United States
Environmental Protection
Agency
Office of
The Administrator
(1201)
EPA 150-R-96-001
April 1996
<&EPA [AFFIRMATIVE EMPLOYMENT
PROGRAM PLAN FOR MINORITIES
AND WOMEN
FY 1996 UPDATE
AND
FY 1995 ACCOMPLISHMENT REPORT
CHALLENGES AND ACHIEVEMENTS
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Our business is to protect our Nation's environment. Our work is a reflection of
our commitment...
Every supervisor is held responsible by the government for complying with Equal Employment
Opportunity (EEO) laws. Understanding what is required is a challenge to even the most
knowledgeable manager. This Affirmative Employment Program Plan
for Minorities and Women can help management officials meet that
challenge. The Plan provides a current, comprehensive overview of
the problems and barriers to full equality of opportunity within the
Environmental Protection Agency and outlined specific strategies for
resolving those obstacles. Every organization has unique cultural and
organizational characteristics that impact on the organization's ability
to develop and fully implement results-oriented affirmative
employment programs. The "culture" of an organization has direct
impact on its ability to bring about change and an organization's leaders can improve or destroy an
acquired culture. "Culture is a tool for improving operations' effectiveness when used skillfully. It
becomes an iron constraint if accepted uncritically or ignored."1 Over the years, for many, finding
a place to work where a person is measured by their talents, skills, and abilities rather than by
prohibited non-merit factors such as race, color, religion, national origin and gender has not been
easy. The assurances of equal opportunity, guaranteed by the law, are only a reality when employers
understand their role and responsibilities and create opportunities for employees to excel. While the
mission and functions of employers vary greatly, there are certain themes that are common among
good employers such as making people feel that they are part of a team; encouraging open
communication, informing employees of new developments and encouraging them to offer
suggestions and complaints; stressing quality, enabling people to feel pride in their work; devoting
attention and resources to creating as pleasant a workplace environment as possible, and providing
opportunities for career growth and development.
The key to a successful human resources program in which minorities and women fully participate
is accountability and every management official must be involved if there is to be any real, positive
change. We, at EPA, at all levels, must be attentive to our equal employment opportunity goals and
avoid any actions that would suggest a continuation of 'business as usual." Our task is an enormous
one. However, each day brings us a new opportunity to succeed.
Dan J. Rondeau
Director, Office of Civil Rights
Glenn Bassett. The Evolution and Future of High-Performance Management Systems
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
FY 1996 UPDATE
AND
FY 1995 ACCOMPLISHMENT REPORT
ANALYSIS OF WORK FORCE
REPORT ON OBJECTIVES AND ACTION ITEMS
NOTEWORTHY ACTIVITIES AND INITIATIVES
PROBLEM/BARRIER IDENTIFICATION
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: 17.066 TOTAL
8004 PROFESSIONAL 6681 ADMINISTRATIVE 783 TECHNICAL
1595 CLERICAL 3 OTHER
Name of Contact Person/Person Preparing Form: Lucy Lovett
TELEPHONE NUMBER: (202) 260-7780
Name/Title of Principal EEO Official:
Dan J. Rondeau
Director, Office of Civil Rights
Signature1*)? Principal EEO Official
Certify "that this repoft is in compliance with EEOC-MD-714.
Name/Title of Head of Organization
CAROL M. BROWNER
ADMINISTRATOR
DATE:_
Certify that this report is in compliance with EEOC-MD-714.
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
TABLE OF CONTENTS
AGENCY-WIDE
FY 1996 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN UPDATE
Introduction 1
Work Force Profile and Analysis 4
Representation of EEO Groups by Grade Groupings 9
Agency-wide Diversity Comparison 10
Update of Objectives and Action Items 12
FY 1995 AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
Noteworthy Activities/Initiatives 27
Work Force Statistical Charts 31
Report on Accomplishment of Objectives 43
HEADQUARTERS
FY 1996 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN UPDATE
Work Force Profile and Analysis 54
Representation of EEO Groups by Grade Groupings 56
Headquarters Diversity Comparison 61
Update of Objectives and Action Items 63
FY 1995 AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
Noteworthy Activities/Initiatives 69
Work Force Statistical Charts 74
Report on Accomplishment of Objectives 86
APPENDIX
EEOC Form 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
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 acton on environmental issues. It 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);
Clean 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. It 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 their 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
EEC/Affirmative Employment Program to the three major laboratory locations.
The OCR consists of two major units reporting directly to the Director, OCR - Complaints Resolution
and External Compliance, and Work Force Diversity and Analysis. The Complaints Resolution function
is centralized, with local offices receiving formal complaints and forwarding them to Headquarters for
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
processing. There are EEO Counselors at all Agency facilities who provide counseling to any
employee/applicant who raises an allegation of discrimination based on race, color, religion, sex, national origin,
age, physical or mental handicap. Counselors, acting as neutral third parties, attempt to resolve such issues
informally.
The Work Force Diversity staff includes 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/all matters having direct or indirect impact on the EEO program.
The Environmental Protection Agency (EPA) provides a FY 1995 Affirmative Employment Program
Plan Accomplishment Report and FY 1996 Plan Update for minorities and women in this submission.
II. PURPOSE: The FY 1995 Affirmative Employment Program Plan Accomplishment Report for
Minorities and Women and FY 1996 Plan Update presents EPA's progress in improving the employment and
advancement opportunities for women and minorities. The report also documents the status of significant
program objectives directed towards achieving workforce 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 underrepresentation 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 are
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 30,1995. 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 underrepresented in EPA's mission-related major
occupations and other EEO groups.
V. FY 1995 ACCOMPLISHMENT 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 PLAN FOR MINORITIES AND WOMEN
VI. FY 1996 ANNUAL UPDATE REPORT: The goal of this report is to convey in a clear and analytical
manner a full assessment of the current status of the EEC/Affirmative Employment Program and the
outstanding EEO related problems still facing the Agency.
VII. NUMERICAL OBJECTIVES: Numerical objectives are set when, after a thorough workforce analysis,
a manifest imbalance or conspicuous absence of minorities and/or women still exists. Since professional and
administrative positions make up over 80% of the Agency's total work force, the major focus of affirmative
employment efforts is in these two occupational categories.
VIII. 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 the actual work force profile and
employment status of EEO groups in relation to the CLF. This includes 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, American Indian men, and American Indian women.
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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 depict 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 are 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 workforce. The data are 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 are included and show 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 FY1994, EPA's full-time and part-time population was 16,957. By the close of FY 1995, the total population
was 17,066, a net increase of 109 employees. Most of the EPA work force were assigned to Professional and
Administrative positions.
PROFESSIONAL
The total number of employees in professional occupations decreased by 19, from 8,023 in FY 1994 to 8,004
in FY 1995; however, the number of minorities and women increased by 84 from 3,377 in FY 1994 to 3,461
in FY 1995. In FY 1995,46.9% of the EPA work force held professional positions. White men occupied 56.8%
of the professional positions. Minorities and women represented 43.2% of the professional staff.
Women occupied 33.3% of these positions, with white women at 25.42%. Minority women occupied 7.85% with
black women at 3.92%, Hispanic and Asian women both at 1.64% and 2.12% respectively and American Indian
women holding 0.16% of these positions. Minority men occupied 9.97% of the professional positions. Black
men represented 3.72%, Hispanic men 2.42%, Asian men 3.66% and American Indian men were 0.16% of the
professional work force.
MAJOR OCCUPATIONAL SERIES: White men occupied 56.4% of all positions in the major occupational
series. Minorities and women represented 53.77% of the EPA work force in positions as attorneys, auditors
and accountants. In the chemist and geologist occupational series, minorities and women held 37.58% of the
positions and 41.69% of the biologist, environmental, and chemical engineering positions.
ADMINISTRATIVE
The total number of employees in the administrative occupations increased by 309, from 6372 in FY 1994 to
6,681 in FY 1995; the number of minorities and women also increased by 286 from 3,936 in FY 1994 to 4,222
in FY 1995. In FY 1995, 39.15% of the EPA work force held administrative positions. White men occupied
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
36.81% of the administrative positions. Minorities and women represented 63.19% of the administrative staff
as compared to 61.77% in FY 1994, which is an increase of 1.42%.
Women occupied 56.11% of these positions, with white women at 36.81%. Minority women occupied 18.87%
with black women at 15.15%, Hispanic and Asian women both at 1.69% and 1.68% respectively, and American
Indian women 0.36%. Minority men occupied 7.08% of these positions. Black men represented 4.24%,
Hispanic men 1.56%, Asian men 1.05%, and American Indian men 0.24% of the administrative work force.
MAJOR OCCUPATIONAL SERIES: White men occupied 37% of all positions in the major administrative
series. Minorities and women held 64% of these positions as environmental protection specialists,
management analysts and contract specialists.
TECHNICAL
The total number of technical employees increased by 65, from 718 in FY 1994 to 783 in FY 1995. In FY 1995,
4.59% of the total EPA work force held technical positions. White men held 16.60%% of the technical positions.
Minorities and women represented 83.40% of these positions.
Women occupied 78% of these positions with white women at 37.8%. Minority women occupied 40.10% with
black women at 32.7%, Hispanic women at 4.1%, Asian women at 2.8%, and American Indian women at
0.5%. Minority men occupied 5.5% of these positions with black men at 3.8%, Hispanic men at 1.2%, and
Asian men at 0.5%. There were no American Indian men in technical positions.
CLERICAL
The total number of clerical employees decreased by 247, from 1,842 in FY 1994 to 1,595 in FY 1995. In FY
1995, only 9.35% of the total EPA work force held clerical positions. White men held 2.7% of clerical positions
with the representation of minorities and women at 97.3%.
Women occupied 93.3% of these positions, with white women at 33.5%. Minority women occupied 59.81% with
black women at 52.2%, Hispanic women at 6%, Asian women at 1.4% and American Indian women
representing 0.2% of these occupations. Minority men occupied 4% of the clerical positions with black men
at 3.3%, Hispanic men at 0.4%,, Asian men at 0.3% and American Indian men at 0.1 %.
OTHER
There were three black employees classified as other in FY 1995, one male and two females.
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
COMPARATIVE ANALYSIS OF CLF AND EPA WORKFORCE IN MAJOR PROFESSIONAL SERIES
This analysis focuses on the major professional occupational series. Almost half (46.9%) of the EPA
workforce is employed in this category, and 90% of that is employed in nine major occupational series. These
are: Biologists, Accountants, Auditors, Environmental Engineers, Chemical Engineers, Attorneys,
Physical Scientists, Chemists, and Geologists. The analysis describes the underrepresentation rate for
each of the targeted groups (where applicable) and the number of staff needed to eliminate underrepresentaion
in comparison to the National Civilian Labor Force (CLF). White women are underrepresented in eight out of
the nine major professional series; the exception is the Attorneys series.
In the major Professional series, underrepresentation has been eliminated for several targeted groups.
Those groups are black men and woman, Hispanic men and women, and Asian Pacific men and women. The
most underrepresented professional groups are white women and American Indians. Although there are 26
American Indian professionals in the EPA, American Indians are conspicuously absent from five of the nine
major professional series. Specifically, American Indian men are underrepresented in eight of the nine major
professional series, while American Indian females are underrepresented in five of the nine major series.
Additionally, white women are underrepresented in seven of the nine professional series. The analysis
describes the level of underrepresentation for each targeted group by job series and the specific number of
hires required to eliminate this underrepresentation in comparison with the National Civilian Labor Force
professional index.
Biologists: The underrepresentation rates for white women, black women, and Hispanic women are 0.11 %,
0.19%, and 0.58%, respectively. The addition of one white, one black, and four Hispanic women would bring
these groups to parity. Asian men are under represented by 1.59%, and Asian women by 0.67%. The addition
of 12 Asian men and five Asian women would bring them to parity. American Indian men are underrepresented
by 0.06% and the addition of one man would improve the representation rate of this group.
Accountants: White women are underrepresented by 5.83%, Hispanic men by 1.04%, Asian men by 1.9%, and
American Indian men and women each by 0.20%. To eliminate this under representation, we need to hire 11
white women, two Hispanic men, four Asian men, and one American Indian man.
Auditors: White women are underrepresented by 1.42%, Hispanic men by 0.29%, Asian men by 2.42%,
American Indian men by 0.20%, and American Indian women by 0.20%. To reach parity for each group, the
EPA should hire four white women, one Hispanic man, seven Asian men, and one each American Indian men
and women.
Environmental Engineers: White women are underrepresented by 11.87% American Indian women by 0.16%,
and American Indian women by 0.11%. To eliminate underrepresentation in this occupation we need to hire
267 white women, four American Indian men, and three American Indian women.
Chemical Engineers: White women are underrepresented by 5.9%, black women by 0.22%, Asian women by
0.11%, and American Indian men and women by 0.20%. To eliminate underrepresentation, the EPA needs
to hire 10 white women and one each for the other underrepresented groups, although their
underrepresentation rates are not significant.
Attorneys: Asian men are underrepresented by 2.14% and Asian women by 0.33%. To eliminate
underrepresentation for each group, we need to bring 20 Asian men and three Asian women on board.
Physical Scientists: White women are underrepresented by 2.52%, black women by 0.04%, Hispanic men by
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
0.44%, Asian men by 1.68%, and American Indian men by 0.04%. To eliminate underrepresentation for each
group, the EPA needs to bring 45 white women, one black woman, eight Hispanic men, 31 Asian men and one
American Indian man on board.
Chemists: White women are underrepresented by 9.01%, black women by 0.83%, Hispanic men by 0.68%,
American Indian men by 0.04% and American Indian women by 0.20%. To eliminate underrepresentation for
these groups, the EPA needs to hire 56 white women, five black women, four Hispanic men, and one American
Indian woman. While the underrepresentation rate of American Indian men is not very significant, we should
still hire one professional in this category to improve the representation.
Geologists: White women are underrepresented by 11.40%, black women by 2.41 %, Hispanic men by 1.31 %,
Hispanic women by 1.4%, Asian men by 1.93%, Asian women by 2.4%, American Indian men by 0.20%, and
American Indian women by 020%. To eliminate underrepresentation in this occupation, the EPA needs to hire
14 white women, three black women, two Hispanic men, two Hispanic women, two Asian men, two Asian
women, and one each American Indian men and women.
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
RKFORCE D SIR BUT ON
FY 1994
FY1995
Legend
U W. Mate
HI W Female
B Male
B. Female
H MftJc
H Female
A Male
A Female
Al Male
Al Female
4269%
3144%
3.79%
14.05%.
178%
2.12%
200%
178%
013%
0.21%
Legend
O W. Male 42.04%
H W. Female
B B. Male
B B Female
^ H.Male
§jg H. Female
B A. Male
B A Female
B Al. Male
Al Female
31.37%
3.89%
14.16%
1.83%
2.18%
2.17%
1.91%
018%
026%
The above distribution charts show the change in EPA workforce
diversity from FY 1994 to FY 1995. The total workforce increased by
109 employees, or 0.64% going from 16,957 in FY 1994 to 17,066 in
FY 1995. Even though there was an increase in the total EPA work
force, the white male population decreased by 0.65% and the white
female population decreased by 0.07%. All minority groups (male and
female) showed an increase in total number.
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
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: Most EEO groups were represented in this category except American Indian men. White men
occupied 10.16% of these positions while minorities and women represented 89.84%. Women occupied 75%
of these positions. White women represented 21.09%. Minority women held 54% of these grade levels with
black women at 39.06%, Hispanic women at 13.38%, while Asian and American Indian women each held
0.78%. Minority men occupied 14.84% of these grades: black men represented 10.94%, while all other minority
men together constituted 3.9%.
GS5-8: All EEO groups were represented in this grade group. White men occupied 6.72% of these positions
while minorities and women represented 9328%. Women occupied 88.22% of these positions. White women
represented 35.47% of these levels. Minority women represented 52.75% of these levels with black women
at 45.03%, Hispanic women at 5.19%, Asian women at 2.31%, and American Indian women at 0.22%. Minority
men occupied 5.06% of these grades: black men represented 3.40%, Asian men 0.57%, Hispanic men 1%,
and American Indian men 0.09%.
GS 9-12: All EEO groups were represented in this group. White men occupied 35.26% of these positions
while minorities and women represented 64.74%. Women occupied 54.83% of these positions. White women
represented 34.47% of these levels. Minority women represented 20.35% with black women at 14.90%,
Hispanic women at 2.54%, Asian women 2.43%, and American Indian women 0.48%. Minority men held 9.91 %
of these grades: black men represented 4.81%, Hispanic men 2.31%, Asian men 2.54%, and American Indian
men 0.25%.
GS-13: All EEO groups were represented in this grade level. White men occupied over half of them, with
50.34%, while minorities and women represented 49.66%. Women occupied 40.76% of these positions. White
women represented 29.90% of this level. Minority women occupied 10.85% of this level with black women at
720%, Asian women 2.08%, Hispanic women 1.37%, and American Indian women held 0.20%. Minority men
held 8.9% of the GS-13 positions: black men represented 3.89%, Hispanic men 1.96%, Asian men 2.80%,
and American Indian men 0.24%.
GS-14: Most EEO groups were represented in this grade level, except American Indian women. White men
occupied over half, 59.0%, while minorities and women represented 41.0%. Women occupied 34.94% of these
positions. White women represented 28.77% of these positions. Minority women occupied 6.16% with black
women at 4.36%, Hispanic women 0.86%, and Asian women 0.94%. Minority men only held 6.05% of this
grade level: black men represented 2.52%, Hispanic men 1.45%, Asian men 2.04%, and the only American
Indian man represented 0.04%.
