Affirmative Employment Program Plan for Minorities, Women and
People with Disabilities
Fiscal Years 1988 - 1992
FY 1992 UPDATE
AND
FY 1991 ACCOMPLISHMENT REPORT
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TABLE OF CONTENTS
INTRODUCTION 1
POUCY STATEMENT ON EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE EMPLOYMENT . 3
PART A, Subpart A (Agency-wide) - ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FY 1992
UPDATE:
Delegation of Authority 6
Certification of Qualifications of EEO Officials 9
Signature Page 10
Organization and Resources 11
Work Force Profile 22
Areas of Concern 24
Work Force Distribution:
PATCO 25
Professional 26
Administrative 27
Percent Change in Professional Positions 28
Percent Change in Administrative and Technical Positions 29
FY 1992 Numerical Objectives by Occupational Categories/Major
Occupational Series:
Grade Group 5-8 30
Grade Group 9-12 31
Grade Group 13-15 32
Senior Executive Service 33
Recruitment and Hiring 34
Employee Developmental Programs 58
Program Evaluation 66
Statement of Adequate Monitoring/Evaluation Systems 72
PART A, Subpart B (Agency-wide) ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT
REPORT FY 1991:
Signature Page 73
Summary Analysis of Work Force 74
Numerical Objective Accomplishments by Occupational Category 84
Numerical Objective Accomplishments by Major Occupations 85
Report of Objectives and Action Items:
Organization and Resources 86
Work Force 87
Discrimination Complaints 88
Recruitment and Hiring 89
Employee Development Programs 91
Program Evaluation 93
Noteworthy Activities/Initiatives 94
Continued,
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TABLE OF CONTENTS (continued)
PART B, Subpart A (Headquarters) ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
UPDATE FY 1992:
Signature Page 97
Work Force Profile:
Areas of Concern 100
Work Force Distribution:
PATCO 101
Professional 102
Administrative 103
Numerical Objectives by Occupational Category and Series 104
Employee Development Programs 105
PART B, Subpart B (Headquarters) ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT
REPORT FY 1991:
Signature Page 111
Numerical Objective Accomplishments by Occupational Category 112
Numerical Objective Accomplishments by Major Occupations 113
Report of Objectives and Action Items:
Organization and Resources 114
Recruitment and Hiring 115
Employee Development 116
Noteworthy Activities/Initiatives 117
PART C, Subpart A AFFIRMATIVE EMPLOYMENT PROGRAM FOR PEOPLE WITH DISABILITIES FY 1992:
Signature Page 120
Numerical Objectives 121
Recruiting Strategies 122
Facility Accessibility 124
Barriers/Alternatives 125
PART C, Subpart B AFFIRMATIVE EMPLOYMENT PROGRM ACCOMPLISHMENT REPORT FY 1991:
Staffing Commitments 126
Numerical Accomplishments:
Permanent Work Force 127
Temporary Work Force 128
Work Force Distribution by Type of Disability:
Permanent (GS/GM) 129
Permanent (WG/WD) 130
Work Force Distribution by PATCO 131
Report on Facility Accessibility 132
Barrier/Alternatives Accomplishments 133
Permanent Promotions and Career Development Programs 134
Noteworthy Initiatives 135
PART D PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT IN THE WORKPLACE
138
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AGENCY-WIDE UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
INTRODUCTION
This annual report covers the period October 1,1990, through September 30,1991. It is the fourth annual
report on affirmative employment programs (AEP) for minorities and women in the Environmental Protection
Agency's five year (FY 1988-1992) AEP Plan cycle 1. Under the guidance of the Equal Employment
Opportunity Commission (November 14,1990) the report also includes a plan update and accomplishment
report pertaining to the Agency's affirmative employment program for people with disabilities. The report
serves to provide a current overview of our Agency's Affirmative Employment Program by (1) Outlining the
program's structure; (2) Describing the role and responsibilities of management and EEO program officials
in pursuing, aggressively yet realistically, positive results; and (3) Including a multitude of relevant statistical
data forming the foundation for a compendium of the Agency's work force composition with focus on the
posture of minorities and women.
The report is structured into four parts:
Part A - AGENCY-WIDE
Subpart A - FY 1992 AEP Plan Update
Subpart B - FY 1991 Accomplishment Report
Part B - HEADQUARTERS
Subpart A - FY 1992 AEP Plan Update
Subpart B - FY 1991 Accomplishment Report
Part C - AGENCY-WIDE AFFIRMATIVE EMPLOYMENT PROGRAM FOR PEOPLE WITH
DISABILITIES
Subpart A - FY 1992 Plan Update
Subpart B - FY 1991 Accomplishment Report
Part D - AGENCY-WIDE PLAN FOR THE PREVENTION OF SEXUAL
HARASSMENT
This report, at a minimum, contains all of the elements required by the Equal Employment Opportunity
Commission's (EEOC) Management Directives 713 and 714 (prepared, by the EEOC, pursuant to its
authority under Section 501 of the Rehabilitation Act of 1973, as amended, and Section 717 of the Civil
Rights Act of 1964, as amended, 42 USC 2000e-16; Reorganization Plan No. 1 of 1978; Executive Order
11478, as amended by Executive Order 12106; Executive Order 12067; the Civil Service Reform Act; and
29 Code of Federal Regulations Part 1613.) The goal of this report is to comply with current regulations and
convey in a clear and analytical manner a full assessment of the current status of the EEO/Affirmative
Employment Program and the outstanding EEO related problems facing the Agency. In this regard, this
1 The Equal Employment Opportunity Commission has chosen to exercise its authority to extend the
coverage of EEO-Management Directives 713 and 714 for an additional one-year peariod. Accordingly,
agencies will be required to administer their affirmative employment efforts and to file required reports
pursuant to the guidance contained in Management Directives 713 and 714 through fiscal year 1993.
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AGENCY-WIDE UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
INTRODUCTION (continued)
report documents a comprehensive examination of the level of minority and female representation within the
Agency as compared to their levels in the relevant civilian labor force (CLF) since full representation occurs
when the two levels are the same. When not the same, affirmative employment initiatives are required.
Thus, this report presents a blueprint of planned affirmative employment initiatives which are designed to
produce positive results. Since professional and administrative positions make up 82% of the Agency's total
work force, the focus of these efforts is in these two occupational categories.
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ENVIRONMENTAL PROTECTION AGENCY
POLICY STATEMENT ON EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE EMPLOYMENT
TO: Assistant Administrators
General Counsel
Inspector General
Regional Administrators
Associate Administrators
Staff Office Directors
It remains one of my top priorities to ensure that the
Environmental Protection Agency demonstrates leadership in
creatine and maintaining a workplace which encourages all
employees to perform at their highest potential. I am
committed to the concept and practice of equal opportunity
in recruiting and hiring new employees and in creating career
development opportunities for EPA's current staff.
Our goal Is a workplace free of discrimination on the basis of
race, color, religion, age, sex, national origin, and handicap.
In pursuing this goal, we will be guided by sound human
resources management practices to help us get the best
from each employee and from the cultural diversity that
results, in part, from successful equal employment
opportunity programs. In addition, we must meet the
specific requirements of Federal law, regulations, guidelines,
policies and procedures that we are obligated to follow, and
for which we have both collective and individual
responsibilities.
The Office of Civil Rights (OCR) is the central unit
responsible for coordinating the development and
implementation of civil rights policies and supporting
programs. Attainment of equal opportunity objectives,
however, requires the full support and involvement of
managers at all levels of our work force.
I ask you to pay particular attention to the following areas
which will be emphasized during my administration.
1. Affirmative Employment
Federal agencies are required to provide equal employment
opportunity and to do so by taking affirmative measures in
all aspects of employment, including hiring, advancement,
training, assignments, evaluation and recognition. I fully
intend this Agency to be aggressive in the realization oi this
objective. Regarding affirmative recruitment efforts, the
Agency goal is to increase the representation of women,
minorities and handicapped individuals at all levels of the
EPA work force. Where underrepresentation exists, especially
in managerial, supervisory and SES positions, at least 52
percent of placement opportunities will be directed to
minorities and women. To achieve our goats, we will focus
increased attention on those groups that continue to be
underrepresented and on those operating components whose
progress fails to meet expectations.
Z Special Emphasis Programs
The Offices of Civil Rights and Human Resources
Management coordinate a number of employee programs
designed to improve the employment status of women,
persons with disabilities and members of minority groups.
These special emphasis programs contribute to the success
of our affirmative employment programs, highlight the
benefits of our culturally diverse work force and provide
one means of publicly recognizing the contributions of some
of our most valuable employees. You are encouraged to
support and particulate in these programs.
3. Prohibition of Sexual Harassment
It Is the legal and ethical responsibility of all EPA employees
to refrain from such unacceptable behavior in the workplace.
Under federal regulations, managers and supervisors bear
certain responsibility for prevention of sexual harassment and
for the conduct of their employees who violate these
regulations. All operating components should inform their
employees through policy statements and/or training what
constitutes intolerable conduct. The Office of Civil Rights is
available for advice and counsel in this regard.
4. Support for Minority Academic Institutions
EPA is committed to supporting the objectives of Executive
Order 12677, which directs executive departments and
agencies to enhance the educational capacity of Historically
Black Colleges and Universities (HBCUs), and Executive
Order 1Z729, which urges similar support for educational
Institutions with large populations of Hispanic students. I
have committed this Agency to promote or initiate programs
that will strengthen the entire network of minority academic
institutions (MAI) of higher educations. Your support of
programs to enhance the capability of MAI's to provide a
quality education to students and to become our full partners
is critical as we prepare for Workforce 2000.
5. Environmental Equity
The consequences of environmental pollution should not be
borne disproportionately by any segment of the population.
Accordingly, the Agency is evaluating the environmental risk
burden borne by racial and ethnic minorities and low Income
people, as well as EPA's role in reducing that risk. To
accomplish this task, I have established a work group which
has my full support and to which each operating component
is expected to extend its full cooperation.
6. Discrimination Complaints
The processing of discrimination complaints exacts an
extremely high toll both in terms of human discord and
monetary costs. EPA will continue to place emphasis on
prevention, through informal resolution of interpersonal
and/or employment difficulties, where possible. Where this
is not possible, the Director of Civil Rights is delegated the
responsibility to investigate and adjudicate complains of
discrimination and the authority to settle cases where closure
is in the Agency's best interests.
The Office of Civil Rights has primary responsibility for
providing counsel and leadership in these endeavors.
However, personal responsibility and accountability for
meeting affirmative employment goals and objectives rests
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with you. Moreover, in sensitive matters of this kind, all EPA
employees must recognize and value the diversity that exists
within our work force and program constituency, and gage
our actions accordingly. I ask each of you to ensure that a
senior level manager isasaigned the day-to-day responsibility
for assuring that performance under the Affirmative
Employment Program meets or exceeds expectations and
that aJI other facets of equal opportunity and civil rights are
given sufficient emphasis.
I trust that the objectives outlined in this memorandum have
the full support of your management team. I look forward to
working with you to create a model work environment which
promotes quality, fairness and full participation of all EPA
employees.
POUCY STATEMENT ON PROHIBITION OF SEXUAL
HARASSMENT
Sexual harassment is unacceptable conduct in the workplace
and will not be tolerated. Federal employees have a critical
responsibility under the Federal code of conduct and ethics
for maintaining high standards of honesty, integrity,
impartiality and conduct to assure proper performance of the
Government's business and maintenance of the confidence
of the American people. Any EPA employee who violates this
code will be punished in accordance with the Agency's
Conduct and Discipline Manual. EPA Order 3120.1.
Sexual harassment is a prohibited personnel practice
contrary to merit system principles as outlined in the
provisions of the Civil Sen/ice Reform Act of 1978. ft is also
a violation of Title VII of the Civil Rights Act of 1964. To
emphasize further how serious this Agency considers sexual
harassment to be, operating components should post policy
statements or conduct training that will enlighten all staff as
to the importance of this concern.
Specifically, sexual harassment is deliberate or repeated
unsolicited verbal comments, gestures or physical contact of
a sexual nature which are unwelcome. ft undermines the
integrity of the employment relationship, debilitates morale
and interferes with the work productivity of its victims and
their co-workers. All employees must be allowed to work in
an environment free from sexual harassment. This policy
does not, however, prohibit or seek to regulate social
interactions or relationships freely conducted by EPA
employees.
Unwelcome 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 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 employee who feels victimized by sexual harassment
should contact the Office of Civil Rights to learn of the
confidential counseling services and legal recourses within
the Agency.
POUCY STATEMENT ON MINORITY ACADEMIC
INSTITUTIONS
ft is the policy of the Environmental Protection Agency to
support the objectives of Executive Order 12677, which
directs executive departments and agencies to strengthen the
capacity of Historically Black Colleges and Universities
(HBCUs) to provide quality education by developing and
implementing programs to increase the participation of
HBCUs in Federally sponsored activities. In addition,
Executive Order 12729 encourages agencies to support
educational Institutions at all levels where large Hispanic
student populations are served.
At EPA our initiatives will focus on comprehensive efforts to
strengthen and support the entire network of minority
institutions of higher education. Accordingly, EPA shall
take affirmative action and set appropriate monetary goals
to directly involve professors, research scientists,
administrators and students of minority institutions in the
Agency's regulatory initiatives, direct contracting and
grants, fellowships, training, research and development
programs, student assistance and community outreach
programs.
EPA research and scientific staff will provide assistance
needed to improve research capabilities and strengthen
the base of environmentally related activities in these
institutions. EPA staff involved in human resources
development and environmental education will foster close
cooperation with minority institutions in providing training
programs, fellowships and student assistance. All program
personnel are encouraged to provide opportunity for these
institutions to use EPA excess equipment or procure new
equipment which can be made available through grants or
loans.
It is the responsibility of each EPA manager to identify,
reduce and eliminate any barrier in the full range of EPA
sponsored or directed activities which impedes progress
toward goals we wish to achieve in our relationship with
minority academic institutions. Advice from minority
institution scientists is desirable in planning and executing
environmental research and regulatory guidance.
Assistance will be sought from individuals, advisory groups
and professional associations affiliated with minority
institutions in the Agency's Technology Transfer initiatives,
the National Network for Environmental Studies and the
Institute for Cooperative Management.
All operating components of EPA are expected to work
cooperatively with the Minority Academic Institutions
Taskforce. The Office ot Civil Rights will coordinate, assist
and monitor the Agency's expanding refationship with
minority institutions and will report to me periodically on
the progress we are making in this area. The President
has reaffirmed his strong commitment to maintain Minority
Academic Institutions as vibrant forces in American
education. EPA will build upon that commitment and
include other minority institutions in supporting the
President.
It is my expectation that each Assistant, Associate and
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POLICY STATEMENT ON MINORITY ACADEMIC
INSTITUTIONS (continued)
Regional Administrator will contribute to this goal by
implementing programs and quantifiable goals designed to
strengthen the infrastructures of minority institutions as well
tis the economic and educational development of these
colleges and universities in accord with Executive Orders
12677 and 12729.
William K. Reilly
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ADMINISTRATION OF THE EPA'S AFFIRMATIVE EMPLOYMENT PROGRAM AND
DELEGATION OF AUTHORITY
1. Program Authority.
The Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972,
requires federal agencies to develop and implement affirmative action programs to eliminate the historic
underrepresentation of minorities and women in the federal work force. The Equal Employment Opportunity
Commission (EEOC) is responsible for providing agencies with guidance on their affirmative action
programs. In this regard, EEOC's Management Directive 714, issued in October 1987, assigns responsibility
for ensuring compliance with affirmative employ- ment program instructions to agency heads. In carrying
out this mandate, agency heads are required to establish agency-wide objectives, submit multi-year
affirmative employment program plans, updates thereto, and annual accomplishments reports; and ensure
that all supervisors and managers are held accountable for achieving affirmative employment program goals
and objectives.
Within the EPA, the EEO Program has been established as an integral part of its personnel
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 employment opportunity
and affirmative employment objectives. Under the authority delegated by the Administrator, the OCR
establishes the broad administra- tive policies regarding the planning, development, execution and evaluation
of the Agency's EEO/Affirmative Employment Program as required by public law, rules and regulations for
implementation throughout the Agency. To ensure the development and execution of a results-oriented
program, the Administrator has assigned specific responsibilities to Assistant Administrators, Deputy
Assistant/Associate Administrators, Regional Administrators, and management officials throughout the
Agency as discussed below.
