science Management Training Program was initiated by the National Urban Fellows Program at Tufts University. This program offers mid-career professionals an opportunity to earn a masters degree in environmental science management and to gain work experience at EPA With EPA financial support, eight participants are currently enrolled in this program which started its second year in September 1992. During FY 1993, the program graduated 8 fellows; in FY 1994 7 were added and will begin their mentorship in August 1994. EEOC Form 568 (8/87) 44 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENT OF OBJECTIVES EDUCATION: A fellowship and scholarship program was established to provide long-term financial and mentoring support to students in undergraduate and graduate environmental programs. During FY 1992, 20 graduate fellowships and 18 undergraduate scholarships were awarded to students at 18 minority academic institutions. The program will continue throughout FY 1993 and FY 1994. EMPLOYMENT: Recognizing that an effective recruitment strategy is essential, the EPA Minority Academic Institution (MAI) Task Force recommended that EPA establish college relations programs on several HBCU and HACU campuses. Senior EPA officials are now serving as Campus Executives, coordinating recruitment activities, and fostering linkages between these adopted institutions and EPA. The MAI Task Force established the Coop-Progression Program to build technical knowledge and support not only for students, but for MAI faculty and mid-career minority professionals as well. The program was piloted in 1991 and expanded during FY 1992 to include EPA's laboratories and regional offices. The Coop- Progression program recruits 10th and 11th grade minority students to be employed part-time at EPA. On their graduation from high school, EPA pays up to $5,000 a year college tuition and employs the students coops during undergraduate and graduate training. In addition, EPA's Office of Research and Development (ORD) and some Regions have independently reached out to local MAIs to strengthen the relationship between EPA and the local institutions by establishing programs in environmental education. During FY 1992,10 programs were established across the ORD laboratories to provide cooperative education to Black, Hispanic, Native American, and Native Alaskan students. RESEARCH AND DEVELOPMENT: Through the efforts of the MAI Task Force, three new Minority Academic Institution Research Centers were established at Clark Atlanta University at Atlanta, Southern University in Baton Rouge, and the University of Texas at El Paso. The purpose of these centers is to build the research capacities at minority institutions. The MAI Task Force found that past funding levels for research assistance at MAIs had not been adequate to build research activities in environmental areas, to develop curricula in sciences and engineering, or to encourage faculty participation in these fields. The FY 1992 funding for these three centers was $3 million. Budget constraints may prevent this program from increasing. Faculty from MAIs were encouraged to participate in EPA's Faculty Fellows Program, where they may spend 4-6 months in research facilities working on priority environmental PART A, Subpart B (Agency-wide). projects. The objective is for faculty, enriched by this experience, to return to their home institutions to continue relevant research and to mentor and encourage students in environmental studies. This program accommodates 15 to 20 faculty from Historically Black Colleges/Universities (HBCU) each year. MANAGEMENT ACCOUNTABILITY/INSTITUTIONAL ISSUES: In order to foster greater support for the objectives of Executive Orders 12677 and 12729, the Management Accountability and Institutional Issues Subcommittee, of the EPA's MAI Task Force developed a directory for managers which lists all of the program activities the EPA is engaged in with MAIs - research grants, cooperative education agreements, intergovernmental personnel act agreements, fellowships, equipment donations or transfers, training grants, faculty internships, student internships, and education. The directory is currently in the progress of being updated. New copies may be available by January 1995. EEOC Form 568 (8/87) 45 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENTS OF OBJECTIVES PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: Unnecessary education restrictions tend to limit development of the applicant pool, screening out qualified minorities and women for supervisory and pre-supervisory positions. The barriers to eliminating this practice or lessen its effects are due to long-held views on what constitutes "necessary" credentials for certain Federal positions. OBJECTIVE: To increase the selection rate for minorities and women in supervisory positions and in mid- level positions that feed them. ACTION ITEMS ACCOMPLISHMENTS STATUS Review proposed announcements of vacant supervisory positrons to determine where multiple series listing, including the Environmental Protection Specialist (EPS) series, could be used to obtain qualified candidates rather that limiting applicants to one or two professional job series. Review staffing requirements for Agency ;omponents where substantial hiring is planned to determine whether restructuring of professional obs at the mid-level would permit the creation of EPS and other administrative or technical positions. Develop selection data to provide basis for nonitoring. EPA require that GS-13 and above vacancy announcements be advertised nationally and open for not less than 30 calendar days. Vacancy announcements were distributed to community groups, employment agencies and posted on official bulletin boards throughout the Agency. While development of an applicant tracking system was abandoned, as previously reported, the Agency has developed a system to track the race, sex, etc., of selectees for supervisory positions. Some Agency components have restructured mid- evel professional positions to allow for the establishment of entry level skills. Selection patterns are monitored to determine where additional emphasis needs to be placed. Monitor selection patterns to assess whether to spening up qualification requirements results in ligher rate of selection for minorities and women. ACCOMPLISHMENTS The Office of Civil Rights' (OCR) Affirmative Employment and Special Emphasis staff developed and implemented procedures to disseminate information on supervisory opportunities in EPA to interested individuals and professional organizations whose members possess the required expertise. The OCR and the Office of Human Resources periodically reviews assessment data on the number of minority and women hired for supervisory and managerial positions and publish Agency-wide reports. The OCR National Special Emphasis Program Managers and Councils are actively working with managers and employees to increase the number of minority and women supervisors by removing inappropriate employment barriers. Members of the OCR staff routinely serve on selection panels or provide advice to selecting officials on questions of workforce diversity and affirmative employment. EEOC Form 568 (8/87) 46 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENTS OF OBJECTIVES PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: There is a manifest imbalance and, in some cases, conspicuous absence of minorities and women in upper grade levels and in supervisory positions. OBJECTIVE: To increase the representation of minorities and women in upper grade levels and supervisory/managerial positions, to at least their percent of representation in EPA's workforce and ultimately to their percent of availability within the civilian labor force. ACTION ITEMS: Conduct targeted projects to recruit members of groups that remain underrepresented. Hire minorities and non-minority women in EPA components where their representation is below the CLF. Train and promote EEO group members who have the potential for advancement. ACCOMPLISHMENTS STATUS YES X PARTIAL X NO ACCOMPLISHMENTS Total Quality Management (TQM) practices identified effective communications between managers and employees as an essential element in highly effective organizations. The EPA has developed and/or participates in a variety of leadership development programs such as the OPM sponsored Women's Executive Leadership (WEL) Program, and EPA's Greater Leadership Opportunities (GLO) Program which are designed to prepare minorities and women for leadership positions. The EPA created a program known as Goal Setters Reaching for Opportunities (GRO) for employees in grades ranging from GS-4 to GS-10. Additionally, special workshops are held during special observance weeks/months to help increase managers' awareness of the skills and capabilities of minorities and women. Minorities and women in supervisory/managerial positions are featured in employee and management publications. EEOC Form 568 (8/87) 47 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENTS OF OBJECTIVES PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: Present recruitment efforts are not producing a sufficient number of targeted group applicants for specific occupational categories and higher grade levels (GS 13-15) where underrepresentation exists. Further, although the number of qualified targeted group candidates is steadily increasing, targeted group members are not being selected at an acceptable rate. OBJECTIVE: A recruitment program which produces a sufficient number of qualified targeted group candidates for consideration and a staff of selecting officials who make it a priority to select targeted group members for occupational categories and grade levels where underrepresentation exists. ACTION ITEMS: Develop and implement an Agency-wide recruiting program designed to reach and attract minorities and non-minority women for occupational categories where targeted groups are underrepresented, particularly at grade levels 