AGENCYWIDE
              o
Accomplishment Report
        1984

     Update 1985

   Office of Civil Rights

-------
                                                           150R85004
                  ENVIRONMENTAL PROTECTION  AGENCY
                 AGENCYWIDE AFFIRMATIVE  ACTION PLAN
                       ACCOMPLISHMENT REPORT
                              FY 1984
Form 504:  Accomplishment Report of Affirmative Action for Minorities
           and Women

Form 505:  Summmary Sheet,  FY 83 - FY 84  Change in Work Force EEO
           Profile by PATCO

Form 506:  FY 83 - FY 84 Change in Work Force  EEO Profile
           by Pay Level, pp.  1-3

Form 507:  Summary Sheet, Distribution of EEO  Groups and Under-
           representation Indices by PATCO and Pay Level, pp. 1-2

Form 508:  Summary Sheet, FY  84 Hiring Goal Accomplishments by PATCO

Form 509:  Summary Sheet, FY  84 Internal  Movement Goal Accomplish-
           ments by PATCO

Form 510:  Barrier Elimination, pp. 1-6
                           ANNUAL UPDATE

                              FY 1985


Form 511:  FY 85 Annual Update of Affirmative  Action Program for
           Minorities and Women

Form 512:  Summary Sheet, FY 85 Hiring Goals by  PATCO

Form 513:  Summary Sheet, FY 85 Internal  Movement Goals by PATCO

Form 514:  Projected Barrier Elimination,  pp.  1-5

NARRATIVE STATEMENT, pp. 1-4

STATEMENT OF ACCOUNTABILITY

CERTIFICATION OF QUALIFICATIONS OF PRINCIPAL EEO OFFICIALS

ATTACHMENTS:

   Memo:  EPA's Affirmative Action Plan for  1985
   Memo:  Development of 1985 Affirmative Action Plan
   Memo:  Guidance and Instructions for Development of Affirmative
          Action Plan
   Memo:  Affirmative Action Goals for FY 1985
   List of EPA Planning and Reporting  Units

-------
      FY« 4ACCOMPUSHMENT REPORT OF AFFIRMATIVE
             ACTION FOR MINORITIES AND WOMEN
                                                                    ftKPORT »Y i
                                                                             . */* UNIT

                                                                             .COMMAND

                                                                             .COMPONENT
                                                                             -AOKNCV
Name of Reporting
Agency* Command
Component or P/R Unit

ft«spon*/o/« Agency
Official:
                               Environmental Protection Agency
                              William D. Ruckelshaus, Administrator
                                                   (Nome and title)

                               401  M Street S.W.  (A-100)
                                                   (Address)

                              Washington, D.C.  20460
                               382-4700
        x?2££j
                                        (Telephone number • commercial or FTS)

                                                                 JAN   31985
      (Signature of the responsible official)
                                                                    (Date)
Wumotr of Planning/Reporting Unitt (nportt art  x   «r» not      tntchtd):


Numbtr of Comm«rjtfs/Componwif» (tggngnt rvporrs •nccftocf, /f tppmpritto):
SELECTED AGENCY FY 8 STATISTICS:
                                         GS/GM   SES
Wumfter o/ «mp/o>r»«s tr toginning of rtport y»«r *  9810    198
                                                            24
                                       Wage
                                      Systems  CC  Tptal
                                        85    2W  10315
      of •mp/oy*«s «f •no' of report

                         from tfw
                                        10897    216
                                                            34
                                        84
                                 252   114«3
Number of «mp/oy»»»
        to Rlf't:  0
     WhU:

     Wh F:
                  BIU:
Hill:

HIF:
AA/PI U:

AA/PI f:
All AN M:

Al IAN f:
Num&r of vacanc/M thtt ftatf OMH originilty
    P 759    A 274    T  68   C 257   01
                                                      Tort/  1359
   Key:  AD - Administratively Determined
         FD - Experts appointed under 5 U.R.C. 3109
         EX - Executive  Level, Federal Executive Salary Act  of 1964
         ST - Scientific and Professional, 10 U.S.C.  1581
         CC - Comissioned Corps, Public Health Service
NAME OF PCMON WHO PNCPAHKD MCPONT

   Cecelia F. Scott
                                                                     382-4564
EEOC rout*  504
      AM a u

-------
          UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
                        Washington, D.C. 20460
                            FEB  I 3 !985
MEMORANDUM
                                                          OFFICE OF
                                                         CIVIL RIGHTS

SUBJECT:  Summary of EPA's 1985 Affirmative Action Plan

FROM:     Nathaniel Scurry, Director
          Office of Civil Rights

TO:       All EPA Employees

     I am  attaching  for  your  review  a   Summary   of   EPA's   1985
Affirmative Action  Plan.   The  Plan describes  our   accomplishments
in 1984  and  our plan of  action for 1985.  Our new Administrator,
Lee Thomas,  has indicated  his full  support  for  this   Affirmative
Action Program.

     This Summary is the  first of  several  documents setting forth
EPA's policy and program related to Civil Rights.  The Administrator
will shortly be issuing a new policy statement on Civil Rights along
with a  statement  on the  prohibition  of sexual harassment  at  EPA.
Following these,  my office  will  issue specific  guidance  on   the
various components of our Civil Rights program  — special emphasis
programs, discrimination  complaints and external compliance.

     In 1984  we initiated  a  comprehensive effort   to  improve   the
representation of minorities and women  at EPA.   We emphasized hiring
in the professional  and administrative job categories  where there
were the most vacancies  and  the poorest representation of minorities
and women.  Although we met our overall goals and achieved signifi-
cant progress of which we  can be proud, much more remains  to be done.
Therefore we will expand our 1984 effort in 1985.

     To accomplish our objective we need an informed workforce.  We
also need managers  who  are  knowledgeable about  and  committed to an
effective affirmative  action  program.   A   first  step is  becoming
familiar with the Affirmative Action Plan itself.   You will note in
the Summary that everyone at EPA has a  part to  play.  Civil Rights,
Personnel, and  Human  Resources staff  have  an  important  leadership
role, but it will  be up  to all  of us, especially those who are mana-
gers and  supervisors, to  make  affirmative action work at  EPA.   We
have set ambitious though realistic goals.  With the active support
of each of you, I am sure we can meet  them.

     The complete Agencywide Affirmative Action  Plan  is available in
EPA libraries and the Office of Civil  Rights.    A Plan for Headquar-
ters and  one  for  each  Region and major  laboratory  complex  is  also
available for your review in  the appropriate EPA library  facility or
Civil Rights Office.  Please contact Cecelia Scott of the Office of
Civil Rights at  382-4563  or your Regional  or Area  EEO  Officer  for
further information.

Attachment

-------
                  SUMMARY OF 1985 AGENCYWIDE AFFIRMATIVE ACTION PLAN
INTRODUCTION

   Title VII of the Civil Rights Act of 1964 and Executive Order 11474 require EPA
   to prepare and submit an Affirmative Action Plan to the Equal Employment
   Opportunity Commission (EEOC) for review and approval.  The Plan provides the
   Agency with a management tool to identify and address inadequate representation
   of women and minorities in its workforce.  The objective is to achieve an Agency
   workforce profile that reflects the national civilian labor force and thereby
   enhance the Agency's ability to achieve its environmental mission.

   The Affirmative Action Plan has two major components.  The first is an analysis
   of our accomplishments during Fiscal Year 1984 which compares actual results
   with the goals we set at the beginning of 1984.  The second part, the 1985 Plan
   Update, establishes goals for Fiscal Year 1985 and includes actions planned to
   assist in achieving the goals by reducing or eliminating barriers to equal
   employment opportunity at EPA.


1984 ACCOMPLISHMENT REPORT

   WHAT WAS ACCOMPLISHED:

     EPA achieved considerable success in meeting its overall 1984 goals:

     0  Women and minorities comprised 47% of all permanent hires in the
        professional and administrative categories.

     0  Women and minorities comprised 56% of the net gain in the professional
        and administrative categories.  Net gain represents the actual increase
        after taking into account people who left the Agency.

     0  The actual percentage of women and minorities in the Agency's pro-
        fessional and administrative workforce improved by 2.5 points.  This is
        a significant step toward closing the 20 point gap between where the
        Agency started at the end of 1983 and the composition of the national
        civilian labor force reported in the 1980 census.

     These results were achieved by:

     0  Targeting 52% of projected professional and administrative vacancies
        Agencywide for hiring women and minorities;

     0  Aggressively recruiting women and minorities by exhibiting at numerous
        conferences to reach qualified wonen and minorities for scientific and
        engineering positions (the highlight of this activity was a recruitment
        effort in Puerto Rico where the Agency made job offers on the spot to
        over 30 Hispanic engineers);

     0  Developing an automated Agencywide referral system which provided a
        bank of applications for consideration by managers across the Agency;

-------
                                         - 2 -
     0  Holding managers accountable for their affirmative action responsi-
        bilities through tracking progress in improving the representation of
        women and minorities in our workforce and regular reporting to the
        Deputy Administrator; and

     0  Providing awards to managers and staff who contributed significantly
        to equal employment opportunity and affirmative action accomplishments.

   WHAT TASKS REMAIN:

     The EPA's 1984 workforce profile continues to show severe underrepresentation*
     of women and minorities, particularly in professional jobs at the higher grade
     levels.  Continued aggressive affirmative action recruitment and employee devel-
     opment activities will be required to achieve the goal of full representation.


1985 PLAN UPDATE

   WHAT IS PLANNED:

     1) Adding 1315 new employees to the EPA's workforce in FY 1985 of which
        603 positions  are targeted for hiring women and minorities (the hiring
        goal of 61- positions covers all job categories:  338 professional;  161
        administrative; 24 technical;  76 clerical and 4 other);

     2) Emphasizing the professional and administrative job categories by
        targeting at least 52% of the vacancies in these categories for hiring
        women and minorities in 1985;

     3) Monitoring the hiring and promotion of women and minorities into upper
        grade levels;  also providing developmental opportunities to assist their
        advancement into mid and upper level positions and into supervisory and
        managerial roles;

     4) Revitalizing the Upward Mobility program and committing 1% of the Agency's
        total permanent positions to it;

     5) Expanding targeted recruitment activities with emphasis on Historically
        Black Colleges and Universities, and other organizations and conferences
        of women and minorities;

     6) Establishing goals and applying affirmative action to hiring of temporary
        and term employees at Headquarters; and

     7) Encouraging creative staffing through developing and distributing infor-
        mation on staffing options and the use of internships, cooperative
        education program appointments, etc.
   The EEOC defines "severe underrepresentation"  to mean that the percentages of women
   and minorities in an agency's workforce are less than half of their comparable per-
   centages in the national civilian labor force.