GS-15: Most EEO groups were represented in this category, except American Indian women. White men
occupied Iwo thirds, with 66.87% of these positions, while minorities and women represented 33.13%. Women
occupied 26.93% of these positions. White women represented 23.61 % of these positions. Minority women
occupied 3.33% with black women at 2.4%, Hispanic women 0.23%, and Asian women 0.70%. Minority men
held 6.19% of the GS-15 positions: black men represented 2.63%, Hispanic men 1.78%, Asian men 1.70%,
and the only American Indian man at the GS-15 level represented 0.08%.
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
SES: Most EEO groups were represented in this category except Asian men and women. White men occupied
over two thirds, with 67.05% of all executive positions, while minorities and women represented 32.95%.
Women occupied 25% of these positions. White women represented 25.38% of these positions. Minority
women represented"! .90% with black women at 1.14%, and there was one Hispanic and one American Indian
woman, for a representation rate of 0.38% each. Black men represented 4.55% of the executives, Hispanic
men 0.76%, and the one American Indian man represented 0.38%.
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 42.04 42.6
White Female 31.37 35.3
Black Male 3.89 4.9
Black Female 14.16 5.4
Hispanic Male 1.83 4.8
Hispanic Female 2.18 3.3
Asian/Pacific Male 2.17 1.5
Asian/Pacific Female 1.91 1.3
American Indian Male 0.18 0.3
American Indian Female 0.26 0.3
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
PROFESSIONAL
I W. Female 6 Female I H. Female I A. Female Al. Female
W. Male B. Male H. Male A. Mate Al. Male
H CLFX
H WORKFORCE %
ADMINISTRATIVE
TECHNICAL
1 A Female I 8 Female I H. Ferrate A. Female I Al. Female
M»te a fcMe H kMe A Mde Al Male
W Female I B Female I H. Female A Female Al Female
W Male B Male H. Male A Male Al Male
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT - ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT: Sufficient financial support for Special Emphasis Programs (SEP) is not
being provided. Some SEP 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 and minorities. :
OBJECTIVE: To make Special Emphasis Programs in Regional Offices and laboratories effective in
addressing the employment issues of minorities and women and providing sound advice, information, and
feedback to their management officials as well as to the national EEO managers.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
1ARGET
ATE(S)
Provide financial resources, training and
guidance to field level SEPMs to enhance their
skills, knowledge and abilities so that their
respective programs are administered effectively
and efficiently
Regional Administrators (Financial
support)
Deputy Regional Administrators
Financial/Management Support)
EEO Officers (Technical Assistance)
.aboratories (Financial/Management
Support)
National EEO Managers (Technical
Assistance)
Annually or as
needed.
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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 the 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
jrogram objectives for Agency, Office, Division
and Branch levels.
nstitute 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
Training Institute.
)evelop policy recommendation on requirement
for all supervisors to receive a minimum amount
of EEO training annually.
RESPONSIBLE OFFICIAL(S) [TARGET
DATE(S)
Assistant Administrators Uanuary 1 997
General Counsel
nspector General
Regional Administrators
Office of Administration and
Resources Management
Office of Civil Rights
All Supervisors
Office of Human Resources
Management
Office of Civil Rights
December 1996
Annually, October
31st
October 1996
Office of Civil Rights pec 31 , 1 996
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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 selection to SES positions on a priority goal.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET DATE(S)
Review/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)
Annually
Design and maintain a system by
which qualified applicants are tracked
to determine the number of minority
(by race, national origin/gender) and
non-minority women applicants for
SES positions.
Office of Human Resources and
Organizational Services (OHROS)
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 toward minority and
women professional groups.
Office of Communication, Education and
Public Affairs (Lead)
Office of Human Resources and
Organizational Services (Assistance)
Sep 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
Annually
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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
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
Accomplished in
FY-95
Provide the Office of Civil Rights with a
report on the number of MAIs
participating in research fellowship
and training programs.
Office of Research and Development
Annually
Provide the Office of Civil Rights with a
report on the Environmental Education
Undergraduate Financial Assistance
program.
Office of Communication, Education and
Public Affairs
Annually
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
Annually
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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. 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 appropriate targeted group selections.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Develop and implement a recruiting
program designed to attract minorities
and women for occupational
categories in which targeted groups
are underrepresented at grade 13
level.
Offices of Human Resources and Organizational
Services (Lead)
Office of Civil Rights (Technical Assistance)
Sept 30,1997
Monitor and assess the effectiveness
of recruiting efforts.
Office of Administration and Resources
Management
Office of Civil Rights
Annually
Provide the Office of Civil Rights with a
report on the level of achievement of
this recruitment program.
Office of Administration and Resources
Management
October 1996
Develop a succession planning model
or projecting/identifying replacements
:or expected vacant managerial
positions.
Assistant Administrator for Administration and
Resources Management (Office of Human
Resources and Organizational Services)
Office of Civil Rights (Technical Assistance)
Sept 30,1996
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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:
RESPONSIBLE OFFICIAL(S)
FARGET DATE(S)
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 below
the appropriate civilian labor force.
Assistant Administrators
General Counsel
nspector General
Regional Administrators
Associate Administrators
Staff Office Directors
)ecember 1996
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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 women. .
OBJECTIVE: To select minorities and 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
responsibility to hire for entry-level
positions. (This action pending lifting
of Agency hiring freeze.)
Assistant Administrators
and Regional Administrators
.aboratories
Staff Office Directors
As needed
3rovide training to recruitment team
members regarding recruitment
responsibilities, interviewing
echniques, reporting requirements,
etc. (This action pending lifting of
Agency hiring freeze.)
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
positions, recruitment events, etc.
This action pending lifting of Agency
hiring freeze.)
Note: Although EPA is under a hiring
freeze, a recruitment plan pending
ifting of the freeze is still necessary.
Office of Human Resources and
Organizational Services (Coordination)
Assistant Administrators (Action)
Regional Administrators (Action)
Laboratories (Action)
itaff Office Directors (Action)
EEO Officers (Advisory)
Area Directors of Civil Rights (Advisory)
Special Emphasis Programs Managers
Advisory)
4th Quarter, FY
1996 and update
as needed.
Establish an incentives system to
ecognize recruitment teams and/or
ecruitment team members who are
uccessful in meeting hiring
bjectives. (This action pending lifting
f Agency hiring freeze).
Office of Human Resources and
Organizational Services (Lead)
4th Quarter, FY
1996
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT- EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Some managers perceive that minorities and women are not qualified
for managerial positions and tend not to select them for these jobs. Some EPA officials do not understand or
value diversity in the work force. The absence of EEO and diversity training create barriers to resolving this
problem.
OBJECTIVE: To eliminate the perception that minorities and women are not qualified for managerial positions.
ACTION ITEMS:
Provide project management
assignments, details, rotational
assignments, temporary promotions to
managerial positions, and other career
development options to enhance the
risibility of minorities and women and
permit them to demonstrate their skills
Expand target mid-level training
opportunities to address specific needs of
minorities and women and enhance their
credentials
Train all managers in EEO, affirmative
employment, and diversity.
Publish and highlight the "success stories"
of minorities and women within the EPA to
ncrease their visibility, and their
opportunities to serve as role models.
Provide workshops, seminars and other
training in documenting and presenting
relevant managerial experience through
applications, resumes and interviews.
RESPONSIBLE OFFICIAL(S)
stant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Deputy Regional Administrators
Office of Human Resources and
Organizational Services, Human Resources
Staff (HQ)
Supervisors/Managers Agency-wide
Laboratories
EEO Officer/Special Emphasis Program
Managers (Advisory)
Office of Human Resources and
Organizational Services
Special Emphasis Programs Managers
Office of Communication, Education and
Public Affairs
Office of Human Resources and
Organizational Services (Lead)
Office of Civil Rights (Special Emphasis
Programs Managers)
Develop a standard/routine course on Civilbffice of Civil Rights
lights for implementation throughout the EEO Officers/Area Directors/National EEO
Agency. Managers
TARGET
DATE(S)
Ongoing
As needed
Within 6 months
of assignment
and biennially
thereafter
As needed.
Annually
3ilot course by
December 30,
1996.
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT- EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Some managers perceive that minorities and women are not qualified
for managerial positions, and some employees are unable to relate well to persons of a different race, ethnicity,
or gender. Lack of awareness of the Agency's affirmative employment obligations and lack of sufficient
resources may be a barrier to assessing the need for and developing comprehensive training.
OBJECTIVE: To train employees and allow 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)
mplementthe 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.
Completed in FY95
Monitor equal opportunity complaints or
oroblems to determine EEO training
needs.
Office of Civil Rights
Ongoing
De
Develop training that will address those
aspects of equal opportunity law and
cultural diversity that will assure that
employees, especially managers and
.upervisors, understand the Agency's
bligations and how best to value the
iversity of the work force.
Office of Human Resources and
Organizational Services (cooperative effort)
Office of Civil Rights (cooperative effort)
icember 1996
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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: To select 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:
tESPONSIBLE OFFICIAL(S)
TARGET DATE(S)
Prepare an annual management
development plan to address the needs of
he organization as defined in EPA Order
Number 3140.3 of Augusts, 1991,
subject: Management Development
Policy and Guidance.
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Office, Division, and Laboratory Directors
vlanagers/Supervisors/Executives Agency-
wide
October 1996
Use the Individual Development Plan
IDP) process to focus on needs of
ndividuals with managerial responsibilities
as defined in EPA Order Number 3140.3.
October 1996
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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
modern family. . .
OBJECTIVE: To maintain 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 trie 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
December 30,1996
Establish Agency-wide policies and programs
concerning job sharing/part-time tours, flexible
workplace, and other "family friendly" issues.
EPA Administrator
Completed, FY95
Publicize formal career counseling/assistance
services at HQ, in Regions, and large labs
accessible to employees in other labs.
OHROS
Ongoing
In diversity and management 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)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON OBJECTIVES AND ACTION ITEMS
PROBLEM/BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Many women and minorities in scientific professions perceive that they
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: To 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, to ensure that 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
RESPONSIBLE OFFICIAL
TARGET DATES
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.
Administrator
EPA Science Policy
Council
October, 1996
Revise agency management development
programs to address race, sex stereotyping, and
other attitudinal barriers.
OHROS
OCR
January 1997
Offer minorities and women an opportunity to
serve in managerial rotational assignments,
details, and shadow assignments across offices.
Administrator
Assistant
Administrators
Regional
Administrators
Managers and
Supervisors
Ongoing
Expand management development programs and
increase employee participation.
Administrator, OHROS;
Assistant Regional
Administrators
January 1997
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
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; and to institutionalize the responsibility for administration 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
December 1996
Include MAI researchers on peer
review panels that examine/assess
research grant applications.
Office of Research and Development
Annually
Establish procedures to transfer
surplus and excess research
equipment to MAIs separately from
the research grant itself.
Office of Research and Development
December 1996
Designate an Agency component as
having primary responsibility for
coordinating MAI activities
Office of Civil Rights (Lead)
Administrator
October 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)
October 1996
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT- PROGRAM EVALUATION
PROBLEM/BARRIER STATEMENT: Some program and regional offices 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: To ensure that each Agency organization cooperates in preparing and submitting their AEP Plan
Update and Accomplishment Report covering all the elements instructed and in the format and time frame
established.
(\CTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET DATE(S)
Utilize the Affirmative Employment
'rogram Planning, Development,
Execution and Evaluation workbook to
conduct internal program reviews.
rorward a copy of program reviews to the
Director, OCR.
'repare annual Affirmative Employment
Program Plan (AEPP) Update and
Accomplishment Reports following the
nstructions provided by the Director, OCR
Assistant Administrators
General Counsel
Dffice of Inspector General
Regional Administrators
Deputy Regional Administrators
EEO Officers
ea Directors of Civil Rights
Laboratories
Affirmative Employment Program Liaison
Committee
March and
September of each
fiscal year.
Fiscal Years: 1996
and 1997
3rovide component AEPP reports to the
DCR within the time frame specified.
Annually
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON OBJECTIVES AND ACTION ITEMS
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: To establish a comprehensive and consistent formal process through which Affirmative
Employment Program initiatives on the part of each individual organization 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
rogram Managers
Area Directors of Civil Rights
Senior/Mid-Management Officials
Agency-wide
As required.
Provide copies of program evaluation
reports to the Administrator, Deputy
Administrator, and Senior Management
Officials.
Office of Civil Rights
As required.
Use the OCR Checklist to review, assess
and evaluate the performance of
nanagement officials.
Administrator
Deputy Administrator
Senior Management Officials
As required^
EEOC FORM 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
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 following are activities/initiatives, etc., which the EPA is engaged in that are not described elsewhere in this
report and are of significant importance to its EEO program.
CIVIL RIGHTS STAFF TRAINING/EDUCATION
One of the critical elements needed for a successful Equal Opportunity Program is a well informed and
technically competent Civil Rights Staff. During FY 1995 the Agency's Office of Civil Rights (OCR) sponsored
training for all Special Emphasis Program managers. The training was conducted in conjunction with non-
government organizations' training conferences with objectives that parallel those of each of the respective SEP
programs, i.e. Blacks in Government, Federally Employed Women, and IMAGE .
The Environmental Protection Agency's reinvention and streamlining plans state that "information is
a key tool in improving EPA's diversity profile" and "we must take advantage of individual differences to build
effective teams to increase organization capacity and effectiveness." In support of these principles, OCR staff,
EEO Officers from each of the Agency's 10 regions, and national Special Emphasis Program managers held
a conference to tackle difficult programmatic issues having impact on the Agency's equal opportunity program.
This provided the agency EEO professionals the opportunity to discuss program issues, exchange information
on program matters, and develop plans for carrying out program priorities in support of the Agency's mission
and functions. As a result of extensive deliberations in the form of workshops, strategies were developed for
improving program administration in neglected program areas. OCR continues to work to implement these
strategies.
SPECIAL DEVELOPMENTAL PROGRAMS
There are several special developmental programs in place in the Agency that are designed to
enhance the marketability and promotion potential of employees. These programs are either EPA sponsored
programs or programs designed elsewhere with consistent participation by EPA employees. Below is a
description of the activity of each of these programs and the degree to which they benefit minorities and women:
Career Enhancement Program (CEP) - This is a graduate-level program offered to employees who
wish more knowledge and a better understanding of subjects related to public administration and policy. The
program has been expanded to include courses directly related to science, particularly public health. EPA has
agreements with three universities to offer graduate courses for credit during work hours onsite. Courses are
taught by university instructors and are of the same quality and degree of difficulty as those offered on campus.
There were 251 employees enrolled in FY 1995, 61% were women.
The Looking Glass Experience: Leadership in Action- A five-day intensive leadership training
program tailored by EPA for grades 13-15 non-supervisory employees who represent the major feeder group
into management positions. EPA is the first federal agency to target Looking Glass to this grade range. In
FY 1995,101 employees were trained, 62% were minorities and women.
Executive Potential Program - A 12-month program designed primarily for occupational specialists
at the GS13-14 level who are transitioning into managers as second professions. The program is tailored by
OPM for these level individuals in preparation for higher level management positions. There were 13
employees selected for this program in FY 1995, seven were women, one of them a black woman.
EEOC FORM 568 (8/87) 27
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
NOTEWORTHY ACTIVITIES/INITIATIVES
AGENCY-WIDE
Women's Executive Leadership Program (WEL) - EPA participates in the Office of Personnel
Management's WEL program annually. This is a one-year program targeted for women GS 11-12, which
prepares them to become future managers. The. program includes training sessions, individual development
plans, developmental assignments, shadowing and interviewing of federal managers, group projects and
management readings. In FY 1995 EPA sponsored 13 participants, of which 10 were women, including two
black women.
In addition to the above programs, EPA sponsored 34 participants at the Federal Executive Institute
which prepares employees for entry into the senior executive service. Thirty-four employees were sponsored,
including 12 white women, two black women, and one Hispanic man.
RELATIONS WITH ACADEMIC INSTITUTIONS
Several EPA organizations with grant-making authority are supporting research, fellowship, and
educational programs in academic institutions with large minority and women's populations. Among the
most active program offices are the Offices of Solid Waste and Emergency Response (OSWER), the Office
of Research and Development, and the Office of Water.
The Office of Solid Waste and Emergency Response (OSWER) provided $3.4 for the FY95 Hazardous
Waste Superfund appropriations to six Historically Black Colleges and Universities (HBCUs). The OSWER
office also provided an additional $1.1 million to minority institutions through the National Institute of
Environmental and Health Sciences Superfund Basic Research Program.
The Office of Research and Development (ORD) continued to expand the number of research grants
related programs with Minority Academic Institutions (MAIs), while steadily increasing the amount of
financial assistance being provided for fellowships and training. The Office of Research and Development
awarded $1.9 million to seven MAIs to fund scientific projects in areas of critical need to the EPA. The
universities participating in the research program included Howard University, Washington, D.C., Clark Atlanta
University, Atlanta, Georgia, Morehouse College, Atlanta, Georgia, Southern University, Baton Rouge, La.,
North Carolina A&T State University, Greensboro, N.C., Prairie A&M University, Prairie, Texas and Texas
Southern University, Houston, Texas.
A research apprenticeship program was initiated several years ago at Shaw University in Raleigh, N.C.
The success of this program resulted in the EPA expanding the apprenticeship program to three other MAIs:
Clark Atlanta University, Atlanta, Georgia; Xavier University, New Orleans, LA; and N.C. Central University,
Durham, N.C.
The Minority Institutions Undergraduate Fellowship Program was implemented to increase the number
of qualified minority professionals available to work and teach in environmental health, sciences and other
environmental-related occupations. Under this program, two-year academic fellowships are awarded to full time
juniors at minority institutions. The Minority Summer Internship program allows students with fellowships to gain
some practical experience in their chosen field of study.