13 and above in the EPA's major occupational categories(l). Achieve the AEP goals identified in this Plan. ACCOMPLISHMENTS STATUS YES PARTIAL X X NO ACCOMPLISHMENTS EPA's efforts to increase the number of minorities and women in occupational categories and grade levels where underrepresentation exists have focused on targeted recruitment and in developing the skills, knowledge and abilities of its employees. To reach qualified applicants for targeted occupations, the EPA has engaged in a variety of initiatives such as advertising vacancies for targeted occupations in publications having a significant minority and women readership. Further, EPA asks community organizations interested in employment issues affecting minorities and women, for help locating qualified candidates for employment consideration. EEOC Form 568 (8/87) 48 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENTS OF OBJECTIVES PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: Current recruitment efforts are not yielding sufficient gains in the hiring of minorities and non-minority women. OBJECTIVE: Recruitment actions which result in the selection of minorities and non-minority women at a progressive rate particularly in those occupational categories and grade levels where these targeted groups remain underrepresented. ACTION ITEMS: Appoint recruiting teams made up of senior managers with full hiring authority. Provide training to recruitment team members regarding recruitment responsibilities, interviewing techniques, reporting requirements, etc. Develop an Agency-wide recruiting plan that assesses budget needs, targeted positions, recruitment events, etc. Achieve the affirmative employment program goals identified in the Plan. Prepare an FY 1992 AEP Accomplishment Report and FY 1993 AEP Plan Update according to instructions provided by the OCR and provide reports within the specified time frame. ACCOMPLISHMENTS STATUS YES PARTIAL X X X X NO X ACCOMPLISHMENTS The EPA is engaged in a wide variety of activities to enhance the employment as well as the advancement of minorities and non-minority women in the Agency - to highlight some of the major accomplishments...implementation of an SES Minority Recruitment Plan; the establishment of a requirement that all GS/GM 13 and above vacancy announcements be advertised nationally and be open for not less than 30 days; the development and implemented of a 5-Year Strategic Marketing Plan tailored to meet the professional recruitment needs of the Agency and expand the diversity of its workforce; the EPA's increased involvement in, and contributions to, Minority Academic Institutions; and the preparation and publication of a nnrnprehcmsive Recruitment Resources Guide to assist managers in targeting specific minority populations in colleges, universities, and professional organizations. EEOC Form 568 (8/87) 49 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENTS OF OBJECTIVES PROGRAM ELEMENT: PROGRAM EVALUATION PROBLEM/BARRIER STATEMENT: There is a need for a range of specific workforce data that is not currently retrievable through existing systems. The impediment to the development of the automated programs as a "single step" is the lack of sufficient funds to support program design and develop. Therefore, programs must be designed/developed in stages over a 3-5 fiscal year period. OBJECTIVE: To provide management with adequate data to monitor and evaluate the Affirmative Employment Program as a basis for improving the representation of minorities and women. ACTION ITEMS: Train HQ/Regional in the use of existing and new data systems. ACCOMPLISHMENTS STATUS YES X ACCOMPLISHMENT The training provided an opportunity for participants to gain a working knowledge of the EEO/Affirmative Employment Program and the data systems used in monitoring and evaluating the progress of the AEP. ACCOMPLISHMENTS A Memorandum of Understanding between the OCR and the Administrative Systems Division specifically outlines the framework upon which the Agency's Equal Employment Opportunity Reporting System (EERS) will be developed, implemented, managed and maintained was issued. To enable management officials to have computer generated access to workforce data pinpointing areas needing affirmative action initiatives, the OCR has selected the Equal Employment Opportunity Monitoring and Analysis System (EEOMAS). The EEOMAS is a computer based system which will provide the EEO staff ready and easy access to required work force profile statistical data on demand versus the time used to access the present system. The EEOMAS provides for the automated production of a significant portion of the AEP in accordance with EEOC Management Directive 714, the implementing document for the AEP. The EEOMAS will be procured and implemented by the end of FY 1995. EEOC Form 568 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENTS OF OBJECTIVES PROGRAM ELEMENT: PROGRAM EVALUATION PROBLEM/BARRIER STATEMENT: The full realm of each individual organizational component's Affirmative Employment Program initiatives are not being reviewed and the results of their efforts are not being considered in the performance evaluation process. OBJECTIVE: A comprehensive and consistent formal process through which Affirmative Employment Program initiatives are reviewed, specific results assessed, and used in evaluating the performance of management officials. ACTION ITEMS: 'rovide copies of the Office of Civil Rights (AEP) Checklist to the Administrator, Deputy Administrator, and Senior Management Officials. Use the OCR Checklist, among other things, to review, assess and evaluate the performance of management officials. Use the OCR Checklist, among other things, to review, assess and evaluate the effectiveness of Agency component programs. ACCOMPLISHMENTS STATUS YES PARTIAL X NO X X ACCOMPLISHMENTS The OCR Checklist was developed to assess the full realm of Civil Rights program activities. The checklist was developed by a team of subject matter experts and coordinated with all EPA components. During FY 1994, some EEO Officers used the checklist as a self-assessment tool. The checklist's components have been incorporated into an Equal Employment Opportunity Program Assessment Manual which will be provided to all officials for their information during FY 1995. EEOC Form 568 (8/87) 51 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENTS OF OBJECTIVES PROGRAM ELEMENT: PROGRAM EVALUATION PROBLEM/BARRIER STATEMENT: There is a need for a range of specific workforce data that is not currently retrievable through existing systems. The impediment to the development of the automated programs as a "single step" is the lack of sufficient funds to support program design and develop. Therefore, programs must be designed/developed in stages over a 3-5 fiscal year period. OBJECTIVE: To provide management with adequate data to monitor and evaluate the Affirmative Employment Program as a basis for improving the representation of minorities and women. ACTION ITEMS: Train HQ/Regional in the use of existing and new data systems. ACCOMPLISHMENTS STATUS YES X ACCOMPLISHMENT The training provided an opportunity for participants to gain a working knowledge of the EEO/Affirmative Employment Program and the data systems used in monitoring and evaluating the progress of the AEP. ACCOMPLISHMENTS The Memorandum of Understanding between the OCR and the Administrative Systems Division, specifically outlines the framework upon which the Agency's Equal Employment Opportunity Reporting System (EERS) will be developed, implemented, managed and maintained. The second tier of automation continued in FY 1994. To enable management officials to have computer generated access to workforce data which specifically pinpoints areas needing affirmative action initiatives, the OCR has selected the Equal Employment Opportunity Monitoring and Analysis System (EEOMAS). The EEOMAS will be implemented by the end of FY 1995. EEOC Form 568 (8/87) 52 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPUSHMENTS OF OBJECTIVES PROGRAM ELEMENT: PROGRAM EVALUATION PROBLEM/BARRIER STATEMENT: The full realm of each individual organizational components' Affirmative Employment Program initiatives are not being reviewed and the results of their efforts are not being considered in the performance evaluation process. OBJECTIVE: A comprehensive and consistent formal process through which Affirmative Employment Program initiatives are reviewed, specific results assessed, and used in evaluating the performance of management officials. ACTION ITEMS: Provide copies of the Affirmative Employment Program Checklist to the Administrator, Deputy Administrator and Senior Management Officials. Use the Affirmative Employment Program Checklist, among other things, to review, assess and evaluate the performance of management officials. Use the Affirmative Employment Program Checklist, among other things, to review, assess and evaluate the effectiveness of Agency component programs. ACCOMPLISHMENTS STATUS YES PARTIAL X NO X X ACCOMPLISHMENTS The OCR Checklist was developed to assess the full realm of Civil Rights program activities. The checklist was developed by a team of subject matter experts. The checklist was coordinated with all EPA components. During FY 1994, some EEO Officers used the Checklist as a self-assessment tool. However, during FY 1995, the components of the checklist were incorporated into the OCR Equal Employment Opportunity Regional Assessment Manual. Therefore, the Checklist will no longer be used independently as a management tool to provide information to senior level officials. This manual will be provided to all level officials for their information and will be used by OCR staff to conduct regional assessments. EEOC Form 568 (8/87) 53 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 WORK FORCE PROFILE AND ANALYSIS REPORT ON OBJECTIVES AND ACTION ITEMS PROBLEM/BARRIER IDENTIFICATION NOTEWORTHY ACTIVITIES/INITIATIVES WORK FORCE STATISTICAL CHARTS Name of