-------
                                         - 3 -
     8) Strengthening special emphasis programs (Black Employment Program, Federal
        Women's Program and Hispanic Employment Program)  to support effective
        recruitment, employee development and the advancement and recognition of
        women and minorities at EPA;

     9) Defining the responsibility and accountability of managers for affirmative
        action and equal employment opportunity in performance standards, and
        stressing these responsibilities through training and quarterly monitoring;

    10) Expanding training for EEO and Personnel staff to improve their effective-
        ness in support of affirmative action; and

    11) Preventing sexual harassment at EPA (although not a part of the documents
        required for submission to EEOC, the policy and plan for prevention of
        sexual harassment are on file in the Office of Civil Rights).

   WHO IS RESPONSIBLE:

     EPA managers and supervisors are responsible for carrying out the Plan,
     recruiting, hiring and developing employees to achieve their affirmative
     action goals and improve the representation of women and minorities at all
     levels of their workforce.

     The Personnel Management Division and its counterparts across the Agency are
     responsible for assisting managers by developing and implementing a plan for
     effective recruitment of women and minorities, by advising them on staffing
     options, and by providing them guidance in establishing Upward Mobility
     Program positions and training plans.

     The Office of Human Resources Management is responsible for addressing the
     special needs of women and minorities in developing  long and short range
     Agency strategies for employee development, thereby  helping to retain women
     and minorities and increase the numbers eligible for upper level  jobs.

     The Office of Civil Rights and its counterparts are  responsible for coordina-
     ting the development of the Affirmative Action Plan, advising and assisting
     managers and Personnel to carry out the Plan, and for monitoring, evaluating
     and reporting progress to top management in achieving the Plan's objectives.

     EPA employees can help by referring qualified women  and minorities to managers,
     sharing knowledge of recruitment sources, encouraging women and minorites to
     seek out and pursue opportunities for self-development and advancement within
     the Agency, serving as mentors for new employees, and identifying barriers to
     achieving the goals of the Plan and referring them to the Office of Civil Rights.


PROFILE OF EPA WORKFORCE AND PROJECTED GOALS

   Following is a table showing EPA's workforce profile at the close of Fiscal Year
   1984 and the goals for Fiscal Year 1985:

-------
                                     SUMMARY TABLE:   1984 WORKFORCE PROFILES 1985 HIRING GOALS
WHITE MALE
WHITE FEMALE



BLACK MALE	

BLACK FEMALE



HISPANIC MALE

HISPANIC FEMALE


ASIAN/PAC. HALE

ASIAN/PAC. FEH.
AM. IND/AK. MALE

AM. IND/AK. FEH.



ALL EMPLOYEES
1984 WORKFORCE PROFILE
TOTAL
NUMBER
EHPLD.
5683
3192
392
1334
125
95
180
90
9
13
11113


DISTRIBUTION BY
JOB CATEGORIES *
P A T C
3897 1455 274 57
818 1015 367 992
170 122 48 52
74 248 196 816
85 28 7 5
22 16 7 50
148 21 4 7
39 26 10 15
3 411
1 417
5257 2939 915 2002







DISTRIBUTION BY GRADES
GS16/ GS/GH GS GS GS
SES 13-15 9-12 5-8 1-4
198 2869 2272 312 32
19 538 1159 1207 269
6 108 169 79 30
0 60 253 771 250
1 35 57 29 3
0 2 26 40 27
2 73 88 10 7
0 15 42 25 8
0 3 402
00463
226 3703 4074 2479 631





SEVERE UNDER-
REPRESENTATION **
BY GRADE AND JOB CAT.

SES; 13-15 P
9-12 C
SES; 13-15 P
SES; 13-15 P; 9-15 A;
all qrades T & C
SES; 13-15 P & A;
all grades in T
5-8 A; 1-4 T; 5-12 C
SES; 1-4,9-12 T
SES; all P; 13-15 A;
5-12 T & C
SES; 9-15 P; 5-8,13-15
A; 1-4, 9-12 T; 9-12 C

1985
HIRING GOALS BY
JOB CATEGORY
P A T C
0

179
54
45
18
18
11
10
1
2
338
56
34
24
21
14
5
5
1
1
161
1
10
3
3
4
2
0
0
1
24
29
10
5
8
19
0
4
0
1
76
0
1
2
1
0
0
0
0
0
4
                    *  Job  cateqories per OPH:
                      P  =  Professional;   A = Administrative;  T = Technical;   C = Clerical;   O = Other

                   '*  This list  does not include all underrepresentat ion as calculated by EEOC's formula;
                      only th--.se that are less than 50% of the comparable percentaqes in the national
                      civilian  labor force.

-------
                    SUMMARY SHEET
FY 83- FY 8-CHANGE IN WORK FORCE EEO PROFILE BY PATCO
                                                                         REPORT BY:
 P/R UNIT
 COMMAND
.COMPONENT
 AGENCY
CATEGORIES

PROFESSIONAL.

ADMINISTRATIVE
TECHNICAL,
CLERICAL.
OTHER
TOTAL
YEARS/
% CHANCE
1983 «
•
1984 «
% CHANGE
f
198J »
•
1984 «
X CHANGE
...3 ;
•
1M4 %
•
* CHANGE
f
1983 «
1984 %
% CHANGE
•
1983 %
•
1984 %
% CHANGE
•
1983 «
f
198d %
« CHANGE
TOTAL
ALL
4637
5257

2689
2939

863
915

1819
2U02




1UOU8
11113

FEMALE
718
15.5
954
18.2
2.7
1145
42.6
1309
44.5
1.9
546
63 i 2
581
63.5'
.3
1699
93.4
1880
93.9
.5



4108
41.0
4724
42.5
1.5
WHITE
MALE
3578
77.2
3897
74.1
(3.1)
1389
51.6
1455
49.5
(2.1)
258
29.9
274
30.0
.1
55
3.0
57
2.8
(.2)

-

5280
52.8
5683
51.2
(1.6)
FEMALE
624
13.5
818
15.6
2.1
884
32.9
1015
34.5
1.6
340
39.4
367
40.1
.7
948
52.1
992
49.5
(2.6)



2796
27.9
3192
28.7
.8
BLACK
MALE
152
3.3
170
3.2
(.1)
107
4.0
122
4.2
.2
49
5.7
48
5.2
(.5)
54
3.0
52
2.6
(.4)



362
3.6
- 392
3.5
(.1)
FEMALE
57
1.2
74
1.4
.2
218
8.1
248
8.4
.3
191
22.1
196
21.4 '
(.7)
689
37.9
816
40.8
2.9



1155
11.5
1334
12.0
* .5
HISPANIC
MALE
63
1.4
85
1.6
.2
24
.9
28
1.0
.1
6
.7
7
.8
.1
6
.3
5
.2
(.1)



99
1.0
125
1.1
.1
FEMALE
11
.2
22
.4
.2
12
.45
16
.54
.1
7
.8
7
.8
0
37
2.0
50
2.5
. .5



67
.7
95
.9
. -2
"••
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
122
2.6
148
2.8
.2
21
.8
21
.7
(.1)
4
.5
4
.4
(.11
4
.2
7
.4
.2



151
1.5
180
1.6
.1
FEMALE
26
.5
39
.7
.2
27
1.0
26
.9
(.i)
8
.9
10
1.1
.2
19
1.1
15
.8
(.3)



80
.8
90
.8
0
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
4
.09
3
.06
(.03)
3
.11
4
.14
.03
0
0
1
.11
.11
1
.05
1
.05
0



8
.08
9
.08
0
FEMALE
0
o
1
.02
.02
4
.15
4
.14.
(.01)
0
0
1
.11
.1 1
6
.33
7
.35
.02



10
.10
13
.12
.02

-------
                                                                               •Yi
FYI > FY §4 CHANGE IN WOWC FORCE EEO PROFILE PV PAY LEVEL
.COMMAND
,COMPONENT
PAVLBVtt.
• •4
«•-•
• •it
•v«ita.it
§BMIOft
•XKCUTIVB
•BNVIO
I.BVILJ •
I BUIOB 9tfmt
IC-101
TOTM.
VEAMS
»
CMAMOE
IM 3 *
«<• I
« CHANGE
ff
*
IM 3
IM* 1
% CMAMOS
f
IM 3. «
IM 4 4
% CM AM Oft
«3 ;
IM 4 *
« CHANGE
«3 '
9
IM 4 t
« CHANGE
•V J
IM4 *
V CHANGE
TOTM.
AU.
474
631

2133
2479

3671
4074

3522 .
3703

208
226

loona
U.1.1 3

r-lAl.
399
84.2
557
88.3
4.1
1866
87.5
2049
82.6
(4.9)
1279
34.8
1484
36.4
1.6
547
15.5 .
615
16.6
1.1
- 17
8.2
19
8'.4
.2
4108
41.0
4724
42.5
1.5
•HIT*
f^«l j
34'
7.2
32
5.1
(2.1)
189
8.8
312
12.6
3.8
2102
57.2
2272
55.7
(1.5)
2271
78.7
2869
77.5
(1.2)
184
88.4
198
87.6
(.8)
52UU
52. H
5f.H3
51.2
(1.6)
FEMALE
217
48.8
269
42.6
(3.2)
1093 "
51.3
1207
48.7
(2.6)
991
27.0
1159
28.5
1.5
478
13.6
538
14.5
.9
17
8.2
19
H.4
.2
2796
27.9
3192
28.7
.8
•LACK
•MALI
33
7.0
30
4.7
(2.3)
66.
3.1
79
3.2
.1
153
4.2
169
4.2
0
105
3.0
108
2.9
(-.11
5
2.4
6 •
2.7
.3
362
3.6
392
3.5
(.1)
FEMALE
160
33.8
250
39.6
5.8
711
33.3
771
31.1
(2.2)
229
6.2
253
6.2
0
55
1.5
60
1.6
.1
0
Q
0
n
0
1155
11.5
13H4
12.0
.5
MUPAMIC
MALC
3
.6
3
.5
(.1)
8
.4
•
29
1.2
.8
58
1.6*
57 '
1.4
(.2)
30
• .8
35
.9
.1
0
P_
1
.4
.4
99
1.0
125
1.1
.1
PKMALC
12
2.5
27
4.3
1.8
J5
1.7
40
1.6
(.1)
18
.5
26
.6
.1
2
r06
2
.05
f.ou
0
n
0
0
0
67
.7
95
.9
.2 •
ASIAN AMERICAN/
PACIFIC MI.ANOKR
NALK
4
.R
7
1.1
.3
4
.2
10
.4
.2
76
2.1
88
2.2
.1
65
1.9
73
2.0
.1
2
1.0
.2
.9
(.1)
151
1.5
UK)
1.6
.1
FCMALB
9
1.9
8
1.3
(.6)
22
1.0
25
1.0
0
37
1.0
42
1.0
0
12
.3
15
.4
.1
0
n
0
(i
0
H(l
.H
41)
•» .
0
AMERICAN INDIAN/
ALASKAN NATIVK
MALE
1
.21
2
.32
.11
0
0
0
0
0
3
.08
4
.10
.02
4
.11
3
.08
(.03)
0
0
0
(I
0
H
.0".
M
.1)8
0
FEMALE
1
.21
3
.48
.27
5
.23
6
.24
.01
4
.11
4
.10
COD
0
0
0
'0
0
0
o
0
II
0
1')
.10
13
.12
.02-