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
NOTEWORTHY ACTIVITIES/INITIATIVES
AGENCY-WIDE
The EPA continues to participate in numerous partnership agreements with Minority Academic
Institutions. In FY 95, 31 grants were awarded to 15 Historically Blacks Colleges and Universities (HBCUs)
totaling slightly more than $3.6 million. Eight Hispanic Serving Institutions (HSIs) were awarded 13 grants for
$1.8 million and one American Indian University received an award for $70,000. The total of these awards
is $5.5 million. The Minority Academic Institutions receiving grants are listed below:
Alabama A&M University
Tuskegee University
Tuskegee University
Howard University
Howard University
Howard University
Clark Atlanta University
Clark Atlanta University
Morehouse College
Southern University
Southern University
Xavier University
Xavier University
Morgan State University
Morgan State University
Morgan State University
Morgan State University
Morgan State University
Morgan State University
Alcorn State University
Jackson State University
Tougaloo College
Shaw University
Shaw University
Shaw University
Prairie View A&M Univ.
Texas Southern University
Texas Southern University
Texas southern University
Virginia State University
Virginia State University
HBCUs
Technical Support
Radon Training
Sampling/Analysis
Injured Bacteria
Curricula Tools
Chemical Studies
Traineeships
Ecological Study
Heavy Metals
Env. Policy
Env. Policy
Community Project
Air Toxins
Education Grant
Urban Env. Ctr.
Secondary Teachers
Summer Interns
Summer Interns
Secondary Teachers
Training Grant
Training Grant
Education Grant
Apprenticeship
Apprenticeship
Apprenticeship
Research Grant
Research Grant
Research Grant
Education Grant
Training Grant
Training Grant
Total
American Indian University
$65K
$161K
$80K
$145K
$150K
$85K
$100K
$116K
$114K
$125K
$125K
$300K
$300K
$50K
$133K
$237K
$200K
$16K
$15K
$70K
$90K
$35K
$140K
$50K
$75K
$62K
$100K
$242K
$200K
$63K
$18K
$3,662,000
Haskell Indian Nations University
Pesticide Technology for $70K
Technology for Americans Indians
Total
$70,000
EEOC FORM 568 (8/87)
29
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
HSIS
Northern Arizona
Northern Arizona
Northern Arizona
New Mexico State (Las Cruces)
New Mexico State (Las Cruces)
New Mexico State (Las Cruces)
No. New Mexico Comm. College
Univ. of New Mexico (Albuquerque)
Univ. of New Mexico (Albuquerque)
University of Puerto Rico (Rio Piedras)
University of Puerto Rico (Mayaguez)
El Paso Community College (El Paso)
Hostos Community College (NY)
Air Quality Grant $339K
Summer Intern Program $30K
American Indian Air Quality $52K
Radiation $79K
Env. Policy $99K
Orchard Spray $197K
Research $267K
Research $185K
Research $35K
Research $83K
Research $81K
Research $72K
Env. Policy $300K
Total $1,819,000
Several EPA components have strengthened their partnerships with Minority Academic Institutions,
while others are establishing new initiatives. The Office of Communications, Education and Public Affairs
(OCEPA) sponsored an educational outreach project through Alcorn State University. This project is designed
to educate community leaders, residents and volunteers in two counties about airborne diseases and other
contaminants to water quality. The Office of Civil Rights (OCR) was successful in gaining an additional $2
million to augment the Office of Environmental Justice (OEJ) grant program. The additional program funding
allowed the OEJ to provide grants to small HBCUs serving rural communities. The EPA is an active participant
in the Science and Engineering cluster sponsored by the White House Initiative on Historically Black Colleges
and Universities. The cluster sponsored a seminar on utilizing the Internet. The Agency also participated in
the twenty-first Annual Conference of Blacks in higher Education. During this conference EPA employees could
discuss current programs and research activities' with the Presidents, Chancellors and Director of the Offices
of Sponsored Research.
Community Outreach
The Region V Chapter of Women in Science and Engineering developed a video tape entitled "Career
Decision: Interviews with Women in EPA." This video tape will be used as a marketing tool for the Agency as
it provides viewers with a clear example of the quality of scientists employed by EPA and highlights our
organization as one concerned about the current status of women in the workplace. The primary goal of the
video is to encourage young women to consider a variety of career options associated with environmental
protection, especially those in science and engineering.
EEOC FORM 568 (8/87)
30
-------
WORK FORCE STATISTICAL CHARTS
-------
DISTRIBTION OF EEO GROUPS AND COMPARISON BY PATCO
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
PATCO FISCAL
CATEGORIES YEAR
PROFESSIONAL FY 95 #
%
CLF*
ADMINISTRATIVE FY 95 #
%
CLF*
TECHNICAL FY 95 #
%
CLF*
CLERICAL FY 95 #
%
CLF*
OTHER FY 95#
%
CLF*
TOTAL
EMP
8004
100.0
6681
100.0
783
100.0
1595
100.0
3
100.0
WHITE
M
4543
56.48
54.70
2459
36.81
42.10
130
16.60
36.10
43
2.70
14.00
0
0.00
67.60
F
2035
25.30
30.30
2488
37.24
40.40
296
37.80
42.90
534
33.48
63.40
0
0.00
11.20
BLACK
M
298
3.70
2.40
283
4.24
3.60
30
3.83
3.60
52
3.26
2.80
1
33.33
9.70
F
314
3.90
3.20
1012
15.15
5.30
256
32.69
6.60
833
52.23
9.60
2
66.67
3.20
HISPANIC
M
194
2.41
2.10
104
1.56
2.60
9
1.15
3.20
6
0.38
1.70
0
0.00
4.80
F
131
1.63
1.40
113
1.69
2.60
32
4.09
3.40
96
6.02
5.20
0
0.00
1.00
ASIAN
PACIFIC ISLANDER
M
293
3.64
3.50
70
1.05
1.40
4
0.51
1.90
4
0.25
0.80
0
0.00
1.20
F
170
2.11
1.90
112
1.68
1.40
22
2.81
1.60
22
1.38
1.90
0
0.00
0.30
AMERICAN INDIAN
ALASKAN NATIVE
M
13
0.16
0.20
16
0.24
0.30
0
0.00
0.40
2
0.13
0.10
0
0.00
0.90
F
13
0.16
0.20
24
0.36
0.30
4
0.51
0.40
3
0.19
0.50
0
0.00
0.20
National (U.S.) Civilian Labor Force
-------
DISTRIBUTION OF EEO GROUPS AND COMPARISON BY MAJOR OCCUPATIONS
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
PROFESSIONAL
SERIES 401 FY95#
BIOLOGIST %
CLF*
SERIES 510 FY95#
ACCOUNTANT %
CLF*
SERIES 511 FY95#
AUDITOR %
CLF*
SERIES 81 9 FY95#
ENVIRONMENTAL %
ENGINEER
CLF*
SERIES 893 FY 95 #
CHEMICAL %
ENGINEER
CLF*
TOTAL
EMP
732
100.0
188100
277100
2252100
168100
WHITE
M
417
56.97
54.70
77
40.96
54.70
127
45.85
54.70
1335
59.28
54.70
86
51.19
54.70
F
221
30.19
30.30
46
24.47
30.30
80
28.88
30.30
415
18.43
30.30
41
24.40
30.20
BLACK
M
28
3.83
2.40
9
4.79
2.40
22
7.94
2.40
88
3.91
2.40
6
3.57
2.40
F
22
3.01
3.20
36
19.15
3.20
29
10.47
3.20
77
3.42
3.20
5
2.98
3.20
HISPANIC
M
10
1.37
2.10
2
1.06
2.10
5
1.81
2.10
99
4.40
2.10
9
5.36
2.10
F
6
0.82
1.40
3
1.60
1.40
5
1.81
1.40
46
2.04
1.40
4
2.38
1.40
ASIAN PACIFIC
ISLANDER
M
14
1.91
3.50
3
1.60
3.50
3
1.08
3.50
133
5.91
3.50
14
8.33
3.50
F
9
1.23
1.90
11
5.85
1.90
6
2.17
1.90
56
2.49
1.90
3
1.79
1.90
NATIVE
AMERICAN
ALASKAN
NATIVE
M
1
0.14
0.20
0
0.00
0.20
0
0.00
0.20
1
0.04
0.20
0
0.00
0.20
F
4
0.55
0.20
1
0.53
0.20
0
0.00
0.20
2
0.09
0.20
0
0.00
0.20
National (U.S.) Civilian Labor Force
-------
DISTRIBUTION OF EEO GROUPS AND COMPARISON BY MAJOR OCCUPATIONS
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
PROFESSIONAL
SERIES 905 FY 95 #
ATTORNEY %
CLF*
SERIES 1301 FY95#
PHYSICAL %
SCIENTIST
CLF*
SERIES 1320 FY95#
CHEMIST %
CLF*
SERIES 1350 FY95#
GEOLOGIST %
CLF*
TOTAL
EMP
954
100.0
1868
100.0
634
100.0
127
100.0
WHITE
M
452
47.38
54.70
1090
58.35
54.70
380
59.94
54.70
95
74.80
54.70
F
353
37.00
30.30
519
27.78
30.20
135
21.29
30.20
24
18.90
30.20
BLACK
M
29
3.04
2.40
62
3.32
2.40
24
3.79
2.40
5
3.94
2.40
F
45
4.72
3.20
59
3.16
3.20
15
2.37
3.20
1
0.79
3.20
HISPANIC
M
20
2.10
2.10
31
1.66
2.10
9
1.42
2.10
1
0.79
2.10
F
22
2.31
1.40
27
1.45
1.40
11
1.74
1.40
0
0.00
1.40
ASIAN
PACIFIC ISLANDER
M
13
1.36
3.50
34
1.82
3.50
36
5.68
3.50
2
1.57
3.50
F
15
1.57
1.90
39
2.09
1.90
23
3.63
1.90
0
0.00
1.90
AMERICAN INDIAN
ALASKAN NATIVE
M
3
0.31
0.20
3
0.16
0.20
1
0.16
0.20
0
0.00
0.20
F
2
0.21
0.20
4
0.21
0.20
0
0.00
0.20
0
0.00
0.20
National (U.S.) Civilian Labor Force
CO
co
-------
DISTRIBUTION OF EEO GROUPS AND COMPARISON BY OCCUPATIONS
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
ADMINISTRATIVE
SERIES 028 FY 95 #
ENVIRONMENTAL %
PROTECTION
SPECIALIST CLF *
SERIES 301 FY95#
ADMINISTRATIVE %
CLF*
SERIES 340 FY 95 #
PROGRAM %
MANAGER
CLF*
SERIES 343 FY 95 #
MANAGEMENT %
ANALYST
CLF*
SERIES 11 02 FY95#
CONTRACT %
SPECIALIST
CLF*
TOTAL
EMP
2376
100.0
830
100.0
290
100.0
1185
100.0
329
100.0
WHITE
M
928
39.06
42.10
305
36.75
42.10
171
58.97
42.10
359
30.30
42.10
100
30.40
42.10
F
1010
42.51
40.40
280
33.73
40.40
89
30.69
40.40
505
42.62
40.40
122
37.08
40.40
BLACK
M
61
2.57
3.60
32
3.86
3.60
11
3.79
3.60
42
3.54
3.60
27
8.21
3.60
F
215
9.05
5.30
147
17.71
5.30
6
2.07
5.30
220
18.57
5.30
66
20.06
5.30
HISPANIC
M
27
1.14
2.60
17
2.05
2.60
5
1.72
2.60
13
1.10
2.60
4
1.22
2.60
F
38
1.60
2.60
10
1.20
2.60
1
0.34
2.60
19
1.60
2.60
4
1.22
2.60
ASIAN PACIFIC
ISLANDER
M
29
1.22
1.40
6
0.72
1.40
3
1.03
1.40
6
0.51
1.40
2
0.61
1.40
F
49
2.06
1.40
7
0.84
1.40
3
1.03
1.40
17
1.43
1.40
2
0.61
1.40
AMERICAN
INDIAN ALASKAN
NATIVE
M
9
0.38
0.30
2
0.24
0.30
1
0.34
0.30
2
0.17
0.30
0
0.00
0.30
F
10
0.42
0.30
4
0.48
0.30
0
0.00
0.30
2
0.17
0.30
2
0.61
0.30
National (U.S.) Civilian Labor Force
-------
ACCOMPLISHMENTS BY PATCO CATEGORY
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
PATCO FISCAL
CATEGORIES YEAR
FY94#
PROFESSIONAL %
FY95#
%
% DIFFERENCE
FY94#
ADMINISTRATIVE %
FY95#
%
% DIFFERENCE
FY94#
TECHNICAL %
FY95#
%
% DIFFERENCE
FY94#
CLERICAL %
FY95#
%
% DIFFERENCE
FY94#
OTHERS %
FY95#
%
% DIFFERENCE
TOTAL
EMP
8023
100.00
8004
100.00
6372
100.00
6681
100.00
718
100.00
783
100.00
1842
100.00
1595
100.00
2
100.00
3
100.00
WHITE
M
4646
57.91
4543
56.76
-1.15
2436
38.23
2459
36.81
-1.42
106
14.76
130
16.60
1.84
51
2.77
43
2.70
-0.07
0
0.00
0
0.00
0.00
F
2008
25.03
2035
25.42
0.39
2391
37.52
2488
37.24
-0.28
296
41.23
296
37.80
-3.43
637
34.58
534
33.48
-1.10
0
0.00
0
0.00
0.00
BLACK
M
294
3.66
298
3.72
0.06
265
4.16
283
4.24
0,08
30
4.18
30
3.83
-0.35
52
2.82
52
3.26
0.44
1
50.00
1
33.33
-16.67
F
305
3.80
314
3.92
0.12
904
14.19
1012
15.15
0.96
221
30.78
256
32.69
1.91
952
51.68
833
52.23
0.55
1
50.00
2
66.67
16.67
HISPANIC
M
194
2.42
194
2.42
0.00
91
1.43
104
1.56
0.13
12
1.67
9
1.15
-0.52
5
0.27
6
0.38
0.11
0
0.00
0
0.00
0.00
F
123
1.53
131
1.64
0.11
99
1.55
113
1.69
0.14
32
4.46
32
4.09
-0.37
106
5.75
96
6.02
0.27
0
0.00
0
0.00
0.00
ASIAN PACIFIC
ISLANDER
M
278
3.47
293
3.66
0.19
53
0.83
70
1.05
0.22
4
0.56
4
0.51
-0.05
4
0.22
4
0.25
0.03
0
0.00
0
0.00
0.00
F
157
1.96
170
2.12
0.16
104
1.63
112
1.68
0.05
15
2.09
22
2.81
0.72
26
1.41
22
1.38
-0.03
0
0.00
0
0.00
0.00
AMERICAN INDIAN
ALASKAN NATIVE
M
9
0.11
13
0.16
0.05
11
0.17
16
0.24
0.07
0
0.00
0
0.00
0.00
2
0.11
2
0.13
0.02
0
0.00
0
0.00
0.00
F
9
0.11
13
0.16
0.05
18
0.28
24
0.36
0.08
2
0.28
4
0.51
0.23
7
0.38
3
0.19
-0.19
0
0.00
0
0.00
0.00
National (U.S.) Civilian Labor Force
CO
Ol
-------
ACCOMPLISHMENTS BY MAJOR OCCUPATIONS
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
PROFESSIONAL
SERIES 401 FY94#
BIOLOGIST %
FY95#
%
% DIFFERENCE
SERIES 510 FY94#
ACCOUNTANT %
FY95#
%
% DIFFERENCE
SERIES 51 1 FY 94 #
AUDITOR %
FY95#
%
% DIFFERENCE
SERIES 81 9 FY94#
ENVIRONMENTAL %
ENGINEER FY95#
%
% DIFFERENCE
; SERIES 893 FY94#
CHEMICAL %
ENGINEER FY 95 #
%
% DIFFERENCE
TOTAL
EMP
654
100.0
732
100.0
180
100.0
188
100.0
283
100.0
277
100.0
2199
100.0
2252
100.0
168
100.0
168
100.0
WHITE
M
390
59.63
417
56.97
-2.66
77
42.78
77
40.96
-1.82
133
47.00
127
45.85
-1.15
1298
59.03
1335
59.28
0.25
90
53.57
86
51.19
-2.38
F
178
27.22
221
30.19
2.97
43
23.89
46
24.47
0.58
77
27.21
80
28.88
1.67
413
18.78
415
18.43
-0.35
42
25.00
41
24.40
-0.60
BLACK
M
25
3.82
28
3.83
0.01
8
4.44
9
4.79
0.35
23
8.13
22
7.94
-0.19
83
3.77
88
3.91
0.14
6
3.57
6
3.57
0.00
F
24
3.67
22
3.01
-0.66
35
19.44
36
19.15
-0.29
30
10.60
29
10.47
-0.13
76
3.46
77
3.42
-0.04
4
2.38
5
2.98
0.60
HISPANIC
M
9
1.38
10
1.37
-0.01
2
1.11
2
1.06
-0.05
5
1.77
5
1.81
0.04
100
4.55
99
4.40
-0.15
6
3.57
9
5.36
1.79
F
6
0.92
6
0.82
-0.10
3
1.67
3
1.60
-0.07
6
2.12
5
1.81
-0.31
47
2.14
46
2.04
-0.10
3
1.79
4
2.38
0.59
ASIAN
PACIFIC
ISLANDER
M
12
1.83
14
1.91
0.08
3
1.67
3
1.60
0.07
4
1.41
3
1.08
-0.33
130
5.91
133
5.91
0.00
15
8.93
14
8.33
-O.6O
F
9
1.38
9
1.23
-0.15
8
4.44
11
5.85
1.41
5
1.77
6
2.17
0.40
51
2.32
56
2.49
0.17
2
1.19
3'
1.79
0.6O
AMERICAN
INDIAN
ALASKAN
NATIVE
M
1
0.15
1
0.14
-0.01
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
1
0.05
1
0.04
-0.01
0
0.00
0
0.00
o.oo
F
0
0.00
4
0.55
0.55
1
0.56
1
0.53
-0.03
0
0.00
0
0.00
0.00
0
0.00
2
0.09
0.09
0
0.00
0
0.00
o.oo
-------
ACCOMPLISHMENTS BY MAJOR OCCUPATIONS
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
PROFESSIONAL
SERIES 905 FY 94 #
ATTORNEY %
FY95#
%
% DIFFERENCE
SERIES 1301 FY94#
PHYSICAL %
SCIENTIST FY 95 #
%
% DIFFERENCE
SERIES 1320 FY94#
CHEMIST %
FY95#
% DIFFERENCE
SERIES 1350 FY94#
GEOLOGIST %
FY95#
%
% DIFFERENCE
TOTAL
EMP
991
100.0
954
100.0
1850
100.0
1868
100.0
640
100.0
634
100.0
131
100.0
127
100.0
WHITE
M
474
47.83
452
47.38
-0.45
1086
58.70
1090
58.35
-0.35
408
63.75
380
59.94
-3.81
99
75.57
95
74.80
-0.77
F
375
37.84
353
37.00
-0.84
522
28.22
519
27.78
-0.44
123
19.22
135
21.29
2.07
24
18.32
24
18.90
0.58
BLACK
M
29
2.93
29
3.04
0.11
61
3.30
62
3.32
0.02
24
3.75
24
3.79
0.04
4
3.05
5
3.94
0.89
F
42
4.24
45
4.72
0.48
60
3.24
59
3.16
-0.08
13
2.03
15
2.37
0.34
1
0.76
1
0.79
0.03
HISPANIC
-
M
20
2.02
20
2.10
0.08
28
1.51
31
1.66
0.15
9
1.41
9
1.42
0.01
1
0.76
1
0.79
0.03
F
19
1.92
22
2.31
0.39
25
1.35
27
1.45
0.10
9
1.41
11
1.74
0.33
0