Organization: Environmental Protection Agency Address of Organization: 401 M Street, SW Washington, DC 20460 Organization Level: HEADQUARTERS Number of Employees Covered By Plan: 6,195 TOTAL 2210 PROFESSIONAL 3219 ADMINISTRATIVE 114 TECHNICAL 652 CLERICAL 0 OTHER Name of Contact Person/Person Preparing Form: Sharon Holmes TELEPHONE NUMBER: (202) 260-2566 Name/Title of Principal EEO Official: Dan J. Rondeau Director, Office of Civil Rights Signature'of Principal EEO Official DATE: Certify that this report is in compliance with EEOC-MD-714. Name/Title of Head of Organization CAROL M. BROWNER ADMNiSTRATO Signature of Head of ^Organization DATE: Certify that this report is in compliance with EEOC-MD-714. EEOC Form 566 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 WORK FORCE PROFILE AND ANALYSIS This report contains the Headquarters accomplishments in hiring, promoting, and developing minorities and women during the past fiscal year. The work force profiles in this section depicts the distribution of EPA's permanent full-time and part-time employees in General Schedule (GS) and Senior Executive Service (SES) positions by race, national origin, and gender. The data is organized to show the total EPA population (all Professional, Administrative, Technical, Clerical, and Other - referred to as PATCO categories) as well as the populations that make up the Agency's professional and administrative staff. These two occupational categories represent 85% of the Agency's work force. The data is also arranged by specific grade groups, as follows: GS 1-4, 5-8, 9-12,13, 14, 15, and SES. Data pertaining to the EPA's major occupational categories is also included and shows the percent of distribution of all groups (minorities and non-minorities) for fiscal year 1994. We based our Agency-wide work force computations and subsequent analysis on comparisons with the National Civilian Labor Force data from the 1990 Census. We used the National Professional Civilian Labor Force data to analyze our professional occupational groups. Likewise, we used the National Administrative Civilian Labor Force data to analyze our administrative occupational group. This section also contains a profile of planned versus actual accomplishments for minorities and women. SUMMARY ANALYSIS In FY 1993, EPA's full-time and part-time Headquarters population was 6,133. By the close of FY 1994, the total population was 6,195, a net increase of 62 employees. Most of the Headquarters work force were assigned to Professional and Administrative positions. PROFESSIONAL PATCO: The total number of employees in the professional category increased by 22 in FY 1993 going from 2,188 to 2210 in FY 1994; the number of minorities and women also increased by 32, from 952 in FY 1993 to 980 in FY 1994. In FY 1994, 35.6% of the EPA work force held professional positions. White men occupied 55.6% of the professional positions. Minorities and Women represented 44.4% of the professional staff. Women occupied 34.2% of these positions with white women occupying 26%, black women 5%, Hispanic women 1.2%, Asian women 2.3% and Native American women with .1 % of the positions. Minority men only occupied 10% of the professional positions. Black men represented 4.3%, Hispanic men 2% and Asian men 4.1%. There were no Native American men in the professional work force. EEOC Form 568 (8/87) 54 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 MAJOR OCCUPATIONAL SERIES: White men occupied more than 50% of the biologist, environmental engineering, attorney, physical engineering, chemist and geologists positions; they also held more than 30% of the accounting, auditor, and chemical engineering positions. Minorities and women represented more than 60% of the EPA work force in positions as auditors, accountants and chemical engineers. In the attorney, chemist and biology professions, minorities and women held more than 45% of the positions; they only held about 30% of the environmental engineering and geologists positions. ADMINISTRATIVE PATCO: The total number of employees in the administrative category increased by 81, from 3,138 in FY 1993 to 3,219 in FY 1994; the number of women and minorities also increased by 79 from 1,906 in FY 1993 to 1,985 in FY 1994. In FY 1994, 51.9% of the EPA work force held administrative positions. White men occupied 38.3% of the administrative positions. Minorities and women represented 61.7% of the administrative staff. Women occupied 54.9% of these positions with white women occupying 35.1%, black women 17.5%, Hispanic and Asian women both at 1.1% and Native American women with .1% of the positions. Minority men only occupied 7% of these positions. Black men represented 4.5%, Hispanic men 1.4%, Asian men 1% and Native American men were .1% of the administrative work force. MAJOR OCCUPATIONAL SERIES: White men occupied more than 65.7% of the Program Manager positions in the administrative series. White men also held 42% of the environmental specialists positions and at least 30% of the administrative, management analyst and contract specialists positions. Minorities and women represented more than 60% of the EPA work force in positions as environmental specialists, administrative, management analysts and contract specialists; however, they only held 35% of the program manager positions. TECHNICAL The total number of technical employees increased by 1, from 113 in FY 1993 to 114 in FY 1994. In FY 1994, only 1.8% of the total EPA work force held technical positions. White men held 12.3% of the technical positions. Minorities and women represented 87.7% of the work force. Women occupied 82% of these positions with white women assigned to 15.8% and black women 65.8%. There were no Hispanic, Asian or Native American women assigned to any technical positions. Black men represented 5.3% of these positions and were the only minority males assigned to technical positions. There were no Hispanic, Asian or Native American men in technical positions. EEOC Form 568 (8/87) 55 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 CLERICAL The total number of clerical employees decreased by 42, from 694 in FY 1993 lo 652 in FY 1994. In FY 1994, only 11% of the total EPA workforce held clerical positions. White men only|ield 3% of the clerical positions. Minorities and women represented 97% of the work force. White women held 19.2% of these positions while black women represented 73% of the clerical work force. Hispanic, Asian and Native American women only represented 1 % of the work force assigned to clerical positions. Minority men occupied 4.2% of these positions with black men assigned to 4% of the positions. All EEO groups held clerical positions except Hispanic and Native American men. OTHER There were no employees classified as other in FY 1994. EEOC Form 568 (8/87) 56 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 UNDERREPRESENTATION OF EEO GROUPS BY PATCO AND CLF PROFESSIONAL White women Hispanic men Hispanic women Native American men Native American women ADMINISTRATIVE White women Hispanic men Hispanic women Asian men Asian women Native American men Native American women TECHNICAL White women Hispanic men Hispanic women Asian men Asian women Native American men Native American women EEOC Form 568 (8/87) 57 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 UNDERREPRESENTATION OF EEO GROUPS BY MAJOR OCCUPATIONS AND CLF BIOLOGISTS ACCOUNTANTS Black men Black women Hispanic men White women Black men Black women Hispanic men AUDITORS White women Hispanic men Hispanic women Asian men Asian women ENV. ENGINEERS White women Hispanic men GEOLOGISTS ATTORNEYS White women Black men Black women Hispanic men Hispanic women Asian men Asian women Black men Black women Hispanic men Hispanic women Asian men Asian women Native American men Native American women PHYSICAL SCIENTISTS White women Black women Hispanic men Hispanic women Asian men Asian women CHEMISTS White women Black men Black women CHEM. ENGINEERS Black women EEOC Form 568 (8/87) 58 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 REPRESENTATION OF EEO GROUPS BY GRADE GROUPINGS Grade groupings GS 1-4, GS 5-8, GS 9-12, GS-13, GS-14, GS-15 and SES were evaluated to determine the status of EEO groups at EPA. GS 1-4: All EEO groups were represented in this category except Hispanic men, Asian women and Native American men and women. White men occupied 17.1% of these positions. Minorities and women employees represented 82.9% of this grade grouping. Women occupied 63.4% of all these positions with white women assigned to 24.4%, black women holding 36.6% and Hispanic women representing 2.4% of the work force. Asian and Native American (2) women were not represented in this grade grouping. Minority men occupied 82.9% of these grades. Black men represented 17.1% of the population and Asian men held 2.4% of the grades. There were no Hispanic or Native American men in these grades. GS 5-8: All EEO groups were represented in this category except Native American men and women. White men occupied 5% of these positions. Minorities and women represented 95% of the employees in this grade grouping. Women occupied 89.4% of all positions with white women assigned to 18.6% and black women 70%. Hispanic and Asian women both represented .4% of the work force; there were no Native American women assigned to these grades. Minority men occupied 5% of these grades. Black men represented 4.3%, Hispanic men .3% and Asian men represented .4%. There were no Native American men in this grade grouping. GS 9-12: All EEO groups were represented in this category except Native American men. White men occupied 25.7% of these positions. Minorities and women represented 74.3% of the employees in this grade grouping. Women occupied 66.5% of all positions with white women with 29.2% of the positions. Black women held 33.1% with Hispanic and Asian women both at 1.9% of the population in this grade grouping. Native American women only held .4% of these positions. Minority men held only 7.9% of these