-------
FY S3 . FY 8 4CHANGE IN WORK FORCE EEO PROFILE BY PAY LEVEL
REPORT BY *
 _______ P/R OMIT
 .        COMMAND
        'COMPONENT
    x    AGENCY
PAY LEVEL

WO/11* 1 .4


•D/MI-*
•D/WC-1*
WD/V9 11 . «•
WO/WV1S.1I
TOTAL
YEARS/
ft
CHANGE
t
it.3 %
1
1M4 g
% CNAMOC
1
1M3 %
I
IM4 %
% CMANOC
*
»«o %
1
IMt' %
« CHANOC
1
1M3 %
I
1H4 t
«CHAMO«
1
!•« «
IM4 X
» CHANOC
^
IM3 %
«* ^
% CHANOC
TOTAU
AUL
q
8

41
41

12
12

9
y




71
711

FCMALC
2
22.2
2
2!S.()
2.H
4
9.R
5
12.2
2.4









h
H.4
7
10.0
l.fi
WNITK
MALE
4
44.5
4
50.0
b.5
20
4H.H
iy
4b.3
(2.5)
10
83.1
10
83.3
(1
9
100.0
9
100.0
0



4!J
611. f>
42
f.0.11
(.ft)
FCMAL.C
1
11. I
t
12.5
1.4
4
9.H
5
12.2
2.4









S
7.0
h
H.f>
l.ft
•L.ACK
MALC
3
33.3
2
2b.O
(R.3)
17
41.4
17
41.5
.1
2
1ft. 7
7
1ft. 7
0






22
31.0
21
3n.n
0.0)
FEMALE
1
11.1
1
12.5
1.4












1
1.4
I
1.4
0
HISPANIC
MALE


















FEMALE


















ASIAN AMERICAN/
PACIFIC ISLANIMM
MALI
















•

PCMALC


















AMERICAN INDIAN/
ALASKAN NATIVE
MALC


















FEMALE



















-------
             FY 83 . FY 8 4CHANGE IN WORK FORCE EEO PROFILE BY PAY LEVEL
REPORT BY i
 	 P/R UNIT
 .        COMMAND
 	 COMPONENT
    X    AGENCY
PAY LEVEL

wo/wa 1.4

wo/wa • - •
wo/wa ID
wo/wa 11 . it
wo/wa i* . it
TOTAL
YEARS/
*
CHANGE
i
19*3 %
i
IM4 £
* CHANGE
1
1983 %
I
1964 %
» CHANGE
1
1MB %
I
19*4* %
* CHANGE
f
19*3 %
1
1M4 t
* CHANGE
t
'•** *
1904 t
* CHANGE
W
1993 %
I984 *
% CHANCE
TOTAL
ALL
9
8

41
41

12
12

9
9




71
7(1

FEMALE
2
22.2
2
25.0
2.8
4
9.8
5
12.2
2.4









f,
8.4
7
10.0
1.6
WHITE
MALE
4
44.5
4
50.0
5.5
20
48.8
19
4b.3
(2.5)
10
83.3
10
83.3
0
9
100.0
9
100.0
0



43
60. fc
42
60.0
(.6)
FEMALE
1
11.1
I
12.5
1.4
4
9.8
5
12.2
2.4









5
7.0
ft
8.6
1.6
BLACK
MALE
3
33.3
2
25.0
(8.3)
17
41.4
17
41.5
.1
2
16.7
2
16.7
0






22
31.0
21
30.0
(1.0)
FEMALE
1
11.1
1
12.5
1.4












1
1.4
1
1.4
0
HISPANIC
MALE









.








FEMALE


















ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
















•

FEMALE


















AMERICAN INDIAN/
ALASKAN NATIVE
MALE


















FEMALE


















««• «•/•«

-------
                                                                                                 RtiPORT BYi
                      FY 83 - FY 8 4 CHANGE IN WORK FORCE EEO PROFILE BY PAY LEVEL
	P/R UNIT
	COMMAND
     COMPONENT
 X    AGENCY
PAY 1 PUVri


WU/WN -WS 1-4


WU, WN WS 8 . t


WL/WN.'WS 10 . 11


WL/WN WS 12 -11


TOTAL

YEARS/
\
CHANCE
*
196 3 %
t
196 4
» CHANGE
1
1963 %
1
1984 *
* CHANGE
I
1963 %
f
196 4 %
% CHANGE
1
1983 %
1
196 4 *
» CHANGE
f
196 -j %
f
198 4 *
% CHANGE
TOT/
ALL
1
1

1
2

1
1




3
4

u.
FEMALE















WHI1
MALE
1
100.0
1
100.0
0
0
0
1
50.0
50.0
0
0
1
100.0
100.0



1
33.3
3
75.0
41.7
re
FEMALE















BLA
MALE



1
100.0
1
50.0
(50.0)
1
100. a
0
0
(100.0)



2
66.7
1
25.0
(41.7)
CK
FEMALE















HISPA
MALE















NIC
FEMALE















ASIAN AM
PACIFIC
MALE















CRICAN/
ISLANDER
FEMALE















AMERICA
ALASKA
MALE















N INDIAN/
N NATIVE
FEMALE















EEOC FORM S06 18/83)
                                                                                                            PAGE 3

-------
                             SUMMARY SHEET

             DISTRIBUTION OF EEO GROUPS AND UNDERREPRESENTATION
                       INDICES BY PATCO AND PAY LEVEL
REPORT BYi
           P/R UNIT

           AGENCY
OCCUPATIONAL.
CATBOORV
ANDSES
SB*
(INCLUDE OS/Oil
IS . 1S>


PROFESSIONAL.







TECHNICAL.
PAY
JS^S^MHgS'-'
OS t -4
oss-s
OS*, tt
G8/PM 1» • t§
TOTAL
on -4
oss-s
OS*. IS
OS/OH t* . It
TOTAL
0* 1 .4
oss-s
os • - ta
OS/ON 11.11
TOTAL
TOTAL.


226

295
2298
2524
S117

199
1477
1177
2853
11
673
729
2
Q15
WHITE
MALE
NUMBER
198

128
1560
2fl82
3770

31
568
7H5
1384
2
126
144
2
274
FEMALE
NO.
19

102
448
260
810

96
630
278
1004
5
318
44

167
U.I.
31

128
12
38
58

W
125'
88
•LACK
MALE
NO.
6

11
89
67
167

14
64
41
103*1 19
133*
138*
.56*

17*
2
30
16

48
U.I.
113

\m
166
113
139

142/
H7*
95
R4*
168*
MO*
141*

06*
FEMALE
NO.
0

16
39
19
74

46
161
41
>48
1
74
21

IMf,
U.I.
0

194
60
26
51

477*
?25*
71*
174*
J87*
534*
JHM"

nay*
HISPANIC
MALE
NO.
1

19
45
20
84

3
in
15
28
O
s
7.

7
U.I.
20

298
90
36
75

S4
24
46
35
0
27
•
32

28
FEMALE
NO.
0

6
14
2
22

s
11
0
16
0
6
1

7
U.I.
0

178
53
7
37

qft*
56
0
43
(I
36
JH

31
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
NO.
2

7
78
62
147

n
9
11
20
O
3
1

4
UJ.
102

2751
394
286
333

n
70-
108
Rl«
0
52*
51*

51*
FEMALE
NO.
n

5
24
10
39

A
17
5
26
0
10
O

10
U.I.
0

^25*
138*
53*
101*

?£°*
1S3*
82
121*
0
1MH'
0

J4S'
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
NO.
O

0
1
2
3

O
3
1
4
1
0
n

J
UJ.
(i

0
19
38
28

O
66'
26
4f>*
1030
0
0

44
FEMALE
NO.
II

J
0
0
1

0
4
O
4
0
J
0

1
UJ.
(1

261
0
0
15

0
122*
0
82
0
f.H«
(i

Sd*
         * UI based on unditferentiated CLK
507

-------
                                 DISTRIBUTION OF EEO GROUPS AND UNDERPRESENTATION
                                           INDICES BY PATCO AND PAY LEVEL
OCCUPATIONAL.
CATEGORY
SERIES

CL.BMCAL

OTHER
PAY
LEVEL.
O8 1 -4
oss-t
OSS* 12
OS/OM It - It
TOTAL
OS 1 -4
01 1 • •
01 1 - 1 2
Ot/OM It - tt
TOTAL,

TOTAL.

620
1312
70

2002





•MITE
MALE
NUMBER
30
27
0

57





FEMALE
NO.
264
691
37

992





U.I.
124
154
155

145





BLACK
' MALE
NO.
28
24
0

52





U.I.
91*
66
0

93





FEMALE
NO.
249
535
32

H16





U.I.
829
842
944

842*





HISPANIC
MALE
NO.
3
2
0

5





U.I.
k
25
7
0

13





FEMALE
NO.
27
23
0

50





U.I.
171
*
6H
0

98 '





ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
NO.
•
7
0
0

7.