0.00
0
0.00
0.00
ASIAN PACIFIC
ISLANDER
M
12
1.21
13
1:36
0.15
34
1.84
34
1.82
-0.02
30
4.69
36
5.68
0.99
2
1.53
2
1.57
0.04
F
14
1.41
15
1.57
0.16
28
1.51
39
2.09
0.58
24
3.75
23
3.63
-0.12
0
0.00
0
o.oo
0.00
AMERICAN INDIAN
ALASKAN NATIVE
M
3
0.30
3
0.31
0.01
2
0.11
3
0.16
0.05
0
0.00
1
0.16
0.16
0
O.OO
0
0.00
0.00
F
3
0.30
2
0.21
-0.09
4
0.22
4
0.21
-0.01
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
-------
ACCOMPLISHMENTS BY MAJOR OCCUPATIONS
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
ADMINISTRATIVE
SERIES 0028 FY 94 #
ENVIRONMENTAL %
PROTECTION FY 95 #
SPECIALIST %
% DIFFERENCE
SERIES 301 FY 94 #
ADMINISTRATIVE %
FY95#
%
% DIFFERENCE
SERIES 340 FY 94 #
PROGRAM %
MANAGER FY 95 #
%
% DIFFERENCE
SERIES 343 FY 94 #
MANAGEMENT %
ANALYST FY 95 #
%
% DIFFERENCE
SERIES 11 02 FY94#
CONTRACT %
SPECIALIST FY95#
%
% DIFFERENCE
TOTAL
EMP
2259
100.0
2376
100.0
748
100.0
830
100.0
303
100.0
290
100.0
1111
100.0
1185
100.0
314
100.0
329
100.0
WHITE
M
902
39.93
928
39.06
-0.87
262
35.03
305
36.75
1.72
197
65.02
171
58.97
-6.05
333
29.97
359
30.30
0.33
99
31.53
100
30.40
-1.13
F
966
42.76
1010
42.51
-0.25
279
37.30
280
33.73
-3.57
86
28.38
9
3.10
2.31
480
43.20
505
42.62
-0.58
125
39.81
122
37.08
-2.73
BLACK
M
58
2.57
61
2.57
0.00
32
4.28
32
3.86
-0.42
7
2.31
11
3.79
1.48
35
3.15
42
3.54
0.39
27
8.60
27
8.21
-0.39
F
192
8.50
215
9.05
0.55
140
18.72
147
17.71
-1.01
5
1.65
6
2.07
0.42
201
18.09
220
18.57
0.48
53
16.88
66
20.06
3.18
HISPANIC
M
31
1.37
27
1.14
-0.23
9
1.20
17
2.05
0.85
3
0.99
5
1.72
0.73
13
1.17
13
1.10
-0.07
3
0.96
4
1.22
0.26
F
29
1.28
38
1.60
0.32
11
1.47
10
1.20
-0.27
1
0.33
1
0.34
0.01
19
1.71
19
1.60
-0.11
3
0.96
4
1.22
0.26
ASIAN PACIFIC
ISLANDER
M
21
0.93
29
1.22
0.29
3
0.40
6
0.72
0.32
1
0.33
3
1.03
0.70
6
0.54
6
0.51
-0.03
1
0.32
2
0.61
0.29
F
44
1.95
49
2.06
0.11
6
0.80
7
0.84
0.04
2
0.66
3
1.03
0.37
20
1.80
17
1.43
-0.37
2
0.64
2
0.61
-O.03
AMERICAN INDIAN
ALASKAN NATIVE
M
7
0.31
9
0.38
0.07
2
0.27
2
0.24
-0.03
1
0.33
1
0.34
0.01
1
0.09
2
0.17
0.08
0
0.00
6
0.00
0.00
F
9
0.40
10
0.42
0.02
4
0.53
4
0.48
-0.05
0
0.00
0
0.00
0.00
3
0.27
2
0.17
-0.10
1
0.32
2
0.61
O.29
-------
ACCOMPLISHMENTS BY GRADE GROUPING
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
GRADE FISCAL
LEVEL YEAR
FY94#
GS 1-4 %
FY95#
%
% DIFFERENCE
FY94#
GS 5-8 %
FY95#
%
% DIFFERENCE
FY94#
GS 9-12 %
FY95#
%
% DIFFERENCE
FY94#
GS-1 3 %
FY95#
%
% DIFFERENCE
FY94#
GS-1 4 %
FY95#
%
% DIFFERENCE
TOTAL
EMP
148
100.0
128
100.0
2351
100.0
2292
100.0
5542
100.0
5590
100.0
4810
100.0
4956
100.0
2495
100.0
2544
100.0
WHITE
M
14
09.46
13
10.16
0.70
114
4.85
154
6.72
1.87
2012
36.30
1971
35.26
-1.04
2483
51.62
2495
50.34
-1.28
1511
60.56
1501
59.00
-1.56
F
32
21.62
27
21.09
-0.53
872
37.09
813
35.47
-1.62
1928
34.79
1927
34.47
-0.32
1436
29.85
1482
29.90
0.05
693
27.78
732
28.77
0.99
BLACK
M
14
9.46
14
10.94
1.48
74
3.15
78
3.40
0.25
252
4.55
269
4.81
0.26
196
4.07
193
3.89
-0.18
60
2.40
64
2.52
0.12
F
60
40.54
50
39.06
-1.48
1084
46.11
1032
45.03
-1.08
798
14.40
833
14.90
0.50
309
6.42
357
7.20
0.78
101
4.05
111
4.36
0.31
HISPANIC
M
1
0.68
2
1.56
0.88
22
0.94
23
1.00
0.06
138
2.49
129
2.31
-0.18
84
1.75
97
1.96
0.21
33
1.32
37
1.45
0.13
F
22
14.86
17
13.38
-1.58
118
5.02
119
5.19
0.17
131
2.36
142
2.54
0.18
66
1.37
68
1.37
0.00
20
0.80
22
0.86
0.06
ASIAN PACIFIC
ISLANDER
M
3
2.03
3
2.34
0.31
10
0.43
13
0.57
0.14
126
2.27
142
2.54
0.27
126
2.62
139
2.80
0.18
53
2.12
52
2.04
-0.08
F
1
0.68
1
0.78
0.10
48
2.04
53
2.31
0.27
128
2.31
136
2.43
0.12
95
1.98
103
2.08
0.10
22
0.88
24
0.94
0.06
AMERICAN INDIAN
ALASKAN NATIVE
M
0
0.0
0
0.0
0.0
2
0.09
2
0.09
0.00
8
0.14
14
0.25
0.11
9
0.19
12
0.24
0.05
1
0.04
1
0.04
0.00
F
1
0.68
1
0.78
0.10
7
0.30
5
0.22
-0.08
21
0.38
27
0.48
0.10
6
0.12
10
0.20
0.08
1
0.04
0
0.00
-0.04
CD
-------
ACCOMPLISHMENTS BY GRADE GROUPING
AGENCY-WIDE
AS OF SEPTEMBER 30,1995
GRADE FISCAL
LEVEL YEAR
FY94#
GS-15 %
FY95#
%
% DIFFERENCE
FY94#
SES %
FY95#
%
% DIFFERENCE
TOTAL
EMP
1331
100.0
1292
100.0
280
100.0
264
100.0
WHITE
M
909
68.29
864
66.87
-1.42
196
70.00
177
67.05
-2.95
F
303
22.76
305
23.61
0.85
68
24.29
67
25.38
1.09
BLACK
M
37
2.78
34
2.63
-0.15
9
3.21
12
4.55
1.34
F
28
2.10
31
2.40
0.30
3
1.07
3
1.14
0.07
HISPANIC
M
22
1.65
23
1.78
0.13
2
0.71
2
0.76
0.05
F
3
0.23
3
0.23
0.00
0
0.00
1
0.38
0.38
ASIAN PACIFIC
ISLANDER
M
20
1.50
22
1.70
0.20
1
0.36
0
0.00
-0.36
F
8
0.60
9
0.70
0.10
0
0.00
0
0.00
0.00
AMERICAN INDIAN
ALASKAN NATIVE
M
1
0.08
1
0.08
0.00
1
0.36
1
0.38
0.02
F
0
0.00
0
0.00
0.00
0
0.00
1
0.38
0.38
-------
AGENCY-WIDE HIRES NEEDED TO ELIMINATE UNDERREPRESENTATION
IN PROFESSIONAL AND ADMINISTRATIVE CATEGORIES
PATCO CATEGORIES
Professional
National Civilian Labor Force (CLF)
Number of professional staff needed
to eliminate underrepresentation
Administrative
National Civilian Labor Force (CLF)
Number of administrative staff needed
tn filiminatfi tinrlflrrfiprfisfintatinn
WHITE
M
54.70%
42.10%
-
F
30.30%
390
40.40%
211
BLACK
M
2.40%
-
3.60%
F
3.20%
-
5.30%
HISPANIC
M
2.10%
-
2.60%
70
F
1.40%
2.60%
61
ASIAN PACIFIC
ISLANDER
M
3.50%
1.40%
24
F
1.90%
-
1.40%
-
AMERICAN
INDIAN ALASKAN
NATIVE
M
0.20%
3
0.30%
4
F
0.20%
3
0.30%
NOTE: This chart compares the total population in EPA's Agency-wide professional and administrative jobs against the National (U.S.) Civilian Labor Force
(CLF) representation. This comparison determines the number of hires needed to bring the number of minorities and women to the same representation
rate as that of the CLF. It includes aN professional and administrative job series, including the most populous in each group.
-------
AGENCY HIRES NEEDED TO ELIMINATE UNDERREPRESENTATION
IN MAJOR PROFESSIONAL SERIES
OCCUPATIONS/
SERIES
National Civilian Labor Force (CLF)
BIOLOGISTS/ Series 401
ACCOUNTANTS/ Series 510
AUDITORS/ Series 511
ENVIRONMENTAL ENGINEERS/
Series 81 9
CHEMICAL ENGINEERS/ Series 893
ATTORNEYS/ Series 905
PHYSICAL SCIENTISTS/ Series 1 301
CHEMISTS/ Series 1320
GEOLOGISTS/ Series 1350
WHITE
M
54.70%
-
-
F
30.30%
1
11
4
267
10
45
56
14
BLACK
M
2.40%
__
__
-
-
F
3.20%
1
1
1
5
3
HISPANIC
M
2.10%
5
2
1
-
8
4
2
F
1.40%
4
__
_.
2
ASIAN PACIFIC
ISLANDER
M
3.50%
12
4
7
-
20
31
_
2
F
1.90%
5
__
-
1
3
__
2
AMERICAN
INDIAN ALASKAN
NATIVE
M
0.20%
1
1
1
4
1
1
1
1
F
0.20%
1
3
1
_-
1
1
NOTE: This chart reflects the number of hires needed to bring the population in each of the nine most populous professional job series Agency-wide to
the same representation rate in the National Civilian Labor Force (CLF). The CLF is established by the U.S. Equal Employment Opportunity Commission
and it is based on the 1990 U.S. Census survey.
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPLISHMENTS OF OBJECTIVES
PROGRAM ELEMENT- ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT: Sufficient financial support for Special Emphasis Programs is not being
provided. Some of the SEP 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 their constituencies.
OBJECTIVE: To make Special Emphasis Programs in the Regional Offices and laboratories effective in
addressing employment issues of minorities and women and provide sound advice, information, and feedback
to their management officials and to the national EEO managers.
ACTION ITEMS
'rovide financial resources, training and guidance to field Special
Emphasis Program managers to enhance their skills, knowledge and
abilities so that their respective programs are administered effectively
and efficiently
ACCOMPLISHMENTS STATUS
YES
PARTIAL
X
NO
ACCOMPLISHMENTS
During FY 1995, the Agency's Office of Civil Rights sponsored training for all Special Emphasis Program
managers. The training was conducted in conjunction with non-government organization's training conferences
with objectives that parallel those of each of the respective Special Emphasis Programs. Financial resources
for SEP implementation remain at a minimum. At present, the EPA is operating within severe budget
constraints. Expenditures for travel, training and all other programmatic activities have been curtailed until
budget restrictions are lifted.
EEOC Form 568 (8/87)
43
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPLISHMENTS OF OBJECTIVES
PROGRAM ELEMENT- ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT: Accountability for achieving specific affirmative employment objectives
is often lacking at the program hiring officials level.
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
Defore making selections.
Design, develop and offer EEO Awareness training through
the EPA Institute.
ACCOMPLISHMENTS STATUS
-YES
X
PARTIAL
X
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.
EPA officials receive provided copies of the Agency's Affirmative Employment Program Plan to make them
aware of occupational categories and grade levels where targeted recruitment is needed. Training is also
available through the EPA Training Institute to help managers and supervisors gain the essential skills and
practical experience required to effectively interact with diverse groups of people.
EEOC Form 568 (8/87)
44
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPLISHMENTS 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 professional
occupations, all minority groups and women experienced increases in their representation. Similarly, there
were also increases in many administrative occupations. These increases occurred even though the Agency
found it necessary to impose a freeze on hiring and promotions during the latter part of the fiscal year.
An automated personnel data system referred to as EEOMAS (Equal Employment Opportunity Monitoring and
Analysis System) has been purchased. 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)
45
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPUSHMENTS OF OBJECTIVES
PROGRAM ELEMENT- RECRUITMENT AND HIRING
PROGRAM/BARRIER STATEMENT: The EPA does not enjoy a mutually beneficial relationship with Minority
Academic Institutions (MAIs) to the extent possible and desirable. EPA programs are not well known among
MAte, nor has the Agency worked with them to make environmental science related courses core components
of liberal arts and technical degree programs. The EPA also has a small Graduate Fellowship program
(including trainees and interns) and a very limited faculty/executive exchange program.
OBJECTIVE: To expand EPA's relationships with Minority Academic Institutions (MAIs) and establish more
effective partnerships with them for the benefit of both the institutions, students, and the EPA.
ACTION ITEMS:
To expand the EPA's relationships/partnerships among MAIs
o 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 two-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
fellows.
To foster a proactive and positive relationship among Agency
components and MAIs.
ACCOMPLISHMENTS STATUS
YES
X
X
PARTIAL
X
X
X
X
NO
X
EEOC Form 568 (8/87)
46
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPLISHMENTS OF OBJECTIVES
PROGRAM ELEMENT- RECRUITMENT AND HIRING
ACCOMPLISHMENTS
The Office of Research and Development sponsors a two-year Environmental Science Management Training
Program. This program offers mid-career professionals an opportunity to earn a masters degree in
environmental science management and to gain work experience at EPA. Current budget limitations severely
limit the accomplishment of MAI outreach activities.
EEOC Form 568 (8/87) 47
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPLISHMENT OF OBJECTIVES
PROGRAM ELEMENT- RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: Many women and minorities perceive that unnecessary education
restrictions tend to limit development of the applicant pool, screening out qualified minorities and women for
managerial and pre-managerial positions. There is also the perception that the barriers to eliminating this
practice or lessening 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 managerial positions and in mid-level
positions that feed them.
ACTION ITEMS
ACCOMPLISHMENTS STATUS
Review proposed announcements of vacant
supervisory positions 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
components where substantial hiring is planned to
determine whether restructuring of professional jobs
at the mid-level would permit the creation of EPS
and other administrative or technical positions.
Develop selection data to provide basis for
monitoring.
EPA requires that GS-13 and above vacancy
announcements be advertised nationally and be
kept 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
ency has developed a system to track the race,
ex, etc., of selectees for managerial positions.
ome 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
Dpening up qualification requirements results in
lighter rate of selection for minorities and women.
ACCOMPLISHMENTS
The OCR and the Office of Human Resources and Organizational Services (OHROS) periodically review
assessment data on the number of minorities and women hired for 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 managers 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)
48
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPLISHMENT OF OBJECTIVES
PROGRAM ELEMENT- RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: There is a manifest imbalance and, in some cases, a 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:
Hire minorities and 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
PARTIAL
X
NO
ACCOMPLISHMENTS
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 Goalsetters Reaching for Opportunities (GRO) for employees in grades ranging
fromGS-4toGS-10.