2. Role and Responsibilities of Management and EEO/Affirmative Employment Program Officials.
ADMINISTRATOR: The Administrator has ultimate responsi- bility for all equal employment
opportunity programs within the Agency. He is responsible for ensuring that all policy decisions issued
reflect the spirit and intent of the public laws, rules and regulations which guarantee equality of opportunity
for all. He is further charged with the responsibility for ensuring that the Equal Employment Opportunity
Program is administered and implemented in an affirmative, results-oriented manner and that sufficient
resources are made available to effectively serve this purpose.
DIRECTOR, OFFICE OF CIVIL RIGHTS: The Director is delegated, by the Administrator, the
responsibility to develop and direct, in accordance with applicable public laws, rules and regulations, an
effective results-oriented Equal Employment Opportunity Program for the Agency. The Director serves as
the Administrator's principal advisor regarding all Agency policies, practices and procedures having direct,
or indirect, impact in the area of equal employment opportunity for Agency employees as well as
employment applicants. In this capacity, the Director provides EEO policy guidance, evaluates the
effectiveness of the Agency's activities in assuring equal opportunity for all employees, and affirmative
employment actions to enhance the posture of minorities and women in all occupational categories and
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ADMINISTRATION OF THE EPA'S AFFIRMATIVE EMPLOYMENT PROGRAM AND DELEGATION OF
AUTHORITY (continued)
grade levels. The Director also serves as the Agency's Fair Housing Officer and Title VI Coordinator.
DIRECTOR, OFFICE OF HUMAN RESOURCES MANAGEMENT (DOHRM): The DOHRM serves under
the direction of the Assistant Administrator for Administration and Resources Management. The DOHRM
is delegated the authority to develop policies, procedures and programs, based on merit, pertaining to the
full spectrum of human resource administration, management and development. Among other
responsibilities, the Director is held accountable for conducting an equal opportunity recruitment program
designed to attract qualified minority and women candidates from all available sources. The DOHRM is also
responsible for ensuring that Agency personnel practices, policies and procedures do not contain, create,
or promulgate any prohibited personnel management practice(s).
ASSISTANT AND DEPUTY ASSISTANT ADMINISTRATORS (AAs and DAs) and ASSOCIATE
ADMINISTRATORS: As the principal management officials at Headquarters level, these officials are
responsible for personally demonstrating and clearly ensuring equal employment opportunity for all
employees and applicants, and the existence of results-oriented affirmative employment program activities
within their AAships.
REGIONAL ADMINISTRATORS (RAs): As the principal management officials at Regional levels,
these officials are responsible for personally demonstrating and clearty ensuring equal employment
opportunity for all employees and applicants, and the existence of results-oriented affirmative employment
program activities.
ASSISTANT REGIONAL ADMINISTRATORS (ARAs) AND MANAGEMENT DIVISION DIRECTORS
(MDDs): As the principal management officials at Regional levels, these officials serve as REGIONAL
DIRECTORS OF CIVIL RIGHTS (RDCR) having responsibility to personally demonstrate and clearly
communicate to all supervisors, managers commitment to, the principles for equal employment opportunity.
Additionally, these officials are held accountable for administering the EEO/Affirmative Employment Program
and evaluating the commitment, contribution and demonstrated success of all managers and supervisors
under their direction.
REGIONAL EEO OFFICERS (REEO): REEOs serve as the principal advisor to ARAs, MDDs, all
levels of supervisory and management officials, and employees within their respective regions on all matters
relating to equal employment opportunity. However, in Regions I responsibility for EEO Program
administration is under the Office of the Deputy Regional Administrator (DRA). In Region VIII, the EEO
Officer reports to the Chief, Human Resources Branch on internal EEO programs and to the ARA for Policy
and Management on external EEO matters, and organizational alignment that is currently under review by
the Agency.
AREA DIRECTORS: There are three Area Directors. These individuals have responsibility for
providing advice and guidance to their respective Laboratory/Program Office Directors on all matters relating
to the EEO/Affirmative Employment Program at their respective locations ( Cincinnati, Ohio; Research
Triangle Park, North Carolina; and Las Vegas, Nevada) and other satellite laboratories and installations as
assigned.
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ADMINISTRATION OF THE EPA'S AFFIRMATIVE EMPLOYMENT PROGRAM AND DELEGATION OF
AUTHORITY (continued)
MANAGERS AND SUPERVISORS: Positions having managerial and/or supervisory responsibilities
are accountable for carrying out the mandate of equal employment opportunity for all persons regardless
of race, sex, age, religion, national origin or physical/mental handicap. Since these individuals hire, train,
appraise, detail, promote, demote and assign work to employees they are the key to the success of a
meaningful EEO program within the Agency. Therefore, they are held accountable for ensuring that their
personnel management decisions affecting employees and applicants are free from prohibited discrimination
and that affirmative employment is guaranteed.
HEADQUARTERS/REGIONAL/LOCATION FEDERAL WOMEN'S PROGRAM MANAGERS (FWPMs):
These EEO program officials are specifically charged with the planning, development and evaluation of a
special emphasis program designed to address the employment and advancement concerns and/or
problems faced by female Federal employees and applicants at their respective locations.
HEADQUARTERS/REGIONAL/LOCATION HISPANIC AMERICAN/AMERICAN INDIAN PROGRAM
MANAGERS (HA/NAIPM): These EEO program officials are specifically charged with the planning,
development and evaluation of a special emphasis program designed to address the
employment/advancement concerns and/or problems faced by Hispanic American and Native American
Indian Federal employees and applicants at their respective locations.
HEADQUARTERS/REGIONAL/LOCATION BLACK AMERICAN/ASIAN AND PACIFIC ISLANDER
AMERICAN PROGRAM MANAGERS (BA/A/PIAPM): These EEO program officials are specifically charged
with the planning, development and evaluation of a special emphasis program designed to address the
employment/advancement concerns and/or problems faced by Black American, Asian and Pacific Islander
American Federal employees/applicants at their respective locations.
NATIONAL PROGRAM MANAGERS (Federal Women's; Black/Asian and Pacific Islander,
Hispanic/Native American Indian): These EEO program officials serve as principal advisors to management
officials and other EEO program officials on matters affecting the employment and advancement of special
emphasis groups. Further, as program managers, they have responsibility for planning, developing and
evaluating the special emphasis program, to which they are assigned, throughout the EPA.
EQUAL EMPLOYMENT OPPORTUNITY COUNSELORS (EEOCs): The principal role of these
collateral duty employees is to serve as a bridge between employees/applicants and management officials
in informally resolving allegations of discrimination based on race, religion, sex, national origin, age, and
physical/mental handicap.
EEO COMMITTEES/COUNCILS: As a complement and vital resource to our equal employment
opportunity program there are EEO Committees/Councils. These groups, comprised of supervisors,
managers and employees representative of the composition of of our present work force, present work
force, provide constructive recommendations for enhancing our equal employment opportunity program.
Their contributions and involvement include, but are not limited to, review and analysis of employment
profiles; identification and analysis of barrier/impediments to equal employment opportunity; recommending
actions to eliminate , or reduce the effect(s) of identified barriers; and sponsorship of informational and
educational programs for all employees.
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PART A, Subpart A (Agency-wide)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
I 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
Regional Directors of Civil Rights
Equal Employment Opportunity Officers
Special Empahsis Programs Managers
Equal Employment Opportunity Counselors
Other EEO staff officials at Headquarters,
Regions and Locations
have been reviewed by competent authority and the incumbents of these positions meet the standard
outlined In Qualifications Standards Handbook X-118 under occupational series' 0160 and 0260 or
Qualifications Guide for Collateral Assignments involving Equal Employment Opportunity Duties. Evidence
that the review has been made and its findings are on file and available for review by EEOC officials.
I further certify that provisions of FPM Letter 713-37, Documenting EEO Collateral Duties in Official Position
Descriptions have been met.
CERTIFICATION OF QUALIFICATIONS OF EEO OFFICIALS
WILLIAM K. REILLY
DATE: APR 1 5 1932
Administrator,
Environmental Protection Agency
REPLACES
EEOC FORM 566 (8/87) (page 5)
Q
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FISCAL YEAR 1 992
ENVIRONMENTAL PROTECTION AGENCY
AGENCY-WIDE
Environmental Protection Aaencv NAME OF ORGANIZATION
401 M Street. S.W. (A-105). Washington. D.C. 20460 ADDRESS OF ORGANIZATION
ORGANIZATIONAL LEVEL: AGENCY_X_ MOC_ REGION COMMAND INSTALLATION
HEADQUARTERS
NUMBER OF EMPLOYEES COVERED BY PLAN: TOTAL 16.368 PROFESSIONAL 7.774
ADMINISTRATIVE 5.667 TECHNICAL 717
CLERICAL 2.210 OTHER J
Sandie Friedland
260-4563
NAME OF CONTACT PERSON/PERSON PREPARING REPORT
TELEPHONE NO.
Suzanne E. Olive, Acting Director Office of Civil Rights
260-4575
NAME/TITLE OF PRINCIPAL EEO OFFICIAL
CERTIFIES THAT THIS REPORT IS IN COMPUANCE WITH
EEO-MD-714
Uc
TELEPHONE NO.
WILLIAM K. REILLY'JV'dmin&trator / APR t 5 LJl
NAME/TITLE OF HEAD"ORQBGAf\JIZATION DATE
SIGNATURE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL CERTIFIES THAT THIS
REPORT IS IN COMPUANCE WITH EEOC-MD-714
EEOC FORM 566 (8/87)
10
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES. WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS
ORGANIZATION AND RESOURCES
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PART A, Subpart A (Agency-wide) UPDATE 91
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY
1. Background.
The U.S. Environmental Protection Agency (EPA) was created through an Executive reorganization plan
designed to consolidate a number of federal environmental activities into a single agency. The plan
(Reorganization Plan #3 of 1970) was sent to Congress by President Nixon on July 9,1970.
The EPA was formally established as an independent agency, by the Executive Branch, on December
2, 1970. The EPA was formed by putting together 15 components from five Executive departments and
independent agencies. Air pollution control, solid waste management, radiation, and the drinking water
program were transferred from the Department of Health, Education, and Welfare (now the Department of
Health and Human Services), the federal water pollution control program was taken from the Department
of Interior, as was part of a pesticide research program. From the Department of Agriculture, EPA acquired
authority to register pesticides and to regulate their use, and from the Food and Drug Administration the
responsibility to set tolerance levels for pesticides in food. EPA was assigned some responsibility for setting
environmental radiation protection standards from the old Atomic Energy Commission, and absorbed the
duties of the Federal Radiation Council.
The enactment of major new environmental laws and important amendments to older laws in the 1970's
greatly expanded EPA's responsibilities. The Agency now administers nine comprehensive environmental
protection laws:
* Clean 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);
* Toxic Substances Control Act (TSCA);
* Marine Protection, Research, and Sanctuaries Act (MPRSA); and
* Uranium Mill Tailings Radiation Control Act (UMTRCA).
12
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY (continued)
2. Organizational Structure of the Environmental Protection Agency.
The Agency is directed 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 administrative team.
Office of
Water
Office of Air
and Radiation
Office of
General
Counsel
Office of
Inspector
General
Office of
External
Affairs
Office of
Research
and
Development
Office of
Administration
and Resources
Management
Office of Solid
Waste and Emergency
Response
Office of
Enforcement
and Compliance
Monitoring
Office of
Prevention,
Pesticides and
Toxic Substances
Office of Policy
Prevention, Planning
and Evaluation
DEPUTY ADMINISTRATOR
ADMINISTRATOR
Associate Administrators:
Regional Operations & State/
Local Relations
Education, Communications &
Public Affairs
Congressional & Legislative
Affairs
Staff Offices:
Office of
Executive Suppport
Executive Secretariat
Office of the
Administrative Law
Judges
Office of Civil Rights
Science Advisory Board
Office of Small and
Disadvantaged Business
Utilization
Office of Cooperative
Environmental
Management
* Regions
Region 1
Boston, MA
Region II
New York, NY
Region III
Philadelphia, PA
Region IV
Atlanta, GA
Region V
Chicago, IL
Region VI
Dallas, TX
Region VII
Kansas City, KS
Region VIII
Denver, CO
Region IX
San Francisco, CA
Region X
Seattle, WA
REPLACES EEO FORM 566 (page 4)
13
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PART A, Subpart A (Agency-wide)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY (continued)
3. Organizational Structure of the Equal Employment Opportunity Program.
DIRECTOR,
OFFICE OF
CIVIL RIGHTS
DEPUTY DIRECTOR/
ASSOCIATE OIRECTOR,
Discrimination
Complaints
External Compliance
EEO COUNSELORS
v -r
ADMINISTRATOR
DEPUTY ADMINISTRATOR
Associate
Administrators
Assistant/Deputy
Assistant Administrators
Regional
Administrators
Headquarters, Managers & Supervisors
ASSOCIATE DIRECTOR,
Special Emphasis and
Affirmative Employment
Programs
Federal Women's Program
1 Black, Aslan/PI American
Hispanic, American Indian
Affirmative Employment Program
Affirmative Employment
Program Liaison
Committee
Advisory
Committees/Councils
Collateral Duty
[ Special Emphasis Managers, Co-Managers
Assistant/Deputy Regional
Administrators/Management
Division Directors
T
Regional/Lab oratory
Managers & Supervisors
EEO Officers
ASSISTANT DIRECTOR,
Operations 4 Analysis
AREA DIRECTORS
RELATED OFFICES
Office of General Counsel
Office of the Administrative
Law Judges
Office of Judicial Officer
4. Organization of the EPA's EEO Program: The EPA's EEO Program is an important function within EPA's
management structure. The Office of Civil Rights (OCR), a staff office within the Office of the Administrator,
provides agency-wide direction, coordination, monitoring and evaluation of equal opportunity and affirmative
employment objectives. The OCR establishes the broad administrative policies for success in equal
opportunity and affirmative employment initiatives for implementation by management officials throughout
the Agency. All levels of management officials are accountable for assuring that the goals and objectives
of the program are met within their respective organizational components.
The Director of the Office of Civil Rights reports to the Agency Administrator and is a member of the senior
staff. With a staff of twenty-six (26) full-time permanent professional and administrative employees nation-
wide, advises and assists senior and mid-level management officials in establishing, maintaining, and
conducting programs to promote equal opportunity and affirmative action throughout all levels and segments
of the Agency's work force. The Director, OCR participates in senior management staff meetings and
planning sessions where significant management issues and other management concerns are discussed.
14
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY (continued)
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 Administrator and Management Division Directors also serve
as Regional Directors of Civil Rights and are responsible for all civil rights functions under their authority.
The 3 major laboratory locations are provided guidance and direction in planning, developing, implementing
and evaluating their EEO/Affirmative Employment Program by three separate Area Directors of Civil Rights
who report to the Director, OCR. Each of the Area Directors are assisted by a staff of EEO Specialists
and/or part-time collateral duty EEO coordinators and Special Emphasis Program Managers and
administrative personnel.
The OCR consists of three major units reporting directly to the Director, OCR - Discrimination Complaints
and External Compliance, Operations and Evaluation, and Affirmative Employment and Special Emphasis
Programs. The Discrimination Complaints function is centralized, with local offices receiving formal
complaints and forwarding them to Headquarters for 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, or physical/mental handicap. Counselors, acting as neutral
third parties, attempt to resolve such issues informally.
The OCR enjoys a complement of three (3) National Special Emphasis Program Managers - one each for
the Federal Women's Program, the Hispanic/American Indian Employment Programs, and Black/Asian and
Pacific Islander Employment Programs. The field offices are supported by collateral-duty managers in all
three program areas who devote 10-25 percent of their time to Special Emphasis duties. The National
Special Emphasis Programs Managers provide guidance and oversight to the counterparts across the
Agency.
The national Human Resources Council (HRC), which was established an an Advisory arm to the
Administrator, Is linked closely with the Agency's Affirmative Employment Program by presenting
recommendations to the Administrator in support of the program. Recommendations include increased
planning efforts, communication, training, recruitment, accountability, evaluation, public awareness, and
sharing of affirmative employment program progress at their quarterly meetings.