grades. Black men represented 5%, Hispanic men 1.7% and Asian men held 1.3% of the positions. There were no Native American men assigned to any of these grades. force. GS-13: All EEO groups were represented in this category. White men occupied 40.5% of these positions. Minorities and women represented 459.5% of the employees in this grade group. Women occupied 49.7% of all positions with White women assigned to 34.9%, black women 11.4%, Hispanic women 1.3, Asian women 2.1% and Native American representing .05% of the work force at the GS-13 grade level. Minority men only held 9.5% of the GS-13 positions. Black men represented 5.4%, Hispanic men 1.4%, Asian men 3% and Native American men constituted .05% of the work force. GS-14: All groups were represented in this category except Native American men. White men occupied 52.9% of these positions. Minorities and women represented 47.1% of the employees in this grade group. Women occupied 40% of all positions with white women assigned to 32.6% of the positions. Black women represented 5.5% of the population, Hispanic women .8% and Asian women at 1.1 with no Native American woman at the GS-14 grade level. Minority men only held 6.8% of the GS-14 positions. Black men EEOC Form 568 (8/87) 59 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1994 represented 3.2% of the population, Hispanic men 1.2%, Asian men 2.4% and only no Native American were assigned to the GS-14 grade. GS-15: All groups were represented in this category except Native American women. White men occupied 63.7% of these positions. Minorities and women represented 36.3% of the employees in this grade group. Women occupied 29.8% of all positions with white women assigned to 26.3% of the positions. Black women represented 2.3% of the population, Hispanic women 1.7% and Asian women held .8% of the GS-15 positions. There were no Native American women at this grade. Minority men only held 6.4% of the GS-15 positions. Black men represented 3% of the population, Hispanic and Asian men both held 1.7% and there was only one (1) Native American man at the GS-15. SES: All groups are represented in this category except, Hispanic, Asian and Native American women. White men occupied 75% of all executive positions. Minorities and women represented 30% of the EPA executive ranks. Women occupied 25% of the positions with White women holding 24% of the positions. Black women only held three (3) or 1% of the executive positions. EPA has no Hispanic, Asian or Native American women in the executive ranks. Black men (9) represented 3.2% of the executives. Hispanic men (2) represent 2% with only one (1) Asian and one (1) Native American man assigned to the executive ranks. COMPARISON OF DIVERSITY OF THE EPA AGENCY-WIDE WORK FORCE AND CIVILIAN LABOR FORCE DIVERSITY OF % OF EPA WORK FORCE % OF NATIONAL OF EPA WORK FORCE CIVILIAN LABOR FORCE White Male 42.7 42.6 White Female 31.4 35.3 Black Male 3.8 4.9 Black Female 14.1 5-4 Hispanic Male 1 -8 4-8 Hispanic Female 2.1 3.3 Asian Male 2.0 1-5 Asian Female 1-8 ^ Native American Male 0.1 °-3 Native American Female 0.2 °-3 EEOC Form 568 (8/87) 60 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - ORGANIZATION AND RESOURCES PROBLEM/BARRIER STATEMENT: Collateral-duty managers need to be identified to help the Area Directors for Civil Rights carry out their responsibility for the black, Hispanic, Asian, American Indian, and Federal Women's special emphasis programs. OBJECTIVES: To accomplish certain short-term measures addressing the appointment of Special Emphasis Program (SEP) managers for each Headquarters organization planning and reporting unit, prepare position papers and plans for program expenditures, and assign program responsibility to Deputy Assistants and their counterparts. ACTION ITEMS: Identify employees in each of the laboratory locations to serve as collateral-duty SEP managers. Provide technical guidance and instruction to SEP managers on civil rights and EEO program goals and objectives. RESPONSIBLE OFFICIAL(S) OCR Area Directors OCR Area Directors National EEO/SEP Managers TARGET DATE(S) Bi-annually Annually EEOC Form 568 (8/87) 61 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: Program officials who make personnel decisions regarding hiring, promotions, training, and recognition are not assuming responsibility for achieving positive results in affirmative employment. OBJECTIVE: To increase commitment and accountability of program/hiring officials throughout the Agency for improving the representation of minorities and women. ACTION ITEMS: Issue affirmative action policy, specific goals and program objectives for Agency, Headquarters, Office, Division and Branch levels. (SEE NOTE BELOW) Institute policy and mechanisms for assuring that hiring officials actively recruit and consider minorities and women before making selections. Include managers' progress in meeting specific affirmative employment goals and objectives when evaluating their performance against their critical performance elements. RESPONSIBLE OFFICIAL(S) Assistant Administrators General Counsel Inspector General Regional Administrators Office of Administration and Resources Management Office of Civil Rights All Supervisors Design, develop, and offer affirmative Office of Human Resources employment resources training through the Management EPA Institute. Office of Civil Rights Develop policy recommendation on requirement for all supervisors to receive a minimum amount of EEO training annually. Provide guidance to hiring officials relative to developing recruitment mechanisms for minorities and women. Office of Civil Rights THIS ACTION ITEM DROPPED SINCE IT WAS ACCOMPLISHED THROUGH HUMAN RESOURCE OFFICERS, HUMAN RESOURCE COUNCIL, CIVIL RIGHTS WORK GROUP, EEO OFFICERS, AND SPECIAL EMPHASIS PROGRAM MANAGERS AND COUNCILS. TARGET DATE(S) December 1995 December 1995 Annually, October 31st Sept 30, 1995 Dec 31, 1995 EEOC Form 568 (8/87) 62 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: EPA headquarters organizations have been moderately successful in recruiting applicants from groups which evidence a manifest imbalance. Minorities are either conspicuously absent or manifestly imbalanced in the principal professional and administrative series. OBJECTIVE: To enlarge the applicant pool of qualified candidates identified as conspicuously absent from, or manifestly imbalanced in, the EPA Professional and Administrative categories with particular focus on the employment of blacks, Hispanics, Asians, and Native Americans. ACTION ITEMS: Identify black, Hispanic, Asian, and Native American applicants and employees for consideration for selection to professional and administrative positions. Meet with senior level Agency officials to inform them of work force profile statistics and areas of under-representation. RESPONSIBLE OFFICIAL(S) OCR EEO Managers Managers/Supervisors OCR EEO Managers Collateral-duty EEO/SEP staff TARGET DATE(S) Ongoing Ongoing EEOC Form 568 (8/87) 63 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - EMPLOYEE DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: The misperception by some managers that minorities and non-minority women are not qualified for supervisory positions and the inability of some employees to relate well to persons of a different race, ethnicity, or gender. OBJECTIVE: To create a work place where all employees value staff diversity and there is true equal employment opportunity for all to advance to their maximum potential. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) Monitor equal opportunity complaints and Office of Civil Rights events to determine training needs. Office of Human Resources (Management Continue to provide training on various aspects of EEO law and cultural diversity that will assure that staff, especially managers and supervisors, understand and support the Agency's responsibilities under EEO law and appropriately manage and value the diversity of individuals. Office of Human Resources Management (Lead) Office of Civil Rights (Technical advice/guidance, assistance) AAs (Program support) Managers and supervisors (Training participation) TARGET DATE(S) Annually Annually EEOC Form 568 (8/87) 64 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT - EMPLOYEE DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: Career development opportunities for secretarial and clerical staff, who happen to be predominantly black/African-American women, are limited and/or non-existent in many of the Headquarters organizations. Furthermore, managers are not trained to take advantage of the growth potential of their support staff. OBJECTIVE: To create a wide range of career development opportunities for secretarial and clerical support employees and encourage their participation in career development programs. ACTION ITEMS: RESPONSIBLE OFFICIAL(S) r- b ARGET DATE(S) Restructure jobs to provide entry-level developmental opportunities for minorities and women. Assistant Administrators (Aas) Regional Administrators (RAs) Laboratory Directors Supervisors/Managers Annually Provide support staff with rotational assignments to non-support positions. Assistant Administrators (Aas) Regional Administrators (Ras) Laboratory Directors Supervisors/Managers Annually Provide financial support for secretaries to enroll in the Certified Professional Secretaries Program and Goalsetters Reaching for Opportunities (GRO) Program. Assistant Administrators (Aas) Regional Administrators (Ras) Laboratory Directors Supervisors/Managers Annually Utilize the EPA Administrative Support Career Management System (ASCMS) to enhance the Agency's ability to attract, develop, and retain the highest quality support staff. Assistant Administrators (Aas) Regional Administrators (Ras) Laboratory Directors Supervisors/Managers Annually EEOC Form 568 (8/87) 65 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS NOTEWORTHY ACTIVITIES/INITIATIVES HEADQUARTERS LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES. Streamlining