EEOC Form 568 (8/87)
49
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPLISHMENT 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: To implement 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)
50
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPUSHMENT OF OBJECTIVES
PROGRAM ELEMENT- RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: Current recruitment efforts are not yielding sufficient gains in the hiring
of minorities and women.
OBJECTIVE: To select minorities and 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
n the Plan.
3repare an FY 1995 AEP Accomplishment Report and FY
1 996 AEP Plan Update according to instructions provided by
the OCR and provide reports within the specified time frame.
ACCOMPLISHMENTS STATUS
YES
PARTIAL
X
X
NO
X
X
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. Some of the major accomplishments are: 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; and the EPA's increased
involvement in, and contributions to, Minority Academic Institutions.
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPLISHMENT 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 EEC/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 was purchased and
installed by the end of FY 1995.
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
AGENCY-WIDE
REPORT ON ACCOMPUSHMENT 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: To implement 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 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
X
PARTIAL
X
NO
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 1995,
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 1996. 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
FY 1996 UPDATE
AND
FY 1995 ACCOMPLISHMENT REPORT
ANALYSIS OF WORK FORCE
REPORT ON OBJECTIVES AND ACTION ITEMS
NOTEWORTHY ACTIVITIES/INITIATIVES
PROBLEM/BARRIER IDENTIFICATION
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: 6195 TOTAL
2190 PROFESSIONAL 33TO ADMINISTRATIVE 125 TECHNICAL
584 CLERICAL 1 OTHER
Name of Contact Person/Person Preparing Form: Lucy Lovett
TELEPHONE NUMBER: (202) 260-7780
Name/Title of Principal EEO Official:
Dan J. Rondeau
Director, Office of Civil Rights
of Principal EEO Official
Certify tKat : this report is in compliance with EEOC-MD-714.
Name/Title of Head of Organization
CAROL M. BROWNER
;TRATOR
Signature of Head oFjfcrganTZation
APR I 2 1996
DATE:
Certify that this report is in compliance with EEOC-MD-714.
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
WORK FORCE PROFILE AND ANALYSIS
This report contains the accomplishments in hiring, promoting, and developing minorities and women during
the past fiscal year in EPA Headquarters organizations.
The work force profiles in this section depict the distribution of the Headquarters' 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 are 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
professional and administrative staff. These two occupational categories represent 89% of the Headquarters
workforce. The data are also arranged by specific grade groups, as follows: GS 1-4,5-8,9-12,13,14,15, and
SES. We also include data pertaining to the EPA Headquarters' major occupational categories and the percent
of distribution of all groups (minorities and whites) for fiscal year 1995.
We based our work force computations and subsequent analysis on comparisons with the National Civilian
Labor Force (CLF) data stemming from the 1990 Census. We used the National CLF to analyze our
professional and administrative occupational groups at Headquarters. This section also contains a profile of
planned versus actual accomplishments for minorities and women.
SUMMARY ANALYSIS
At the end of FY1994, EPA Headquarters' full-time and part-time population had been 6195. By the close of
FY1995, the total population was 6210, a net increase of 15 employees. Most (89%) of the Headquarters work
force was assigned to professional and administrative positions. While minorities and women make up 60.21%
of the Headquarters population, their representation rate in the professional ranks is much lower, or 45.62%,
while their representation rate in the administrative positions is slightly higher, or 62.33%. Furthermore, of the
3739 minorities and women at EPA Headquarters, the largest group (55.18%) is found in administrative
positions.
PROFESSIONAL
PATCO: The total number of Headquarters employees in the professional category decreased by 20, going
from 2210 in FY 1994 to 2190 in FY 1995. Among minorities and women, white women decreased by 7%,
going from 582 in FY 1994 to 576 in FY 1995. In FY 1995, 35.26% of the EPA Headquarters work force held
professional positions. White men occupied most of them, with a representation rate of 54.38%. The only
minority groups that remain below their National CLF representation rate are Hispanic men and women, and
American Indian men and women.
As a group, women occupied 34.93% of the professional positions. In particular, white women occupied
26.30% of these positions. Minority women occupied 8.63% with black women at 4.93%, Hispanic women
1.32%, Asian women 2.33%, and American Indian women 0.05% of the positions. Minority men occupied only
10.68% of the professional positions. In particular, black men represented 4.66%, Hispanic men 1.55%, Asian
men 4.43%, and American Indian men 0.05%.
MAJOR OCCUPATIONAL SERIES: The nine most populous professional job series are biologist,
environmental engineer, chemical engineer, physical scientist, chemist, geologist, accountant, auditor, and
attorney positions. White men occupied an average of 51.46% of them. While minorities and women together
occupied the balance, their representation rates varied from a high of 66.67% among accountants to a low of
36.88% among physical scientists. Notwithstanding, the representation rates by individual targeted groups
varied from occupation to occupation. For instance, white women made up 12.50% of the geologist positions,
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AFFIRMATIVE EMPLOYMENT PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
and there were no Hispanics, Asians, or American Indians in that job series.
ADMINISTRATIVE
PATCO: The total number of Headquarters employees in administrative positions increased by 91, from 3219
in FY1994 to 3310 in FY1995. The number of women and minorities in those positions also increased by 78,
from 1985 in FY 1994 to 2063 in FY 1995. In FY 1995, 53.30% of the EPA Headquarters work force held
administrative positions. Minorities and women represented 62.33%of those positions, while white men
occupied 37.67%. Most minority groups still remain below their National CLF representation rate.
As a group, women occupied 55.20% of the administrative positions. In particular, white women occupied
34.14% of these positions with minority women occupying 21.06%. Black women held 18.67%, Hispanic
women 1.03%, Asian women 121%, and American Indian women 0.15%. Minority men only occupied 7.13%
of these positions: black men represented 4.62%, Hispanic men 1.60%, Asian men 0.82%, and American Indian
men 0.09% of the administrative work force.
MAJOR OCCUPATIONAL SERIES: The five most populous administrative job series are environmental
protection specialist, administrative, program manager, management analyst, and contract specialist. White
men occupied an average of 41.03% of the positions in these series. While minorities and women together
occupied the balance, their representation rates varied from a high of 68.31% among management analysts
to a low of 35.72% for program manager positions. The representation rates by individual targeted group
varied from position to position. For instance, while underrepresentation was eliminated for white women in one
of the series (environmental protection specialist) and underrepresentation was eliminated in four of them
(administrative, program manager, management analyst, and contract specialist) for black males, there were
little or no gains in eliminating underrepresentation for the other groups.
TECHNICAL
PATCO: The total number of Headquarters employees in technical positions increased by 11, from 114 in FY
1994 to 125 in FY 1995. While the number of minorities and women also increased, from 100 to 107, their
representation rate went down slightly, from 87.72% to 85.60%. At the of FY 1995, only 2% of the total EPA
Headquarters work force held technical positions; white men held 14.40% of them, while minorities and women
represented the balance, or 85.60%.
As a group, women occupied 81.60% of the technical positions. In particular, white women occupied 17.60%
of these positions with minority women occupying 64%. Black women held 62.40%, and Asian women 1.60%.
There were no Hispanic or American Indian women assigned to technical positions. Black men occupied
4.00% of these positions and were the only minority males represented in them. There were no Hispanic,
Asian, or American Indian men in technical positions.
CLERICAL
PATCO: The total number of Headquarters employees assigned to clerical positions decreased by 68, from
652 in FY 1994 to 584 in FY 1995. At the end of FY 1995, only 9.40% of the total EPA Headquarters work force
held clerical positions; women held the overwhelming majority. White men only held 2.57% of these positions
while minorities and women represented 97.43%. Black women occupied the largest percentage of the
clerical positions, with 72.95% of the jobs, while white women held 19.01% and Hispanic 0.51%. There were
no Asian or American Indian women in clerical positions. Minority men occupied 4.97% of these positions, with
black men assigned to 4.6% of them. All EEO groups held clerical positions except Hispanic and American
Indian men.
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HEADQUARTERS
OTHER
The only Headquarters employee classified as other in FY 1995 was one black woman.
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AFFIRMATIVE EMPLOYMENT PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
COMPARATIVE ANALYSIS OF CLF AND EPA WORKFORCE IN MAJOR PROFESSIONAL SERIES -
This analysis focuses on the major professional occupational series. Over one third, or 35.3%, of the
EPA Headquarters work force is employed in this category, and 81.4% of that is employed in nine major
occupational series. These are: biologists, accountants, auditors, environmental engineers, chemical
engineers, attorneys, physical scientists, chemists, and geologists.
In the entire Professional category, several targeted groups are underrepresented or even non-existent.
The analysis describes the underrepresentation rate for each of the targeted groups \where applicable) by job
series and the number of staff needed to eliminate underrepresentation in comparison to the National Civilian
Labor Force (CLF). The most underrepresented groups are American Indians and white women. There are
ne American Indian men in any of the nine major Professional series, while white women are under-represented
in eight out of the nine (the exception is the attorneys series). There are no American Indian women in seven
out of the nine major professional series; the exceptions are the biologists and attorneys series, where there
is one in each.
Biologists: Hispanic men are underrepresented by 1.7%, Asian men by 3.10%, Asian women by 0.31%, and
American Indian men by 0.2%. The addition of four Hispanic men, eight Asian men, and one each white
women, Asian women, and American Indian men would eliminate underrepresentation of these groups in this
occupation. Although the underrepresentation rate for white women is not significant (0.14%), the addition of
one white woman would improve their representation. There are no American Indian men in this series.
Accountants: White women are underrepresented by 6.30 %, Hispanic men by 0.77%, Hispanic women by
1.40%, Asian men by 2.17%, and American Indian men and women each by 0.2%. To eliminate this under-
representation, the EPA needs to hire five white women, one each Hispanic men and women, two Asian men,
and one each American Indian men and women. Note that there are no Hispanic women, American Indian
men, or American Indian women in this series.
Auditors: White women are underrepresented by 1.57%, Hispanic men by 0.20%, Asian men by 2.40%, and
American Indian men and women by 0.2% each. To eliminate underrepresentation for each group, the EPA
should hire four white women, one Hispanic man, six Asian men, and one each American Indian men and
women. Note that there are no American Indian men or women in this series.
Environmental Engineers: White women and American Indian men and women are the only underrepresented
groups in this job series, by 14.58%, 02%, and 0.2%, respectively. To eliminate underrepresentation, the EPA
should hire 33 white women and one each American Indian men and women. Note that there are no American
Indian men or women in this series.
Chemical Engineers: American Indian men and women are underrepresented by 0.2% each, while white
women are underrepresented by 0.73%. To eliminate underrepresentation, the EPA needs to hire one each
white women, American Indian men, and American Indian women. Note that there are no American Indian men
or women in this series.
Attorneys: Hispanic men are underrepresented by 0.98%, Asian men by 1.82%, Asian women by 0.78%, and
American Indian men and women by 02% each. In order to eliminate underrepresentation for each group.the
EPA needs to hire four Hispanic men, seven Asian men, three Asian women, and one each American Indian
men and women into the attorneys series. Note that there are no American Indian men in this series.
Physical Scientists: White women are underrepresented by 7.18%, black women by 0.39%, Hispanic men by
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AFFIRMATIVE EMPLOYMENT PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
0.85%, Hispanic women by 0.78%, Asian men by .69%, and American Indian men and women by 0.2% each.
To eliminate underrepresentation for each group, the EPA should bring 23 white women, one black woman,
three each Hispanic men and women, two Asian men, and one each American Indian men and women. Note
that there are no American Indian men or women in this series.
Chemists: White women are underrepresented by 6.71%, black women by 0.64%, and American Indian men
and women by 02% each. In order to eliminate underrepresentation, the EPA should hire 13 white women and
one each black women, American Indian men, and American Indian women. Note that there are no American
Indian men or women in this series.
Geologists: White women are underrepresented by 17.80%, Hispanic men by 2.10%, Hispanic women by
1.40%, Asian men by 3.50%, Asian women by 1.90%, and American Indian men and women by 0.2% each.
In order to eliminate underrepresentation, the EPA should hire three white women, and one each Hispanic men
and women, Asian men and women, and American Indian men and women. Note that there are no Hispanic
men or women, Asian men or women, or American Indian men or women in this series.
EEOC Form 568 (8/87)
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AFFIRMATIVE EMPLOYMENT PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
FY 1994
FY1995
Legend
El W Mate
H W Female
B Mile
B Female
H Male
H Female
A Male
A Female
Al Male
Al Female
40.31%
2991%
439%
1958%
1.31%
1.07%
1 89%
1.42%
003%
010%
The above distribution charts show the change in
Headquarters diversity from FY 1994 to FY 1995. The total workforce
increased by 15, or 0.24% going from 6195 in FY 1994 to 6210 in FY
1995. While there was an increase in the total population, the
white male population decreased by 0.52% and the white female
population decreased by 0.30%. Except for Hispanic females, all
other minority groups showed an increase in their total numbers.
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HEADQUARTERS
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: Most EEO groups were represented in this category except Hispanic men, Asian women, and
American Indian men and women. White men occupied 21.62% of these positions, while minorities and women
represented 78.38%. Women occupied 54.05% of all these positions: black women were the largest group,
with 27.03%; white women represented 24.32%, and Hispanic women 2.70%. There were no Asian or
American Indian women in these grades.
Minority men occupied 24.32% of these positions. Black men represented 18.92% of the population and Asian
men held 5.41%. There were no Hispanic or American Indian men in these grade levels.
GS5-8: Most EEO groups were represented in this category except American Indian men and women. White
men occupied 6.96% of these positions, while minorities and women represented 93.04%. Women occupied
86.96% of all positions: the largest group was black women, with 66.67%; white women represented 19.41%,
Hispanic women 0.59%, and Asian women 0.30%. There were no American Indian women in these grades.
Minority men occupied 6.07% of these grades: black men represented 5.48%, while Hispanic and Asian men
each represented 0.30%. There were no American Indian men in these grades.
QS 9-12: All EEO groups were represented in this category. White men occupied 26.32% of these positions,
while minorities and women represented the balance, or 73.68%. Women occupied 65.05% of all positions:
the largest group was black women, with 34.38%; white women represented 26.89%, Hispanic women 1.89%,
Asian women 1.64%, and American Indian women 0.25%.
Minority men held 8.63% of these grades: black men represented 5.43%, Hispanic men 1.73%, Asian men
1.40%, and American Indian men 0.08%.
GS-13 : All EEO groups were represented in this category. White men occupied the largest percentage,
39.18%, while minorities and women represented the balance, or 60.82%. Women occupied 51.03% of all GS-
13 positions: white women represented 33.86%, black women 13.16%, Hispanic women 1.32%, Asian women
2.58%, and American Indian women 0.11%.
Minority men held 9.79% of the GS-13 positions: black men represented 5.16%, Hispanic men 1.58%, Asian
men 2.95%, and American Indian men 0.11%.
GS-14: Most EEO groups were represented in this category except American Indian men and women. White
men occupied 51.38% of these positions, with minorities and women representing the balance, or 48.62%.
Women occupied 41.33% of all positions: white women represented 33.75%, black women 5.76%, Hispanic
women 0.80%, and Asian women 1.02%. There were no American Indian women.
Minority men held 7.29% of these positions: black men represented 3.43%, Hispanic men 1.38%, and Asian
men 2.48%. There were no American Indian men at the GS-14 grade level.
GS-15: Most EEO groups were represented in this category, except American Indian women. White men
occupied nearly two-thirds of these positions, 63.22%, while minorities and women represented the balance,
or 36.78%. Women occupied 30.50% of all positions: white women represented 26.57%, while women of color
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AFFIRMATIVE EMPLOYMENT PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
were noticeably scarce. For instance, the 22 black women made up 2.71 %, the two Hispanic women at this
grade level made up 025%, and the eight Asian women held 0.98% of the positions. There were no American
Indian women at the GS-15 grade level.
Minority men held 6.27% of the GS-15 positions: black men represented 2.71%, Hispanic men 1.60%, and
Asian men 1.85%. There was only one American Indian man at the GS-15 level, representing 0.12% of the
total population at that grade level.
SES: About two-thirds of the EEO groups were represented in this category. Absent were Hispanic women,
Asian men and women, and American Indian men. White men occupied over two-thirds, 67.17%, while
minorities and women represented the balance, or 32.83% of the EPA executive ranks.
Women occupied 26.77% of the positions: white women represented 25.25%, the two black women in this
group represented 1.01 %, and the only American Indian woman in it made up 0.51 % of the group. EPA has
no Hispanic or Asian women in its executive ranks.
Minority men held 6.06% of the senior executive positions. The 10 black men in the group represented 5.05%
and the two Hispanic men represented 1.01 % of these positions. There were no Asian or American Indian men
in these ranks.
COMPARISON OF THE EPA AGENCY-WIDE AND HEADQUARTERS
WORK FORCE WITH THE NATIONAL CIVILIAN LABOR FORCE
% OF AGENCY-WIDE
WORK FORCE
DIVERSITY OF
OF EPA WORK
FORCE
White Male 42.04
White Female 31.37
Black Male 3.89
Black Female 14.16
Hispanic Male 1.83
Hispanic Female 2.18
Asian Male 2.17
Asian Female 1.91
American Indian Male 0.18
American Indian Female 0.26
% OF HQ
WORK FORCE
39.79
29.61
4.62
19.82
1.40
1.06
2.03
1.50
0.06
0.10
% OF NATIONAL
CIVILIAN LABOR FORCE
42.6
35.3
4.9
5.4
4.8
3.3
1.5
1.3
0.3
0.3
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HEADQUARTERS
CLF
PROFESSIONAL
W. Female I B. Female I H. Female I A. Female Al. Female
W. Male B. Male H. Male A. Male Al. Male
EH CLF%
il WORKFORCE *
ADMINISTRATIVE
TECHNICAL
I W ferrmK I B. Female I H Female A. Female I Al. Female
W Male B Mile H btole A. Male Al Male
I W Female I B. Female H. Female I A Female I Al. Female
W Male B Male H. Male A. Male Al. Male
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
HEADQUARTERS
REPORT ON OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT - ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT: Collateral-duty managers need to be identified to help senior managers
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, prepare position papers and plans for program
expenditures, and assign program responsibility to senior managers, such as Deputy Assistant Administrators
and their counterparts.