In addition, subcommittees of the HRC work closely with counterpart EEO committees to support career
development within the Agency. These include the Support Careers Advisory Committee, the Secretarial
and Technical Careers Advisory Committee, and the FAME (Framework for Achieving Managerial Excellence)
Committee. The Agency also has several EEO/SEP committees which assist EEO offices and other
management officials. They provide advice, recruitment sources, insights to problem resolution and
recommend career advancement strategies. Committees include, at the national level, the Federal Women's
Council, the Hispanic Employment Council, the Secretarial Advisory Council and Women in Science and
Engineering. The two later function as part of the Federal Women's Program.
EEOC Form 566 (8/87)
15
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
ORGANIZATION OF THE ENVIRONMENTAL PROTECTION AGENCY (continued)
EEO staff receive sufficient training in their areas of responsibility. A survey of training needs identified that
training was needed in automatic data processing and thereafter, training was provided. Specialized
instruction regarding recruitment techniques is being provided to EEO staff and management personnel
before going out on recruitment trips. OPM and other training courses are taken regularly and each
year OCR holds a conference for all EEO personnel agency-wide at which time workshops are conducted
in each EEO program area. Additionally, special emphasis personnel in each program area come together
in their individual training sessions annually.
Adequate management and fiscal controls are established to track all resources devoted to the EEO
program.
Special Emphasis Program Managers have adquate delegations of authority to promote these programs and
to accomplish program objectives.
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.
EEOC Form 566 (8/87)
16
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
PROBLEM/BARRIER IDENTIFICATION
UNDESIRED CONDITION: Program officials at the mid-level who make personnel decisions regarding
hiring, promotions, training and recognition are not assuming responsibility for achieving positive results in
affirmative employment.
DESIRED CONDITION: Program officials are knowledgeable about and committed to the Agency's
Affirmative Employment Program. They have specific goals assigned to them and are evaluated on their
performance In meeting them, as well as on their other job responsibilities.
ANALYSIS: Senior managers such as Assistant Administrators and Regional Administrators are aware of
the held accountable for meeting affirmative employment goals and objectives. The OCR provides them with
data for periodic self-assessment and annual reports on progress in meeting their affirmative employment
goals. However, mid-level managers often have misconceptions about affirmative employment and may
have no role in establishing goals. In some cases, goals are not even assigned at division and branch levels
where recruitment, hiring and other personnel decisions occur. Where managers at these levels are involved
in setting goals and/or are expected to meet specific goals, results are generally better.
PROBABLE BARRIER: Lack of understanding of and accountability for affirmative employment at the hiring
official level.
EXPECTED ACTION: Expand the responsibility for setting and meeting goals into the mid-management
level. Assign affirmative employment goals to managers at the office, division and branch levels to ensure
inclusion of all hiring officials in the affirmative employment programs. EEO results are specifically measured
and included in the overall performance evaluation.
EXPECTED RESULT: Active involvement of hiring officials should result in improved representation of
minorities and women at all levels of the work force.
EEOC Form 566 (8/87)
17
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES. WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROBLEM/BARRIER STATEMENT: Program officials at the mid-level who make personnel decisions
regarding hiring, promotions, training and recognition are not assuming responsibility for achieving positive
results in affirmative employment.
OBJECTIVE: To increase commitment and accountability of program/hiring officials throughout the Agency
for improving the representation of minorities and women.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET DATE(S)
Issue affirmative action policy, specific goals
and program objectives for Office, Division and
Branch levels as appropriate.
Assistant Administrators
General Counsel
Inspector General
Regional Administrators
Annually or as
needed
Institute policy and mechanisms for assuring
that hiring officials actively recruit and consider
minorities and women prior to making
selections.
As needed
Include assessment of progress in meeting
specific affirmative employment goals and
objectives in performance evaluations of all
managers and supervisors.
Sept 30, 1992
Develop applicant flow data to permit analysis
of selection rates and application of Uniform
Guidelines on Employee Selection Procedures.
THIS ACTION ITEM DROPPED SINCE IT WAS
DETERMINED THAT THIS ACTIVITY WOULD NOT
PROVIDE BENEFIT WORTHY OF COST.
Design, develop and offer EEO Awareness,
Affirmative Employment Resources training
through the EPA Institute.
Office of Human Resources
Management
Sept 30, 1992
Develop policy recommendation on
requirement for all supervisors to receive
a minimum amount of EEO training annually.
Director, Office of Civil Rights
Sept 30, 1992
Issue policy statement which outlines specific
goals and program objectives for the Agency
and, by example, demonstrates commitment to
affirmative employment.
Administrator
Assistant Administrators
General Counsel
Inspector General
Regional Administrators
Annually or as
needed
Provide guidance to hiring officials relative to
developing recruitment mechanisms for
minorities and women.
Office of Human Resources
Management
Special Emphasis Program
Managers
Ongoing
EEOC Form 566 (8/87)
18
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
PROBLEM/BARRIER IDENTIFICATION
The Federal Women's Program (FWP) is a special emphasis program under the Office of Civil Rights. To
ensure appropriate visibility, direction and leadership, the program is managed by a full-time permanent
national program manager and a full-time permanent program manager for the FWP at EPA headquarters.
In addition, each of the Agency's 10 regional offices and major laboratories has a FWP manager. Generally,
the FWPs are appointed on a collateral duty basis. However, a few serve on a full-time permanent
appointment. A National FWP Managers Council was established in 1976 to: strengthen communication
among the field FWP managers and with the National FWP Manager; advise the National FWP Manager
on agencywide employment issues affecting women; and assist in developing strategies to address those
issues. The Council meets three times a year; all FWP Managers gather annually for training designed to
help them perform their FWP assignment. Generally, financial support has been insufficient for FWP
activities i.e., FWP Manager travel, program operations and training. This situation holds true for WISE and
SAC in some localities. There has also been insufficient allocation of time for collateral duty FWP Managers
and WISE and SAC Chairs to perform the tasks and duties associated with their programs. For example,
the responsibility for the FWP is frequently added to an employee's already busy schedule with no provisions
made to assist the employee to accomplish the duties of their "regular* full-time position. Thus, the
employee either "donates" personal time or devotes only minimal (insufficient) official time to the program
and neither course of action is effective. In 1980, the National Secretary Advisory Council (SAC) was
established to provide a forum for addressing specific issues of support staff. In 1986, the National Women
in Science and Engineering (WISE) was established to focus on specific issues of women in scientific and
technical occupations. These two groups are also components of the Federal Women's Program, and are
organized in a manner similar to the FWP Managers Council, with the WISE and SAC chairpersons in the
headquarters and all field offices constituting the national groups. The national WISE and SAC chairpersons
are standing members of the FWP Managers Council. The national SAC meets twice a year; the WISE
chairs meet at least once a year, with supplemental meetings as needed. Field offices generally have a
local FWP committee, and extensive SAC and WISE organizations led by the local chairpersons. The
National FWP Manager provides technical guidance, advice and assistance to all three councils, coordinates
the activities of the national groups, and facilitates communication and cooperation among the three groups.
These groups help keep the EPA Federal Women's Program focused on high priority agency-wide issues
and ensure its relevance to the needs of employees and the organization, both nationally and locally. They
provide input to agency-wide initiatives and serve as a resource to the National FWP Manager for ensuring
that such national initiatives reflect the needs and concerns of women throughout EPA. They also provide
a mechanism for keeping field level program managers and the councils trained and informed on current
and emerging issues, agency policies and priorities, and changes in direction and emphases. They serve
to channel information to the agency headquarters. The Councils set annual and long-term goals, develop
work plans, assign tasks, and monitor progress. There is some turnover in field FWP Managers, and WISE
and SAC chairs every year. Continuity of the FWP, SAC, and WISE, nationally and locally, could suffer
because new program managers and chairpersons may require several months to gain the skill, experience,
and working relationships needed to keep the programs on track. Learning from others and having access
to national officials and their respective councils is extremely valuable in accomplishing their goals. Regular
meetings are the place where the planning and monitoring work is done. Council members work on
projects that have agency-wide implications and exchange information and resources. Regional office and
Laboratory issues change and evolve as the work force changes. These changes need to be reflected in
national goals, initiatives, and programs. Technical assistance visits by the National FWP Manager focus
on regional office and laboratory programs, organizations, problems, or isolated situations that need
attention. These visits are the best way for the national manager to become familiar with field personnel,
organizations, and to learn about issues that may be occurring agency-wide.
19
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM/BARRIER IDENTIFICATION - ORGANIZATION AND RESOURCES
UNDESIRED CONDITION: Generally, financial support and time devoted to the program have been
Insufficient as discussed under Program Analysis. In addition, some of the FWP Managers have not received
training which would provide them the skills, knowledge and abilities they need to properly function in their
positions. Others have limited access to information and guidance. This impacts on their ability to offer
sound advice and assistance to management officials on employment concerns of women. Activities of the
local and national FWP, WISE, and SAC organizations are not synchronized nor mutually supportive; some
may even be in disarray. The National FWP Manager does not have the level of field interaction necessary
to select issues for national attention.
DESIRED CONDITION: The FWP received adequate financial support form organizational components, all
FWP Managers, SAC and WISE chairpersons are well trained and informed of their program and
organizational responsibilities, goals, and objectives. Their agendas support the agency's goals for women,
and address issues and concerns of employees and applicants in their respective organizations as well as
the agency as a whole. They are effective due, in part, to the training they received, their access to
information, advice, and guidance from the National FWP Manager and other program officials and their
network of counterparts in other regions/laboratories. They are a valuable resource to the National FWP
Manager and their respective organizations on issues of concern to women.
ANALYSIS/PROBABLE BARRIER: Management officials may not be including the FWP as one of their
considerations when preparing their annual budgets. Employees assigned FWP, WISE, and SAC program
responsibilities are not always given adequate orientation and ongoing training to be effective. Training and
assistance may come too late in their assigned tour to be helpful. They may lack the technical assistance,
advice, and a forum for exchanging and obtaining information essential to their assignment. They may lack
the skills and abilities to effectively work with management officials on issues of women in the work force.
Issues and concerns of women located throughout the agency are not being surfaced to the National FWP
Manager so that corrective measures may be implemented.
EXPECTED ACTION: Management officials will provide financial support to the FWP so that the FWP has
sufficient funds to participate in official travel as warranted and attend training courses needing financial
support. The Office of Civil Rights will ensure annual training and regular council meetings are conducted
for field employees working in the various programs. The National FWP Manager will visit field offices to
provide advice and technical assistance and stay abreast of local and agency-wide issues and concerns of
women.
EXPECTED RESULTS: The Federal Women's Program, WISE, and SAC in the Regional Offices and
laboratories are effective in addressing employment issues of women and are able to provide sound advice,
information, and feedback to their management officials and to the National FWP Manager, and effectively
lead their councils and groups.
FOLLOWUP ACTION: The Office of Civil Rights and national FWP Manager will continue to provide
technical assistance and training through regular council meetings, annual workshops, and technical
assistance visits to maintain and strengthen the FWP agency-wide, and incorporate needs of field offices
into the national agenda.
20
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - ORGANIZATION AND RESOURCES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROBLEM/BARRIER STATEMENT: Sufficient financial support for the FWP is not being provided. Some
of the FWP Managers have not received training which would provide them the skills, knowledge and
abilities they need to properly function in their positions. Others have limited access to information and
guidance. This impacts on their ability to offer sound advice and assistance to management officials on
employment concerns of women. Activities of the local and national FWP, WISE, and SAC organizations
are not synchronized nor mutually supportive. The National FWP Manager does not have the level of field
interaction necessary to select issues for national attention.
OBJECTIVE: The Federal Women's Program, WISE, and SAC in the Regional Offices and laboratories are
effective in addressing employment issues of women and are able to provide sound advice, information, and
feedback to their management officials and to the National FWP Manager, and effectively lead their councils
and groups.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET DATE(S)
Provide financial resources, training and
guidance to field level Federal Women's
Program Managers to enhance their skills,
knowledge and abilities so that their respective
FW Programs are administered effectively and
efficiently.
Regional Administrators (Financial
support)
Deputy Regional Administrators
(Financial/Management Support)
EEO Officers (Technical Assistance)
Laboratories (Financial/Management
Support)
National/Headquarters FWP
Managers (Technical Assistance)
Annually or as
needed.
Conduct regular meetings of the National
Federal Women's Program Managers Council,
Secretarial Advisory Council, and Women in
Science and Engineering to enhance
implementation of initiatives and actions to
improve opportunities for women in EPA.
Council Chairs
National Federal Women's Program
Manager
As scheduled by
the Chairs or
National FWP
Manager.
Conduct a minimum of four technical
assistance vists to Regions or Laboratories.
National FWP Manager
Sept 30, 1992
EEOC Form 566 (8/87)
21
-------
PART A. Subpart A (Agency-wide)
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
DISABILITIES
UPDATE 92
FOR MINORITIES, WOMEN AND PEOPLE WITH
PROGRAM ANALYSIS
WORK FORCE PROFILE
22
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - WORK FORCE PROFILE
The work force profiles and summary analysis in this section have been prepared in response to the
guidance contained in the Equal Employment Opportunity Commission's Management Directive 714. As
required, Agency-wide work force computations and subsequent analysis have been based on
comparisons with the National Civilian Labor Force data from the 1980 Census. Analysis of our
Professional occupational group utilized the National Professional Civilian Labor Force data. Likewise, in
analyzing our Administrative occupational group, the National Administrative Civilian Labor Force was
used. We are mindful of the fact that receipt of 1990 census data will require a reexamination and
reevaluation of the composition of our work force to ensure continued progress in our affirmative
employment program.
The comparative work force profile, which follows the Work Force Profile Summary on the next page,
effectively depicts the composition of our work force at the close of fiscal years 1990 and 1991. In
developing this systematic plan for affirmative action, the various major categories of employment
available within the EPA structure were also examined. These occupations are also profiled and
summarized in this Part and were selected because of their dominant role in our organization.
This section also contains specific numerical goals for affirmative employment of minorities and women
during FY1992. Part C of this Plan contains our FY1992 goals and objectives for the employment of
people with targeted disabilities.