U.I.
131*
0
0

51





FEMALE
NO.
8
6
1

15





U.I.
172
*
61
190

100





AMERICAN INDIAN/
ALASKAN NATIVE
MALE
NO.
1
0
o

1





UJ.
53*
0
0

41





FEMALE
NO.
3
4
0

7





U.I.
218
136
0

15^





                   * UI based on imdifferentiated CLP
••oc row* .SOT <•/»»
                                                                                                         PAOBt

-------
                           SUMMARY SHEET
                 FY 8 4 HIRING GOAL ACCOMPLISHMENTS BY PATCO
                                                                                    REPORT BYi
                                                                                                      P/R UNIT
                                                                                                      COMMAND
                                                                                                      COMPONENT
                                                                                                 *    AGENCY

OCCUPATIONAL
CATBOOHV

P




T


c

o









PLANNKD/
ACTUAL.
PLANNED 0
•.
ACTUAL 0
PLANNED 0
ACTUAL 0
PLANNED 0

ACTUAL 0
PLANNED 0

ACTUAL 0
PLANNED 0
ACTUAL 0
PLANNED 0

ACTUAL 0


PERCENT


• TOTAL.
AtL
352

333
131
174
1H

34
59

377
1
0
561


918


164 %
FEMALE
2H7

257
94
152
4

32
29

365
1
0
415


806


194 %

WHITE
MALE


438
p?$|g
t;..•.(
•;;^ ;•,:•)
FEMALE
230

217
64
135
1

19
7

167
1
0
304
*

538


177 %

BLACK
MALE
37

21
20
15
H

1
17

8
0
0
R2


45


55%
FEMALE
40

15
20
13
1

9
3

171
0
0
64


208


325 %

HISPANIC
MALE
25

27
14
5
4*

1
R

1
0
0
51


34


67 %
FEMALE
15

11
R
2
2

1
15**

21
0
0
4O


35


88%
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
or

28
2
1
1

0
4**

3
0
0
7


32


457 %
FEMALE
2

13
O
2
0

2
2

4
0
0
4


21


525 %
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
3*

0
1
1
1"

0
1

0
0
0
f,


1


17 %
FEMALE
0

1
1
0
(1

1
2

2
O
0
3


2


67 i.
EEOC
508
        
-------
                    SUMMARY SHEET
FY 8 « INTERNAL MOVEMENT GOAL ACCOMPLISHMENTS BY PATCO
                                                                                             REPORT BVt
                                                                                                ______ P/R UMIT
                                                                                                _____ COMMAND
                                                                                                _^___ COMPONENT
                                                                                                 X    AGFKCY
OCCUPATIONAL
CATEGORY.

P


T
C
O
TOTAL.
PLANNED/
ACTUAL
PLANNED •
ACTUAL •
PLANNED •
ACTUAL 0
PLANNED 0
ACTUAL ff
PLANNED •
ACTUAL 0
PLANNED 0
ACTUAL 0
PLANNED 0
ACTUAL 0
PERCENT
• TOTAL.
ALL
30
273
23
410
12
190
R
469
(1
0
73
1342
1838%
FEMALE
23
220
17
378
6
176
5
455
0
0
51
1229
2409%
WHITE
MALE
•i^V^lip.-1
467
imz™*
fi '.'/?•£ ??,VV-
254
fO^TifC"
;..j>:nflfr ffr\* •
i$<e
39
i^r-I^Sfc .
385$
^.tre -<:?"••«
i*.jKti^4il»t*
9
ww
"(«!?(*•• *'<»j:
3&&!it£
0
V.-^.-.-vg-.,,
••*/': ' '.•:•• - .
, ,. ^-- /•- •'
'i ifctt'i*"'-if'i''1 '
769
^w?.!^r.
r. 'r* './ '.
;/'?-•'; Vi-' '.
. Ai-.^-*'
• '<" ?>•«' ',
.iil-lr'^\^I
FEMALE
14
190
10
300
1
115
1
218
(l
0
26
823
3165%
•LACK
MALE
2
32
5*
18
4
11
1
12
0
0
12
373
3108 %
FEMALE
5
20
3
62
•3
53
2
222
0
0
13
357
2746 %
HISPANIC
MALE
4
8
1
8
1*
1
1
1
l)
0
7
18
257 %
FEMALE
3
3
3
6
2
5
1
12
0
0
9
26
289 %
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE
L
13
0
5
1
2
1**
1
n
0
.1
21
700 %
FEMALE
1
7
0
9
•n
3
1
3
0
0
2
22
1100
AMERICAN INDIAN/
ALASKAN NATIVE
MALE
n
0
n
l
0
0
n
0
0'
0
n
l
%
FEMALE
0
0
1
1
n
0
n
0
i)
0
i
l
100 .
EEOd/JJT-,509;    * ()ne
                 Or
                    Terole.  ** one may be Hispanic, Asian,  or  Indian, male or fenwle.

-------
                                                                                      REPORT BYi
                              BARRIER ELIMINATION                                  ~           COMMAND
                                                                                                   COMPONENT
                                                                                                   AOENCY
1. Number of Barriers Identified for Analysis and Elimination In FY 84:,
2. Number of these Barriers Eliminated In FY 84:  	*
3. Number of these Barriers Partially Eliminated In FY 84;
For each barrier addressed during the reporting year. Indicate the occupations from which It tended to exclude people.
whom It tended to exclude, and how the barrier was eliminated or partially eliminated (that l«, what alternative procedures
were Instituted to replace the barrier). Where the barrier was not eliminated, please explain what prevented Its elimination:
Barrier No. 1:       See attached  sheets.
Barrier No. 2:
;0°T-
          -£10                                                     .                   r-orm 510-!

-------
                     BARRIER ELIMINATION
Barrier A;  LACK OF CLEARLY DEFINED RESPONSIBILITIES,
            OBJECTIVES AND ACCOUNTABILITY OF MANAGERS AND
            SUPERVISORS FOR AFFIRMATIVE ACTION

This barrier was partially eliminated in FY 84.  A few items
were not completed.

     1.  EPA policy statements on EEO and Affirmative
         Action have been issued in FY 84 and early
         in FY 85.

     2.  Memos confirming specific goals and the account-
         ability of each Assistant Administrator (AA) and
         Regional Administrator (RA) were issued both
         in FY 84 and FY 85.

     3.  The Deputy Administrator issued a memorandum on
         performance management requiring that each super-
         visor and manager have measures related to EEO
         and Affirmative Action incorporated into their
         standards for human resources management in
         their performance agreements.  In addition, the
         Deputy required each Agency component that did not
         meet its goals, to provide a rationale in writing to
         the Deputy Administrator indicating why it did not
         meet its goals.  This approach was determined to be
         more appropriate and effective than one requiring
         each supervisor and manager to identify EEO accom-
         plishments as a critical job element.

     4.  A comprehensive EEO training program was
         developed between PMD and OCR and a pilot
         project was tested during FY84.  The Agency
         plans to expand this training in an effort
         to reach all supervisors and managers during
         FY 85.

     5.  OCR established an Affirmative Action Tracking
         Report as an aid in self-monitoring for meeting
         affirmative action goals.  This report was
         issued bimonthly to all Agency components along
         with a progress summary and a listing of organi-
         zations in rank order of their affirmative action
                                                   Form 510-2

-------
         accomplishments.  These provided an incentive
         for achieving goals and an effective means
         of monitoring change in our workforcei

     6.  Revision of the EEO Manual stating specific
         responsibilities of managers and supervisors
         was initiated in 1984 and will be completed
         in 1985.
Barrier B;  LACK OF SUFFICIENT TRAINED STAFF IN EEO
            AND PERSONNEL TO FACILITATE EFFECTIVE
            RECRUITMENT
This barrier was partially eliminated.

     1.  OCR conducted an Affirmative Action Training
         Conference in November 1983, and determined
         that a follow-up conference during FY 84 was
         not necessary.  In addition technical assis-
         tance was provided to the Regions by phone,
         and a training session was conducted for the
         members of the Headquarters Administrative
         Management Council which involved them in
         Affirmative Action planning for the first
         time.  Specific guidance and instructions
         to both Headquarters and field offices
         were provided in memos attached to this
         plan.

     2.  Training conferences held for Hispanic
         Employment Program Managers (HEPMs) and
         Federal Women's Program Managers (FWPMs)
         during FY 84 emphasized the role of Special
         Emphasis Programs in planning, monitoring
         and recruitment activities of the Affirmative
         Action Program.  This activity will be
         expanded to provide training for Black
         Employment Program Managers (BEPMs) in FY 85.

     3.  No formal cross-training for EEO and
         personnel officials in staffing and recruit
         ment occurred in FY 84 although informal
         interchange took place through joint recruit-
         ment efforts.  This area will receive increased
         emphasis in FY 85.
                                                   Form 510-3

-------
Barrier C;  INADEQUATE COMMUNICATION AND COORDINATION
            AMONG EEO, PERSONNEL, AND PROGRAM STAFF
            IN RECRUITMENT EFFORTS
This barrier was elminated in FY 84 through concerted effort by
Personnel and Civil Rights staff.

     1.  The Directors of Personnel Management and
         Civil Rights issued joint memos concerning
         recruitment activities and other affirmative
         action matters.

     2.  Key staff from Personnel, Civil Rights and
         program offices met to develop information
         on vacancies, strategies and coordination in
         recruitment activities.

     3.  Information and reports are being shared
         regularly at Headquarters between Civil
         Rights and Personnel and communication is
         improving in the field.

     4.  The establishment of an automated applicant
         referral system has assisted Personnel,
         Civil Rights, and program office staff in
         working together to match qualified female
         and minority applicants with job vacancies.

     5.  The Office of Civil Rights conducted an
         Affirmative Action Training Conference for
         both EEO and and Personnel staff responsible
         for Affirmative Action planning early in
         FY 84 to promote close coordination, joint
         planning and implementation of all aspects
         of affirmative action including recruitment
         activities.

    6.   Personnel and Civil Rights staff both at
         Headquarters and Region II worked closely
         together to plan and implement a very
         successful recruitment trip in Puerto Rico
         where over 30 job offers were made to
         Hispanic students.  This joint effort
         received formal recognition in an Agency
         award and has served as the impetus and
         model for a similar effort in FY 85 focused
         upon recruitment of Blacks.
                                                   Form 510-4

-------
        A report on Affirmative Action accomplish-
        ments during 1984 and proposed plans for
        1985 was presented to the Deputy Administrator
        jointly by the Office of Civil Rights and
        Personnel.
Barrier D;  LACK OF TRAINING AND DEVELOPMENTAL OPPORTUNITIES
            FOR WOMEN AND MINORITIES TO ADVANCE WITHIN THE
            AGENCY a)  UPWARD AND OUT OF CLERICAL SERIES and
            b)  UPWARD WITHIN PROFESSIONAL SCIENTIFIC AND
            TECHNICAL FIELDS
This barrier was partially eliminated in FY 84.  Three planned
actions were begun but not completed.  A fourth action is a major
new initiative for the Agency.

    1.  The Professional Development Plan proposed by
        Women in Science and Engineering at EPA has
        been adopted and incorporated into the planning
        of the Office of Human Resources Management.
        Implementation will begin in FY 85 with the
        creation of a Scientific and Technical Career
        Advisory Committee.

    2.  Commitment to an aggressive Upward Mobility
        Program was confirmed by Agency leadership
        and revision of program guidance was under-
        taken by Personnel.  Final guidance is being
        issued early in FY 85.

    3.  Development of two English language courses
        to help non-native English-speaking employees
        improve their command of American English.
        "Mastering American English" is a course to
        improve writing skills and "English Language
        Skills" is a conversational course.  These
        courses were offered to all employees, but
        aimed at meeting the needs of the newly-
        hired engineers from Puerto Rico.  The con-
        versational course will continue through
        early FY 85.