ACTION ITEMS:
dentify employees in each of the offices and
laboratory locations to serve as collateral-duty
SEP managers.
3rovide technical guidance and instruction to
SEP managers on civil rights and EEO program
goals and objectives.
RESPONSIBLE OFFICIAL(S)
Senior Managers (AAs, DAAs)
OCR Area Directors (Technical
assistance)
OCR Area Directors
National EEO/SEP managers
TARGET
DATE(S)
Bi-annually
Annually
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HEADQUARTERS
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 Headquarters
organizations.
Institute policy and mechanisms to ensure 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 training through the EPA Training
Institute.
Develop policy recommendation on minimum
annual EEO training requirements for all
supervisors and managers.
RESPONSIBLE OFFICIAL(S)
Assistant Administrators
General Counsel
Inspector General
Office of Human Resources &
Organizational Services (OHROS)
Office of Civil Rights
All Supervisors
Office of Human Resources &
Organizational Services (OHROS)
Office of Civil Rights
Office of Civil Rights
TARGET
DATE(S)
December 1996
December 1 996
Annually, October
31st
Sept 30, 1996
Dec. 31,1996
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HEADQUARTERS
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 American Indians.
ACTION ITEMS: RESPONSIBLE OFFICIAL(S)
dentify black, Hispanic, Asian, and American
Indian applicants and employees for
consideration for selection to professional and
administrative positions.
Design, develop, and offer EEO awareness
training through the EPA Training Institute.
Issue policy statement outlining specific goals
and program objectives and demonstrating
commitment to affirmative employment.
Provide guidance to hiring officials on developing
recruitment mechanisms for minorities and
women.
Meet with senior level Agency officials to inform
them of work force profile statistics and areas of
underrepresentation.
Office of Human Resources &
Organizational Services (OHROS)
Managers/Supervisors
OHROS
Office of Civil Rights (OCR)
(Technical assistance)
OCR
OHROS
OCR (Technical assistance)
OCR EEO Managers
Collateral-duty SEP managers
TARGET
DATE(S)
Ongoing
Ongoing
December 1996
Ongoing
Ongoing
EEOC Form 568 (8/87)
65
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
HEADQUARTERS
REPORT ON OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT - EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: The misperception by some managers that minorities and 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 EEO law and
cultural diversity to help staff, especially
managers and supervisors, understand and
support the Agency's legal responsibilities and
appropriately manage and value the diversity of
individuals.
RESPONSIBLE OFFICIAL(S)
Office of Civil Rights (OCR)
Office of Human Resources &
Organizational Services (OHROS)
OHROS (Lead)
OCR (Technical assistance)
AAs (Program support)
TARGET
DATE(S)
Annually
Annually
EEOC Form 568 (8/87)
66
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
HEADQUARTERS
REPORT ON OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT - EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Career development opportunities for secretarial and clerical staff are
limited 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:
Restructure jobs to provide entry-level
developmental opportunities for minorities and
women.
Drovide support staff with rotational assignments
o non-support positions.
5rovide financial support for secretaries to enroll
n the Certified Professional Secretaries Program
and the Goalsetters Reaching for Opportunities
(GRO) programs.
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.
RESPONSIBLE OFFICIAL(S)
Assistant Administrators (AAs)
.aboratory Directors
Supervisors/Managers
Assistant Administrators (AAs)
Laboratory Directors
Supervisors/Managers
Assistant Administrators (AAs)
.aboratory Directors
Supervisors/Managers
Assistant Administrators (AAs)
-aboratory Directors
Supervisors/Managers
TARGET
DATE(S)
Annually
Annually
Annually
Annually
EEOC Form 568 (8/87)
67
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
HEADQUARTERS
REPORT ON OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT - ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT: There is insufficient support (financial and other resources) for the
Agency's Special Emphasis Programs (SEPs). Because of inadequate training, some of the collateral-duty
SEP managers lack the needed skills, knowledge, and abilities 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 the employment concerns of women and minorities. The activities of
local and national SEP organizations are neither synchronized nor mutually supportive. The national SEP
managers do not have the level of interaction with senior managers necessary to select issues for national
attention. _____
OBJECTIVE: To have SEPs that effectively address the employment issues of women and minorities, provide
sound advice, information, and feedback to both their management officials and the national SEP managers,
and lead their councils and groups.
ACTION ITEMS:
Provide resources (financial and others), training,
and guidance to collateral-duty SEP managers
to enhance their skills, knowledge, and abilities
so that they may administer their respective
programs effectively and efficiently.
Conduct regular meetings of the national SEP
councils to enhance the implementation of
nitiatives and actions to improve opportunities for
women and minorities in the EPA.
Conduct a minimum of four technical assistance
visits to EPA organizations.
RESPONSIBLE OFFICIAL(S)
Assistant Administrators (AAs)
Office of Civil Rights (OCR)
OCR
AAs (Support)
OCR
TARGET
DATE(S)
Annually
3i-Annually
Annually
EEOC Form 568 (8/87)
68
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
NOTEWORTHY ACTIVITIES/INITIATIVES
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 completed their streamlining and reinvention efforts. One of the
major initiatives involved the reorganization and consolidation of the EPA enforcement programs to create a
new strategic enforcement and compliance assurance organization.
In its reinvention efforts, the Office of Enforcement and Compliance Assurance (OECA) intended 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. OECA
incorporated into its reinvention the development of an affirmative employment plan to guide senior managers
in their recruitment and hiring strategies. OECA's senior leaders intend to duplicate the success of the Director,
Office of Criminal Enforcement, who created a diverse work force of criminal investigators. As a result of his
efforts, the Director received the Agency's Suzanne B. Olive Equal Opportunity Award in FY 1995.
Several EPA Headquarters organizations have used this period of downsizing and streamlining to place
emphasis on retaining and developing the diverse staff they already had on board. Many of them were
concerned with the effect of the Agency's downsizing efforts on minority front-line supervisors and managers,
where many of them have been displaced to non-supervisory positions. The Office of Solid Waste and
Emergency Response (OSWER) was able to maintain a representative roster of supervisors by paying careful
attention to their "360-degree" feedback process and involving senior level management in the decision
process. As a result, while under the former OSWER organization 64.4% of the permanent supervisors were
white males, only 50.8% of those in supervisory positions in the new organization fall into this category.
Similarly, the representation of physically challenged supervisors increased from 0.8% to 1.6%.
Merit Promotions and Entry-Level Hiring
At the beginning of FY 1995, several EPA organizations had hiring opportunities as a result of the
requirements by the U.S. Congress that the Agency take over work that until then had been done by private
contractors. This translated into over 700 new positions granted to EPA for "contractor conversion" purposes.
Several of the new hires were part of this "contractor conversion" effort. Many EPA organizations made a
concerted effort to use this opportunity to address their areas of under representation.
While most Headquarters organizations carried out minimal hiring during FY 1995 and were under a
total hiring freeze during the last quarter, some of them initiated or continued limited activities regarding merit
promotions and entry-level recruitment and hiring. Several organizations participated in the three-year
certificate Howard University Environmental Speciality (HUES) program, designed to help employees at grades
GS 6-10 compete successfully for entry-level Environmental Protection Specialist (EPS) positions. The HUES
program, which successfully completed its first year in operations, provides fundamental course work for
employees (i.e., clerical, administrative/program support, and employees in equivalent positions) by offering
36 credit hours of Environmental Specialty courses through the Howard University School of Continuing
Education (HUSCE). Upon completion of the program, students receive a certificate from the
EEOC Form 568 (8/87) 69
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
NOTEWORTHY ACTIVITIES/INITIATIVES
L/S77A/G OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING
EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES.
Merit Promotions and Entry-Level Hiring, cont.
HUSCE and become eligible to compete for EPS positions. The HUES program enrolled 31 employees during
FY1995.
The Office of Air and Radiation (OAR) selected a minority woman for the HUES program. OAR also
recruited and placed seven student interns for summer employment, and three student interns participated in
a pilot environmental training program that extended their training into the Fall semester. As a result of this
effort, one of the OAR interns was hired by another EPA organization. The Office of International Activities (OIA)
also had three participants in the HUES program. The Office of Pollution, Prevention, and Toxic Substances
(OPPTS) and the Office of Human Resources and Organizational Management (OHROS) established an
informal mentor program for HUES participants.
The Office of International Activities (OIA) had 12 new hires; of those, eight were women: six white and
one each Hispanic and black. Of 13 promotions, nine went to women: four white and five black. OIA provided
mentors for several staff who sough career-developmental rotational assignments and included EEO standards
in the performance plans of all managers and supervisors. In addition, OIA has worked with OCR and the
national SEP managers to identify sources of women and minority candidates, and has initiated the design of
a computerized tracking system that will analyze such information as race and national origin, grade level, and
job series for all OIA applicants, new hires, and current employees. The Office encouraged managers to
identify promising women and minority candidates for potential permanent and rotational opportunities. Of
OSWER's 45 professional and administrative staff hired, 27 (60%) were minority or female: 16 (35.5%) were
white women and 11 (24.4%) were minorities.
EPA held its first job fair for people with disabilities. Every office at EPA Headquarters was represented
at the event, which resulted in 15 new hires.
Several EPA Headquarters employees participated in a one-year leadership and career development
program for employees in grades GS 4-10, Goalsetters Reaching for Opportunities (GRO). Established in FY
1993, GRO has already trained and graduated 39 employees in two classes. The third class began in May
1995 with 16 participants. The first class produced two promotions and one upward-mobility position, while the
second class produced seven promotions and three reassignments with new job titles. The vast majority (90%)
of GRO participants are women and 95% are minorities.
By the close of FY 1995, the total number and the representation rate of minorities in professional
positions at EPA Headquarters organizations had increased slightly. Minority men increased from 219 (9.91 %)
to 234 (10.68%), while minority women increased from 179 (8.10%) to 189 (8.63%). The total number and the
representation rate of minorities in administrative positions also rose. Minority men increased from 220 (6.83%)
to 236 (7.13%), while minority women increased from 637 (19.79%) to 697 (21.06%).
EEOC Form 568 (8/87) 70
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
NOTEWORTHY ACTIVITIES/INITIATIVES
L/S77A/G OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING
EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES.
Relations with Minority Academic Institutions
Several headquarters organizations, including many with grant-making authority, either established or
strengthened initiatives with academic institutions with large numbers of women and minority students. In FY
1995, EPA awarded slightly over $8 million to minority academic institutions. Of this, $6.5 went to 15
Historically Black Colleges and Universities (HBCUs), while eight Hispanic Serving Institutions (HSIs) received
slightly over $1.8 million and an American Indian school received $70,000. These initiatives included providing
support for research, fellowships, and educational programs. Some of the most active EPA Headquarters
organizations were the Office of Solid Waste and Emergency Response (OSWER), the Office of Research and
Development (ORD), the Office of Air and Radiation (OAR), the Office of Communication, Education, and
Public Affairs (OCEPA), and the Office of Civil Rights (OCR). Many of these organizations carried out their
activities with minority academic institutions in partnership with EPA regional offices.
The Office of Solid Waste and Emergency Response (OSWER) provided $3.4 million for the FY 1995
Hazardous Waste superfund appropriations to six HBCUs. It also provided another $1.1 million to
minority institutions through the. National Institute of Environmental and Health Sciences Superfund
Basic Research Program. Six years ago, OSWER had established one of EPA's first multi-dimensional
college relations program with the University of Arizona, an associate member of the Hispanic
Association of Colleges and Universities (HACU). Their partnership has included an active internship
program, a speakers series, and a cooperative education agreement. During FY 1995, the program
committed about $80,000 in grant funds for a summer internship program and it continued a formal
cooperative education agreement whereby OSWER hired and placed a Hispanic female as an intern
with Headquarters and placed eight engineering students (three of them Hispanic) in hazardous waste
management programs. OSWER also formed an academic partnership with Southern A&M University,
an HBCU in Baton Rouge, Louisiana, awarding it a $125,000 training grant to establish a one-year
hazardous waste management pilot project, "Environmental Justice and Sustainable Community
Building." In addition, OSWER participated in OECA's summer internship program with Morgan State
University.
The Office of Research and Development (ORD) expanded the number of research grants and related
programs with minority academic institutions and increased the amount of financial assistance for
fellowships and training. It awarded $1.9 million to seven minority academic institutions to fund specific
projects in areas of critical need at the EPA. The universities participating in the research program
included Howard University, Clark Atlanta University, Morehouse College, Southern University, North
Carolina A&T State University, Prairie A&M University, and Texas Southern University. Several years
ago, ORD had initiated a research apprenticeship program at Shaw University. Due to its success, it
has been expanded to three other minority academic institutions: Clark Atlanta University, Xavier
University, and N.C. Central University. ORD also implemented the Minority Institutions Undergraduate
EEOC Form 568 (8/87) 71
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
NOTEWORTHY ACTMTIES/INITIATIVES
LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING
EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES.
Relations with Academic Institutions, cont.
Fellowship Program to increase the number of minority professionals available to work and teach in
environmental health, sciences, and other environmen-related careers. Under this program, two-year
academic fellowships are awarded to full-time juniors at minority academic institutions. ORD's Minority
Summer Internship program allows those students to gain some practical experience in their chosen
field of study.
The Office of Air and Radiation (OAR) continued its long-standing relationships with several minority
academic institutions, such as North Carolina A&T, Tuskegee University, and Northern Arizona
University. These activities included inter-personnel agreements, student internships, research grants,
and contract work with expert university faculty. A notable example is a partnership with North Carolina
A&T to build a challenge car for a hybrid vehicle competition using "Clean Car" technologies that are
directly related to work being done in OAR's Office of Mobile Sources lab.
The Office of Communication, Education, and Public Affairs (OCEPA) sponsored an educational
outreach project through Alcorn State University. This project is designed to educate community
leaders, residents, and volunteers in two counties about airborne diseases and other contaminants to
water quality. During FY1995, OCEPA also continued to manage EPA's Tribal Lands Environmental
Science Scholarship Program, in partnership with the American Indian Science and Engineering
Society (AISES). The program provided $286,000 to fund 60 sciences and engineering scholarships
for undergraduate and graduate students, most of them American Indians.
The Office of Civil Rights (OCR) was successful in gaining an additional $2 million to augment the
Office of Environmental Justice (OEJ) grant program. The additional program funding allowed the
OEJ to provide grants to small HBCUs serving rural communities.
Under Executive Order 12900, the EPA undertook a survey to determine any and all activities of
educational nature that the Agency carries out, and which of those involved Hispanic Serving Institutions (HSIs)
or Hispanic individuals. The survey, which was mandated by the White House Initiative on Educational
Excellence for Hispanic Americans, was spearheaded by the Deputy Administrator and the Office of Civil
Rights. The results showed that, while EPA is involved in several activities that are educational in nature, it lacks
an adequate tracking system to determine who are their individual or institutional beneficiaries. The next steps
are to establish such a tracking system and help the EPA organizations involve such individuals and
organizations.
Diversity Management
In FY 1995, the Office of General Counsel (OGC) entered into an Interagency Agreement with the
USDA Graduate School to fund the first phase of a diversity enhancement initiative. This was the "Assessment"
stage, designed to elicit employment issues related to gender, staff levels, race, and ethnicity. In this phase,
EEOC Form 568 (8/87) 72
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
NOTEWORTHY ACTIVITIES/INITIATIVES
LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING
EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND MINORITIES.
Diversity Management, cont.
OGC staff members helped determine the need for a full diversity enhancement training program in FY1996,
as well as help develop it. USDA faculty conducted a series of small focus groups, personal interviews, and
written surveys among OGC staff. The focus groups were representative of a cross-section of OGC. The
USDA presented the General Counsel a report with findings and recommendations. OGC is now prepared to
enter into the second phase of the this initiative.
The Office of Human Resources and Organizational Services (OHROS) and its Training Institute
successfully launched four cultural diversity courses and two train-the-trainer cultural diversity offerings. It also
helped several EPA organizations launch their cultural diversity training programs. Approximately 200
employees underwent cultural diversity training during FY 1995.
Special Emphasis Programs
Several Assistant Administrators entered into partnerships with OCR to become the chief sponsors
and planners of special observances, such as American Indian Heritage Month, Hispanic Heritage Month, and
Women's History Month.
The Headquarters Hispanic Employment Program (HEP) was expanded. Where in prior years one
collateral-duty HEP manager worked with all of Headquarters' organizations (which encompass about one-third
of the entire EPA work force), during FY 1995 each program office appointed one or two collateral-duty HEP
managers (sometimes at the senior level) whose role is to assess the status of Hispanics in the organization
and provide advice to senior management on employment issues affecting them. This organizational structure
already exists in the Headquarters Black and Federal Women's Programs.