EEOC Form 566 (8/87)
23
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - WORK FORCE PROFILE
AGENCY-WIDE SUMMARY ANALYSIS
AREAS OF CONCERN
OCCUPATIONAL CATEGORIES: PROFESSIONAL AND ADMINISTRATIVE
* Conspicuous Absence
** Manifest Imbalance
PROFESSIONAL POSITIONS
GS 5-8
American Indian men (CA)*
GS 9-12
American Indian men (Ml)**
GS/GM 13-15
White women (Ml)
Black women (Ml)
Hispanic men and women (Ml)
American Indian men and women (CA)
SES
White women (Ml)
Black women (CA)
Hispanic men and women (CA)
Asian men and women (CA)
American Indian men and women (CA)
ADMINISTRATIVE POSITIONS
GS 5-8
Hispanic men (Ml)
Asian men (Ml)
American Indian men and women (CA)
GS 9-12
Hispanic men (Ml)
Asian men (Ml)
American Indian men (Ml)
GS/GM 13-15
Hispanic men and women (Ml)
Asian men (Ml)
American Indian men (Ml)
SES
White women (Ml)
Black men (Ml) Black Women (CA)
Hispanic men and women (CA)
Asian men and women (CA)
American Indian men and women (CA)
24
-------
EPAYS DATA AS C. 91/09/21
EE0050
OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
(PERMANENT FULL-TIME/PART-TIME)
REPORT EEO-050
PAY PLAN
GRADE
********
********
GRAND
TOTAL
*******
*******
TOTAL
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
NON-MINORITY
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
MINORITY
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
BLACK
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
HISPANIC
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
ASIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
AM INDIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
PATCO TOTAL *
*EPA TOTALS*
GS 01-04
90-09-22
91-09-21
* CHANGE
GS 05-08
90-09-22
91-09-21
ป CHANGE
GS 09-12
442
332
-110
2903
2095
-0
61
381
29
109
32
272
26
222
4
36
1
9
1
13.80
86.20
6.56
24.66
7.24
61.54
5.88
50.23
0.90
8.14
0.23
2.04
0.23
1
61
271
30
91
31
180
26
152
3
23
2
2
0
18.37
81.63
9.04
27.41
9.34
54.22
7.83
45.78
0.90
6.93
0.60
0.60
0.00
0
+ 0
-110
+ 1
-18
' -1
-92
+ 0
-70
-1
-13
+ 1
-7
-1
+ 4.57
-4.57
+ 2.48
+ 2.75
+ 2.10
-7. 32
+ 1 .95
-4.45
+0.00
-1.21
+ 0.37
-1 .44
-0.23
-0
375
2528
243
1153
132
1375
76
1178
38
135
17
52
1
12.92
87.08
8.37
39.72
4.55
47.36
2.62
40.58
1.31
4.65
0.59
1.79
0 .03
363
2532
234
1108
129
1424
70
1208
41
147
16
59
2
12.54
87.46
8.08
38.27
4.46
49. 19
2 .42
41.73
1.42
5.08
0.55
2 .04
0.07
-12
+4
-9
-45
-3
+ 49
-6
+ 30
+ 3
+ 12
-1
+ 7
+ 1
1
o
w
CP
~ 0.38
-0.29
-1.45
-0.09
+ 1.83
-O .20
~ 1.15
+ 0.11
+ 0.43
1
o
o
c-
+ 0.25
+
o
o
90-09-22
6035
3058
2977
2525
2143
533
50.67
49.33
41.84
35.51
8.83
91-09-21
6044
2925
3119
2376
2197
549
48.40
51.60
39.31
36.35
9.08
ซ CHANGE
+ 9
-133
+ 142
-149
+ 54
+ 16
-2.27
+ 2.27
-2.53
~ 0.84
+ 0.25
GS/GM 13-15
90-09-22
6108
4305
1803
3892
1493
413
70.48
29.52
63.72
24.44
6.76
1
o
6822
4681
2141
4213
1757
468
68.62
31 .38
61 .76
25.75
6 .86
* CHANGE
+ 714
+ 376
+ 338
+ 321
~ 264
+ 55
-1 .86
+ 1.86
-1 .96
+ 1.31
+ 0 .10
ES, GS/GM 16-18
90-09-22
259
217
42
207
41
10
83.78
16.22
79.92
15.83
3.86
91-09-21
275
226
49
216
48
10
82 . 18
17.82
78.55
17.45
3.64
* CHANGE
+ 16
+ 9
+ 7
+ 9
+ 7
+ 0
-1 .60
~ 1.60
-1 .37
~ 1 .62
-0.22
* TOTAL
90-09-22
15747
8016
7731
6896
4939
1120
50.90
49. 10
43.79
31 .36
7.11
91-09-21
16368
8256
8112
7069
5201
1187
50.44
49.56
43.19
31 .78
7.25
* CHANGE
+ 621
+ 240
+ 3SI
+ 173
+ 262
+ 67
-0 .46
~ 0.46
-0.60
+ 0.42
+ 0.14
834
13.82
922
15.25
~ 88
~ 1.43
310
5.08
384
5.63
+ 74
+ 0.55
1
0.39
1
0.36
+ 0
-0.03
2792
17. 73
2911
17.78
+ 119
~ 0.05
275
4.56
286
4.73
+ 11
~ 0 .17
186
3.05
204
2.99
+ 18
-0 . 06
8
3.09
8
2.91
+ 0
-0 .18
571
3.63
594
3.63
+ 23
+ 0 . 00
618
10.24
681
11 .27
+ 63
+ 1.03
205
3.36
250
3.66
+ 45
+ 0.30
1
0.39
1
0.36
+ 0
-0.03
2224
14. 12
2292
14.00
+68
-0.12
119
1.97
127
.2.10
+ 8
+ 0.13
69
1.13
85
1.25
+ 16
+ 0.12
1
0.39
1
0.36
+ 0
-0.03
231
1 .47
257
1 .57
+ 26
+ 0.10
95
1.57
112
1.85
+ 17
+ 0.28
44
0.72
52
0.76
+ 8
+ 0.04
0
0.00
0
0.00
+ 0
+ 0.00
310
1 .97
334
2.04
+ 24
+ 0.07
134
2.22
126
2.08
-8
-0. 14
154
2.52
174
2 .55
+ 20
+ 0.03
1
0.39
1
0.36
+ 0
-0.03
307
1 .95
319
1 .95
+ 12
+ 0.00
111
1 .84
115
1 .90
+ 4
+ 0.06
59
0.97
79
1 .16
+ 20
+ 0.19
0
0.00
0
0.00
+ 0
+ 0.00
231
1 .47
255
1 .56
+ 24
+ 0.09
5
0.08
10
0.17
+ 5
+ 0.09
4
0.07
5
0.07
+ 1
+ 0.00
0
0.00
0
0.00
+ 0
+ 0. 00
11
0.07
17
0. 10
+ 6
+ 0.03
5
,13
3
,90
-2
10
0.34
10
0 . 35
+ 0
+ 0.01
10
0.17
14
0.23
+ 4
+ 0.06
2
0.03
3
0.04
+ 1
+ 0.01
0
0.00
0
0 .00
+ 0
+ 0.00
27
0.17
30
0.18
+ 3
+ 0.01
-------
EPAYS DATA AS OF 91/09/21 OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
EEQ050 (PERMANENT FULL-TIME/PART-TIME)
PAY PLAN
GRAND
TOTAL
NON-MINORITY
MINORITY
BUCK
GRADE
TOTAL
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
********
*******
******
******
******
******
******
******
******
******
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
********
*******
******
******
******
******
******
******
******
******
* *
PROFESSIONAL *
*EPA TOTALS*
GS 01-04
90-09-22
0
0
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
91-09-21
0
0
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
* CHANGE
tO
+0
tO
~ 0
to
tO
+ 0
tO
+0
+ 0.00
tO.OO
tO.OO
+0.00
tO.OO
+ 0.00
tO.OO
+ 0.00
GS 05-08
90-09-22
268
124
144
92
96
32
48
9
23
46.27
53.73
34.33
35.62
11.94
17.91
3.36
8.58
91-09-21
295
151
144
113
97
38
47
7
20
51.19
48.81
38.31
32.88
12.88
15.93
2.37
6.78
* CHANGE
t27
127
to
t21
+ 1
t6
-1
-2
-3
t4.92
-4.92
t3.98
-2.94
tO. 94
-1.98
-0.99
-1.80
GS 09-12
90-09-22
3207
1973
1234
1616
970
357
264
151
134
61 .52
38.48
50.39
30.25
11.13
8.23
4.71
4.18
91-09-21
3122
1847
1275
1485
986
362
289
158
146
59.16
40.84
47.57
31.58
11.60
9.26
5.06
4.68
* CHANGE
-85
-126
t41
-131
116
+5
t25
t7
+ 12
-2.36
+ 2.36
-2.82
+ 1.33
tO.47
+ 1.03
tO.35
+ 0.50
GS/GM 13-15
90-09-22
3766
2931
835
2653
704
278
131
101
69
77.83
22.17
70.45
16.69
7.38
3.48
2.68
1.83
91-09-21
4239
3209
1030
2890
856
319
174
112
92
75.70
24.30
68.18
20.19
7.53
4.10
2.64
2.17
ซ CHANGE
t473
t278
tl95
t237
1152
t41
t43
+ 11
+ 23
-2.13
t2.1 3
-2.27
+ 1 .50
+0.15
tO.62
-0.04
+0.34
ES, GS/GM 16-18
90-09-22
119
104
15
99
15
5
0
4
0
87.39
12.61
83.19
12.61
4.20
0.00
3.36
0.00
91-09-21
118
101
17
96
17
5
0
4
0
85.59
14.41
81.36
14.41
4.24
0.00
3.39
0.00
* CHANGE
-1
-3
t2
-3
+ 2
+ 0
+0
tO
+ 0
-1.80
+ 1.80
-1.83
+ 1.80
+ 0.04
tO.OO
to.03
+0.00
** TOTAL
90-09-22
7360
5132
2228
4460
1785
672
443
265
226
69.73
30.27
60.60
24.25
9.13
6.02
3.60
3.07
91-09-21
7774
5308
2466
4584
1956
724
510
281
258
68.28
31.72
58.97
25. 16
9.31
6.56
3.61
3.32
* CHANGE
t414
1176
t238
ซ124
tl71
+52
t67
+ 16
+ 32
-1 .45
tl.45
-1.63
tO.91
+ 0.18
tO.54
+ 0.01
+0.25
REPORT EEO-OSO
HISPANIC
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
ASIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
AM INDIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
0 0
0.00 o.oo
0 0
0.00 0.00
+ 0 +0
>0.00 +0.00
17 16
6.34 5.97
23 17
7.80 S.76
+ 6 +1
+1.46 -0.21
67 53
2.71 1.81
93 67
2.98 2.15
+ 6 +9
~0.27 +0.34
43 25
1.14 0.66
55 33
1.30 0.78
+ 12 +8
tO.16 tO. 12
0 0
0.00 0.00
0 0
0.00 0.00
+ 0 tO
to.00 to.00
147 99
2.00 1.35
171 117
2.20 1.51
t24 tlfl
tO.20 tO.16
0 0
0.00 0.00
0 0
0.00 0.00
tO tO
tO.00 tO.00
6 7
2.24 2.61
8 8
2.71 2.71
t2 tl
tO.47 tO.10
lie 70
3.68 2.18
107 72
3.43 2.31
-11 t2
-0.25 tO.13
133 37
3.53 0.98
151 49
3.56 1.16
tl8 112
to.03 tO.18
1 0
0.84 0.00
1 0
0.85 0.00
tO tO
tO.01 to.00
258 114
3.51 1.55
267 129
3.43 1.66
t9 tl5
-0.08 tO.11
0 0
0.00 0.00
0 0
0.00 0.00
to to
to.00 tO.00
0 2
0.00 0.75
0 2
0.00 0.68
to to
tO.OO -0.07
1 2
0.03 0.06
4 4
0.13 0.13
13 t2
tO.10 tO.07
1 0
0.03 0.00
1 0
0.02 0.00
tO tO
-0.01 tO.OO
0 0
0.00 0.00
0 0
0.00 0.00
to to
tO.OO tO.OO
2 4
0.03 0.05
5 6
0.06 0.08
t3 t2
tO.03 to.03
-------
tr-AtS DATA AS OF 91/09/21 OFFICE OF CIV__ rilGHTS 07 OCT 1991
AFFIRMATIVE ACTION TRACKING R
EE0050 (PERMANENT FULL-TIME/PART-1 REPORT EEO-050
PAY PLAN
GRADE
********
********
GRAND
TOTAL
*******
TOTAL
HALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
NON-MINORITY
HALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
MINORITY
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
BLACK
HALE FEHALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
**ป**ป ******
. nx-
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
ASIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
AM INDIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
* ADMINISTRATV *
*EPA TOTALS*
GS 01-04
90-09-22
1
1
0
0
0
1
0
1
0
0
0
0
0
0
0
100.00
0.00
0.00
0.00
100.00
0.00
100.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
91-09-21
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
* CHANGE
-1
-1
+ 0
~ 0
~ 0
-1
~ 0
-1
tO
to
tO
to
to
tO
to
+ 0.00
+0.00
to.00
to.00
+
o
o
o
*0.00
to.00
to.00
tO.00
tO.00
tO.00
tO.00
to.00
to.00
GS 05-08
90-09-22
91-09-21
* CHANGE
GS 09-12
301
256
-45
ES, GS/GM 16-18
66
215
59
118
27
97
19
78
5
9
3
9
0
1
28.57
71.43
19.60
39.20
8.97
32.23
6.31
25.91
1.66
2.99
1.00
2.99
0.00
0.33
54
202
33
112
21
90
16
71
4
12
1
7
0
0
21.09
78.91
12.89
43.75
8.20
35.16
6.25
27.73
1.56
4.69
0.39
2.75
0.00
0.00
-32
-13
-26
-6
-6
-7
-3
-7
-1
+ 3
-2
-2
to
-1
-7.48
~7.48
-6.71
+4.55
-0.77
~ 2.93
-0.06
+ 1.82
-0.10
+ 1.70
-0.61
-0.26
tO.00
-0.33
90-09-22
2509
939
1570
776
1080
163
490
115
408
29
35
15
39
4
8
37.43
62.57
30.93
43.05
6.50
19.53
4.58
16.26
1.16
1.39
0.60
1.55
0.16
0.32
91-09-21
2674
982
1692
806
1137
176
555
124
462
28
42
18
41
6
10
36.72
63.28
30.14
42.52
6.58
20.76
4.64
17.28
1.05
1.57
0.67
1.53
0.22
0.37
* CHANGE
+ 165
+43
+ 122
t30
t57
+ 13
+65
+9
+54
-1
+7
t3
t2
t2
t2
-0.71
+ 0.71
-0.79
-0.53
+ 0.08
+ 1.23
+ 0.06
+ 1.02
-0.11
to. 18
to.07
-0.02
to.06
+ 0.05
13-15
90-09-22
2338
1371
" 967
1236
788
135
179
85
136
26
19
21
22
3
2
58.64
41.36
52.87
33.70
5.77
7.66
3.64
5.82
1.11
0.81
0.90
0.94
0.13
0.09
91-09-21
2580
1471
1109
1323
900
148
209
91
157
30
19
23
30
4
3
57.02
42.98
51.28
34.88
5.74
8.10
3.53
6.09
1.16
0.74
0.89
1.16
0.16
0.12
CHANGE
+ 242
+ 100
1142
+87
+ 112
+ 13
+30
+6
+ 21
t4
tO
t2
t8
tl
+ 1
-1.62
tl.62
-1.59
+ 1.18
-0.03
+ 0.44
-0.11
tO.27
tO.05
-0.07
-0.01
tO.22
+ 0.03
+ 0.03
90-09-22
140
113
27
108
26
5
1
4
1
1
0
0
0
0
80.71
19.29
77.14
18.57
3.57
0.71
2.86
0.71
0.71
0.00
0.00
0.00
0.00
91-09-21
157
125
32
120
31
5
1
4
1
1
0
0
0
0
79.62
20.38
76.43
19.75
3.18
0.64
2.55
0.64
0.64
0.00
0.00
0.00
0.00
* CHANGE
+ 17
+ 12
+5
tl2
t5
tO
tO
to
+ 0
tO
tO
tO
to
+ 0
-1.09
+ 1.09
-0.71
tl.18
-0.39
-0.07
-0.31
-0.07
-0.07
tO.00
tO.00
tO.00
O
o
o
~
TOTAL
90-09-22
5289
2510
2779
2179
2012
331
767
224
623
61
63
39
70
7
47.46
52.54
41.20
38.04
6.26
14.50
4.24
11.78
1.15
1.19
0.74
1.32
0.13
91-09-21
5667
2632
3035
2282
2180
350
855
235
691
63
73
42
78
10
46.44
53.56
40.27
38.47
6.18
15.09
4.15
12.19
1.11
1.29
0.74
1.38
0.18
* CHANGE
+ 378
+ 122
+ 256
tl03
tl68
tl9
tee
til
+68
t2
+ 10
t3
t8
+ 3
-1.02
tl. 02
-0.93
tO.43
-0.08
tO.59
-0.09
tO.41
-0.04
tO.10
o
o
o
+
+ 0.06
+ 0.05
0
0.00
0
0.00
+ 0
~ 0.00
11
0.21
13
0.23
+ 2
+ 0.02
-------
PART A, Subpart A (Agency-wide)
UPDATE 92
% CHANGE IN MAJOR OCCUPATIONAL GROUPS BY RACE/NATIONAL ORIGIN AND SEX
SEPTEMBER 1987 THROUGH SEPTEMBER 1991
(AGENCY-WIDE)
PROFESSIONAL
FISCAL
UH1TE
BLACK
HISPANIC
ASIAN
AJ
TOTAL
PROFESSIONAL
TEAR
WOKEN
N
W
N
W
M
U
M
V
MINORITY
CIVILIAN LABOR FORCE
26.85
2.33
2.79
2.16
1.14
2.53
1.12
.21
1.21
12.53
SERIES: 401
87
20.21
5.01
2.42
1.04
.17
1.55
1.04
.17
11.40
TITLE: BIOLOGIST
88
20.69
4.83
2.59
1.21
.17
2.07
.86
.17
11.90
TOXICOIOCIST
89
21.69
4.97
2.81
1.49
.50
2.15
.83
.17
13.33
TOTAL
90
24.04
4.59
3.37
1.53
.61
2.76
.77
.15
13.78
POPULATION: 661
91
25.84
4.11
3.52
1.76
.88
2.20
1.17
1.44
13.80
SERIES: 510
87
19.42
7.19
9.35
1.44
1.44
2.16
1.44
1.44
24.46
TITLE: ACCOUNTANT
88
18.37
7.48
12.93
1.36
1.36
2.72
1.36
27.21
TOTAL
69
18.24
7.43
13.51
.68
.68
2.70
2.70
27.70
POPULATION: 165
90
22.22
6.79
12.35
1.23
2.47
2.47
4.94
30.25
91
21.21
6.67
15.15
1.21
1.82
2.42
4.85
.61
32.72
SERIES: 511
67
17.16
5.33
7.69
1.18
1.76
.59
16.57
TITLE; AUDITOR
88
20.73
6.98
6.40
1.16
1.74
.58
16.66
TOTAL
69
18,75
9.09
7.95
1.14
2.27
.57
21.02
POPULATION: 235
90
22.96
8.16
9.69
1.02
.51
1.53
.51
21.42
91
24.26
8.09
9.36
1.28
2.13
1.70
1.70
24.25
SERIES: 819
87
16.43
2.89
2.43
3.25
1.01
5.22
1.17
.05
16.02
TITLE: ENV1R0NENTNAL
88
17,47
2.99
2.52
3.40
1.24
5.20
1.34
16.69
ENGINEER
89
17.50
3.44
2.29
3.12
1.51
5.21
1.56
.05
17.16
TOTAL
90
18.89
3.46
2.63
3.75
1.56
5.55
1.51
18.46
POPULATION: 1544
91
18.92
3.45
2.66
4.26
1.95
5.44
1.68
.05
19.69
SERIES: 893
87
18.89
1.11
2.22
4.44
4.44
8.33
1.67
22.21
TITLE: CKEHfCAL
88
17.89
1.05
2.11
4.21
5.26
8.42
2.11
23.16
ENGINEER
89
20.32
2.67
2.14
4.28
5.35
8.02
2.67
25.13
TOTAL
90
19.90
2.04
2.55
4.59
4.08
8.67
4.08
26.01
POPULATION: 166
91
21.43
3.57
2.36
3.57
2.98
10.71
2.38
25.60
SERIE5: 905
87
35.19
3.44
3.93
.33
1.47
.49
1.15
10.81
TITLE: ATTORNEY
88
36.95
3.17
3.92
.60
1.36
.75
.75
10.55
TOTAL
89
37.63
3.04
3.62
1.16
1.88
.87
.58
11.15
POPULATION: 911
90
39.29
2.86
3.93
1.19
2.26
.83
.95
12.02
91
40.07
2.74
4.17
1.21
1.98
.66
1.10
.11
11.96
SERIES: 1301
87
21.11
2.98
1.29
.81
.56
1.29
1.29
.16
8.38
TITLE: PHYSICAL
88
23.33
3.39
1.65
.87
.71
1.26
1.10
.16
9.14
SCIENTIST
89
24.72
3.75
1.87
.90
.67
1.42
1.12
9.73
TOTAL
90
27.02
3.62
2.35
1.21
1.21
1.91
1.27
.13
11.70
POPULATION: 1747
91
27.59
3.43
2.52
1.49
1.26
1.89
1.26
.06
.23
12.14
SERIES:1320
87
17.99
4.12
1.68
.91
1.07
5.34
1.83
14.95
TITLE: CHEMIST
88
17.33
4.10
1.82
.76
.76
5.17
1.98
14.59
TOTAL
89
16.46
3.63
2.12
1.51
1.21
5.14
1.82
15.43
POPULATION: 669
90
17.25
3.63
1.66
1.36
1.06
5.60
2.87
.15
16.33
91
18.54
3.59
1.79
1.35
1.35
5.06
3.44
16.59
SERIES: 1350
87
18.45
1.94
.97
2.91
TITLE: GEOLOGIST
68
16.95
1.69
.65
.85
.85
4.24
TOTAL
89
17.21
1.64
.62
1.64
.62
1.64
6.56
POPULATION: 136
90
20.86
2.88
1.44
.72
.72
.72
6.48
91
21.74
2.17
1.45
.72
1.45
.72
6.52
* X Change of Total Minority Froa 1987 (Base fear) to Current Fiscal Tear (1991).