and Reinvention The EPA Headquarters organizations also engaged in streamlining and reinvention initiatives during the reporting period. The goal for this reinvention effort was to reorganize and consolidate the Agency's program and responsibilities to be the best Federal organization devoted to protect human health and the environment. One of the major reinvention initiatives involved the reorganization and consolidation of the EPA enforcement programs to create a new strategic enforcement and compliance assurance organization. The intent of the reinvention of the Office of Enforcement and Compliance Assurance (OECA) was to address non complying sectors more effectively, encourage comprehensive approaches to enforcement and compliance, and develop sector expertise to improve performance in all aspects of enforcement. Incorporated into the OECA reinvention was the development of an affirmative employment plan which will be used by senior management to guide all recruitment and hiring strategies. OECA's senior leaders intend to use the successful efforts implemented by the Director, Office of Criminal Enforcement, who created a diverse work force of criminal investigators. The Director received the Agency's Suzanne B. Olive Equal Opportunity Award in 1995. Merit Promotions and Entry-Level Hiring Some Headquarters organizations initiated activities regarding merit promotions and entry-level recruitment and hiring. The Office of Inspector General (OIG) designed and implemented a program for systematically reviewing merit promotion cases to ensure adequate representation of minorities and women. Relations with Academic Institutions Several Headquarters organizations either established or strengthened ties with academic institutions with large numbers of women and minority students. For instance, the OIG established relations with several such institutions: two historically black colleges and one Hispanic-serving institution, for recruiting purposes: Saint Augustine College, in Raleigh, NC; Bowie State University, in Bowie, MD; and Florida International University, in Miami, FL It also established a cooperative agreement with Marymount University in Northern Virginia. Most of these efforts are meant to attract targeted groups not only for the OIG but for the entire Agency. The Office of Solid Waste and Emergency Response (OSWER) has EPA's first multi-dimensional college relations program. OSWER's long-term recruitment and educational outreach initiative in partnership with the University of Arizona includes a Cooperative Education Agreement. Through it, OSWER has hired and placed one Native American male and one Hispanic Female in HQ co-op positions, and placed 11 engineering students (among them five Hispanics, one Asian/Hispanic, and one Asian-Pacific American) as EEOC Form 568 (8/87) 66 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON OBJECTIVES AND ACTION ITEMS NOTEWORTHY ACTIVITIES/INITIATIVES HEADQUARTERS LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES. Relations with Academic Institutions interns. It also initiated a curriculum-enhancement project, in cooperation with the U.S. Navy. Through its participation in the Morgan State University summer intern program, OSWER hired two African-American student interns. In addition, OSWER has established a two-week National Superfund Teachers Institute at Morgan State University. The Office of Research and Development (ORD) has a strong outreach and academic institutions program designed to increase public awareness of environmental issues through academic and research grant opportunities. The ORD supports Minority Academic Institutions (MAIs) by encouraging minorities to seek undergraduate and graduate degrees in the fields of science and engineering. A significant amount of funding has been devoted to the following ORD programs: research/grant awards, undergraduate/graduate fellowships, cooperative training agreements, and Native American Research Apprenticeship programs. EEOC Form 568 (8/87) 67 ------- WORK FORCE STATISTICAL CHARTS ------- ACCOMPLISHMENTS BY PATCO CATEGORY (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR FY93# PROFESSIONAL % FY94# % % DIFFERENCE FY93# ADMINISTRATIVE % FY94# % % DIFFERENCE FY93 # TECHNICAL % FY94# % % DIFFERENCE FY93 # CLERICAL % FY94 # % % DIFFERENCE FY93# OTHER % FY94# % % DIFFERENCE TOTAL EMP 2188 100.0 2210 100.0 3138 100.0 3219 100.0 113 100.0 114 100.0 694 100.0 652 100.0 0 0.0 0 0.0 WHITE M 1236 56.5 1230 55.7 -0.8 1232 39.3 1234 38.3 -1.0 13 11.5 14 12.3 0.8 17 2.5 19 3.0 0.5 0 0.0 0 0.0 0.0 F 577 26.4 582 26.3 -0.1 1115 35.5 1128 35.0 -0.5 19 16.8 18 15.8 -1.0 127 18.3 125 19.2 0.9 0 0.0 0 0.0 0.0 BLACK M 89 4.1 94 4.3 0.2 137 4.4 146 4.5 0.1 6 5.3 6 5.3 0.0 28 4.0 26 4.0 0.0 0 0.0 0 0.0 0.0 F 95 4.3 102 4.6 0.3 519 16.5 562 17.5 1.0 74 65.5 75 65.8 0.3 514 74.1 474 72.7 1.4 0 0.0 0 0.0 0.0 HISPANIC M 32 1.5 35 1.6 0.1 39 1.2 46 1.4 0.2 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 F 26 1.2 26 1.2 0.0 33 1.1 35 1.1 0.0 0 0.0 0 0.0 0.0 5 0.7 5 0.8 0.1 0 0.0 0 0.0 0.0 ASIAN PACIFIC ISLANDER M 87 4.0 90 4.1 0.1 23 0.7 26 0.8 0.1 0 0.0 0 0.0 0.0 1 0.1 1 0.2 0.1 0 0.0 0 0.0 0.0 F 45 2.1 50 2.3 0.2 33 1.1 36 1.1 0.0 0 0.0 0 0.0 0.0 1 0.1 1 0.2 0.1 0 0.0 0 0.0 0.0 AMERICAN INDIAN ALASKAN NATIVE M 0 0.0 0 0.0 0.0 2 0.1 2 0.1 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 F 1 0.1 1 0.1 0.0 5 0.2 4 0.1 -0.1 0 0.0 0 0.0 0.0 1 0.1 1 0.1 0.0 0 0.0 0 0.0 0.0 ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL SERIES 511 FY93# AUDITOR % FY94 # % % DIFFERENCE SERIES 819 FY 93 # ENVIRONMENTAL % ENGINEER FY 94 # % % DIFFERENCE SERIES 893 FY 93 # CHEMICAL ENGINEER % FY94# % % DIFFERENCE SERIES 905 FY 93 # ATTORNEY % FY94# % % DIFFERENCE SERIES 11 02 FY93# CONTRACT % SPECIALIST FY 94 # | % DIFFERENCE TOTAL EMP 100 100.0 119 100.0 211 100.0 220 100.0 68 100.0 67 100.0 358 100.0 358 100.0 128 100.0 142 100.0 WHITE M 48.0 52 43.7 -4.3 142 67.3 143 65.0 -2.3 30 44.1 27 40.3 -3.8 186 52.0 186 52.0 0.00 46 35.9 44 31.0 -4.9 F 23 23.0 29 24.4 1.4 29 13.7 32 14.5 0.8 19 27.9 21 31.3 3.4 137 38.3 134 37.4 -0.9 43 33.6 51 35.9 2.3 BLACK M 12 12.0 14 11.8 -0.2 4 1.9 6 2.7 0.8 3 4.4 3 4.5 0.1 7 2.0 8 2.2 0.2 10 7.8 11 7.8 0.0 F 15 15.0 21 17.6 2.6 9 4.3 9 4.1 -0.2 2 2.9 2 3.0 0.1 10 2.8 9 2.5 -0.3 24 18.8 29 20.4 1.6 HISPANIC M 0 0.0 1 0.8 0.8 4 1.9 4 1.8 -0.1 3 4.4 3 4.5 0.1 4 1.1 5 1.4 0.3 2 1.6 2 1.4 -0.2 F 0 0.0 0.0 0.0 3 1.4 3 1.4 0.0 2 2.9 2 3.0 0.1 5 1.4 5 1.4 0.0 1 0.8 2 1.4 0.6 ASIAN PACIFIC ISLANDER M 1 1.0 0 0.0 1.0 16 7.6 18 8.2 0.6 7 10.3 7 10.5 0.2 5 1.4 7 2.0 0.6 0 0.0 1 0.7 0.7 F 1 1.0 2 .1.7 0.7 4 1.9 5 2.3 0.4 2 2.9 2 3.0 0.1 3 0.8 4 1.1 0.3 2 1.6 2 1.4 -0.2 AMERICAN INDIAN ALASKAN NATIVE M 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 F 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 1 0.3 0 0.0 -0.3 0 0.0 0 0.0 0.0 ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS (HEADQUARTERS) AS OF SEPTEMBER 3O, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL SERIES 1320 FY 93 # CHEMIST % FY94# % % DIFFERENCE SERIES 1350 FY 93 # GEOLOGIST % FY94# % % DIFFERENCE SERIES 510 FY 93 # ACCOUNTANT % FY94# % % DIFFERENCE TOTAL EMP 188 100.0 182 100.0 16 100.0 17 100.0 68 100.068 100.0 WHITE M 98 52.1 97 53.3 1.2 12 75.0 12 70.6 -4.4 28 41.2 25 36.8 -4.4 F 48 25.5 44 24.2 1.3 2 12.5 2 11.8 -0.7 15 22.1 15 22.1 0.0 BLACK M 6 3.2 6 3.3 0.1 1 6.32 11.8 5.5 3 4.4 6 8.8 4.4 F 6 3.2 6 3.3 0.1 1 6.3 1 5.9 -0.4 16 23.5 16 23.5 0.0 HISPANIC M 4 2.1 4 2.2 0.1 0 0.0 0 0.0 0.0 2 2.9 2 2.9 0.0 F 3 1.6 3 1.7 0.1 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 ASIAN PACIFIC ISLANDER M 12 6.4 11 6.0 -0.4 0 0.0 0 0.0 0.0 1 1.5 1 1.5 0.0 F 11 5.9 11 6.0 0.1 0 0.0 0 0.0 0.0 3 4.4 3 4.4 0.0 AMERICAN INDIAN ALASKAN NATIVE M 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 F 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR ADMINISTRATIVE SERIES 028 FY 93 # ENVIRONMENTAL % SPECIALIST FY 94 # % % DIFFERENCE SERIES 301 FY 93 # ADMINISTRATIVE % FY94# % % DIFFERENCE SERIES 340 FY 93 # PROGRAM MANAGER % FY94# % % DIFFERENCE SERIES 343 FY 93 # MANAGEMENT % ANALYST FY 94 # % % DIFFERENCE SERIES 401 FY 93 # BIOLOGIST % FY94# % % DIFFERENCE TOTAL EMP 907 100.0 890 100.0 425 100.0 435 100.0 91 100.0 102 100.0 862 100.0 895 100.0 255 100.0 244 100.0 WHITE M 378 41.7 372 41.8 0.1 162 38.1 155 35.6 -2.5 60 65.9 67 65.7 -0.2 281 32.6 281 31.4 -1.2 139 54.5 132 54.1 -0.4 F 397 43.8 380 42.7 -1.1 140 32.9 148 34.0 1.1 24 26.4 29 28.4 2.0 341 39.6 351 39.2 -0.4 72 28.2 70 28.7 0.5 BLACK M 23 2.5 23 2.6 0.1 15 3.5 19 4.4 0.9 5 5.5 4 3.9 -1.6 27 3.1 31 3.5 0.4 14 5.5 12 4.9 -0.6 F 69 7.6 71 8.0 0.4 88 20.7 93 21.4 0.7 1 1.1 1 1.0 -0.1 170 19.7 189 21.1 1.4 11 4.3 11 4.5 0.2 HISPANIC M 10 1.1 11 1.2 0.1 6 1.4 7 1.6 0.2 1 1.1 1 1.0 -0.1 10 1.2 12 1.3 0.1 2 0.8 2 0.8 0.0 F 7 0.8 10 1.1 0.3 4 0.9 5 1.1 0.2 0 0.0 0 0.0 0.0 11 1.3 9 1.0 -0.3 4 1.6 4 1.6 0.0 ASIAN PACIFIC ISLANDER M 10 1.1 10 1.1 0.0 1 0.2 1 0.2 0.0 0 0.0 0 0.0 0.0 6 0.7 6 0.7 0.0 8 3.1 8 3.3 0.2 F 11 1.2 11 1.2 0.0 6 1.4 4 0.9 -0.5 0 0.0 0 0.0 0.0 15 1.7 15 1.7 0.0 5 2.0 5 2.0 0.0 AMERICAN INDIAN ALASKAN NATIVE M 1 0.1 1 0.1 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 1 0.1 1 0.1 0.0 0 0.0 0 0.0 0.0 F 1 0.1 1 0.1 0.0 3 0.7 3 0.7 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 ------- ACCOMPLISHMENTS BY PATCO CATEGORY (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL FY 94 # % CLF * ADMINISTRATIVE FY 94 # % CLF * TECHNICAL FY 94 # % CLF* CLERICAL FY 94 # % CLF* OTHER FY 94 # % CLF* TOTAL EMP 2210 100.0 3219 100.0 114 100.0 652 100.0 0 0.0 WHITE M 1230 55.7 54.7 1234 38.3 42.1 14 12.3 36.1 19 3.0 14.0 0 0.0 67.6 F 582 26.3 30.0 1128 35.0 40.4 18 15.8 42.9 125 19.2 63.4 0 0.0 11.2 BLACK M 94 4.3 2.4 146 4.5 3.6 6 5.3 3.6 20 4.0 2.8 0 0.0 9.7 F 102 4.6 3.2 562 17.5 5.3 75 65.8 6.6 474 72.7 9.6 0 0.0 3.2 HISPANIC M 35 1.6 2.1 46 1.4 2.6 0 0.0 3.2 0 0.0 1.7 0 0.0 4.8 F 26 1.2 1.4 35 1.1 2.6 0 0.0 3.4 5 0.8 5.2 0 0.0 1.0 ASIAN PACIFIC ISLANDER M 90 4.1 3.5 26 0.8 1.4 0 0.0 1.9 1 0.2 0.8 0 0.0 1.2 F 50 