EEOC Form 568 (8/87)
73
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WORK FORCE STATISTICAL CHARTS
-------
DISTRIBUTION OF EEC GROUPS AND COMPARISON BY PATCO
HEADQUARTERS
AS OF SEPTEMBER 30,1995
PATCO FISCAL
CATEGORIES YEAR
PROFESSIONAL FY 95 #
%
CLF*
ADMINISTRATIVE FY 95 #
%
CLF*
TECHNICAL FY 95 #
%
CLF*
CLERICAL FY 95 #
%
CLF*
TOTAL
EMP
2190
100.0
3310
100.0
125
100.0
584
100.0
WHITE
M
1191
54.38
54.70
1247
37.67
42.10
18
14.40
36.10
15
2.57
14.00
F
576
26.30
30.30
1130
34.14
40.40
22
17.60
42.90
111
19.01
63.40
BLACK
M
102
4.66
2.40
153
4.62
3.60
5
4.00
3.60
27
4.62
2.80
F
108
4.93
3.20
618
18.67
5.30
78
62.40
6.60
426
72.95
9.60
HISPANIC
M
34
1.55
2.10
53
1.60
2.60
0
0.00
3.20
0
0.00
1.70
F
29
1.32
1.40
34
1.03
2.60
0
0.00
3.40
3
0.51
5.20
ASIAN AMERICAN
PACIFIC
ISLANDER
M
97
4.43
3.50
27
0.82
1.40
0
0.00
1.90
2
0.34
0.80
F
51
2.33
1.90
40
1.21
1.40
2
1.60
1.60
0
0.00
1.90
AMERICAN
INDIAN
ALASKAN
NATIVE
M
1
0.05
0.20
3
0.09
0.30
0
0.00
0.40
0
0.00
0.10
F
1
0.05
0.20
5
0.15
0.30
0
0.00
0.40
0
0.00
0.50
'National (U.S.) Civilian Labor Force
-------
DISTRIBUTION OF EEO GROUPS AND COMPARISON BY MAJOR OCCUPATIONS
HEADQUARTERS
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
Professional
SERIES 511 FY95#
AUDITOR %
CLF*
SERIES 81 9 FY95#
ENVIRONMENTAL %
ENGINEER
CLF*
SERIES 893 FY 95 #
CHEMICAL %
ENGINEER
CLF*
SERIES 905 FY 95 #
ATTORNEY %
CLF*
SERIES 510 FY95#
ACCOUNTANT %
CLF*
SERIES 401 FY95#
BIOLOGIST %
CLF*
TOTAL
EMP
268
100.0
229
100.0
71
100.0
357
100.0
75
100.0
252
100.0
WHITE
M
122
45.52
54.70
144
62.88
54.70
26
36.62
54.70
185
51.82
54.70
25
33.78
54.70
135
53.57
54.70
F
77
28.73
30.30
36
15.72
30.30
21
29.58
30.30
131
36.69
30.30
18
24.32
30.30
76
30.16
30.30
BLACK
M
21
7.84
2.40
7
3.06
2.40
4
5.63
2.40
9
2.52
2.40
7
9.46
2.40
14
5.56
2.40
F
29
10.82
3.20
8
3.49
3.20
4
5.63
3.20
12
3.36
3.20
19
25.68
3.20
9
3.57
3.20
HISPANIC
M
5
1.87
2.10
6
2.62
2.10
4
5.63
2.10
4
1.12
2.10
1
1.35
2.10
1
0.40
2.10
F
5
1.87
1.40
4
1.75
1.40
3
4.23
1.40
6
1.68
1.40
0
0.00
1.40
4
1.59
1.40
ASIAN AMERICAN
PACIFIC
ISLANDER
M
3
1.12
3.50
19
8.30
3.50
7
9.86
3.50
6
1.68
3.50
1
1.35
3.50
1
0.40
3.50
F
6
2.24
1.90
5
2.18
1.90
2
2.82
1.90
4
1.12
1.90
4
5.33
1.90
8
3.17
1.90
AMERICAN INDIAN
ALASKAN NATIVE
M
0
0.00
0.20
0
0.00
0.20
0
0.00
0.20
0
0.00
0.20
0
0.00
0.20
0
0.00
0.20
F
0
0.00
0.20
0
0.00
0.20
0
0.00
0.20
1
0.28
0.20
0
0.00
0.20
1
0.40
0.20
-------
DISTRIBUTION OF EEO GROUPS AND COMPARISON BY MAJOR OCCUPATIONS
HEADQUARTERS
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
Professional
SERIES 1301 FY95#
PHYSICAL %
SCIENTIST
CLF*
SERIES 1320 FY95#
CHEMIST %
CLF*
SERIES 1350 FY95#
GEOLOGIST %
CLF*
TOTAL
EMP
320
100.0
195
100.0
16
100.0
WHITE
M
202
63.13
54.70
105
53.85
54.70
10
62.50
54.70
F
74
23.13
30.30
46
23.59
30.30
2
12.50
30.30
BLACK
M
14
4.38
2.40
6
3.08
2.40
3
18.75
2.40
F
9
2.81
3.20
5
2.56
3.20
1
6.25
3.20
HISPANIC
M
4
1.25
2.10
4
2.05
2.10
0
0.00
2.10
F
2
0.63
1.40
3
1.54
1.40
0
0.00
1.40
ASIAN
AMERICAN
PACIFIC
ISLANDER
M
9
2.81
3.50
15
7.69
3.50
0
0.00
3.50
F
6
1.88
1.90
11
5.64
1.90
0
0.00
1.90
AMERICAN
INDIAN ALASKAN
NATIVE
M
0
0.00
0.20
0
0.00
0.20
0
0.00
0.20
F
0
0.00
0.20
0
0.00
0.20
0
0.00
0.20
* National (U.S.) Civilian Labor Force
-------
DISTRIBUTION OF EEO GROUPS AND COMPARISON BY MAJOR OCCUPATIONS
HEADQUARTERS
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
Administrative
SERIES 028 FY 95 #
ENVIRONMENTAL %
PROTECTION
SPECIALIST CLF *
SERIES 301 FY 95 #
ADMINISTRATIVE %
CLF*
SERIES 340 FY95#
PROGRAM %
MANAGER
CLF*
SERIES 343 FY 95 #
MANAGEMENT %
ANALYST
CLF*
SERIES 11 02 FY95#
CONTRACTING %
SPECIALIST
CLF*
TOTAL
EMP
903
100.0
459
100.0
155
100.0
937
100.0
152
100.0
WHITE
M
378
41.86
42.10
161
35.08
42.10
99
63.87
42.10
297
31.70
42.10
49
32.24
42.10
F
377
41.75
40.40
147
32.03
40.40
43
27.74
40.40
361
38.53
40.40
48
31.58
40.40
BLACK
M
26
2.88
3.60
17
3.70
3.60
8
5.16
3.60
37
3.95
3.60
10
6.58
3.60
F
77
8.53
5.30
113
24.62
5.30
2
1.29
5.30
203
21.66
5.30
37
24.34
5.30
HISPANIC
M
12
1.33
2.60
11
2.40
2.60
1
0.65
2.60
11
1.17
2.60
2
1.32
2.60
F
6
0.66
2.60
3
0.65
2.60
1
0.65
2.60
10
1.07
2.60
3
1.97
2.60
ASIAN
AMERICAN
PACIFIC
ISLANDER
M
11
1.21
1.40
1
0.22
1.40
0
0.00
1.40
5
0.53
1.40
0
0.00
1.40
F
15
1.22
1.40
4
0.88
1.40
0
0.00
1.40
12
1.28
1.40
2
1.32
1.40
AMERICAN
INDIAN ALASKAN
NATIVE
M
1
0.11
0.30
0
0.00
0.30
1
0.65
0.30
1
0.11
0.30
0
0.00
0.30
F
0
0.00
0.30
2
0.44
0.30
0
0.00
0.30
0
0.00
0.30
1
0.66
0.30
National (U.S.) Civilian Labor Force
-------
ACCOMPLISHMENTS BY PATCO CATEGORY
HEADQUARTERS
AS OF SEPTEMBER 30,1995
PATCO FISCAL
CATEGORIES YEAR
FY94#
PROFESSIONAL %
FY95#
%
% DIFFERENCE
FY94#
ADMINISTRATIVE %
FY95#
%
% DIFFERENCE
FY94#
TECHNICAL %
FY95#
%
% DIFFERENCE
FY94#
CLERICAL %
FY95#
%
% DIFFERENCE
FY94#
OTHER %
FY95#
%
% DIFFERENCE
TOTAL
EMP
2210
100.0
2190
100.0
3219
100.0
3310
100.0
114
100.0
125
100.0
652
100.0
584
100.0
0
0.00
1
100.0
WHITE
M
1230
55.66
1191
54.38
-1.28
1234
38.33
1247
37.67
-0.66
14
12.28
18
14.40
2.12
19
2.91
15
2.57
-0.34
0
0.00
0
0.00
0.00
F
582
26.33
576
26.30
-0.03
1128
35.04
1130
34.14
-0.90
18
15.79
22
17.60
1.81
125
19.17
111
19.01
-0.16
0
0.00
0
0.00
0.00
BLACK
M
94
4.25
102
4.66
0.41
146
4.54
153
4.62
0.08
6
5.26
5
4.00
-1.26
26
3.99
27
4.62
0.63
0
0.00
0
0.00
0.00
F
102
4.62
108
4.93
0.31
562
17.46
618
18.67
1.21
75
65.79
78
62.40
-3.39
474
72.10
426
72.95
0.25
0
0.00
1
100.00
100.00
HISPANIC
M
35
1.58
34
1.55
-0.03
46
1.43
53
1.60
0.17
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
F
26
1.18
29
1.32
0.14
35
1.09
34
1.03
-0.06
0
0.00
0
0.00
0.00
5
0.77
3
0.51
-0.26
0
0.00
0
0.00
0.00
ASIAN PACIFIC
ISLANDER
M
90
4.07
97
4.43
0.36
26
0.81
27
0.82
0.01
0
0.00
0
0.00
0.00
1
0.15
2
0.34
0.19
0
0.00
0
0.00
0.00
F
50
2.26
51
2.33
0.07
36
1.12
40
1.21
0.09
1
0.88
2
1.60
0.72
1
0.15
0
0.00
-0.15
0
0.00
0 ,
0.00
0.00
AMERICAN
INDIAN ALASKAN
NATIVE
M
0
0.00
1
0.05
0.05
2
0.06
3
0.09
0.03
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
F
1
0.05
1
0.05
0.00
4
0.12
5
0.15
0.03
0
0.00
0
0.00
0.00
1
0.15
0
0.00
-0.15
0
0.00
0
0.00
0.00
-------
ACCOMPLISHMENTS BY MAJOR OCCUPATIONS
HEADQUARTERS
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
Professional
SERIES 401 FY 94 #
BIOLOGIST %
FY95#
%
% DIFFERENCE
SERIES 510 FY94#
ACCOUNTANT %
FY95#
%
% DIFFERENCE
SERIES 511 FY94#
AUDITOR %
FY95#
%
% DIFFERENCE
SERIES 81 9 FY94#
ENVIRONMENTAL %
ENGINEER FY95#
%
% DIFFERENCE
SERIES 893 FY 94 #
CHEMICAL %
ENGINEER FY 95 #
%
% DIFFERENCE
SERIES 905 FY 94 #
ATTORNEY %
FY95#
%
% DIFFERENCE
TOTAL
EMP
244
100.0
252
100.0
68
100.0
75
100.0
119
100.0
268
100.0
220
100.0
229
100.0
67
100.0
71
100.0
358
100.0
357
100.0
WHITE
M
132
54.09
135
53.57
-0.52
25
36.76
25
33.33
-3.43
52
43.69
122
45.52
1.83
143
65.00
144
62.88
-2.12
27
40.30
26
36.61
-3.68
186
51.95
185
51.82
-0.13
F
70
28.68
76
30.15
1.47
15
22.05
18
24.00
1.95
29
24.36
77
28.73
4.37
32
14.55
36
15.72
1.18
21
30.00
21
29.57
-0.43
137
38.26
131
36.69
-1.57
BLACK
M
12
4.92
14
5.55
0.63
6
8.82
7
9.33
0.51
14
11.76
21
7.83
-3.93
6
2.72
7
3.05
1,51
3
4.28
4
5.63
1.35
7
1.95
9
2.52
2.14
F
11
4.50
9
3.57
-0.93
16
23.52
19
25.33
1.81
21
17.64
29
10.82
-6.82
9
4.09
8
3.49
-0.60
2
2.85
4
5.63
2.78
10
2.70
12
3.36
0.57
HISPANIC
M
2
0.81
1
0.39
-0.42
2
2.94
1
1.33
-1.61
1
0.80
5
1.90
1.06
4
1.81
6
2.62
0.81
3
4.28
4
5.63
1.35
4
1.11-
4
1.12
0.01
F
4
1.63
4
1.58
-0.05
0
0.00
0
0.00
0.00
0
0.00
5
1.86
1.86
3
1.36
4
1.75
0.38
2
2.85
3
4.22
1.37
5
1.39
6
1.68
0.29
ASIAN AMERICAN
PACIFIC ISLANDER
M
8
3.27
8
3.17
-0.10
1
1.47
1
1.33
-0.14
0
0.00
3
1.12
1.12
18
8.18
19
8.29
0.11
7
10.00
7
9.85
-0.15
5
1.39
6
1.68
0.29
F
5
2.04
4
1.58
-0.46
3
4.41
4
5.33
0.92
2
1.68
6
2.24
0.55
5
2.27
5
2.18
-0.09
2
2.85
2
2.81
-0.04
3
0.83
4
1.12
0.29
AMERICAN INDIAN
ALASKAN NATIVE
M
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
3
4.28
0
0.00
-4.28
0
0.00
0
0.00
0.00
F
0
0.00
1
0.39
0.39
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
1
0.27
1
0.28
0.01
-------
ACCOMPLISHMENTS BY MAJOR OCCUPATIONS
HEADQUARTERS
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
Professional
SERIES 1301 FY94#
PHYSICAL %
SCIENTIST FY 95 #
%
% DIFFERENCE
SERIES 1320 FY94#
CHEMIST %
FY95#
%
% DIFFERENCE
SERIES 1350 FY94#
GEOLOGIST %
FY95#
%
% DIFFERENCE
TOTAL
EMP
286
100.0
320
100.0
182
100.0
195
100.0
17
100.0
16
100.0
WHITE
M
173
60.48
202
63.12
2.64
97
53.29
105
53.84
0.55
12
70.58
10
62.50
8.08
F
75
26.22
74
23.12
-3.08
44
24.17
46
23.59
-0.58
2
11.76
2
12.50
0.74
BLACK
M
11
3.84
14
4.37
0.53
6
3.29
6
3.19
-0.10
0
0.00
3
18.75
18.75
F
8
2.79
9
2.81
0.02
6
3.29
5
2.60
-0.69
0
0.00
1
6.25
6.25
HISPANIC
M
4
1.39
4
1.25
-0.14
4
2.19
4
2.05
-0.14
0
0.00
0
0.00
0.00
F
2
0.69
2
0.62
-0.07
3
1.64
3
1.59
0.05
0
0.00
0
0.00
0.00
ASIAN AMERICAN
PACIFIC
ISLANDER
M
8
2.79
9
2.81
0.02
11
6.04
15
7.69
1.65
0
0.00
0
0.00
0.00
F
5
1.74
6
1.87
0.13
11
6.04
11
5.85
-0.19
0
0.00
0
0.00
0.00
AMERICAN INDIAN
ALASKAN NATIVE
M
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
2
11.76
0
0.00
-11.76
F
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
1
5.8
0
0.00
-5.8
-------
ACCOMPLISHMENTS BY MAJOR OCCUPATIONS
HEADQUARTERS
AS OF SEPTEMBER 30,1995
OCCUPATIONS/ FISCAL
SERIES YEAR
Administrative
SERIES 028 FY 94 #
ENVIRONMENTAL %
PROTECTION FY 95 #
SPECIALIST %
% DIFFERENCE
SERIES 301 FY 94 #
ADMINISTRATIVE %
FY95#
%
% DIFFERENCE
SERIES 340 FY 94 #
PROGRAM %
MANAGER FY 95 #
%
% DIFFERENCE
SERIES 343 FY 94 #
MANAGEMENT %
ANALYST FY 95 #
%
% DIFFERENCE
SERIES 11 02 FY94#
CONTACTING %
SPECIALIST FY 95 #
%
% DIFFERENCE
TOTAL
EMP
891
100.0
903
100.0
435
100.0
459
100.0
102
100.0
155
100.0
895
100.0
937
100.0
142
100.0
152
100.0
WHITE
M
372
41.75
378
41.86
0.11
155
35.63
161
35.08
-0.55
67
65.68
99
64.28
-1.40
281
31.39
297
31.69
0.30
44
30.99
49
32.23
1.24
F
380
42.64
377
41.74
-0.9
148
34.02
147
32.03
-1.99
&
29
28.43
43
27.92
-0.51
351
39.20
361
38.52
-0.68
51
36.17
48
31.57
-4.60
BLACK
M
23
2.58
26
2.87
0.29
19
4.37
17
3.70
-0.67
4
3.92
8
5.19
1.27
31
3.46
37
3.94
0.48
11
7.80
10
6.57
-1.23
F
71
7.96
77
8.52
0.56
93
21.37
113
24.62
3.25
1
0.98
2
1.29
0.31
189
21.1120
3
21.66
0.55
29
20.56
37
24.34
3.78
HISPANIC
M
12
1.35
12
1.32
-0.02
7
1.60
11
2.40
0.80
1
0.98
1
0.64
-0.34
12
1.34
11
1.17
-0.17
2
1.41
2
1.31
-0.10
F
10
1.12
6
0.66
-0.46
5
1.15
3 0.65
-0.50
0
0.00
1
0.64
0.64
9
1.00
10
1.06
0.06
2
1.41
3
1.97
0.56
ASIAN AMERICAN
PACIFIC ISLANDER
M
10
1.12
11
1.21
0.09
1
0.22
1
0.22
0.00
0
0.00
0
0.00
0.00
6
0.67
5
0.53
-0.14
0
0.00
0
0.00
0.00
F
11
1.23
15
1.66
0.43
4
0.91
4
0.87
-0.04
0
0.00
0
0.00
0.00
15
1.67
12
1.28
-0.39
2
1.41
2
1.31
-0.10 ,
AMERICAN INDIAN
ALASKAN NATIVE
M
1
0.11
1
0.11
0.00
0
0.00
0
0.00
0.00
1
0.11
1
0.10
-0.01
1
0.11
1
0.10
-0.01
0
0.00
0
0.00
0.00
F
1
0.11
0
0.00
-0.11
3
0.69
2
0.44
-0.25
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
0
0.00
1
0.65
0.65
-------
ACCOMPLISHMENTS BY GRADE GROUPING
HEADQUARTERS
AS OF SEPTEMBER 30,1995
GRADE FISCAL
LEVEL YEAR
GS1-4 FY94#
%
FY95#
%
% DIFFERENCE
GS 5-8 FY 94 #
%
FY95#
%
% DIFFERENCE
GS9-12 FY94#
%
FY95#
%
"/..DIFFERENCE
GS-13 FY94#
%
FY95#
%
% DIFFERENCE
GS-14 FY94#
%
FY95#
%
% DIFFERENCE
TOTAL
EMP
41
100.0
37
100.0
671
100.0
675
100.0
1262
100.0
1216
100.0
1822
100.0
1899
100.0
1353
100.0
1372
100.0
WHITE
M
7
17.07
8
21.62
4.55
30
4.47
47
6.96
2.49
325
25.75
320
26.32
0.57
739
40.56
744
39.18
-1.38
717
52.99
705
51.38
-1.61
F
10
24.39
9
24.32
-0.07
125
18.63
131
19.41
0.78
368
29.16
327
26.89
-2.27
636
34.91
643
33.86
-1.05
442
32.67
463
33.75
1.08
BLACK
M
7
17.07
7
18.92
1.85
29
4.32
37
5.48
1.16
62
4.91
66
5.43
0.52
99
5.43
98
5.16
-0.27
43
3.18
47
3.43
0.25
F
15
36.59
10
27.03
-9.56
476
70.94
450
66.67
-4.27
418
33.12
418
34.38
1.26
208
11.42
250
13.16
1.74
75
5.54
79
5.76
0.22
HISPANIC
M
0
0.00
0
0.00
0.00
2
0.30
2
0.30
0.00
21
1.66
21
1.73
0.07
26
1.43
30
1.58
0.15
16
1.18
19
1.38
0.20
F
1
2.44
1
2.70
0.26
3
0.45
4
0.59
0.14
24
1.90
23
1.89
-0.01
24
1.32
25
1.32
0.00
11
0.81
11
0.80
-0.01
ASIAN AMERICAN
PACIFIC ISLANDER
M
1
2.44
2
5.41
2.97
3
0.45
2
0.30
-0.15
16
1.27
17
1.40
0.13
49
2.69
56
2.95
0.26
33
2.44
34
2.48
0.04
F
0
0.00
0
0.00
0.00
3
0.45
2
0.30
-0.15
24
1.90
20
1.64
-0.26
39
2.14
49
2.58
0.44
15
1.11
14
1.02
-0.09 .