+* I Difference Between 1991 arti Previous Fiscal Tear (1990).
DATA SOURCE: Envi ronaental Protection Agency Payroll Syttca (EPAYS)
OCR (CS11PCR2) Reports Septe^er 21,1991
28
-------
PART A, Subpart A (Agency-wide) UPDATE 92
% CHANGE IN MAJOR OCCUPATIONAL GROUPS BY RACE/NATIONAL ORIGIN AND SEX
SEPTEMBER 1987 THROUGH SEPTEMBER 1991
(AGENCY-WIDE)
ADMINISTRATIVE
FISCAL
UNITE
BLACK
HISPANIC
ASIAN
A]
TOTAL
ADMINISTRATIVE
TEAR
WOMEN
M
U
M
U
M
U
M
U
MINORITY
CIVILIAN LABOR FORCE
26.57
3.64
3.13
2.76
1.30
1.1
.57
.32
.17
12.99
SERIES: 0028
a?
39.91
2.85
5.13
.71
.71
.71
1.43
.07
.14
11.75
TITLE: ENVIRONMENTAL
aa
41.11
2.91
5.88
.59
.73
.59
1.45
.07
.20
12.42
PROECTIOH SPECILIST
89
42.02
2.63
6.06
.67
.86
.61
1.77
.12
.31
13.03
TOTAL
90
42.47
2.63
6.32
1.00
.84
.63
1.79
.05
.42
13.68
POPULATION: 2074
91
43.35
2.51
7.04
.87
.96
.72
1.83
.19
.39
14.51
SERIES: 301
37
41.79
2.56
12.31
.77
.51
.26
.77
17.18
TITLE: ADMINISTRATOR
aa
40.27
3.89
13.27
1.14
.46
.23
.92
.23
20.14
TOTAL
$9
39.17
3.78
14.12
1.19
1.19
.20
.80
.40
.60
22.28
POPULATION; 649
90
38.35
3.77
15.37
1.49
1.49
.17
.66
.50
23.65
91
36.67
4.01
15.41
1.23
1.39
.46
.62
.15
.31
23.58
SERIES: 334
87
21.34
4.35
7.91
1.58
1.96
1.98
.40
18.20
TITLE: COMPUTER
88
22.56
4.51
9.02
1.50
.75
2.63
1.13
.36
19.92
SPECIALIST
09
22.26
4.38
9.12
1.46 '
1.09
2.19
1.46
19.70
TOTAL
90
23.21
5.36
8.33
1.79
.60
2.68
2.38
21.14
POPULATION: 376
91
23.67
5.32
9.31
1.86
.27
2.13
2.39
21.28
SERIES: 340
87
14.19
3.36
.68
2.03
.68
6.77
TITLE: PROGRAM MANAGER
88
16.96
2.34
.56
1.17
.58
.58
.58
5.83
TOTAL
89
17.39
1.63
1.09
1.09
.54
.54
4.89
POPULATION: 21a
90
19.90
2.09
1.05
1.05
.52
:52
.52
5.75
91
22.02
1.83
.92
.92
.46
.46
.46
5.04
SERIES: 343
87
43.70
5.19
13.33
.74
1.48
20.74
TITLE: MANAGEMENT
88
43.15
3.42
16.49
.68
.68
1.37
24.64
ANALYST
89
42.95
4.70
18.12
.67
.67
24.16
TOTAL
90
43.35
4.62
16.76
.58
1.73
.58
1.16
25.43
POPULATION: 556
91
46.22
3.78
15.83
.18
1.26
.54
1.26
.18
.18
23.21
SERIES: 345
87
43.37
3.21
9.64
.20
.40
.60
14.05
TITLE: PROGRAM ANALYST
68
41.86
3.15
10.51
.35
.35
.35
.88
.18
15.77
TOTAL
89
42.51
2.75
12.39
.61
.31
.46
1.2 2
.31
18.05
POPULATION: 413
90
40.46
2.45
12.26
1.09
1.36
.68
1.23
.27
19.34
91
36.56
2.91
11.62
1.94
1.21
.48
1.45
19.62
SERIES: 1102
87
28.89
8.33
12.22
1.67
.56
.56
.56
23.90
TITLE; CQHTMCT
68
29.86
7.58
13.27
1.42
.95
.47
.47
24.16
PROCUREMENT SPECIALIST
69
34.48
9.05
14.66
.66
.43
.43
.43
25.86
TOTAL
90
36.80
8.55
15.99
.74
.74
.37
.74
.37
27.50
POPULATION: 269-
91
37.55
7.01
14.87
1.12
.37
.37
.37
~37
.37
25.66
TECHNICAL
FISCAL
UNITE
BLACK
HISPANIC
ASIAN
At
TOTAL
TECHNICAL
TEAR
WOMEN
M
w
H
V
M
V
M
U
MINORITY
CIVILIAN LABOR FORCE
37.02
3.54
6.34
2.69
2.43
1.24
.91
.25
.26
17.77
SERIES; 0029
87
48.31
3.38
31.88
.97
1.45
.97
1.45
40.10
TITLE: ENVIRONMENTAL
88
45.83
2.78
34.26
1.36
1.39
.93
1.39
42.11
PROTECTION ASSISTANT
89
46.73
3.27
33.18
1.87
1.40
.93
1.40
42.05
TOTAL
90
45.79
2.80
34.58
.93
3.27
.93
3.27
45.7B
POPULATION: 216
91
37.04
3.24
38.89
1.85
4.17
.46
3.24
.46
52.32
X Change of Total Minority ftvm 1987 (Base Tear) to Curent Fiscal Tear (1991)
X Difference Between 1991 end Previous Fiscal Tear (1990).
DATA SOURCE: Environmental Protection Agency Payroll Systea (EPAYS)
OCR Reports Septeafeer 21,1991
29
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FISCAL YEAR 1992
NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY
AGENCY-WIDE GRADE GROUP 5-8
OCCUPATIONAL
CATEGORY
PLANNED/
ACTUAL
TOTAL1
WHITE
BLACK
HISPANIC
ASIAN
AM.INDIAN
M
W
M
W
M
W
M
W
M
W
PROFESSIONAL
PLANNED
16
3
3
3
3
1
1
ACTUAL
ADMINISTRATIVE
PLANNED
17
1
1
2
1
1
1
ACTUAL
SERIES: 0028
PLANNED
7 |
1
2
ACTUAL
SERIES: 0301
PLANNED
0
ACTUAL
SERIES: 0511
PLANNED
0
ACTUAL
SERIES: 0904 and
0905
PLANNED
0
ACTUAL
SERIES: 800/1300
Engrs/Scientrsts
PLANNED
8
2
2
1
1
ACTUAL
TOTAL2
PLANNED
33
4
4
3
2
3
2
1
2
ACTUAL
PERCENT
EEOC Form 568 (8/87)
1 Total number of projected vacancies.
2 The TOTAL PLANNED only includes the numerical goals shown for Professional and Administrative
since the series goals are included under the relevant occupational category of Professional or
Administrative.
30
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FISCAL YEAR 1992
NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY
AGENCY -WIDE GRADE GROUP 9-12
OCCUPATIONAL
PLANNED/
TOTAL
l
WHITE
BLACK
HISPANIC
ASIAN
AM.INDIAN
CATEGORY
ACTUAL ฆ
M
W
M
W
M
W
M
W
M
W
PROFESSIONAL
PLANNED
125 mm
26
4
4
4
1
4
1
4
2
ACTUAL
PLANNED
54 SI
2
7
4
7
1
2
ADMINISTRATIVE
ACTUAL
SERIES: 0028
PLANNED
12 Hi
2
2
4
1
ACTUAL
PLANNED
* ฆ
1
SERIES: 0301
ACTUAL
SERIES: 0511
PLANNED
3 ฆ
1
1
ACTUAL
SERIES: 0904 and
0905
PLANNED
16 m
2
1
1
1
1
1
1
ACTUAL
SERIES: 800/1300
Engrs/Scientists
PLANNED
59
15
5
1
3
1
2
ACTUAL
PLANNED
179 IBB
28
11
4
8
1
11
1
5
4
TOTAL2
ACTUAL
PERCENT
ฆ
EEOC Form 568 (8/87)
1 Total number of projected vacancies.
2 The TOTAL PLANNED only includes the numerical goals shown for Professional and Administrative
since the series goals are included under the relevant occupational category of Professional or
Administrative.
31
-------
PART A, Subpart A (Agency-wide)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FISCAL YEAR 1992
NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY
AGENCY-WIDE GRADE GROUP 13-15
OCCUPATIONAL
CATEGORY
PLANNED/
ACTUAL
TOTAL
1
WHITE
BLACK
HISPANIC
ASIAN
AM.INDIAN
M
W
M
W
M
W
M
W
M
W
PROFESSIONAL
PLANNED
89
1
15
9
11
6
4
3
2
1
ACTUAL
ADMINISTRATIVE
PLANNED
46
1
3
8
5
7
3
2
2
ACTUAL
SERIES: 0028
PLANNED
9
1
3
2
1
ACTUAL
SERIES: 0301
PLANNED
3
ฆ
1
ACTUAL
SERIES: 0511
PLANNED
*
ฆ
2
2
ACTUAL
SERIES: 0904 and
0905
PLANNED
3
1
1
ACTUAL
SERIES: 800/1300
Engrs/Scientists
PLANNED
6
2
1
3
ACTUAL
TOTAL2
PLANNED
135
18
17
16
13
7
5
2
3
ACTUAL
PERCENT
EEOC Form 568 (8/87)
1 Total number of projected vacancies.
2 The TOTAL PLANNED only includes the numerical goals shown for Professional and Administrative
since the series goals are included under the relevant occupational category of Professional or
Administrative.
32
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FISCAL YEAR 1992
NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY
AGENCY - WIDE SENIOR EXECUTIVE SERVICE
OCCUPATIONAL
CATEGORY
PLANNED/
ACTUAL
TOTAL
1
WHITE
BLACK
HISPANIC
ASIAN
AM.INDIAN
M
W
M
W
M
W
M
W
M
W
PROFESSIONAL
PLANNED
3
1
1
ACTUAL
ADMINISTRATIVE
PLANNED
5
1
ACTUAL
SERIES: 0028
PLANNED
0
ACTUAL
SERIES: 0301
PLANNED
0
ฆ
ACTUAL
SERIES: 0511
PLANNED
o
ACTUAL
SERIES: 0904 and
0905
PLANNED
2
1
ACTUAL
SERIES: 800/1300
Engrs/Scientists
PLANNED
0
ACTUAL
TOTAL2
PLANNED
8
1
2
ACTUAL
PERCENT
EEOC Form 568 (8/87)
1 Total number of projected vacancies.
2 The TOTAL PLANNED only includes the numerical goals shown for Professional and Administrative
since the series goals are included under the relevant occupational category of Professional or
Administrative.
33
-------
PART A, Subpart A (Agency-wide)
AFFIRMATIVE EMPLOYMENT PROGRAM PUN
DISABILITIES
UPDATE 92
FOR MINORITIES. WOMEN AND PEOPLE WITH
PROGRAM ANALYSIS
RECRUITMENT AND HIRING
34
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - RECRUITMENT AND HIRING
The analysis of the Agency's work force profile (under Program Analysis - Work Force Profile) depicts the
significant progress made in increasing the number and percent of minorities and women in both
Professional and Administrative positions. These increases have been achieved as a result of additional
emphasis being placed on locating, hiring/promoting, and retaining qualified minorities, women and people
with disabilities.