2.3 1.9 36 1.1 1.4 1 0.9 1.6 1 0.2 1.9 0 0.0 0.3 AMERICAN INDIAN ALASKAN NATIVE M 0 0.0 0.2 2 0.1 0.3 0 0.0 0.4 0 0.0 0.1 0 0.0 0.9 F 1 0.1 0.2 4 0.1 0.3 0 0.0 0.4 1 0.2 0.5 0 0.0 0.2 ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS VERSUS CLF (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL SERIES 401 FY 94 # BIOLOGIST % CLF* SERIES 510 FY 94 # ACCTOUNTANT % CLF* SERIES 511 FY94# AUDITOR % CLF* SERIES 819 FY94# ENVIRONMENTAL % ENGINEER CLF* SERIES 893 FY 94 # CHEMICAL % ENGINEER CLF* SERIES 905 FY 94 # ATTORNEY % CLF* SERIES 1301 FY94# PHYSICAL SCIENTIST % CLF* TOTAL EMP 244 100.0 68 100.0 119 100.0 220 100.0 67 100.0 358 100.0 286 100.0 WHITE M 132 54.1 55.5 25 36.8 55.5 52 43.7 55.5 143 65.0 55.5 27 40.3 55.5 186 52.0 55.5 173 60.5 55.5 F 70 28.7 30.0 15 22.1 30.0 29 24.4 30.0 32 14.5 30.0 21 31.3 30.3 134 37.4 30.0 75 26.2 30.0 BLACK M 12 4.9 2.4 6 8.8 2.4 14 11.8 2.4 6 2.7 2.4 3 4.5 2.4 8 2.2 2.4 11 3.9 2.4 F 11 4.5 3.2 16 23.5 3.2 21 17.6 3.2 9 4.1 3.2 2 3.0 3.2 9 2.5 3.2 8 2.8 3.2 HISPANIC M 2 0.8 2.1 2 2.9 2.1 1 0.8 2.1 4 1.8 2.1 3 4.5 2.1 5 1.4 2.1 4 1.4 2.1 F 4 1.6 1.4 0 0.0 1.4 0 0.0 1.4 3 1.4 1.4 2 3.0 1.4 5 1.4 1.4 2 0.7 1.4 ASIAN PACIFIC ISLANDER M 8 3.3 3.5 1 1.5 3.5 0 0.0 3.5 18 8.2 3.5 7 10.5 3.5 7 2.0 3.5 8 2.8 3.5 F 5 2.0 1.9 3 4.4 1.9 2 1.7 1.9 5 2.3 1.9 2 3.0 1.9 4 1.1 1.9 5 1.7 1.9 AMERICAN INDIAN ALASKAN NATIVE M 0 0.0 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 F 0 0.0 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 *National (US) Civilian Labor Force ------- ACCOMPLISHMENTS BY MAJOR OCCUPATION VERSUS CLF (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR PROFESSIONAL SERIES 1320 FY93# CHEMIST % CLF* SERIES 1350 FY94# GEOLOGIST % CLF* TOTAL EMP 2 100.0 17 100.0 WHITE M 97 53.3 55.5 12 70.6 55.5 F 44 24.2 30.0 2 11.8 30.0 BLACK M 6 3.3 2.4 2 11.8 2.4 F 6 3.3 3.2 1 5.9 3.2 HISPANIC M 4 2.2 2.1 0 0.0 2.1 F 3 1.7 1.4 0 0.0 11.4 ASIAN PACIFIC ISLANDER M 11 6.0 1.9 0 0.0 3.5 F 11 6.0 1.9 0 0.0 1.9 AMERICAN INDIAN ALASKAN NATIVE M 0 0.0 .02 0 0.0 , .02 F 0 0.0 .02 0 0.0 .02 'National (US) Civilian Labor Force ------- ACCOMPLISHMENTS BY MAJOR OCCUPATIONS VERSUS CLF (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR ADMINISTRATIVE SERIES 028 FY 94 # ENVIRONMENTAL % SPECIALIST CLF* SERIES 301 FY 94 # ADMINISTRATIVE % CLF* SERIES 340 FY 94 # PROGRAM MANAGER % CLF* SERIES 343 FY 94 # MANAGEMENT % ANALYST CLF* SERIES 11 02 FY94# CONTRACT % SPECIALIST CLF* TOTAL EMP 890 100.0 435 100.0 102 100.0 895 100.0 142 100.0 WHITE M 372 41.8 55.5 155 35.6 55.5 67 65.7 55.5 281 31.4 55.5 44 31.0 55.5 F 380 42.7 30.0 148 34.0 30.0 29 28.4 30.0 351 39.2 30.0 51 31.0 30.0 BLACK M 23 2.6 2.4 19 4.4 2.4 4 3.9 2.4 31 3.5 2.4 11 7.8 2.4 F 71 8.0 3.2 93 21.4 3.2 1 1.0 3.2 189 21.1 3.2 29 20.4 3.22 HISPANIC M 11 1.2 2.1 7 1.6 2.1 1 1.0 2.1 12 1.3 2.1 2 1.4 2.1 F 10 1.1 1.4 5 1.1 1.4 0 0.0 1.4 9 1.0 1.4 2 1.4 1.4 ASIAN PACIFIC ISLANDER M 10 1.1 3.5 1 0.2 3.5 0 0.0 3.5 6 0.7 3.5 1 0.7 3.5 F 11 1.2 1.9 4 0.9 1.9 0 0.0 1.9 15 1.7 1.9 2 1.4 1.9 AMERICAN INDIAN ALASKAN NATIVE M 1 0.1 .02 0 0.0 .02 0 0.0 .02 1 0.1 .02 0 0.0 .02 F 1 1.1 .02 3 0.7 .02 0 0.0 .02 0 0.0 .02 0 0.0 .02 *National (US) Civilian Labor Force ------- ACCOMPLISHMENTS BY GRADE GROUPING (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR FY93# GS 1-4 % FY94# % % DIFFERENCE FY93 # GS 5-8 % FY94# % % DIFFERENCE FY93 # GS9-12 % FY94# % % DIFFERENCE FY93 # GS 13 % FY94# % % DIFFERENCE FY93# GS 14 % FY94# % % DIFFERENCE TOTAL EMP 62 100.0 41 100.0 715 671 1372 1262 1614 1822 1350 1353 WHITE M 6 9.7 7 17.1 7.3 41 5.7 30 4.5 -1.2 379 27.6 325 25.8 -1.8 665 41.2 739 40.6 -0.6 735 54.4 717 53.0 -1.4 F 13 21.0 10 24.4 3.4 133 18.6 125 18.6 0.0 412 30.0 368 29.2 -0.8 581 36.0 636 34.9 -1.1 437 32.4 442 32.7 0.3 BLACK M 14 22.6 7 17.1 -5.5 20 2.8 29 4.3 1.5 69 5.0 62 4.9 -0.1 84 5.2 99 5.4 0.2 43 3.2 43 3.2 0.0 F 28 45.2 15 36.6 -14.1 508 71.1 456 70.9 -0.2 421 30.7 418 33.1 2.4 165 10.2 208 11.4 1.2 61 4.5 75 5.5 1.0 HISPANIC M 0 0.0 0 0.0 0.0 2 0.3 2 0.3 0.0 18 1.3 21 1.7 0.3 25 1.6 26 1.4 -0.2 11 0.8 16 1.2 0.4 F 0 0.0 1 2.4 2.4 4 0.6 3 0.5 -0.1 28 2.0 24 1.9 -0.1 18 1.1 24 1.3 0.2 10 0.7 11 0.8 0.1 ASIAN PACIFIC ISLANDER M 1 1.6 1 2.4 0.8 3 0.4 3 0.5 0.1 17 1.2 16 1.3 0.1 42 2.6 49 2.7 0.1 37 2.7 33 2.4 -0.3 F 0 0.0 0 0.0 0.0 3 0.4 3 0.5 0.1 22 1.6 24 1.9 0.3 34 2.1 39 2.1 0.0 15 1.1 15 1.1 0.0 AMERICAN INDIAN ALASKAN NATIVE M 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 1 0.1 0 0.0 -0.1 0 0.0 1 0.1 0.1 0 0.0 0 0.0 0.0 F 0 0.0 0 0.0 0.0 1 0.1 0 0.0 0.1 5 0.4 4 0.3 -0.1 0 0.0 1 0.1 0.1 1 0.1 1 0.1 0.0 ------- ACCOMPLISHMENTS BY GRADE GROUPING (HEADQUARTERS) AS OF SEPTEMBER 30, 1994 OCCUPATIONS FISCAL NAME/SERIES YEAR FY93 # GS 15 % FY94# % % DIFFERENCE FY93 # SES % FY94# % % DIFFERENCE TOTAL EMP 811 836 200 209 WHITE M 523 64.5 533 63.8 -0.7 143 71.5 145 69.4 -2.1 F 214 26.4 220 26.3 -0.1 46 23.0 52 24.1 1.1 BLACK M 22 2.7 25 3.0 0.3 8 4.0 7 3.3 -0.7 F 17 2.1 19 2.3 0.2 2 1.0 2 1.0 0.0 HISPANIC M 14 1.7 14 1.7 0.0 1 0.5 2 1.0 0.5 F 4 0.5 3 0.4 -0.1 0 0.0 0 0.0 0.0 ASIAN PACIFIC ISLANDER M 10 1.2 14 1.7 0.5 0 0.0 1 0.5 0.5 F 6 0.7 7 0.8 0.1 0 0.0 0 0.0 0.0 AMERICAN INDIAN ALASKAN NATIVE M 1 0.1 1 0.1 0.0 0 0.0 0 0.0 0 F 0 0.0 0 0.0 0.0 0 0.0 0 0.0 0.0 ------- NUMERICAL OBJECTIVE ACCOMPLISHMENTS BY PATCO (HEADQUARTERS) CATEGORIES PROFESSIONAL ADMINISTRATIVE TECHNICAL CLERICAL OTHER * PLANNED/ ** ACTUAL PLANNED ACTUAL PLANNED ACTUAL PLANNED ACTUAL PLANNED ACTUAL PLANNED ACTUAL WHITE M F # # 1277 601 1230 582 1237 1138 1234 1128 14 25 14 18 19 125 19 125 0 0 0 0 BLACK M F # # 101 119 94 102 157 570 146 562 7 79 6 75 26 474 26 474 0 0 0 0 HISPANIC M F # # 47 35 35 26 50 38 46 35 2 2 0 0 0 5 0 5 1 0 0 0 ASIAN PACIFIC ISLANDER M F # # 121 6 90 50 28 38 26 36 1 2 0 0 1 1 1 1 0 1 0 0 NATIVE AMERICAN M F # # 1 5 0 1 3 5 2 4 0 0 0 0 0 1 0 1 0 0 0 0 Planned represents the number of full-time, part-time employees on-board as of Sept. 30, 1994 plus the goals to hire new employees in FY 1995. Actual represents the number of full-time, part-time employees on-board as of Sept. 30, 1994. In those instances where planned and actual figures are the same, the Agency does not have any plans to hire. ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FISCAL YEAR 1995 REPORT ON ACCOMPLISHMENT OF OBJECTIVES Name of Organization: Environmental Protection Agency Address of Organization: 401 M Street, SW Washington, DC 20460 Organization Level: HEADQUARTERS Number of Employees Covered By Plan: 6.195 TOTAL 2210 PROFESSIONAL 3219 ADMINISTRATIVE 114 TECHNICAL 652 CLERICAL 0 OTHER Name of Contact Person/Person Preparing Form: Sharon Holmes TELEPHONE NUMBER: (202) 260-2566 Name/Title of Principal EEO Official: Dan J. Rondeau Director, Office of Civil Rights of Principal EEO Official DATE:. Certify that this report is in compliance with EEOC-MD-714. Name/Title of Head of Organization CAROL M. BROWNER ADMINISTRATOR Signature of Head of Organization DAT, JUL 2 5 1995 Certify that this report is in compliance with EEOC-MD-714. EEOC Form 566 (8/87) ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPUSHMENT OF OBJECTIVES PROGRAM ELEMENT: ORGANIZATION AND RESOURCES PROBLEM/BARRIER STATEMENT: Sufficient financial support for the FWP is not being provided. Some of the FWP Managers have not received training which would provide them the skills, knowledge and abilities they need to properly function in their positions. Others have limited access to information and guidance. This impacts on their ability to offer sound advice and assistance to management officials on employment concerns of women. Activities of the local and national FWP, WISE, and SAAC organizations are not synchronized nor mutually supportive. The National FWP Manager does not have the level of field interaction necessary to select issues for national attention. OBJECTIVE: The Federal Women's Program, WISE, and SAAC in the Regional Offices and laboratories are effective in addressing employment issues of women and are able to provide sound advice, information, and feedback to their management officials and to the National FWP Manager, and effectively lead their councils and groups. ACTION ITEMS: Provide financial resources, training and guidance to field level Federal Women's Program Managers to enhance their skills, knowledge and abilities so that their respective Federal Women's Programs are administered effectively and efficiently. Conduct regular meetings of the National Federal Women's Program Managers Council, Secretarial and Administrative Advisory Council, and Women in Science and Engineering to enhance implementation of initiatives and actions to improve opportunities for women in EPA. Conduct a minimum of four technical assistance visits to Regions or Laboratories. ACCOMPLISHMENTS STATUS YES X X PARTIAL X NO ACCOMPLISHMENTS Bi-monthly informational memos were sent to FWP Managers to keep them informed of EPA and government-wide program developments. Support to National Secretarial and Administrative Advisory Council (SMC) and Women in Science and Engineering (WISE) continued in FY1993. Meetings were held as follows: FWP Manager's Council - April 1993; National SAAC -December 1992, and WISE - March 1993. EEOC Form 568 (8/87) 79 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENT OF OBJECTIVES PROGRAM ELEMENT - ORGANIZATION AND RESOURCES PROBLEM/BARRIER STATEMENT: Collateral-duty managers need to be identified to help the Area Directors for Civil Rights carry out their responsibility for the black, Hispanic, Asian, American Indian, and Federal Women's special emphasis programs. OBJECTIVES: To accomplish certain short-term measures addressing the appointment of Special Emphasis Program (SEP) managers for each Headquarters organization planning and reporting unit, prepare position papers and plans for program expenditures, and assign program responsibility to Deputy Assistants and their counterparts. ACTION ITEMS: Identify employees in each of the laboratory locations to serve as collateral-duty SEP managers. Provide technical guidance