AMERICAN INDIAN
ALASKAN NATIVE
M
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
0
0.00
1
0.08
0.08
1
0.05
2
0.11
0.06
0
0.00
0
0.00
0.00
F
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0.00
4
0.32
3
0.25
-0.07
1
0.05
2
0.11
0.06
1
0.07
0
0.00
-0.07
-------
ACCOMPLISHMENTS BY GRADE GROUPING
HEADQUARTERS
AS OF SEPTEMBER 30,1995
GRADE FISCAL
LEVEL YEAR
GS-15 FY94#
%
FY95#
%
% DIFFERENCE
SES FY 94 #
%
FY95#
%
% DIFFERENCE
TOTAL
EMP
836
100.0
813
100.0
210
100.0
198
100.0
WHITE
M
533
63.76
514
63.22
-0.54
146
69.52
133
67.17
-2.35
F
220
26.3221
6
26.57
0.25
52
24.76
50
25.25
0.49
BLACK
M
25
2.99
22
2.71
-0.28
7
3.33
10
5.05
1.72
F
19
2.27
22
2.71
0.44
2
0.95
2
1.01
0.06
HISPANIC
M
14
1.67
13
1.60
-0.07
2
0.95
2
1.01
0.06
F
3
0.36
2
0.25
-0.11
0
0.00
0
0.00
0.00
ASIAN AMERICAN
PACIFIC ISLANDER
M
14
1.67
15
1.85
0.18
1
0.48
0
0.00
-0.48
F
7
0.84
8
0.98
0.14
0
0.00
0
0.00
0.00
AMERICAN
INDIAN
ALASKAN
NATIVE
M
1
0.12
1
0.12
0.00
0
0.00
0
0.00
0.00
F
0
0.00
0
0.00
0.00
0
0.00
1
0.51
0.51
oo
CO
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HEADQUARTERS HIRES NEEDED ELIMINATE UNDERREPRESENTATION
IN PROFESSIONAL AND ADMINISTRATIVE CATEGORIES
PATCO CATEGORIES
Professional
National Civilian Labor Force (CLF)
Number of professional staff needed
to eliminate underrepresentation
Administrative
National Civilian Labor Force (CLF)
Number of administrative staff needed
to eliminate underrepresentation
WHITE
M
54.70%
42.10%
-
F
30.30%
88
40.40%
207
BLACK
M
2.40%
-
3.60%
-
F
3.20%
-
5.30%
-
HISPANIC
M
2.10%
12
2.60%
33
F
1.40%
2
2.60%
52
ASIAN PACIFIC
ISLANDER
M
3.50%
1.40%
19
F
1.90%
-
1.40%
6
AMERICAN
INDIAN ALASKAN
NATIVE
M
0.20%
3
0.30%
7
F
0.20%
3
0.30%
5
NOTE: This chart compares the total population in EPA Headquarters professional and administrative jobs against the National (U.S.) Civilian Labor Force
(CLF) representation. This comparison determines the number of hires needed to bring the number of minorities and women to the same representation
rate as that of the CLF. It includes aJl professional and administrative job series, including the most populous in each group.
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HEADQUARTERS HIRES NEEDED TO ELIMINATE UNDERREPRESENTATION
IN MAJOR PROFESSIONAL SERIES
OCCUPATIONS
NAME/SERIES
National Civilian Labor Force (CLF)
BIOLOGISTS/ Series 401
ACCOUNTANTS/ Series 510
AUDITORS/ Series 511
ENVIRONMENTAL ENGINEERS/
Series 81 9
CHEMICAL ENGINEERS/ Series 893
ATTORNEYS/ Series 905
PHYSICAL SCIENTISTS/ Series 1301
CHEMISTS/ Series 1320
GEOLOGISTS/ Series 1 350
WHITE
M
54.70%
__
__
F
30.30%
1
5
4
33
1
23
13
3
BLACK
M
2.40%
__
__
F
3.20%
_
-
1
1
~
HISPANIC
M
2.10%
4
1
1
4
3
1
F
1.40%
__
1
«
3
__
1
ASIAN PACIFIC
ISLANDER
M
3.50%
8
2
6
-
7
2
__
1
F
1.90%
1
_
».
__
3
_-
1
AMERICAN
INDIAN ALASKAN
NATIVE
M
0.20%
1
1
1
1
1
1
1
1
1
F
0.20%
1
1
1
1
1
1
1
1
NOTE: This chart reflects the number of hires needed to bring the population in each of the nine most populous professional job series at Headquarters
to the same representation rate in the National Civilian Labor Force (CLF). The CLF is established by the U.S. Equal Employment Opportunity
Commission and it is based on the 1990 U.S. Census survey.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
REPORT ON ACCOMPLISHMENT OF OBJECTIVES
PROBLEM/BARRIER STATEMENT: The Agency's Special Emphasis Programs (SEPs) are not getting
sufficient support (financial and otherwise). Because of inadequate training, some of the collateral-duty SEP
managers lack the needed skills, knowledge, and abilities 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 and minorities. The activities of the local and
national SEP organizations are neither synchronized nor mutually supportive. The national SEP managers do
not have the level of interaction with senior management necessary to select issues for national attention.
OBJECTIVE: To have Special Emphasis Programs that effectively address the employment issues of women
and minorities, provide sound advice, information, and feedback to their management officials and to the
national SEP managers, and lead their councils and groups.
ACTION ITEMS:
Provide financial resources, training, and guidance to collateral-duty
SEP managers to enhance their skills, knowledge and abilities so that
their may administer their respective programs effectively and
efficiently.
Conduct regular meetings of the national SEP councils and thus
enhance the implementation of initiatives and actions to improve
opportunities for women and minorities in EPA.
Conduct a minimum of four technical assistance visits to EPA
organizations.
ACCOMPLISHMENTS STATUS
YES
PARTIAL
X
X
X
NO
ACCOMPLISHMENTS
Several of the Headquarters organizations appointed collateral-duty SEP managers. Many of the organizations
provided adequate financial and other support to those SEP managers so that they could participate in training
conferences during the first three quarters of FY 1995.
Because of budgetary constraints, few of the national SEP councils were able to hold their annual meetings
and training conferences during the last quarter of FY 1995. However, the national SEP managers used
various means (electronic and paper, as well as conference calls)1 to keep collateral-duty SEP managers
informed of EPA and government-wide program developments.
EEOC Form 568 (8/87)
86
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
REPORT ON ACCOMPLISHMENT OF OBJECTIVES
PROGRAM ELEMENT - ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT: Collateral-duty Special Emphasis Program (SEP) managers need to be
identified to help senior managers 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, prepare position papers and plans for program
expenditures, and assign program responsibility to Deputy Assistant Administrators and their counterparts.
ACTION ITEMS:
dentify employees in each of the Headquarters organizations and
aboratory locations to serve as collateral-duty SEP managers.
5rovide technical guidance and instruction to SEP managers on civil
rights and EEO program goals and objectives.
ACCOMPLISHMENTS STATUS
YES
PARTIAL
X
X
NO
ACCOMPLISHMENTS
Most of the Headquarters organizations appointed collateral-duty SEP managers and/or members to SEP
advisory councils. 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 in the laboratory
locations. However, not all of Headquarters organizations and major laboratory locations have been successful
in appointing collateral-duty SEP managers for the American Indian and the Asian employment programs.
As appropriate, these appointments are made for one or two year tenures.
568 (8/87)
87
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
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 and females 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 and career development of black, Hispanic, Asian, and American Indian men and women.
ACTION ITEMS:
Identify black, Hispanic, Asian, and American Indian applicants and
employees for consideration for professional and administrative
positions.
vleet with senior level officials to inform them of work force profile
statistics and areas of underrepresentation.
Design, develop, and offer EEO awareness training through the EPA
Training Institute.
Issue policy statement outlining specific goals and program
objectives for the Agency and demonstrating a commitment to
affirmative employment.
Provide guidance to hiring officials on developing recruitment
mechanisms for minorities and women.
ACCOMPLISHMENTS STATUS
YES
X
PARTIAL
X
X
NO
X
X
ACCOMPLISHMENTS
Most EPA components include goals and objectives in their annual Affirmative Employment Program (AEP)
Plan Update and Accomplishment Reports as required. However, not all manager's performance standards
on human resources management and development contain an EEO element.
The Office of Civil Rights and its EEO Managers work with the various collateral-duty Special Emphasis
Program (SEP) managers to help place candidates in professional and administrative positions. In an effort
to correct the under-representation of minorities, more attention must be given to identifying potential minority
applicants so that they can be referred to senior level officials for recruitment and hiring consideration.
EEOC Form 568 (8/87)
88
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
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 senior management's commitment to and accountability for improving the
representation of minorities and women.
ACTION ITEMS:
ssue affirmative action policy, specific goals, and program objectives
for Headquarters organizations.
nstitute policy and mechanisms for assuring that hiring officials
actively recruit and consider minorities and women before making
selections.
nclude 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 training through
the EPA Training Institute.
Develop policy recommendation requiring minimum annual EEO
training for all supervisors and managers.
ACCOMPLISHMENTS STATUS
YES
X
PARTIAL
X
NO
X
X
X
ACCOMPLISHMENTS
The Office of civil Rights (OCR) regularly provides guidance to hiring officials on developing recruitment
mechanisms for minorities and women. This is done through the Agency's Human Resources Officers, Human
Resources Councils, and collateral-duty SEP managers and advisory councils. Collateral-duty SEP managers
and SEP advisory councils provide information, feedback, and assistance to hiring and selecting officials.
The EPA Training Institute has successfully incorporated segments on EEO responsibilities and diversity
management in two of its core managerial and supervisory courses.
EEOC Form 568 (8/87)
89
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
REPORT ON ACCOMPLISHMENT OF OBJECTIVES
PROGRAM ELEMENT- EMPLOYMENT DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: The misperception by some managers that minorities and 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 providing training on equal employment opportunity
(EEO) law and cultural diversity to help staff, especially
managers and supervisors, understand and support the
Agency's legal responsibilities and appropriately value the
diversity of individuals.
ACCOMPLISHMENTS STATUS
YES
PARTIAL
X
X
NO
ACCOMPLISHMENTS
In response to the recommendations of its Cultural Diversity Task Force and by monitoring EEO complaints,
EPA has identified several of its training needs. Under the Office of Human Resources and Organizational
Services (OHROS), the EPA Training Institute has institutionalized a four-hour Cultural Diversity Awareness
Workshop for all staff and incorporated a one-hour module on cultural diversity into two of its mandatory
managerial/supervisory courses. The Office of Civil Rights (OCR) participated in reviewing, adapting, and
piloting a purchased package, which resulted in the four-hour workshop. Some of OCR's national SEP
managers are workshop facilitators. While not mandatory, the workshop is part of EPA's core course
curriculum and has been made mandatory by some EPA organizations. Over 200 employees participated in
the workshop during FY 1995.
The Office of Civil Rights issued specific, detailed instructions and guidance to Headquarters organizations for
the preparation of AEP reports and the development of targeted affirmative employment goals and objectives.
Upon an organization's request, OCR staff provides tailored EEO and cultural diversity training and
presentations. 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 hundred EPA employees.
EEOC Form 568 (8/87)
90
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
HEADQUARTERS
REPORT ON ACCOMPLISHMENT OF OBJECTIVES
PROGRAM ELEMENT- EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Career development opportunities for secretarial and clerical employees
are limited 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 and the Goalsetters
Reaching for Opportunities (GRO) programs.
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
A few years ago, EPA began its Goalsetters Reaching for Opportunities (GRO) program, a one-year leadership
and career development program for employees in grades GS 4-10. The vast majority (90%) of its participants
are women, and most of them (95%) are minorities. Since GRO's inception, 39 participants have graduated
from it They have received nine promotions, one upward-mobility position, and three reassignments with new
job titles. EPA's third GRO class began in May 1995 with 16 participants.
EEOC Form 568 (8/87)
91
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APPENDIX (ATTACHMENT I-IV)
-------
Attachment I
UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
. WASHINGTON. O.C. 20460
OCT 1 4 1994
. TKEADMINISTRATOR
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:employment opportunity will l>e
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 not 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 level^ 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 commitment to equal
opportunity at the EPA. //i/ C
Carol M. Browner
Recycled/Recyclable
Printed vrfjh Soy/Caoota Ink
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Attachment II
UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
Washington, D.C. 20460
JW-21993
OFFICE OF
CIVIL RIGHTS
MEMORANDUM
SUBJECT: Equal Opportunity Policy Statements
FROM: Dan J. Rond
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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Attachment III
UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
WASHINGTON. D.C. 20460
11993
THE ADMINISTRATOR
MEMORANDUM
SUBJECT: Policy Statement on Prohibition of Sexual Harassment
TO: ALL EMPLOYEES
Our Agency is committed to maintaining a work environment
governed by responsible, efficient, and ethical management. To
ensure such a commitment, we all need to know the policies and
guidelines prohibiting sexual harassment. Ary behaviors which
weaken our ability to lead and manage our people and programs are
unacceptable in our work place.
Sexual harassment 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. Specifically, sexual harassment is
deliberate, or repeated, unsolicited verbal comments, gestures,
or physical contacts of a sexual nature which are unwelcomed.
Such sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature constitute sexual
harassment when: (1) they are made explicitly or implicitly a
condition of an individual's employment; (2) submission to, or
rejection of them, affects employment decisions impacting an
individual, such as promotion or work assignments; or (3) they
unreasonably interfere with an individual's work performance or
create an intimidating, hostile, or offensive work environment.
Any behavior which undermines the integrity of the
employment relationship, impairs morale or interferes with
employee productivity is a violation of ethical conduct in our
Agency.
This memorandum constitutes the official policy regarding
sexual harassment at the Environmental Protection Agency. We all
share in the responsibility to promote acclimate free from sexual
harassment.
Carol M. Browner
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Attachaent IV
^ «rf
>," ^^
*' T= UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
Washington, D.C. 20460
OCT 18 B94
OFFICE OF
CIVIL RIGHTS
MEMORANDUM
SUBJECT: Prevention of Sexual Harassment in the Workplace
FROM: Dan J. Ron
Director
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:
S 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;
S 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.
Recycled/Recyclable
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at least 50% recyded fiber
r\ O) Primed on paper that contains
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First, and foremost, sexual harassment should be prevented but, if it does occur it
should be immediately reported to a supervisor or manager, an Equal Employment
Opportunity Counselor, a Special Emphasis Program Manager, or any member of the
Office of Civil Rights. Complaints of sexual harassment may be pursued through the
discrimination complaints process or other avenues of redress.
Through education, training, and corrective action we can remove sexual
harassment from the EPA workplace. Managers and supervisors are responsible-for
providing a workplace free of sexual harassment and for ensuring that employees
understand their rights and responsibilities regarding such offenses. Everyone must
take advantage of available training on the subject and, when necessary, should seek
out advice and counsel from appropriate Agency officials. All must understand that
any form of sexual harassment is unacceptable conduct which will not be tolerated by
any level of management within this Agency.
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