Much of our success can be attributed to the Administrator's policy requiring the targeting of a minimum
of 52% of vacancies in Professional and Administrative positions - in which the levels of representation of
minorities and women were determined to be insufficient, for affirmative action. This policy also extends to
supervisory and managerial positions. While we have enjoyed many successes, much work remains to be
done particularly in grade levels GS/GM 13-15 and SES and supervisory/managerial positions. At the close
of FY 1991. there were 307 (10.2%) minorities, and 727 (24.3%) nonminority women in managerial positions
grades GS/GM 13-15. In SES positions, there were 11 (4.0%) minorities, and 49 (17.8%) nonminority
women. Agency work force projections are that a steady upward progression of minorities and nonminority
women in managerial posilions is expected through continued affirmative employment.
Charts 1 through 3 below show the number and percent of minorities and nonminority women (targeted
groups) in seventeen of the EPA's 20 most populous job classifications at the close of FY 1991 (three
Clerical series: 303, 318, and 322 not included). The data shows that with the exception of Professional
nonminority women who are slightly below the civilian labor force (CLF), both targeted groups are at, or
above, the relevant CLF. While these overall data reflect excellent representation levels, it should be noted
that in these particular occupational series parity has not been achieved for the higher level grade groups,
i.e. GS/GM 13-15 and SES. Therefore, affirmative employment program goals are necessary and have been
established (under Program Analysis - Work Force Profile) to eliminate this undesired condition.
Chart 1 PROFESSIONAL
SERIES
MINORITIES
NONMINORITY
WOMEN
TOTAL
POPULATION
401, 510, 511, 819, 893,
905, 1301', 1320, 1350 3
CIVILIAN LABOR FORCE
#
%
#
%
#
1123
16.2
1722
24.9
6918
///////
12.5
/////////
26.9
///////////
EEOC Form 566 (8/87)
2 See Part C of this Plan regarding People with Disabilities.
iologiests, Accountants, Auditors, I
Scientists, Chemists, Geologists.
3 Biologiests, Accountants, Auditors, Environmental Enginners, Chemical Engineers, Attorneys, Physical
35
-------
PART A. Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - RECRUITMENT AND HIRING (continued)
Chart 2 ADMINISTRATIVE
028, 301, 334, 340, 343,
345, 1120 4
CIVILIAN LABOR FORCE
#
%
#
%
#
824
18.1
1796
39.4
4555
mini
13.0
/////////
26.6
//////////
Chart 3 TECHNICAL
029 Environmental
Protection
Assistant
CIVILIAN LABOR FORCE
#
%
#
%
#
113
52.3
80
37.04
216
///////
17.8
/////////
37.02
//////////
There has been, and continues to be, a standing requirement to use all personnel management flexibilities
available under the merit system to demonstrate and support affirmative employment. However, although
these 'flexibilities' are used, and, at times creatively, some specialized skills required to qualify, even
minimumly under proper authorities, for professional positions are rare to nonexistent in the available labor
force - particularly among minorities and women.
Areas in which the Agency has excelled is in its extensive participation in youth employment programs and
its support for, and commitment to minority academic institutions. To carry out the goals of the President's
Executive Order 12677, the Administrator appointed a Minority Academic Institutions Task Force comprised
of senior managers from EPA headquarters, field offices and senior representatives from several of the
nation's Black and Hispanic Institutions of higher eduction. In May 1991, a final action plan was developed.
The problem areas and specific step-by-step actions planned to strengthen the EPA's support of and
involvement in minority academic institutions are identified in the Report of Objectives and Action Items in
this Plan.
Many of the EPA's Regional offices rely heavily on community contacts. Laboratory facilities are often made
available to community groups through Adopt a School Programs. Other cooperative efforts include working
with high schools to identify students for the EPA's Cooperative Education Program, Federal Junior
Fellowship Program and Volunteer Services Program.
To increase and expand our ability to employ and retain employees having child care responsibilities a Child
Day Care Center was established. The Center not only benefits working parents but, the EPA as well. In
EEOC Form 566 (8/87)
4 Environmental Protection Specialists, Administrators, Computer Specialists, Program Managers,
Management and Program Analysts, Contract Specialists
36
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - RECRUITMENT AND HIRING (continued)
some instances we are able to hire as well as retain individuals with much needed skills, knowledge and
abilities that might not otherwise be available.
Vacancies for Senior Executive Service positions are announced through the Office of Personnel
Management (OPM), the Federal Research Service, State agencies and employment offices as well as
government-wide. Present minority recruitment efforts are producing minority and nonminority women
applicants for many but not all of the SES positions. While the number of qualified minority and nonminority
women candidates is steadily increasing, these targeted groups only represented 35% (1 minority man and
14 nonminority women) of the SES selections during FY 1991. To focus attention on the need to increase
not only the attraction rate but the selection rate of minorities and nonminority women in SES positions, an
SES Minority Recruiting Plan initiative has been undertaken. Prior to the advertisement of any SES position,
the selecting official will be required to prepare a written plan designed to address how qualified minority
candidates will be reached (internally/externally). The plan must also address who will be responsible for
implementing the minority recruitment effort and what resources (fiscal/human) will be required to achieve
the desired results.
As an advisory arm to the Administrator, the Human Resources Council (HRC), organized a study group
which developed a series of recommendations designed to strengthen the Agency's Affirmative Employment
Program. A number of actions have been competed as reported in the EPA's annual Accomplishment
Report. Those actions remaining to be accomplished appear in the Objectives and Action Items portion of
this Part.
Hispanics are the fastest growing group in the United States today. They are projected to comprise 10
percent of the Civilian Labor Force (CLF) by the year 2000. While the EPA has made signficant progress
in attracting and hiring Hispanics in Professional and Administrative positions, they remain underrepresented
in some grade levels. Specific areas of underrepresentation are identified in the Program Analysis - Work
Force Profile portion of this Plan. Action items designed to correct these imbalances are in the Objectives
and Action Items portion of this Part.
EEOC Form 566 (8/87)
37
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION - RECRUITMENT AND HIRING
UNDESIRED CONDITION: Present minority 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.
DESIRED CONDITION: An SES recruitment program which produces a sufficient number of qualified
targeted group candidates for consideration and a staff of selecting officials who make selection of targeted
group members to SES positions a priority goal.
ANALYSIS: The Administrator has established that ... "Where underrepresentation exists, expecially in
managerial, supervisory and SES positions, at least 52 percent of placement opportunities will be directed
to minorities and women." However, during FY 1991, these targeted groups only represented 35% (1
minority man and 14 nonminority women) of the SES selections.
PROBABLE BARRIER: Some Agency officials have not focused attention on the need to increase not only
the attraction rate, but the selection rate of minorities and nonminority women in SES positions.
EXPECTED ACTION: Since the problem of minority recruitment is more acute, prior to the advertisement
of any SES position, the selecting official will be required to prepare a written plan designed to address how
qualified minority candidates will be reached (internally/externally) and the timeframe for completing the
minority recruitment effort.
EXPECTED RESULTS: A greater number of qualified minority candidates and a greater number of minority
and nonminority women considered and selected for SES positions.
FOLLOW-UP ACTION: The Office of Human Resources Management is responsible for working with
Agency officials to plan, develop and execute a comprehensive recruiting program designed to reach and
attract qualified minority and nonminority women candidates. The Office of Civil Rights is responsible for
monitoring the program and assessing the effectiveness of recruiting minority and nonminority women. One
of the measures of success will be a comparison of the number of minorities and nonminority women in the
Agency at SES levels with their percent of availability within the appropriate civilian labor force (CLF).
EEOC Form 566 (8/87)
38
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF 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: An SES recruitment program which produces a sufficient number of qualified targeted group
applicants for consideration and a staff of selecting officials who make selection of targeted group
candidates to SES positions a priority goal.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Develop and implement an
SES Recruitment Program
designed to reach both
qualified minorities and
nonminority women.
Office of Human Resources Manangement
Selecting Officials
Office of Civil Rights (Assistance)
Special Emphasis Program Managers
Professional Groups (e.g. Society of Black Engineers)
Assistant Administrators
Assistant Regional Administrators
Deputy Regional Administrator (Region 1)
EEO Officers
Area Directors Office of Civil Rights
August
30, 1992
Design and maintain a system
by which qualified candidate
applications are tracked to
determine the number of
minority (by specific
race, national origin)
and nonminority women
applicants for SES positions.
Office of Human Resources Management
August
30, 1992
Design, develop and publish a
brochure highlighting EPA's
mission and the varied
professional groups that work
at EPA. Distribution should
be directed at female and
minority communities.
Assistant Administrators
Regional Administrators
Laboratories
Office of Communication, Education and Public Affairs
Office of Human Resources Management
Special Emphasis Program Managers
EEO Officers
Area Directors of Civil Rights
July 30,
1992
Monitor and assess the
effectiveness of the SES
Recruitment Program.
Office of Civil Rights
Special Emphasis Program Managers
EEO Officers
Area Directors of Civil Rights
Office of Human Resources Management
Annually
and as
needed.
EEOC Form 566 (8/87)
39
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION - RECRUITMENT AND HIRING
UNDESIRED CONDITION: 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 and SES)
where underrepresentation exists. Further, although the number of qualified targeted group candidates is
steadily increasing, minorities or nonminority women are being selected at an acceptable rate.
DESIRED CONDITION: A recruitment program which produces a sufficient number of qualified targeted
group candidates for consideration and a staff of selecting officials who make selection of targeted group
members for occupational categories and grade levels where underrepresentation exists a priority goal.
ANALYSIS: The Administrator has established that ... "Where underrepresentation exists, expecially in
managerial, supervisory and SES positions, at least 52 percent of placement opportunities will be directed
to minorities and women." While targeted groups are, overall, at or above the relevant civilian labor force
in the Agency's major occupational groups, parity has not been achieved in the higher level grade groups
i.e. GS/GM 13-15 and SES. Therefore, affirmative employment actions are necessary to eliminate this
undesired condition.
PROBABLE BARRIER: Some Agency officials have not focused attention on the need to increase not only
the attraction rate, but the selection rate of minorities and nonminority women in major occupational
categories at higher grade levels (GS/GM 13-15 and SES).
EXPECTED ACTION: That management and selecting officials achieve the Agency-wide goals set by the
Administrator, achieve the numerical goals they have individually (by organizational component) established
which have been incorporated into this Plan, periodically monitor their progress toward meeting their goals
and continue to set annual goals by major occupational series/grade.
EXPECTED RESULTS: A greater number of qualified targeted group candidates and a greater number of
targeted group members considered and selected for major occupational categories and grade levels where
underrepresentation exists.
FOLLOW-UP ACTION: The Office of Human Resources Management is responsible for working with
Agency officials to plan, develop and execute a comprehensive recruiting program designed to reach and
attract qualified minority and nonminority women candidates. The Office of Civil Rights is responsible for
monitoring the program and assessing the effectiveness of recruiting minority and nonminority women. One
of the measures of success will be a comparison of the number of targeted groups in the Agency in the
various major occupational groups/grade level with their percent of availability within the appropriate civilian
labor force (CLF).
EEOC Form 566 (8/87)
AO
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS - PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: Present recuitment efforts are not producing a sufficient number of
targeted group applicants for specific occupational categories and higher grade levels (GS/GM 13-15 and
SES) where underrepresentation exists. Further, although the number of qualified targeted group candidates
is steadily increasing, targeted group members are not being selected at an acceptable rate.
OBJECTIVE: A recruitment program which produces a sufficient number of qualified targeted group
candidates for consideration and a staff of selecting officials who make selection of targeted group members
for occupational categories and grade levels where underrepresentation exists a priority goal.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Develop and implement a recruiting
program designed to reach and attract
qualified minorities and nonminority for
occupational categories in which
targeted groups are
underrepresented - particularly at
grade levels 13 and above in the
Agency's major occupational
categories: 028, 029, 301, 334, 340,
343, 345, 401, 510, 511, 819, 893, 905,
1120, 1301, 1320, and 1350.
Office of Human Resources Management
Office of Civil Rights (Technical Assistance)
Special Emphasis Programs Managers (Technical
Assistance)
Area Directors of Civil Rights (Technical Assistance)
Sept 30,
1992
with
revisions
and
updates
annually
or as
needed.
Achieve the affirmative employment
program goals identified in this Plan.
Assistant Administrators
Deputy Assistant Administrators
General Counsel
Inspector General
Regional Administrators
Deputy Regional Administrators
Assistant Regional Administrators and
Management Division Directors
EEO Officers (Technical Assistance)
Special Emphasis Programs Managers (Technical
Assistance)
Area Directors of Civil Rights (Technical Assistance)
Sept 30,
1992
Monitor and assess the effectiveness
of recruiting efforts.
June 30,
1992
Prepare an FY 1992 Affirmative
Employment Program Accomplishment
Report and a FY 1993 Affirmative
Employment Program Plan Update
according to instructions provided by
the Office of Civil Rights and provide
reports within the specified timeframe.
Nov 1,
1992, or
per OCR
instruc-
tions
Develop a succession planning model
for projecting/identifying replacements
for expected vacant managerial
positions and developing a pool of
qualified replacements.
Assistant Administrator for Administration and
Resources Management (Office of Human
Resources Management)
Sept 30,
1993
EEOC Form 566 (8/87)
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION - RECRUITMENT AND HIRING
MINORITY ACADEMIC INSTITUTIONS
NOTE: ^heJoJJ^jn2>h3sJbegn_e^rt22i!!LLi^!2^il2!IllE!iLฃ22l2i2ii2IL2S9SdL2li!lSJ^2SCฃ^L2Ll221
Update (April 1991). The editorial revision has been made for specificity and clarification purposes.
UNDESIRED CONDITION: The EPA does not enjoy a mutually beneficial relationship/partnership with
Minority Academic Institutions (MAIs) to the extent possible and desirable. At present, the EPA (1) and Its
programs are not well known among MAIs and therefore, students are not attracted to work for EPA; (2) the
EPA does not work with MAIs to make environmental science related courses core components of liberal
arts and technical degree programs. Thus, few college graduates are adequately trained for, or interested
in, careers in environmental professions due to limited exposure to the subject; (3) the EPA has a limited
Graduate Fellowship (including trainees, internships) Program for MAIs and no Undergraduate Scholarship
Program; (4) the EPA does not have a shared partnership with MAIs which allows for an exchange of
personnel. Thus, MAIs are not aware of EPA's environmental programs and are not able to describe EPA's
programs to their students and faculty thereby not reaching potential employees. There is a lack of
knowledge of environmental issues and career opportunities in the environmental field on the campuses of
many MAIs. There is a need to maintain the Directory of EPA Support to Minority Academic Institutions
published in November 1991. The current National Urban/Rural Fellows Program (NURF) Program does
not include environmental science management as part of the curriculum. The program is one year and
gives college students support towards a Masters degree in public administration and ultimately a position
with EPA. It is highly focused and aimed at enhancing the participation of mid-career minority and
nonminority women administrators in the upper levels of public sector management and leadership. The
funding for research grants to MAIs and the equipment and research instrumentation acquisition program,
which assists MAIs in strengthening their capabilities to conduct research, is not adquate to strengthen the
research activities, curricula in the sciences and engineering or faculty participation in the fields of science
and engineering. There is a need to develop a key MAI as an Academic Center of Excellence in
environmental sciences and engineering. Support for MAIs must become a part of the day-to-day operation
of the ongoing EPA programs. Presently, there is no means to ensure that MAIs are included in all aspects
of EPA's programs.
DESIRED CONDITION: To expand EPA's relationship with Minority Academic Institutions (MAIs) and
establish more effective partnerships with them for the benefit of both the institutions, students and the EPA.
ANALYSIS: In 1987, the U.S. Congress passed P.L 99-383, Section 8, which established The President's
Task Force on Women, Minorities and the Handicapped in Science and Technology. The President's Task
Force was comprised of members from 15 Federal agencies, one of which was EPA, and leaders in the
private sector and education. Its purpose was to develop a long-range plan for broadening participation
in science and engineering. The Task Force held hearings and issued an interim report in 1988, and a final
report in December 1989. Both reports identified serious problems with science education in the United
States and predicted severe shortages of scientists and engineers in the future due, in part, to changing
demographics. The final report suggested six national goals and thirty remedial actions that must be taken
by the Nation if the problem is to be effectively addressed. In response to this report the Administrator, EPA
created The Administrator's Workgroup on Women, Minorities and Handicapped in Science and
Technology" to review the recommendations from the President's Task Force report and develop a
comprehensive strategy for EPA to follow. In April 1990, the Workgroup reviewed each of the thirty
recommendations and identified the proactive and preventive measures that the EPA could initiate.