    4.  The establishment of an Office of Human
        Resources Management (OHRM) at EPA during
        FY 84 emphasizes the high priority of this
        issue within EPA.  It marks the beginning
                                                   Form 510-5

-------
       of on-going long range efforts to address the
       current deficiency in training and developmental
       opportunities for all employees.  The Office is
       currently working on the formation of an Agency-
       wide Human Resources Council to strengthen com-
       munication and advise the Office in development
       of policies, strategies and programs for workforce
       development and management.  The first major step
       was an Agencywide planning conference held early in
       PY 85.  Several specific projects are just getting
       under way.  The Office of Civil Rights will work
       closely with OHRM to assure that planning takes
       into account the special needs of women and
       minorities to assure their equitable participation
       in the training and development programs of the
       Agency.
Barrier E:  LIMITED USE OF CREATIVE STAFFING TECHNIQUES
We were unable to formally address this barrier during the
fiscal year, but through informal contacts, the OCR staff
have provided suggestions and ideas on creative staffing
techniques to agency managers and supervisors.  In addition,
we initiated several activities which we plan to continue
and expand in FY 85:

   1.  Increased use of direct hire authorities
       for Engineers and Environmental Protection
       Specialists in light of recent recruitment
       successes at the University of Puerto Rico
       and in preparation for the FY 85 targeted
       recruitment for Black professionals in
       science and engineering.

   2.  Development and coordination of more exten-
       sive use of the cooperative education
       program.

   3.  Increased use of temporary direct hire
       appointments.

   4.  Increased use of Intergovernmental Personnel
       Act (IPA) exchanges in order to establish
       closer ties and recruitment efforts with
       predominantly minority institutions.

   5.  Increased use of the Junior Fellowship Program
       to bring minorities and women on board and to
       assist in developing their professional
       potential.
                                                   Form 510-6

-------
FY 8 5 ANNUAL UPDATE OF AFFIRMATIVE ACTION
PROGRAM FOR MINORITIES AND WOMEN
REPORT BYl
*/R UNIT
^___— _ COMMAND
_ COMPONCNT
^ AOKNCV

Name of Reporting
Agencyi Comnandt
Component or PVR Unit: Environmental Protection Agency
Responsible
Agency Official: William n. Ruckelshaus, Administrator
(Name end Title)
401 M Street S.W. (A-100)
(Address)
Vbshington, D.C. 20460

382-4700
(Telephone Number • Conenerical or
*ffl^00 ^-^5C^ _^?^2- j£ 	
(Signature of the Responsible Official)
Number of Planning/Reporting Unlli (updates are X are not attached): .
Number of Commaids/ComDonents (eppregato updates attached. If appropriate):
Number of vacancies prelected for year of update by PATCO category:
P 58Q A 345 T 74 C 304 o 3 Total
FTS)
JAN 3 1985
(Date)
1
—
1315

NAMB Of PNOAMBM OP MBPOMT
Cecelia K. Scott
TBkKPNONC NUMBC"
382-4564
^OC sn* ni

-------
         . SUMMARY SHEET
FY 85 HIRING GOALS BY PATCO
REPORT BVi
             I UNIT
          'COMMAND
           COMPONENT
OCCUPATIONAL
CATEGORIES
PROFESSIONAL

ADMINISTRATIVE

TECHNICAL


CLERICAL


OTHER
TOTAL
-
EEOC.'oMi 512

PLANNED
1

PLANNED
1

PLANNED


PLANNED
1

PLANNED
1
PLANNED


' TOTAL
ALL

338

161

24
.


• 76
4

603

FEMALE

254

WHITE
MALE
'*'' V?'-^ f '';

lit.
100 H v»v-->':-

9



58
2

423

1 -•'.>»•
• 'Y*«;p ^ i' '
•/i-tefc
f-J?A?V-

,•; "" ii'/./i
'^
''^'"
' ^1^'

FEMALE

179

56

1



29
0

265

BLACK
MALE

54

34

10



10
1

109

FEMALE

45

24

3



5
2

79

HISPANIC
MALE

18

21

3



8
1

51
FEMALE

18

14

4



19
0

55
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE

11

5

2



0
0

18
FEMALE

10

5

0



4
0

19
AMERICAN INOAIN
ALASKAN NATIVE
MALE

1

1

0



0
0

2
FEMALE

2

1

1



1
0

c


-------
                                               SUMMARY SHEET

                               FY 8 5DJTERNAL MOVEMENT GOALS BY PATCO
REPORT BY l

________ P/R UNIT
	 COMMAND
__^	 COMPONENT
   X
OCCUPATIONAL.
CATEGORIES
PROFESSIONAL.

ADMINISTRATIVE


TECHNICAL.

CLERICAL


OTHER



TOTAL



PLANNED
f

PLANNED
1

PLANNED
f

PLANNED
f

PLANNED
1


PLANNED
1

TOTAL.
ALU

49


101

29


35


0



214
FEMALE

46


83

22


35


0



186
WHITE
MALE
"fWsT
^g'vk,.
'•&£&•
•Stfte
•\i •->'.•••
&%&
-;'M;4' <
^₯:4
•J*tf&j£i
;fe$
'4»*-^ 1
$W
?4\£$A
$&$s\
i* •* i-i- < 1
"t4_feM*3»'
'»-
:$&.-
"#$&
i:.fefi ••!<>
Mffi;
l^ft
:I^-:W
•i 'S.*^ •
=^?t'.--'-
&'£'•••
••^&'
».^v.;
^/ ^, , 7: -.tt "
;«•»₯«/•
.'^i??
r^?v-'--
2.7. ", •
' *' • \ 'a'; •
.*?-•:.
.''. »•'/'•••
>i:^:- •:;
>:.,'•/••
. VCM-'
••> ?.'• .
«•••'.,# .•
FEMALE

42


47

7


17


0



113
•LACK
MALE

2


13

6


0


0



21
FEMALE

4
•

32

12


18


0



66
HISPANIC
MALE

1


4

1


0


0



6
FEMALE

0


2

3


0


0



5
ASIAN AMERICAN/
PACIFIC ISLANDER
MALE

0


1

0


0


0



1
FEMALE

0


1

0


0


0



1
AMERICAN INDIANA
AUASKAN NATIVE
MALE

0


0

0


0


0



0
FEMALE

6


i

o


0


0



1
EEOC.""-  513

-------
                       PROJECTED BARRIER ELIMINATION
                                                                              UPDATE BY:
P/R UNIT
COMMAND
COMPONENT
AGENCY
 1. Number of barriers to be addressed in plan year:  6

 2. Describe each barrier, the occupations It tends to exclude people from, whom It tends to exclude, and how It will
    be addressed:

    *. During FY85, te  plan to resolve the four  barriers which  uere part-iplly oH.^.,,,.^

       in  FY84.   In addition, we have -LdgnMf-tod  t-^n na™ i
                      •
       See attached pages.	
EEOC FO"M 514
tfcww Auc M s*f
                                                                           Form 514-1

-------
                                                               I
A.  LACK OF CLEARLY DEFINED RESPONSIBILITIES, OBJECTIVES AND
    ACCOUNTABILITY OF MANAGERS AND SUPERVISORS FOR AFFIRMATIVE
    ACTION.
    ACTION TAKEN OR PROPOSED:
    1.  The Director of Civil Rights has issued a memo-
        randum outlining the Office of Civil Rights Plan
        for FY 85 including objectives, activities and
        general resource requirements for support of
        Affirmative Action.

    2.  The specific responsibilities of managers and
        supervisors as well as those of EEO staff and
        Personnel will be included in a revised EEO
        Manual to be issued later in this year.

    3.  A comprehensive EEO training program for super-
        visors and managers will be implemented during
        FY 85, an expansion of the pilot EEO training
        conducted in FY 84.
B.  LACK OF SUFFICIENT TRAINED STAFF IN EEO AND PERSONNEL TO
    FACILITATE EFFECTIVE RECRUITMENT
    1.  During FY 85 OCR will sponsor a follow-up affir-
        mative action conference to train EEO and
        Personnel Staff.

    2.  OCR will conduct training activities for EEO
        Officers and other EPA personnel with responsi-
         bilities in EEO and Affirmative Action.

    3.  The OCR and PMD will cross-train EEO and
        Personnel staff in staffing and recruitment
        programs.
C.  LACK OF TRAINING AND DEVELOPMENTAL OPPORTUNITIES FOR
    WOMEN AND MINORITIES TO ADVANCE WITHIN THE AGENCY a)
    UPWARD AND OUT OF CLERICAL SERIES AND b) UPWARD WITHIN
    PROFESSIONAL SCIENTIFIC AND TECHNICAL FIELDS
    1.  The OCR will follow through with the Office of
        Human Resource Management (OHRM) to ensure that
        OHRM includes the Professional Development Plan
                                                   Form 514-2

-------
        in their FY 85 activities.  This plan is intended
        to support effective employee career development
        related to EPA's environmental mission.

        Personnel and OCR will work with program offices
        to develop creative on-the-job training through
        intern programs, rotational assignments, details,
        structured mentoring programs, etc., as well as
        formal course training at EPA, OPN, and elsewhere.
D.  LIMITED USE OF CREATIVE STAFFING TECHNIQUES


    ACTION TAKEN OR PROPOSED:
    1.  OCR and Personnel will conduct cross-training
        of their staffs, as needed, to update their
        knowledge and assure consistency in guidance to
        managers.

    2.  OCR will work with Personnel to develop infor-
        mation materials describing various staffing
        techniques for use by managers and supervisors
        in considering options for filling vacancies.

    3.  OCR EEO staff will work with Personnel to identify
        vacancies which can be filled with non-status
        applicants thereby opening additional employment
        opportunities for minorities and women.

    4.  Personnel will work with appropriate program staff
        to explore all staffing options, including restruc-
        ture of jobs, use of co-op students, etc., prior to
        publishing vacancy announcements.
E.  INSUFFICIENT TIME ALLOTTED BY MANAGERS AND SUPERVISORS FOR
    COLLATERAL DUTY EEO PERSONNEL TO PERFORM EEO DUTIES
       Over the past several years, the Special Emphasis
Program (SEP) Managers in EPA have performed their collateral
EEO duties with minimum guidance from Headquarters because of
a shortage of resources at Headquarters.  In addition, there
are several SEP Manager postions which remain vacant throughout
the Agency.  Managers received more technical assistance and
guidance from Headquarters, but many of them are still not able
                                                   Form 514-3

-------
to devote a specific amount of fixed time to collateral duty
EEO responsibilities.
    ACTION TAKEN OR PROPOSED:
    1.  Strong communications linkages in the SEP have been
        established.  Collateral duty SEPM's are now receiving
        more frequent and comprehensive guidance and technical
        assistance from the National level.