and instruction to SEP managers on civil rights and EEO program goals and objectives. ACCOMPLISHMENTS STATUS YES PARTIAL X X NO ACCOMPLISHMENTS The Area Directors for Civil Rights have successfully influenced the appointment of collateral-duty SEP managers for the Black, Hispanic, and Federal Women's programs. However, not all of them have been successful in appointing collateral-duty SEP managers for the Native American Indian and the Asian-Pacific american employment programs. As appropriate, these appointments are made for one or two year tenures. The Agency's Office of Civil Rights recently appointed an EEO Manager to serve as the National Asian/Pacific Employment Program Manager (APPM). The APPM is coordinating with the Area Directors to identify and recommend interested employees to serve as collateral-duty APPMs for a two-year appointment. In addition, the National Hispanic and American Indian employment Program Manager is working with the Area Directors to identify and recommend interested employees to serve as collateral-duty American Indian Employment Program Managers. EEOC Form 568 (8/87) 80 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENT OF OBJECTIVES PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: EPA Headquarters organizations have been moderately successful in recruiting applicants from groups which evidence a manifest imbalance. Minority males are either conspicuously absent or manifestly imbalanced in the principal professional and administrative series. OBJECTIVE: To enlarge the applicant pod of qualified candidates identified as conspicuously absent from, or manifestly imbalanced in, the EPA Professional and Administrative categories with particular focus on the employment of Black, Hispanic, Asian, and Native American males. ACTION ITEMS: Identify Black, Hispanic, Asian, and Native American applicants and employees for consideration for selection to professional and administrative positions. Meet with senior level Agency officials to inform them of work force profile statistics and areas of under-representation. Include assessment of progress in meeting specific affirmative action goals/objectives in performance evaluations of all managers and supervisors. Design, develop and offer EEO awareness training through the EPA Institute. Issue policy statement which outlines specific goals and program objectives for the Agency and, by example, demonstrates commitment to affirmative employment. Provide guidance to hiring officials relative to developing recruitment mechanisms for minorities and non-minority women. ACCOMPLISHMENTS STATUS YES X X X X X PARTIAL X NO ACCOMPLISHMENTS While there continue to be instances where commitment to, and accountability for, improving the representation of minorities and women is clearly demonstrated and is considered "mission related," we have yet to achieve the objective. Most EPA components include AEP goals and objectives in their annual Affirmative Employment Program Plan Update and Accomplishment Reports as required. Not all manager's performance standards regarding the management and development of human resources contain an EEO element. Since training helps people develop the skills needed to effectively interact with each other, a pilot EEO course was developed and demonstrated. The Office of Civil Rights' EEO Managers work with the various Special Emphasis Program (SEP) Managers to identify minority candidates who are eligible for professional and administrative positions. In an effort to correct the under-representation of minorities, more OCR attention must be given to identifying potentional minority applicants so that they can be referred to senior level officials for recruitment and hiring consideration. The EEO Managers meet with senior officials on a regular basis to foster this initiative and hope to have more successes during the year. EEOC Form 568 (8/87) 81 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPLISHMENT OF OBJECTIVES PROGRAM ELEMENT - RECRUITMENT AND HIRING PROBLEM/BARRIER STATEMENT: Program officials who make personnel decisions regarding hiring, promotions, training, and recognition are not assuming responsibility for achieving positive results in affirmative employment. . OBJECTIVE: To increase commitment and accountability of program/hiring officials throughout the Agency for improving the representation of minorities and women. ACTION ITEMS: ssue affirmative action policy, specific goals and program objectives for Agency, Headquarters, Office, Division and Branch levels. Institute policy and mechanisms for assuring that hiring officials actively recruit and consider minorities and women before making selections. Include managers' progress in meeting specific affirmative employment goals and objectives when evaluating their performance against their critical performance elements. Design, develop, and offer affirmative employment resources training through the EPA Institute. Develop policy recommendation on requirement for all supervisors to receive a minimum amount of EEO training annually. Provide guidance to hiring officials relative to developing recruitment mechanisms for minorities and women. ACCOMPLISHMENTS STATUS YES X PARTIAL X NO X X X ACCOMPLISHMENTS OCR has continually provided guidance to Hiring officials on developing recruitment mechanisms for minorities and women through Agency Human Resources Officers, Human Resources Councils, EEO Officers, and SEP Managers and Councils. EEOC Form 568 (8/87) 82 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPUSHMENT OF OBJECTIVES PROGRAM ELEMENT: EMPLOYMENT DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: The misperception by some managers that minorities and non-minority women are not qualified for supervisory positions and the inability of some employees to relate well to persons of a different race, ethnicity, or gender. OBJECTIVE: To create a work place where all employees value staff diversity and there is true equal employment opportunity for all to advance to their maximum potential. ACTION ITEMS: Monitor equal opportunity complaints and events to determine training needs. Continue to provide training on those aspects of equal employment opportunity (EEO) law and cultural diversity that will assure that employees, especially managers and supervisors, understand and support the Agency's responsibilities under EEO law and appropriately value the diversity of individuals. ACCOMPLISHMENTS STATUS YES X X PARTIAL NO ACCOMPLISHMENTS EPA has identified its training needs by responding to the recommendations of the Cultural Diversity Task Force and monitoring EEO complaints. Under the Office of Human Resources Management (OHRM), the EPA Training Institute has institutionalized the offering of a four-hour Cultural Diversity Awareness Workshop for all Agency staff and a one-hour module on cultural diversity that is part of at least two managerial/supervisory courses. The Office of Civil Rights (OCR) participated in reviewing, adapting, and piloting a purchased package, which resulted in the workshop now being taught; some of OCR's National SEP Managers are workshop facilitator. While not mandatory, the four-hour workshop is part of EPA's core course curriculum and has been made mandatory by some EPA organizations. Training has been conducted in various organizational components. The focus remains on the development of both EEO and cultural diversity curricula, and to incorporate such training into management development courses. Specific, detailed instructions and guidance for the preparation of AEP reports was issued by the OCR on the development of targeted affirmative employment goals and objectives. Upon an organization's request, some of OCR's National SEP Managers provide seminars, on appreciating and valuing individual cultures within the EPA organizational culture. OCR staff have also provided training on the Prevention of Sexual Harassment (POSH) to several hundreds employees in EPA field and Headquarters organizations. EEOC Form 568 (8/87) 83 ------- AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT ON ACCOMPUSHMENT OF OBJECTIVES PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS PROBLEM/BARRIER STATEMENT: Career development opportunities for secretarial and clerical employees, who happen to be predominantly black/African-American women, are limited and/or non- existent in many of the Headquarters' organizations. Furthermore, managers are not trained to take advantage of the growth potential of their support staff. OBJECTIVE: To create a broad range of career development opportunities for secretarial and clerical support employees and encourage their participation in career development programs. ACTION ITEMS: Restructure jobs to provide entry-level developmental opportunities for minorities and women. Provide support staff with rotational assignments to non- support positions. Provide financial support for secretaries to enroll in the Certified Professional Secretaries Program Goalsetters Researching for Opportunities (GRO). Utilize the EPA Administrative Support Career Management System (ASCMS) to enhance the Agency's ability to attract, develop, and retain the highest quality support staff. ACCOMPLISHMENTS STATUS YES PARTIAL X X X X NO ACCOMPLISHMENTS During FY 1994,18 Clerical/Secretarial Staff members were converted to Office Managers. EPA expanded the use of the Goalsetters Reaching for Opportunities (GRO) career development program. While it began as a pilot during FY 1989, it is now operating throughout the entire Agency. EEOC Form 568 (8/87) 84 ------- APPENDIX (ATTACHMENTS I-IV) ------- Attachment I UNITED STATES ENVIRONMENTAL PROTECTION AGENCY Washington, D.C. 20460 JUN-21993 OFFICE OF CJVIL RIGHTS MEMORANDUM SUBJECT: Equal Opportunity Policy Statements FROM: Dan J. Rondeau Director TO: All EPA Employees We all have a responsibility to support the equal employment opportunity program, particularly managers and supervisors who provide organizational leadership. The Administrator's