EXPECTED RESULTS: EPA's support of MAIs is strengthened by insightful expansion of its existing
programs (grants and fellowships to MAIs) to a greater number of MAIs. The objective of this effort - to
ensure a cadre of qualified scientists and engineers in the future. The "proactive" and "preventive" measures
discussed above are identified in the Report of Objectives and Action Items that follow.
42
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: T|iefojj^|ng_h||=b^ni^rtgrj|ll^irev!s^:^mthงtcggt|in^_on=^ge^i^JheAgงnc^|=RM^^
U^|t|JAgnM^l^_Th|_^rten|j_gvi|i2n=h||=^g|nig|g|Jorjg|gK|g^j^_gj|rf|g|tign=gyg^ง|;a=
PROBLEM/BARRIER STATEMENT: The EPA and Its programs are not well known among MAIs and
therefore, students are not attracted to work for EPA.
OBJECTIVE: To expand the EPA's relationships/partnerships among MAIs to develop cooperative ventures
that would benefit both the EPA (in terms of developing needed professional skills for employment with the
EPA and MAIs (in terms of enhancing the academic curriculum).
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Work with MAIs to arrange for EPA
employees to serve as teachers,
assistants, mentors and role models in
the classroom.
Office of Human Resources Management
Office of Research and Development
(Assistance/Coordination)
Assistant Administrators
General Counsel
Inspector General
Regional Administrators
Associate Administrators
Laboratories
Sept 30,
1992
Develop a formal program to provide
EPA scientists and engineers and
opportunity to teach environmentally
related courses at MAIs.
Sept 30,
1992
Encourage employees to participate in
developmental assignments at MAIs by
the authority established by the Inter-
Governmental Personnel Act (IPA).
As
needed.
Provide a status report to the
Administrator.
Sept 30,
1992
Office of Human Resources Management
Office of Research and Development (Assistance)
EEOC Form 566 (8/87)
43
-------
PART A, Subpart A (Agency-wide)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 of the Agency's FY 1991
Update (April 19911. The editorial revision has been made for specificity and clarification purpnses_
PROBLEM/BARRIER STATEMENT: At present, the EPA does not work with Minority Academic Institutions
(MAIs) to make environmental science related courses core components of libera) arts and technical degree
programs. Thus, few college graduates are adequately trained for, or interested in, careers in environmental
professions because they have had limited exposure to the subject.
OBJECTIVE: To gain support for both undergraduate and graduate students and programs in science and
engineering fields relevant to the environment.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Select 3 MAIs for a pilot project to
develop new environmental science
programs and curricula or enhance
existing programs.
Office of Communication, Education and Public Affairs
(Lead Responsibility)
Assistant Administrators (Program Development
Assistance)
Regional Administrators (Program Development
Assistance)
Sept 30,
1992
Provide a status report to the
Administrator.
Office of Communication, Education and Public Affairs
Sept 30,
1992
EEOC Form 566 (8/87)
44
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 of the Agency's FY/1991
y^^JAgriM^91]iJ^Te_edrtoriaJi^|s|gnJias_b|enmid|Jgrjg|cffte^ijndi^rifjca|ign_guj^^^i_-
PROBLEM/BARRIER STATEMENT: The EPA has a limited Graduate Fellowship Program with MAIs and no
Undergraduate Scholarship Program.
OBJECTIVE: To establish a formal National Research Scholars Program in environmental sciences which
focuses on minority academic institutions.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Plan, develop, and incorporate a
formal National Research Scholars
Program in environmental sciences
which focuses on MAIs into the
existing Minority Fellowship Program.
Office of Communication, Education and Public Affairs
(Lead Responsibility)
Office of Research and Development (Assistance)
Regional Administrators (Funding Allocation)
Laboratories (Funding Allocation)
Sept 30,
1992
Establish a minimum of 25 two-year
research fellowships at $50K/year (x 4
years) ($1,850,000) at MAIs for
graduate level minority students using
existing authorities within the Office of
Research and Development.
1992
and
annually
thru
1995
Establish 25 two-year scholarships at
$25K/year ( x 4 years) ($7,400,000) at
MAIs for undergraduate level minority
students.
Provide financial support for
scholarships and fellowships as
defined in the Minority Academic
Institutions Task Force (MAI Task
Force) Action Plan of May 31,1991.
Appoint a mentor responsible for
providing guidance and counseling the
student and coordinating summer
employment.
As
needed.
Provide a status report to the
Administrator.
Office of Communication, Education and Public Affairs
Sept 30,
1992
thru
1995
EEOC Form 566 (8/87)
45
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 of the Agency's FY 1991
Uฃdatej[A|jnM991]i-The_ediU>riahฃvtejonJiasJbgenjTi^^
PROBLEM/BARRIER STATEMENT: There Is not a shared partnership between EPA and MAIs which allows
for an exchange of personnel. Thus. MAIs are not aware of EPA's environmental programs and are not able
to describe EPA's programs to their students and faculty thereby not reaching potential employees.
OBJECTIVE: To expand the use of all types of hiring programs to attract graduating students.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Develop an agency-wide program to
expand the use of all types of hiring
programs I.e.: Cooperative Education,
Federal Junior Fellows. Summer
Employment, Stay-in-School, EPA
Management Intern, Presidential
Management Intern, Faculty Fellow -
Refer to MAI Task Force Final Action
Plan of May 1991, pages 13 through
17 for specifics regarding this action.
Office of Human Resources Management
Assistant Administrators
Regional Administrators
Sept 30,
1992
Develop a College Relations Program
with all targeted MAIs.
Create and distribute
(internally/externally) a marketing
package on student and faculty from
MAIs.
Conduct meetings with EPA managers
to establish hiring strategies for
students and faculty from MAIs.
Acquire a resources commitment from
each AAship and Regional Office to
hire a minimum number of students
and faculty members for summer
employment.
March
1992
Provide a status report to the
Administrator.
Office of Human Resources Management (Lead)
Assistant Administrators (Report Input)
Regional Administrators (Report Input)
Sept 30,
1992
EEOC Form 566 (8/87)
46
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 of the Agency's FY 1^91
Update (April 1991). The editorial revision has been made for specificity and clarification purposes.
PROBLEM/BARRIER STATEMENT: A knowledge of environmental issues and career opportunities in the
environmental field is lacking on the campuses of many MAIs.
OBJECTIVE: To introduce scientific and engineering students to an environmental concerns and issues
which may stimulate their interest in seeking career opportunities in the environmental field.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Work with major environmental
groups and private industry to
organize environmental conferences,
seminars and workshops on MAI
campuses to educate students,
faculty and administrators on
environmental issues and concerns
and trends.
Assistant Administrators
Regional Administrators
General Counsel
Inspector General
Office of Communication, Education and Public Affairs
Associate Administrator for Regional Operations and
State/Local Relations
Office of Human Resources Management
Special Emphasis Program Managers
Annually
Co-sponsor annual environmental
conferences and workshops - Atlanta,
Nashville, Los Angeles, San Antonio,
and Washington, D.C., and conduct
job interviews with MAI scientific and
engineering students.
Beginning
1992
Develop a brochure on EPA's
program which would provide an
overview of agency goals,
accomplishments, research activities,
environmental protection actions,
work of regional offices and research
laboratories, and career
opportunities.
Office of Communication, Education and Public Affairs
Office of Human Resources Management
Special Emphasis Program Managers
Nov 30,
1992
Develop a videotape in partnership
with the brochure discussed above.
Provide a status report to the
Administrator.
Office of Human Resources Management (Report
Coordination)
Sept 30
Annually
EEOC Form 566 (8/87)
47
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 of the Agency's FY 1991
y|jdateJAฃrjM92!}i_^heiedjtorjahwisjonJ]asibeenjTTadeJOฃSฃecificit^and>c!ง^
PROBLEM/BARRIER STATEMENT: In November 1991, the EPA, Minority Academic Institutions Task Force,
Management Accountability and Institutional Issues Subcommittee planned, developed and published a
Directory of EPA Support to Minority Academic Institutions which identifies program activities (research
grants, Cooperative Education agreements, Inter-governmental Personnel Act agreements, Fellowships,
equipment donations/transfers, training grants, Faculty Internships, Student Internships, and education) with
MAIs. However, to be effective the directory must be updated annually which the following action item
addresses.
OBJECTIVE: To maintain a single publication which describes the various activities performed in support
of MAIs.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Update the Directory of EPA Support
to Minority Academic Institutions.
Office of Communication, Education and Public Affairs
Annually
EEOC Form 566 (8/87)
48
-------
PART A, Subpart A (Agency-wide)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 of the Agency's FY 1991
PROBLEM/BARRIER STATEMENT: The current National Urban/Rural Fellows Program (NURF) Program
does not include environmental science management as part of the curriculum. The program Is one year
and gives college students support towards a Masters degree in public administration and ultimately a
position with EPA. It is highly focused and aimed at enhancing the participation of mid-career minority and
nonminority women administrators in the upper levels of public sector management and leadership.
OBJECTIVE: To expand the current NURF Program and establish a 2-year Environmental Science
Management Fellowship (ESMF) Program based on the NURF model.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Evaluate current NURF 1-year training
program and modify to encourage
more EPA offices to participate.
Office of Human Resources Management (Program
Management)
Assistant Administrators
Regional Administrators
Laboratories
July 30,
1992
Review progress of the planning
process for the 2-year Environmental
Science and Management Fellowship
Program (ESMF).
3rd &
4th Qtr
FY 1992
Explore establishment of the ESMF at
a MAI.
FY 1993
EEOC Form 566 (8/87)
49
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 of the Agency's FY 1991
Update (April 1991). The editorial revision has been made for specificity and clarification purposes.
PROBLEM/BARRIER STATEMENT: The funding for research grants to MAIs and the equipment and
research instrumentation acquisition program which assists MAIs in strengthening their capabilities to
conduct research is not adequate to strengthen the research activities, curricula in the sciences and
engineering or faculty participation in the fields of science and engineering.
OBJECTIVE: To increase the availability of qualified minority and nonminority women scientists and
engineers.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Design a competitive program for
solicitation from MAIs to address
science-specific issues relevant to the
Agency's risk assessment and/or risk
management processess.
Office of Human Resources Management
Office of Research and Development
Sept 30,
1992
Reserve an additional $1M out of the
current research grant program for
grants to MAIs.
1992
1993
1994
Establish an equipment and research
instrumentation acquisition program
which will assist MAIs in strengthening
their capabilities to conduct research.
Refer to MAI Task Force Final Action
Plan of May 1991, pages 17 through
18 for specifics regarding this action.
March
31, 1993
EEOC Form 566 (8/87)
50
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 of the Agency's FY 1991
PROBLEM/BARRIER STATEMENT: There is a need to develop a key MAI as an Academic Center of
Excellence in environmental sciences and engineering.
OBJECTIVE: 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.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Establish and maintain support for
three MAI centers of excellence In: (1)
environmental health sciences; (2)
physical sciences and engineering,
and (3) biological sciences and
biotechnology: Clark-Atlanta
University, Southern University at
Louisiana and University of Texas. El
Paso.
Office of Research and Development
Office of Communication, Education and Public Affairs
(Assistance)
Sept 30,
1992
Provide a status report to the
Administrator.
EEOC Form 566 (8/87)
51
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
MINORITY ACADEMIC INSTITUTIONS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 46 o1 the Agency's FY 1991
Update (April 1991 i. The editorial revision has been made for specificity and clarification purposes.
PROBLEM/BARRIER STATEMENT: The support for MAIs must become a part of the day-to-day operation
of the ongoing EPA programs. At present, there Is no means to ensure the MAIs are included in all aspects
of EPA's programs. Further, managers and supervisors need to fully support and participate in the activities
of the Agency with MAIs.
OBJECTIVE: To foster a proactive and positive relationship among Agency components and MAIs.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET DATE(S)
Establish a Minority Academic
Institutions Office.
Office of the Administrator,
Office of Communication, Education and
Public Affairs
Sept 30, 1992
Carry out the actions contained on
pages 20 through 23 of the Minority
Academic Institutions Task Force' Final
Action Plan of May 1991.
Assistant Administrators
Deputy Assistant Administrators
Regional Administrators
Deputy Regional Administrators
General Counsel
Inspector General
Associate Administrators
Staff Office Directors
As indicated in the
MAI Task Force' Final
Action Plan (May
1991)
EEOC Form 566 (8/87)
52
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION - RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 47 of the Agency's FY 1991
Update (April 1991). The editorial revision has been made for specificity and clarification purposes.
UNDESIRED CONDITION: There is a manifest imbalance and, In some cases, conspicuous absence of
minorities and nonminority women in upper grade levels (GS/GM 13 and above) and in supervisory
positions.
DESIRED CONDITION: Representation of minorities and women in Grades 13 and above and in
supervisory/managerial positions is comparable at least to their overall representation in EPA's work force.
PROBABLE BARRIERS: Several barriers contribute to the underrepresentation of minorities and
nonminority women at this level. (1) Unnecessary education restrictions placed upon supervisory positions
and on "feeder" positions which limit the applicant pool; (2) perception of some managers that minorities
and nonminority women are not qualified to be supervisors; and (3) insufficient developmental opportunities
for targeted groups at the mid-level to hone their skills and gain visibility.
ALTERNATIVES: (1) Review proposed supervisory positions with program officials to determine where
multiple series listings may be used and restructure mid-level jobs so that functions not requiring specific
scientific or engineering expertise may be assumed by those in Environmental Protection Specialist
positions. These action would broaden the applicant pool, enabling greater numbers of targeted group
members to qualify; (2) increase EEO awareness and cross cultural communication training for managers
and supervisors; (3) expand mid-level development opportunities, targeting and assuring participation of
minorities and women.
EXPECTED RESULTS: Greater selection of targeted groups for upper level and supervisory/managerial
positions with significant increase in their representation at these levels.
FOLLOW-UP ACTION: Review vacancy listings and selections for supervisory positions to determine effect
of broadening qualifications; monitor progress in meeting goals; evaluate and expand EEO awareness
training; monitor progression of participants in EPA developmental programs.
EEOC Form 566 (8/87)
53
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
NOTE: The following has been editorially revised from that contained on page 48 of the Agency's FY 1991
Update (April 1991). The editorial revision has been made for specificity and clarification purposes.
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, initially to at least their percent of representation in EPA's work force and
ultimately to their percent of availability within the relevant civilian labor force.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Conduct targeted projects
to recruit members of groups
that remain underrepresented.
Assistant Administrators
General Counsel
Inspector General
Regional Administrators
Associate Administrators
Staff Office Directors
Ongoing
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.
EEOC Form 566 (8/87)
54
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PUN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION t RECRUITMENT AND HIRING
UNDESIRED CONDITION: Current recruitment efforts are not yielding sufficient gains in the hiring of
minorities and nonminority women.
DESIRED CONDITION: Recruitment actions which result in the selection of minorities and nonminority
women at a progressive rate particularly in those occupational categories and grade levels where these
targeted groups remain underrepresented.
ANALYSIS/PROBABLE BARRIERS: (1) Recruitment actions and/or recruitment teams at all locations may
not be as effective as they could be; (2) the Agency is not fully utilizing recruitment incentives, i.e. special
pay rates, increased salary for critical positions, variable entry grade levels, bonuses and travel expenses,
etc.; (3) the Agency has not expanded its use of direct hiring authority particularly in entry level scientific
and technical positions; (4) some selecting officials may not be selecting qualified minorities and nonminority
women for some positions due to their personal perceptions regarding these targeted groups.