    2.  We expanded the National SEP Managers at Heaquarters
        to include a National Black Employment Program
        Manager.

    3.  We intend to finalize a memorandum of understanding
        between each SEP Manager and supervisor spelling out,
        in detail, the agreement in performing collateral EEO
        duties.

    4.  OCR officials will encourage establishment of SEP
        managers and programs where no programs currently
        exist.

    5.  National SEPM's will publish a general guidance
        document to aid field SEPM's in developing and con-
        ducting effective programs in each field location.

    6.  Yearly training meetings for each SEP group have
        been scheduled to provide training on analysis and
        documentation of issues, affirmative action respon-
        sibilities, work plans, budget development, and
        general public relations with agency officials in
        local and field installations, etc.
F.  INABLILITY TO REACH QUALIFIED NON-STATUS APPLICANTS
     Blocked or closed Office of Personnel Management (OPM)
registers prevent prospective applicants from getting onto
registers and prevents EPA Officials from selecting and/or
certifying applicants.  This has an adverse impact on minority
and female candidates if they are not currently employed by
the Federal government.
                                                   Form 514-4

-------
ACTION TAKEN OR PROPOSED:
1.  OCR will work with the Director of the Personnel
    Management Division to develop a written inquiry as
    to the status of 0PM registers throughout the country.

2.  OCR officials will prepare a request from EPA's top
    management official to 0PM officials requesting that
    entry level professional and administrative registers
    be purged, updated, and opened for a specific period
    of time on a yearly basis.  This allows for wider,
    more diverse applicant pools including minorities and
    women in the registers.

3.  If 0PM does not agree to purge and update these
    registers, OCR will encourage EPA officials to seek
    authority from 0PM to develop our own special examining
    unit for scientists, biologists, and chemists.

4.  EPA officials in each Region will also work closely
    with 0PM officials in their Region to resolve our
    problem with blocked or closed registers.
                                               Form 514-5

-------
             NARRATIVE STATEMENT - EPA AGENCYWIDE
                  1984 ACCOMPLISHMENT REPORT
     During FY 1984, EPA developed a comprehensive agencywide
strategy in establishing and pursuing its Affirmative Action
goals.  This strategy represents an important change from the
unit-by-unit approach followed in previous years.  We sought
to improve representation of women and minorities in our work-
force agencywide by starting with the profile of the Agency
as a whole and developing goals designed to improve agencywide
representation of each underrepresented group in comparison
with the national civilian labor force.  We placed emphasis
upon the Professional and Administrative categories of jobs
since these were the areas in which the Agency had the
greatest number of opportunities for hiring and also the
poorest representation of women and minorities.  Goals were
assigned primarily on the basis of available opportunities
for hiring, taking into account, but not exclusively reflect-
ing, the relative levels of representation in particular
Planning and Reporting (P/R) Units.  For example, a Regional
Office with large numbers of projected vacancies was assigned
higher numbers to be targeted for affirmative action than a
Region with fewer vacancies, even if its current status of
representation of target groups might be better than the
others.  We did not reduce or redistribute goals orginally
set by P/R Units, but rather targeted additional slots for
specific groups, as needed, to assist the Agency as a whole
to show improvement in their percentage representation.

     EPA achieved considerable success in meeting its 1984
goals; women and minorities comprised 47% of all permanent
hires in the professional and administrative (P&A) categories.
Furthermore 56% of the net gain in the P&A categories was
comprised of women and minorities.  The actual percentage of
women and minorities in the Agency's P&A work force improved
by 2.5 points.  This is an excellent first step toward closing
the 20 point gap between where the Agency started at the end
of FY 83 and where it should be based on the national civilian
labor force reported in the 1980 census.  To reduce the
remaining gap our 1985 plan continues affirmative action at
EPA at a comparable level to 1984 while the Agency remains in
a hiring mode.

     EPA exhibited at numerous conferences during the past
year and undertook targeted recruitment designed to reach
qualified women and minorities for scientific and engineering
positions.  The highlight of this activity was a recruitment

-------
                              - 2 -

effort in Puerto Rico where the Agency made job offers on the
spot to over thirty Hispanic engineers, 23% of whom were women.
This project has served a a model for 1985 initiative focusing
on recruitment of Blacks as well as Hispanics.

     The establishment of an automated Agencywide referral
system provided a bank of applications for managers across
the Agency.  This system is still being refined and we
anticipate greater use of it in 1985.

     To assure accountability we developed an Affirmative
Action Tracking Report as a mechanism for monitoring progress
in improving representation of women and minorities in our
workforce.  This was issued bimonthly to top managers.  At
the close of the year, Agency components which did not meet
their goals were required to submit the rationale for their
shortfall to the Deputy Administrator.  We plan to continue
these measures for assuring accountability in 1985.

                         1985 UPDATE

     In 1985 EPA will continue to build upon its 1984 Agency-
wide approach with focus on hiring opportunities in the
Professional and Administrative (P&A) job categories.  As a
matter of Agency policy, each major Agency component was
asked to target a minimum of 52% of its projected P&A vacancies
for affirmative action.  Each P/R Unit has thus developed
goals at a level of 52% or better consistent with improving
its own work force profile as well as improving representa-
tion of women and minorities in the Agency as a whole.

     In addition to continuing last year's effort, EPA is
undertaking four new initiatives in 1985:

     1.  The Upward Mobility Program has been revised
         and each Agency component has been asked to
         set aside positions for Upward Nobility slots,
         so that 1% of the Agency's total permanent
         positions are committed to the Upward
         Mobility Program.

     2.  Each Headquarters component has been asked to
         establish affirmative action goals in hiring
         temporary and term employees since these
         employees form a pool of applicants for later
         conversion to permanent status.  They con-
         stitute about 12% of the Headquarters P&A
         workforce.

-------
                              - 3 -

     3.  The agency is undertaking a major targeted
         recruitment effort focused upon the
         Historically Black Colleges and Universities
         to locate qualified Black candidates for
         scientific and engineering positions at EPA.
         This effort is modeled after the 1984 Puerto
         Rican recruitment activity.

     4.  We will be closely monitoring the hiring and
         promotion of women and minorities into the
         upper grade levels by tracking progress to
         encourage improved representation of women
         and minorites in Grades 13-15.

     Goals have been established for some target groups where
analysis of representation in a particular PATCO category
indicates full representation.  These goals have been set in
specific job series and/or grade levels where the target group
is in fact underrepresented.  For example, while Black males
are fully represented in the general "professional category"
our plan includes goals for Black males in environmental
engineering where they are severely underrepresented.

             Explanatory Notes on Specific Forms

     The distinction between "external hiring" and "internal
movement" based on the Equal Employment Opportunity Commission
(EEOC) definition continues to be problematic at EPA.  We do
not have the capability to differentiate between them in our
current data systems.  Further, the distinction based on
EEOC's definition is not useful to EPA management in planning
or in tracking progress.  Form 508, Summary Sheet of Hiring
Goal Accomplishments thus reflects hiring of persons from out-
side EPA but not necessarily from outside the Federal Government,
Form 509, Summary Sheet of Internal Movement Goals Accomplish-
ments, includes a mix of information, based primarily on
movement within EPA and includes formal Upward Mobility
Program achievements as well as promotional activity.  At the
Agency level the form shows promotions into grades 5, 9, 13,
and SES, since this was the only data available showing
significant upward movement.

     In determining the underpresentation indices (UI) for
each target group included on Form 507, Summary Sheet of
Distribution of EEO Groups and Underrepresentation Indices by
PATCO and Pay Level, we frequently were required to use the
undifferentiated CLF data.  We have shown this by use of an
asterisk wherever the UI is based on the CLF rather than the
differentiated data.

-------
                            - 4 -

     Data for the end of FY 1983 shown on Forms 505 and 506,
Change in Work Force EEO Profile by PATCO, and by Pay Level,
has been changed from the previous Accomplishment Report
submitted to EEOC.  The changes reflect corrections in PATCO
codes and the inclusion of some personnel actions taken prior
to September 30, 1983 but not entered into the data system in
time for the original submission.

-------
                 STATEMENT OF ACCOUNTABILITY
   EPA assures accountability in Affirmative Action through
three principal means:

    1.  A new policy statement will be issued indicating
        continued commitment and expectations of the new
        Administrator regarding Affirmative Action and
        Equal Employment Opportunity.

    2.  The Deputy Administrator has directed that a
        standard on resource management incorporating
        performance in EEO responsibilities be included
        in every manager's and supervisor's performance
        agreement.  Specific measures based on Affirmative
        Action commitments are being developed for
        individual managers and supervisors within the
        Agency's components.

    3.  The Office of Civil Rights has developed a tracking
        system and will issue reports quarterly on progress
        in meeting Affirmative Action goals.  These will be
        based on information submitted by the individual
        Agency components matched with data from computer
        reports.

-------
  CERTIFICATION OF QUALIFICATIONS  OF PRINCIPAL EEO OFFICIALS
 X  certify that the qualifications  of  all officials, full-time
 and part-time, concerned with administration of the EEO Program,
 including the following:
              Director,  Office  of  Civil Rights
              Equal Employment  Opportunity Officers
              Federal Women's Program  Managers
              Hispanic Employment  Program Managers
              Black Employment  Program Managers
              EEO Counselors
              Other EEO  Staff Officials
              both at Headquarters and Field Installations

have  been  reviewed by competent authority and the incumbents of
these positions  meet the  standard outlined in Qualifications
.Standards  Handbook X-118  under "Equal Opportunity Specialist
GS-260"  or "Qualifications Guide  for  Collateral Assignments
involving  Equal  Employment Opportunity Duties."  Evidence that
the review has been made  and its  findings are on file and avail-
able  for review  by EEOC officials.

I  further  certify that  provisions of  FPM Letter 713-36, Documenting
EEO Collaterial  Duties  in Official  Position Descriptions have been
net.
                                    Date

-------
           UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
                       WASHINGTON. O.C. 20460

                              OCT  51984
                                                         orncc or
                                                      THC AOMINISTO ATOB
MEMORANDUM

SUBJECT   :  EPA's Affirmative Action Plan for 1985
FROM      :  Alvin L. Aim
             Deputy Administrator

TO        :  Assistant Administrators
             General Counsel
             Inspector General
            4Regional Administrators
             Staff Office Directors
             Laboratory Directors


     The primary objective of our 1984 Affirmative Action Plan (AAP)
was to aggressively recruit and hire highly qualified women and
minorities to improve their overall representation in our workforce.
The Directors of Civil Rights and Personnel Management Division tell
me that we will accomplish that objective.  Let me express my sincere
appreciation for your efforts.  I will personally acknowledge those
of you who met or exceeded your 1984 goals and, as I indicated in my
August 20 memo, I will closely review the rationale for those of you
who did not meet them.