equal employment opportunity policy statement (attached), expresses her views and commitment to achieving a diverse work force where each individual is supported and encouraged to reach his/her full potential. As you review and consider the Administrator's policy, I encourage you to think of what you can do to help bring about this kind of work environment. If you have any thoughts, suggestions or questions, please do not hesitate to contact any member of my staff. Attachment ------- Environmental Protection Agency EQUAL EMPLOYMENT OPPORTUNITY POLICY As Administrator, I expect and look forward to full cooperation in achieving a qualified workforce that is reflective of our Nation's diverse population. I am committed to equal employment opportunity and the implementation of a strong affirmative employment program without regard to race, gender, religion, color, national origin, age or handicap. It is the policy of the EPA to provide equal opportunity in employment for all persons in its workforce or those being recruited for its workforce, and to prohibit discrimination in all aspects of its personnel policies, program practices and operations and in all its working conditions and relationships with employees and applicants for employment. All EPA employees are responsible for supporting our policies on equal employment opportunity and for assuring that the workplace is free from discrimination. I strongly promote the full realization of equal opportunity in employment through a continuing program of affirmative employment at every management level within EPA. The EPA subscribes to and implements to the fullest, the requirements of Title VII of the Civil Rights Act of 1964, as a.nended; Executive Order 11478, as amended; the Age Discrimination in Employment Act of 1967; the Equal Pay Act of 1962, as amended, and the Vocational Rehabilitation Act of 1973, as amended. The multi-year Affirmative Employment Program Plan (AEP) will assist EPA in fulfilling its purpose by having all of its employees contribute to our objectives. To this end, EPA managers and supervisors are expected to take an active ongoing part in promoting and implementing the plan. Accordingly, I expect full support from each manager and supervisor in meeting the objectives of this plan. Copies of the EPA AEP will be distributed to Assistant Administrators, Regional Administrators, Associate Administrators, the General Counsel, Inspector General and Staff Office Directors to allow all employees an opportunity to review the Agency's plan. In addition, I'am directing that copies of the AEP Executive Summary be disseminated to each manager and supervisor, so they will be fully aware of the EPA's objectives, and can thus actively assist in meeting the plan's objectives. Additionally, periodic monitoring will be made to measure program accomplishments, and where imbalances or lack of progress are evident, necessary measures will be taken to remedy the problem. I strongly support and will ensure the implementation of an effective affirmative employment program that will provide for equal opportunity in employment at every management level within EPA. 2 81993 CAROL M. BROWNER DATE Administrator ------- Attachment II UNITED STATES ENVIRONMENTAL PROTECTION AGENCY WASHINGTON. D.C. 20460 . THE ADMINISTRATOR MEMORANDUM SUBJECT: Equal Employment. Opportunity Policy Statement TO: All Employees From time to time, it is important that we renew and restate our commitment to providing equal employment opportunity for all persons. Today, the Environmental Protection Agency- (EPA) joins the growing list of. public and private sector employers which have added "sexual orientation" to our Equal Employment Opportunity Policy. Equal .eiqployment opportunity will be . . provided to all individuals regardless of race, color, national origin, religion, gender, age, disability, or sexual orientation. Discrimination or harassment based on these factors is unacceptable and will hot be tolerated at EPA. /' Civil -rights cannot be protected or equal employment opportunity achieved without the. deliberate support .of each of us. It is an integral part of the responsibilities of each EPA manager and supervisor. .The degree of effort expended to further .the goals of the civil rights program and the results' attained will be factors in evaluations and performance ratings. Complaints of discrimination will be resolved fairly, expeditiously, and dispassionately, at the lowest leve\ whenever possible. Complainants, representatives .and witnesses involved will be unimpeded and/free from restraint, coercion, or reprisal. The Director of' the Office 'of Civil Rights, Dan Rondeau, will continue to direct the overall practices and programs of-the Agency which contribute to the protection of civil rights and the promotion of our equal employment opportunity policy- I hold managers and supervisors at all levels responsible for promoting and supporting this policy. Thank you for joining me in renewing our commitonent to equal opportunity at the EPA. /' ^ Carol M. Browner Recycled/Recyclable Printed with Soy/Caoola Ink on paper mat contains at least S0% recycled fiber ------- Attachment III OCT 18 1994 MEMORANDUM SUBJECT: Prevention of Sexual Harassment in the Workplace FROM: Dan J. Rondeau Director, Office of Civil Rights TO: All Employees Prevention of sexual harassment in the workplace is an absolute necessity- Each of us has a responsibility for maintaining high standards of conduct, honesty, integrity, and impartiality to assure the proper performance of the EPA's mission. Simply stated, sexual harassment in the Federal workplace will not be tolerated. Engaging in, encouraging, or promoting sexually harassing behavior is unacceptable and is a prohibited personnel practice contrary to merit system principles outlined in the Civil Service Reform Act of 1978 and contrary to law outlined in Title VII of the Civil Rights Act of 1964, as amended. The most obvious forms of sexually harassing behavior include grabbing, touching, patting, or any behavior with sexual overtones which is intimidating or offensive to the recipient or observers of the behavior. Less obvious forms of physical and verbal behaviors can also create an unpleasant environment. Sexual harassment is a form of sex discrimination that involves unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: * submission to or rejection of such conduct is made explicitly or implicitly a term or condition of a person's job, pay, or career, or; * submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person, or; * such conduct interferes with an individual's performance or creates an intimidating, hostile, or offensive environment. Any person in a supervisory position who uses or condones implicit or explicit sexual behavior to control, influence, or affect the career, pay, or job of an employee or applicant for employment is engaging in sexual harassment. In any form, it degrades individuals, reduces morale, and interferes with mission accomplishment. First, and foremost, sexual harassment should be prevented but, if it does occur it should be immediately reported to a supervisor or manager, an Equal Employment Opportunity Counselor, a Special Emphasis Program Manager, or any member of ------- the Office of Civil Rights. Complaints of sexual harassment may be pursued through the discrimination complaints process or other avenues of redress. Through education, training, and corrective action we can remove sexual harassment from the EPA workplace. Managers and supervisors are responsible for providing a workplace free of sexual harassment and for ensuring that employees understand their rights and responsibilities regarding such offenses. Everyone must take advantage of available training on the subject and, when necessary, should seek out advice and counsel from appropriate Agency officials. All must understand that any form of sexual harassment is unacceptable conduct which will not be tolerated by any level of management within this Agency. ------- Attachment IV GLOSSARY Action Item: A step which has been identified towards achieving objectives documented in the Accomplishment Report of Objectives and Action Items. Civilian Labor Force Data: People, age 16 or older, who are employed or seeking employment. These statistics exclude those in the Armed Forces. Civilian labor force data are published on a nation-wide basis and also by locality (referred to as Standard Metropolitan Statistical Area). EEO Groups: White men, White women, Black men, Black women, Hispanic men, Hispanic women, American Indian/Alaskan Native men, American Indian/Alaskan Native women, Asian American Pacific/Islander men, and Asian American/Pacific Islander women. Men and women with disabilities are also considered EEO groups, but they are covered in a separate affirmative employment plan in accordance with Section 501 of the Rehabilitation Act of 1973, as amended. Employee: Either a full-time or part-time member of the agency's work force who is employed on a permanent basis. This term does not include those individuals hired under temporary or intermittent appointments. Fiscal Year: The reporting period from October 1 of one calendar year to September 30 of the following calendar year. Major Occupations: These are mission-related occupations or those positions with 100 or more employees. Occupational Categories: These are the major occupational categories for White-collar and wage board pay systems. They are classified into the following six groups: Professional, Administrative, Technical, Clerical, Other, and Blue-Collar (often referred to by the acronym PATCOB). Underrepresentation: This situation occurs when an EEO group constitutes a smaller percentage for a given occupation, occupational category, or grade level, in proportion to the group's percentage representation in the applicable civilian labor force. Severe Underrepresentation manifests itself when an EEO group is absent from an employment category. ------- |