&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



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               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

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                                 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)

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          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.

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            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)

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            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)

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            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)

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            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)

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            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)

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          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)

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          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)

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            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)

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            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

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         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

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         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

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         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

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         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

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         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

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         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

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         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

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         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

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         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

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         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

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         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

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         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

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          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

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         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

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          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

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          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

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          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

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          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

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          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

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             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

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            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

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            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

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             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

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            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

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             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

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            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

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            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)

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            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

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            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

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            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

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           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)

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            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

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            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

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           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

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           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

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          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

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            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

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        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

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           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

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            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

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           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

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APPENDIX (ATTACHMENTS I-IV)

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                                                   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

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                         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

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                                                  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

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                                                   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

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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.

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                                          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.

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