     I recognize that you are engaged in substantial hiring very
early in the fiscal year.  I expect you to be mindful of your respon-
sibility in meeting your Affirmative Action commitments in recruiting
and hiring from the start.

     Based on this year's performance, we demonstrated our ability
to locate and attract significant numbers of qualified women and
minorities to the EPA workforce.  As of September 5, the total
number of new hires for 1984 was 975 of which 47% are women and
minorities.  This means that we met over 90* of the goal which we
established — a noteworthy achievement considering that the goals
were not in place until the beginning of the second quarter, and we
have been under restricted hiring authority for the past two months.

     One of our major successes in 1984 was the targeted recruitment
program conducted in Puerto Rico under Herb Barrack, Assistant Regional
Administrator in Region II.  Through his efforts we were able to make
firm job offers to over thirty Hispanic engineers on the spot which
led to improvement in the overall representation of Hispanics in our

-------
                              - 2 -
workforce.  In addition to continuing this recruitment effort in 1985,
I have asked Mr. Barrack to initiate a targeted recruitment effort for
Black engineers and scientists.  Accordingly,  I want each of you to
designate a lead person, with authority to make personnel commitments
for you, to work with Mr. Barrack and the Directors of Civil Rights
and Personnel Management to implement this high priority effort.  You
should submit the name of your designee to Herb Barrack (PTS 264-2520)
and Nat Scurry (FTS 382-4575) by the end of this month.

     In addition to maintaining this strong focus on hiring in 1985,
we will also concentrate on the following:


     1.  Increasing the Representation of Women and Minorities
         in the Higher Grades and in Management Positions.

     Our employment profile shows that of the  11,315 permanent full-
time and permanent part-time employees at EPA, approximately 41% are
female and 19% are minorities (male and female). Women and minorities
comprise 89% of all employees in grades GS 1-8 but only 22% at the
GS/GM 13-SES levels, and very few are in management positions.  For
FY 1985, it is the goal of EPA to increase the representation of
women and minorities in the upper grades and in managerial positions.

     You may achieve this goal through promotion of qualified women
and minorities already at EPA and through new  hires.  In your 1985
hiring you should ensure that women and minorities comprise at least
the same share of those hired in grades 13 and above as in the over-
all hires.  In addition, we need to foster the development of talented
women and minorities within our ranks.  The new Office of Human
Resources Management, under the direction of Kirke Harper, has
responsibility and the staff expertise to provide you assistance in
developing EPA's human resources.


     2.  Reinstituting an Agencywide Upward Mobility Program

     A long term means of increasing the number of women and minor-
ities in mid and upper level positions is through the Upward Mobility
Program.  Through Upward Mobility, EPA can take advantage of the
skills and knowledge of employees now confined to low grade positions
who have potential to assume more challenging  responsibilities in
new career fields.  The Personnel Management Division (PMD) will
manage and issue updated guidance on this program by mid-November.
Meanwhile, you should begin to identify Upward Mobility positions
and training as part of your FY 1985 planning  process.  I would
expect each AAship, Regional Office, Laboratory and Staff Office to
set aside 1% of its positions for this purpose.

-------
                              - 3 -


     3.  Applying Affirmative Action in Hiring Temporary and Term
         Employees

         The Affirmative Action Plan (AAP),  required by the Equal
Employment Opportunity Commission, covers only permanent full-time
and permanent part-time employees.  However, a significant number of
EPA employees (about 2,200) have temporary or term appointments.
EPA will, as a matter of policy, apply the same affirmative action
principles to persons hired on such appointments.  There are two
reasons.  First, temporary and term employees, because of their
hands-on experience at the Agency, comprise an important pool from
which we often select candidates for permanent employment.  Second,
women and minorities on temporary and term appointments are clustered
in the lowest grades to an even greater extent than those in permanent
positions.  At Headquarters, where over 12% of our professional and
administrative (P & A) workforce are temporary or term employees,
specific goals will be established in this area by each office.


     4.  Maintaining Affirmative Action Progress in the Event of
         Changing Hiring Projections

     Affirmative Action hiring goals are based on projected vacan-
cies for the entire year (new positions and positions arising from
attrition).  The goals are defined in terms of filling a percentage
of those vacancies with women and minorities — a percentage based
on the composition of the civilian labor force.  I have determined
that the percentages used in establishing goals for the Plan will
be held constant, whether the actual number of projected vacancies
decreases or increases.


     5.  Emphasizing Managerial Accountability

     As was the case last year, EPA will aim to fill no less than
52% of all vacancies in P&A job categories with women and minor-
ities.  All senior managers will be held accountable for EEO/
Affirmative Action results in their organization.  In addition to
monitoring your progress in meeting the 52% hiring goals, I will
also monitor progress in increasing upward mobility participation
based on the goals which you, working with PMO, will set for your
organizations.  In an effort to reach our equal employment opport-
unity (EEO) goals, I am requiring that the EEC/Affirmative Action
responsibilities, including progress in meeting assigned goals, be
specifically addressed as a performance standard for each agency
manager and supervisor.

     I would like you to work with the Office of Civil Rights (OCR)
to produce and implement a 1985 Plan which is consistent with the
policy directives I have outlined above.  While OCR is responsible
for pulling together the final Agency product, I expect that the
1985 plan, more than ever, will be truly a collaborative effort.
OCR will soon be sending you implementing guidance for preparation
of the FY 85 AAP.  I appreciate your cooperation in planning and
carrying out an effective Affirmative Action Program at EPA.

-------
           UNITED STATES ENVIRONMENTAL PROTECTION AGENCY

                        Washington, D.C. 20460
                                                          OFFICE OF
                                                         CIVIL RIGHTS
                      OCT   4 TO
MEMORANDUM

SUBJECT:  Development of 1985 Affirmative Action Plan

FROM   :  Nathaniel Scurry, Director K/
-------
                            -2-

preparation will be coordinated by the Office of Civil Rights.  For
the field my staff is sending specific instructions to the Regional
Directors of Civil Rights and Regional and Area EEO Officers for
development of the AAP and completion of the documents required
for submission to the EEOC.  In addition, Special Emphasis Program
Managers can be a useful resource in developing goals and overall
plans, as well as in recruiting qualified minorities and women for
available positions.

     With this assistance I think you will be able to meet the
deadlines.  While they are tight, I am sure you can appreciate
that they are essential to submission of our AAP to EEOC by
December 31.

     Please contact me or Cecelia Scott, Team Leader for Affirma-
tive Action and Special Emphasis Programs, at PTS 382-4564 if you
have questions or need further information.  Thank you for your
cooperation in developing and carrying out an effective affirmative
action program at EPA.

          «
Attachment
  Schedule for Developing 1965 Affirmative Action Plan.

cc:  Deputy Administrator

-------
             SCHEDULE PCJR DEVELOPMENT OF 1985 AFFIRMATIVE ACTION  PLAN  (AAP)
 DATE

 October 19
      PBOJECT

Dissemination of workforce
data reports to Headquarters
Offices, Regions, and Labs
  WO IS RESPONSIBLE

Information Services Division
and OCR
October  22           • Submission of projected
                      vacancies and proposed
                      affirmative action goals
                      to Office of Civil Rights  (OCR)
October 25            Initial Progress Report to
                      Deputy Administrator (I»)

                    • Submission of report to DA
                      with rationale for failure
                      to meet FY B4 goals

November 1            Recommendation on distribution
                      of goals to Headquarters
                      Offices, Regions and Labs

                      Progress Report to DA

November 8          • Submission of final goals
                      to OCR
                      Progress Report to DA

November IS         * Submission of complete AAP
                      to OCR

                      Cmpletion of Headquarters AAP

Novenher 21           Briefing on AAP progress and
                      outstanding issues for DA

November 21-30        Resolution of outstanding issues
November 30           Progress Report to DA


Dacenter  7           Final Progress Report to DA

                      Progress Update to Headquarters
                      Offices, Regions, and Labs

                      Submission of reconmendations
                      on individual AAPs to Regions
                      and Labs

December 14           Submission of Agency and Head-
                      quarters AAPs to A
-------
         UNITED STATES ENVIRONMENTAL PROTECTION AGENCY

                      Washington, D.C. 20460
                                                        OFFICE OF
                                                       CIVIL RIGHTS
                     OCT   5 1984

MEMORANDUM

                                 , ^
SUBJECT:  Guidance and Instruct iojns^br Development of
          Affirmative Action .PI ap*^
FROM   :  Cecelia Scott
          Team Leader for Affirmative Action and Special Emphasis
            Programs
        «  Office of Civil Rights

TO     :  Regional Directors of Civil Rights
          Area EEO Officers

     This memo provides specific guidance and instructions  for
developing our Affirmative Action Plan (AAP), based on EPA's  1985
affirmative action policy established by the Deputy Administrator
and the implementation schedule outlined by the Director of
Civil Rights in his October 4 memo.  It includes some general
information on preparation of our plans as well as specific
instructions for completing the forms required for submission
to the Equal Employment Opportunity Commission (EEOC).  In
addition I have attached several items to assist you in develop-
ing your AAP and in briefing managers on our objectives for the
1985 affirmative action program.


     General Information

     We will develop our AAP in two stages: 1) Development of
goals and 2) Development of AAP documents for EEOC.  Two dates
are critical for submission of documents to the Office of Civil
Rights (OCR) in order to ensure timely development of both Agency-
wide and individual component plans:

      October 22 -  Submission of projected vacancies and
                    proposed affirmative action goals

     November 15 -  Submission of complete AAP for each lo-
                    cation as required by EEOC Management
                    Directive 707A

-------
                          -2-

     Please let us know whom you designate as the lead
 person to coordinate the development of your AAP and to act
 as liaison with OCR.

     The Special Emphasis Program Managers have an important role
to play in advising managers, developing goals and identifying
barriers, as well as in outreach and recruitment to help
managers locate qualified minorities and women to meet AAP
objectives.  They, as well as Program Managers, Personnel and
other EEO staff should be actively involved in the entire
development and implementation of the AAP.


     Development of Goals

     Early agreement on our goals is essential to assure appro-
priate focus in our recruitment and hiring activities early this
fiscal year.  You should submit EEOC forms 512 and 513 for this
purpose by October 22, listing: a) the total number of projected
vacancies in each PATCO category under "PLANNED #", b) the total
number of proposed affirmative action goals under "TOTAL" - "ALL",
and c) the appropriate distribution of goals under the specific
target group headings.  Form 512 is used to show hiring goals;
Form 513 should be used to show internal movement goals such as
anticipated promotion actions.  Projected vacancies and goals
-from these two forms combine to represent the overall proposed
affirmative action commitment of your Region or location.  OCR will
review your proposed goals to ensure consistency with Agency
policy and with overall objectives to improve representation
for each underrepresented target group.  We will notify you
of our recommendation by November 1.

     Development of AAP Documents

     Since the Accomplishment Report portion of the AAP and part of
the Update can be developed independently of the goals, preparation
of the workforce analysis can begin as soon as you receive the new
Civil Rights computer reports with September 29 data.  My memo of
October 2, 1984 describes these more fully.  I have also
referenced below the appropriate data reports which may be
used to complete each EEOC Form in the Accomplishment Report.

     For purposes of MD 707A, Headquarters, each Regional Office
and each composite of laboratories serviced by an Area EEO Office
will be considered a Planning/Reporting (P/R) Unit.  Certain modi-
fications may be made in reports submitted by the Area EEO Offices
in order to reflect the diverse locations of the small laboratories,
pending agreement with Headquarters OCR.

     By November 15, 1984 each P/R Unit will submit its completed
report and update incorporating goals agreed upon with OCR to the
Director of OCR at Headquarters for clearance prior to submitting
it to the appropriate field office of EEOC.  At Headquarters the
reports and updates will be aggregated into an Agencywide AAP
to be submitted for approval to the Administrator.  All reports
and updates are due at EEOC December 31, 1984.

-------
                           -3-


     As required by EEOC, EPA as an Agency and each P/R Unit
will report data on all permanent employees,  both full-time
(PFT) and part-time (PPT).  The Civil Rights  computer reports
in the SAS system have been revised, and now  include a "PER"
report which combines full-time and part-time employees.  This
should facilitate completion of the EEOC forms.

     The EEOC forms listed below will be used by EPA P/R Units to
complete MD 707A.  No other forms may be used to supply the
information requested without prior approval  from OCR.  Any
substitute forms, including ADP forms, must conform both in
content and layout to the EEOC forms.

      Accomplishment Reports

      Form 504 - Accomplishment Report Cover  Sheet (CRO2PER 4)

      Forms 505 and 505A - Change in Work Force EEO Profile by
        JPATCO and for Occupational Series of  100 or more (CRO4PER4)

      Forms 506, pages 1-3 - Change in Work Force EEO Profile
        by Pay Level (CR02PER4)

      Forms 507 and 507A - Distribution of EEO Groups and
        Underrepresentation Indices by PATCO  and Pay Level (CR04PER4)

      Forms 508 and 508A - Hiring Goal Accomplishments
        by PATCO and for Occupational Series  of 100 or
        more (CR04PER4,  EEO 50 & 51)

      Forms 509 and 509A - Internal Movement  Goal Accom-
        plishments by PATCO and for Occupational Series of
        100 or more (CR04PER4, EEO 50 & 51)

      Form 510 - Barrier Elimination
      NOTES:

      1)  Underrepresentation Indices for Forms 507 and
          507A will be based on census data in the
          revised Appendix B for each specific PATCO
          category.
      2)  To the extent practicable, please use both
          forms 508 and 509 distinguishing between
          "HIRING" and  "INTERNAL MOVEMENT".  If this
          is not possible, please provide an explana-
          tion on the forms.

-------
                            -4-
      3)  "A" Forms are to be used only by P/R Units
          having one hundred or more persons in a
          single occupational series.  When an "A"  form
          is used its totals are included on the summary
          PATCO form.

      Updates

      Form 511 - Update Cover Sheet

      Forms 512 and 512A - Hiring Goals by PATCO and for
        Occupational Series of 100 or more

      Form 513 and 513A - Internal Movement Goals by
        PATCO and for Occupational Series of 100 or more


      Form 514 - Projected Barrier Elimination

       4

      NOTES:

      1)  P/R Units should estimate which portion of tar-
          geted vacancies will be filled through external
          hire and which through internal movement and
          distribute the goals accordingly between Forms
          512 and 513.

      2)  Barriers in various series or PATCO categories
          should be addressed on Form 514 whether or not
          vacancies are projected in them.


     In addition to the EEOC Forms, a narrative statement
should be attached to describe relevant activities in the
the Affirmative Action Program that are not reported else-
where or in your view require more explanation than is pos-
sible in the forms provided.

     A statment of certification of the qualifications of
all EEO Officials must be attached.  A format to be used for
this purpose is attached.

     Please contact me (FTS 382-4564) with any questions
regarding these instructions, those included in MD 707A or
any other matter relevant to completion the required reports.
Thank you for your cooperation and assistance.

-------
                            -5-
Attachmentsi

1)  Policy Memorandum on 1985 AAP (Aim)

2)  Memorandum on Development of 1985 AAP (Scurry)

3)  EEOC Forms 512 and 513 for use in submission of proposed
      goals to OCR

4)  Appendix B (Revised)  - Interpretation and Instructions

                          - Pertinent Census Data for use
                            in Preparing AAP

5)  Affirmative Action Tracking Report - Summary and EEO
                           Computer Reports 50 and 51
        4
6)  Charts showing 1984 accomplishments and 1985
        objectives

7)  MD 707A - Instructions for Preparing Affirmative Action
        Accomplishment Reports & Updates for Minorities &
        Women

8)  Set of EEOC forms for MD 707A

9)  Certification of Qualifications of Principal EEO Officials

-------
           UNITED STATES ENVIRONMENTAL PROTECTION AGENCY

                        Washington, D.C. 20460
                                                          OFFICE OF
                                                          CIVIL RIGHTS
                           NOV 2 I  !9&3
MEMORANDUM


SUBJECT:  Affirmative Action Goals for FY 1985

                                          /  I*
FROM:     Nathaniel Scurry, Director    Uflt
          Office of Civil Rights (A-IOS)!™'

TO:       Charles R. Jeter, Regional Administrator
          EPA - Region IV

     We have reviewed the affirmative action goals proposed by your
Region and have approved them- as appropriate for your location and
consistent with Agency policy.  I have attached a copy of Forms  512
and 513 confirming the goals.  Your Region should now complete
preparation of the Affirmative Action Plan documents (Accomplishment
Report for FY 1984 and Update for FY 1985) and submit them to this
office as soon as possible so that we can review them prior to
submission to the Equal Employment Opportunity Commission (EEOC).

     As I indicated earlier, EEOC expects our Plans on time this
year.  You will note from the attached memos, that EEOC has already
notified us that they will be continuing  their on-site reviews of
our programs across the Agency.  We want  to have our Plans in place
throughout EPA in order to document our accomplishments in 1984  and
to highlight actions to meet our 1985 objectives.

     While the goals which we submit to EEOC do not focus on specific
grade levels, either in hiring or in internal movement, we expect
that your Region will plan appropriate actions to improve the
representation of women and minorities at the upper grade levels and
in management positions.  By separate memo we will be asking you to
report to us concerning your plans and strategy to accomplish this
objective, through workforce development  and use of the Upward
Mobility Program.  We will be reviewing these with the Office of
Human Resources Management and the Personnel Management Division who
have primary responsibility in these areas to ensure that the policy
established in the Deputy Administrator's memo of October 5, 1984
is implemented throughout EPA.

-------
                                 -2-


      Please  note  that  an explanation  in  footnote or narrative should
 be  included  in  your  Plan for  any goals set where the  analysis on Form
 507 suggests that full representation already exists,  e.g.  targeting
 engineering  vacancies  for  Black males where  they are  underrepresented
 although they may be fully represented in the professional  category
 as  a whole.

      While your actual hiring projections for technical  and clerical
 staff may include target group members such  as  White  and/or Black
 females, you should  not include Affirmative  Action goals for these
 groups in the Plan to  be submitted  to EEOC unless these  particular
 groups are in fact underrepresented in your  workforce.   You may wish
 to  reconsider the need to  target minority males for certain clerical
 and technical positions since in most cases  their underrepresentation
 is  not based on discrimination but  preference.  In the latter case,
 you are not  required to set goals in  these categories.

      I look  forward  to working with you  in carrying out  our affirmative
 action commitment to improving the  representation of  women  and minori-
 ties at all  levels of  EPA's workforce.


 Attachments: Forms  512 and 513
              Memo to  EEOC, November  16, 1984
              Memo to  EPA, November 2, 1984

"cc:  Regional Director of  Civil Rights
      Regional EEO Officer

-------
                 ENVIRONMENTAL PROTECTION AGENCY
                   PLANNING AND REPORTING UNITS
EPA OFFICE                                    .  EEOC OFFICE

  Headquarters                                  Headquarters
  401 N Street, S.W.
  Washington, D.C.  20460
  PTSt 8-382-4575
Region I                                        New  England

  John P. Kennedy Federal Building
  Room 2203
  Boston, MA  02203
  FTSx 8-223-7210
Region II                                       Eastern

  26 Federal Plaza
  Room 900
  New York, NY  10278
  FTS: 8-264-2525
Region III                                      Mid-Atlantic

  Curtis Building
  6th and Walnut Street
  Philadelphia, PA  19106
  FTS: 8-597-9800
Region IV                                       Southeast

  345 Courtland Street, N.E.
  Atlanta, GA  30365
  FTS: 8-257-4727
Region V                                        Great Lakes

  230 South Dearborn Street
  Chicago, IL  60604
  FTSi 8-353-2000

-------
                              -2-
Region VI                                      Southwest

  1201 Elm Street
  Dallas, TX  75270
  PTSs 8-729-2600
Region VII                                     Hid Continent

  324 East llth Street
  Kansas City, MO  64106
  FTS: 8-758-5493


Region VIII                                    Rocky Mountain

  1860 Lincoln Street
  Denver/ CO  80295
  FTS: 8-327-3895
Region IX                                      Western

  215 Fremont Street
 'San Francisco, CA  94105
  FTS: 8-454-8153
Region X                                       Northwest

  1200 Sixth Avenue
  Seattle, HA  98101
  FTS: 8-399-5810
Cincinnati Area EEO Office                     Great Lakes

  26 West St. Clair Street
  Cincinnai, OH  45268
  FTS: 8-684-7940
  (Serves Laboratories at
  Cincinnati, OH and Ann Arbor,  MI)

-------
                           -3-
Las Vegas Area EEO Office                      Western

  P.O. Box 15027
  Las Vegas, NV  89114
  FTS: 8-545-2512
  (Serves Laboratories at
  Ada, OK; Athens, GAs Corvallis, OR;
  Duluth, MM; Gulf Breeze, PL;
  Las Vegas, NV; Narragansett, RI;
    and the National Environmental
  Investigations Center in Denver, CO)
Research Triangle Park (RTP) Area              Southeast
EEO Office

  Research Triangle Park, NC  27711
  FTS: 8-629-4249
  (Serves Laboratories at Montgomery,  AL
    and RTP, NC)

-------
 PA
Regional Offices
                         •CO

-------