ALTERNATIVES: (1) Appointment of recruiting teams made up of senior managers with full authority and
responsibility to hire for all entry level positions; (2) provide training to each AAship/Region recruiting team
member regarding recruitment responsibilities, interviewing techniques, reporting requirements, etc.; (3)
develop a quarterly recruitment plan that assesses budget needs, targeted positions, recruitment events,
etc.; (4) establish an incentives system to recognize managers and supervisors who are successful in
meeting hiring objectives; (5) obtain Direct Hire Authority for all scientific and engineering positions at the
GS-5 and GS-7 levels; (6) strengthen the Agency's network of recruitment teams by conducting annual
seminars on the recruitment program; (7) Assistant Administrators and Regional Administrators hold quarterly
meetings with managers/supervisors to review the recruitment program, discuss strategy plans, and
exchange contacts and resource information.
EXPECTED RESULTS: Greater minority and nonminority women applicant pools from which to make
selections for positions - particularly for positions which these targeted groups are underrepresented.
underrepresented.
FOLLOW-UP ACTION: Periodic reviews of the results of recruitment efforts and its effectiveness in locating
qualified targeted groups.
EEOC Form 566 (8/87)
55
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF 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 nonminoritv women.
OBJECTIVE: Recruitment actions which result in the selection of minorities and nonminority women at a
progressive rate particularly in those occupational categories and grade levels where these targeted groups
remain underrepresented.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Appoint recruiting teams made up of
senior managers with full authority and
responsibility to hire for entry level
positions.
Assistant Administrators
Regional Administrators
Laboratories
Staff Office Directors
June 30, 1992
Provide training to recruitment team
members regarding recruitment
responsibilities, interviewing techniques,
reporting requirements, etc.
Office of Human Resources Management
(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)
Aug 1, 1992 and
thereafter as
needed.
Develop a recruitment plan that assesses
budget needs,-targeted positions,
recruitment events, etc.
Office of Human Resources Management
(Coordination)
Assistant Administrators (Action)
Regional Administrators (Action)
Laboratories (Action)
Staff Office Directors (Action)
EEO Officers (Advisory)
Area Directors of Civil Rights (Advisory)
Special Emphasis Programs Managers
(Advisory)
3rd and 4th
Quarter, FY
1992 and
update quarterly
and/or as
needed.
Establish an incentives system to
recognize recruitment teams and/or
recruitment team members who are
successful in meeting hiring objectives.
Office of Human Resources Management
(Lead)
Sept 30, 1992
Continued.
EEOC Form 566 (8/87)
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PART A. Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: RECRUITMENT AND HIRING (continued)
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET DATE(S)
Achieve the affirmative employment program
goals identified in the Plan.
Assistant Administrators
Deputy Assistant Administrators
General Counsel
Inspector General
Regional Administrators
Deputy Regional Administrator,
Region 1
Assistant Regional Administrators
and Management Division Directors
Sept 30, 1992
Monitor and assess the effectiveness of
recruiting efforts.
June 30, 1992
Prepare an FY 1992 Affirmative Employment
Program Accomplishment Report and a FY 1993
Affirmative Employment Program Plan Update
according to instructions provided by the Office
of Civil Rights and provide reports within the
specified timeframe.
Nov 1, 1992 or
per OCR
instructions.
EEOC Form 566 (8/87)
57
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS
EMPLOYEE DEVELOPMENTAL PROGRAMS
58
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - EMPLOYEE DEVELOPMENT PROGRAMS
Following the recommendation of a study conducted for EPA by the National Academy of Public
Administration, the Agency placed a major focus on the career development of its employees. To assist in
this focus, several committees/councils were formed to advise management on relevant issues, recommend
policies and propose programs to address the developmental needs of the broad spectrum of EPA's work
force. Committees/councils include the Human Resources Council, with minicouncils at various EPA
facilities; the Support Careers Advisory Committee and an advisory committee on the Framework for
Achieving Managerial Excellence (FAME). A broad range of developmental programs have emerged to
complement the cadre of specific training courses designed to enhance and/or develop employees' skills.
In addition to specific training courses, developmental details and rotational assignments are also provided.
Career counseling is available to employees through the Employees Assistance Program and Career
Management Workshops are conducted periodically. A computer based developmental program called
DISCOVER was initiated which takes an individual through the steps necessary to plan his/her career. It
is designed to help employees (1) analyze their present career satisfaction: (2) assess their career related
interests, skills, and values; (3) gather information regarding specific career fields within the Agency; (4) learn
decision making skills, and (5) identify goals and develop a personal action plan. While the Agency
participates in the Upward Mobility Program to provide growth opportunities for employees with the potential
for advancement, mid-level employees, particularly minorities and women are also assistant through an EPA
program called Greater Leadership Opportunities. This program is designed to prepare individuals for
supervisory and managerial positions by providing increased visibility and opportunities for developing their
competence in key areas where they have not had experience. However, some managers have the
perception that minorities and women are not qualified to be supervisors/managers and, therefore, do not
select them for these jobs. The EPA Institute involves EPA employees with a given subject matter expertise
in teaching other EPA employees. Participation provides visibility and experience. Of particular note is
Region Ill's Environmental Protection Specialist (EPS) Certification Program. This program includes internal
and external training Opportunities for participants to obtain the skills, knowledge and abilities required to
qualify for EPS positions. Enrollment in this program includes instruction at Temple University through a
cooperative agreement. Training data are available on all Agency employees through the Employee Payroll
Data System (EPAYS). The EPAYS includes information such as the highest educational level and type and
field of degree. However, accuracy of this data is dependent upon the employee's update. The data system
also includes formal training courses taken by the employee while at the Agency but does not include
informal workshops, training conferences, etc., which are not entered into the data system. In addition to
increased emphasis on EEO training for supervisors and managers, the Agency has turned increased
attention to how best to value the cultural diversity of its work force. Training and cultural diversity initiatives
will be utilized to lessen the perception that some may still have that minorities and nonminority women are
not qualified for supervisory and managerial positions. Through greater attention to the statutory
requirements of the affirmative employment program, directed by the Office of Civil Rights, and the
recommendations of the cultural diversity task force, directed by the Office of Human Resources
Management, the Agency intends to eliminate any misperceptions that may continue to exist based on an
individual's race, ethnicity or gender. EPA's ability to meet ever increasing expectations depends on the
quality of the leadership, commitment, and management skills of its first-line supervisors, middle-managers
and executives. To ensure leadership quality there is a need to (1) align EPA support systems to reinforce
sound management practices, (2) build a diverse management team with effective management and
leadership skills, and (3) change attitudes to value management as a distinct career that is crucial to EPA's
mission. To support these goals there is a need to assess individual needs, prepare an individual
development plan and provide training and developmental experiences.
59
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PART A, Subpart A (Agency-wide)
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM I BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT PROGRAMS
UNDESIRED CONDITION: There is an underrepresentation of minorities and women in supervisory
positions.
DESIRED CONDITION: Representation of minorities and women in supervisory and managerial positions
at least comparable to their availability in the relevant Civilian Labor Force.
ANALYSIS/PROBABLE BARRIER: Several barriers contribute to the imbalance of minorities and women
in supervisory and managerial positions (1) unnecessary education restrictions placed upon supervisory
positions and on 'feeder' positions which limits the applicant pool; (2) the perception of some managers that
minorities and women are not qualified to be supervisors; and (3) insufficient participation by minorities and
women in mid-level development programs.
EXPECTED ACTION: (1) Review proposed supervisory positions with program officials to determine where
multiple series listings may be used and restructure mid-level jobs so that functions not requiring specific
scientific or engineering expertise may be assumed by those in Environmental Protection Specialist
positions. These actions would broaden the applicant pool, enabling more minorities and women to qualify;
(2) establish specific goals for grade group GS/GM 13-15 and supervisory positions by organizational
component, as for other goals; (3) increase EEO awareness and cross cultural communication training for
managers and supervisors; (4) expand mid-level developmental opportunities, targeting and assuring
participation of minorities and women.
EXPECTED RESULTS: Greater selection of minorities and women for upper level and
supervisory/managerial positions with significant increase in their representation at these levels.
FOLLOW-UP ACTION: Review vacancy listings and selections for supervisory positions to determine effect
of broadening qualifications; monitor progress in meeting goals; evaluate and expand EEO awareness
training; monitor progression of participants in EPA developmental programs.
EEOC Form 566 (8/87)
60
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Some managers have the perception that minorities and nonminority
women are not qualified for supervisory and managerial positions and tend not to select them for these jobs.
Lack of understanding by some EPA officials as to how diversity in the work force should be valued, along
with absence of EEO and cultural diversity training, constitute barriers to resolution of this problem.
OBJECTIVE: To lessen objections to minorities and nonminority women in management positions, the
perception that they are not qualified, and to increase the selection of minorities and nonminority women
in supervisory and management positions.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Provide project management assignments,
details, rotational assignments, temporary
promotions to supervisory positions, and
other career development options to
enhance the visibility of minorities and
nonminority women and permit them to
demonstrate their skills.
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Deputy Regional Administrators
Office of Human Resources Management
Human Resources Staff (HQ)
Supervisors/Managers Agency-wide
Laboratories
Annually
Expand mid-level targeted training
opportunities to address specific needs of
minorities and women and enhance their
credentials.
Sept 30, 1991
Expand training for managers and
supervisors in EEO awareness, affirmative
employment programs and cross-cultural
communications.
Sept 30, 1992
Publish and highlight the "success stories"
of minorities and nonminority women
within the EPA to increase their visibility to
managers and as role models.
Office of Human Resources Management
Special Emphasis Programs Managers
Office of Communication, Education and
Public Affairs
Semi-annually or
as needed.
Provide workshops, seminars and other
training in documenting and presenting
relevant managerial experience through
applications, resumes and interviews.
Office of Human Resources Management
(Lead)
Special Emphasis Programs Managers
(Assistance)
Annually
Implement the Administrative Career
Management System for Secretarial and
Administrative Positions to enhance career
opportunities for the EPA support staff.
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Deputy Regional Administrators
Laboratories
Supervisors/Managers Agency-wide
EEO Officers (Advisory)
Support staff
position reviews:
Sept 30, 1992
Job classifi-
cation changes:
As needed.
EEOC Form 566 (8/87)
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PART A, Subpart A (Agency-wide) UPDATE 91
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT PROGRAMS
UNDESIRED CONDITION: The existence of a misperception by some managers that minorities and
nonminority 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.
DESIRED CONDITION: A work place In which all employees value the diversity of the staff and where there
is true equal employment opportunity for all to advance to their maximum potential.
PROBABLE BARRIER: Awareness of managers regarding the EPA's equal employment opportunity
responsibilities under law and commitment of sufficient resources to comprehensive training.
ANALYSIS: As the Agency continues to achieve success in implementation of its affirmative employment
obligations, it has become increasingly clear that occasional misunderstandings or misperceptions, based
in part on a persons' race, ethnicity or gender, create problems within the work place. These problems may
manifest themselves in EEO complaints, grievances, negative verbal communication or disruptions in
performance of work responsibilities. The Agency has concluded that it would be a logical and appropriate
extension of effective affirmative employment practices to increase employees' awareness of cultural
diversity.
EXPECTED ACTION: Combine cultural diversity training with training about the Agency's obligations under
equal opportunity law.
EXPECTED RESULTS: With increased awareness of both the legal requirements and the value of the
diversity that equal opportunity practices bring to the work force, there should result a more productive,
more harmonious and more just work environment.
FOLLOW-UP ACTION: The Office of Civil Rights and
monitor events that suggest the need for these training
courses accordingly.
the Office of Human Resources Management will
initiatives and will assist the development of these
EEOC Form 566 (8/87)
62
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PUN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: The existence of a misperception by some managers that minorities and
nonminority 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. Awareness of the Agency's affirmative employment
obligations and availability of sufficient resources may be a barrier to assessing the need for and developing
comprehensive training.
OBJECTIVE: Offering training to employees that allows them to understand the requirements of equal
opportunity law and value the diversity within the work force so that evaluation and advancement can occur
without regard to employees' race, ethnicity or gender.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Continue development of Cultural Diversity
Task Force recommendations.
Office of Human Resources Management
Sept 30. 1991
Monitor equal opportunity complaints or
problems to determine training needs.
Office of Civil Rights
Sept 30. 1991
Develop training that will address those
aspects of equal opportunity law and
cultural diversity that will assure that
employees, especially managers and
supervisors, understand the Agency's
obligations and how best to value the
diversity of the work force.
Office of Human Resources Management
Office of Civil Rights
Sept 30. 1991
Sept 30. 1992
EEOC Form 566 (8/87)
63
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PART A, Subpart A (Agency-wide) UPDATE 91
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION - EMPLOYEE DEVELOPMENT PROGRAMS
UNDESIRED CONDITION: Supervisors, managers and executives have not mastered essential managerial
competencies so that consistent quality is achieved in their efforts to develop and enhance the skills of
people and manage a diverse work force.
DESIRED CONDITION: 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.
ANALYSIS/PROBABLE BARRIERS: Managers may not recognize, or may be reluctant to admit or to seek
managerial enhancement training and/or counseling due to the present culture, their own or others'
expectations of them, 'business-as-usual", the difficulty or, unwillingness on their part to change their habits,
"not enough time", etc.
EXPECTED ACTION: Institutionalize the management development policy (EPA Order No. 3140.3),
continue to have greater coordination between and across organizational staff elements, and expansion of
human and financial resources to achieve and support the desired condition.
EXPECTED RESULTS: 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.
EEOC Form 566 (8/87)
64
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Supervisors, managers and executives have not mastered essential
managerial competencies so that consistent quality is achieved in their efforts to develop people and
manage a diverse work force.
OBJECTIVE: A management team that possesses the competencies that will provide the framework,
direction and leadership to their organizations to improve effectiveness and efficiency while responding
flexibly to new demands.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Prepare an annual management
development plan to address the needs of
the organization as defined in EPA Order
Number 3140.3 of August 6,1991, subject:
Management Development Policy and
Guidance.
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Office, Division, and Laboratory Directors
Managers/Supervisors/Executives Agency-
wide
Annually
Use the Individual Development Plan (IDP)
process to focus on needs of individuals
with managerial responsibilities as defined
in EPA Order Number 3140.3.
Annually
Explore the feasibility of expanding career
counseling resources.
Office of Human Resources Management
Sept 30, 1992
EEOC Form 566 (8/87)
65
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PART A, Subpart B (Agency-wide)
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
DISABILITIES
UPDATE 92
FOR MINORITIES, WOMEN AND PEOPLE WITH
PROGRAM ANALYSIS
PROGRAM EVALUATION
66
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PUN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS - PROGRAM EVALUATION
PROBLEM/BARRIER IDENTIFICATION
Evaluation of the EPA Affirmative Employment Program is the responsibility of the Office of Civil Rights
(OCR). Each of the 10 Regions of the Agency have been directed to develop Affirmative Employment
Program Plans (AEPP) and Accomplishment Reports, addressing, where applicable, employment areas
which are of concern to the Agency. Statistical data necessary for monitoring and evaluating EPA's AEP
Program are obtained through the Agency's automated Payroll System (EPAYS). These data include, at a
minimum, current full-time and part-time permanent employment by occupational categories (Professional,
Administrative, Technical, Clerical, Other and Blue Collar), grade groupings (1-4, 5-8, 9-12, 13-15 and SES)
and the 20 most populous occupational series; and comparison of most recent data with previous periods.
The Agency-wide, Headquarters and Regional reports are reviewed and analyzed semi-annually by the OCR,
Affirmative Employment Program Manager to determine the degree of progress being made in implementing
the AEP Program.
To ensure our continued progress in providing ever increasing opportunities to our employees, particularly
minorities, women and people with disabilities, a new initiative was developed and implemented throughout
the Agency in August 1990. The initiative involved the planning, preparation and distribution of a workbook
for use by each Agency component. The workbook's design provides a blueprint for each components' use
in conducting, in a comprehensive manner, a self-analysis of their work force profile. At present, the
workbook includes guidance and instructions for conducting an analysis of the components' employee
composition by race/national origin, sex, occupational category, and grade group level. Further, each
component is required to conduct an analysis of their personnel transactions i.e., accessions,
permanent/temporary promotions, reassignments, cross training and details; a cultural diversity assessment
of GS/GM 13-15 and SES supervisory and management officials, involvement of employees in
developmental programs; and awards and recognition. It also provides specific procedural guidance to
organizational components for determining areas of underrepresentation, the setting of annual affirmative
employment goals, and identifying barriers/problems so that appropriate action(s) may be taken. Since this
new initiative required the collection and analysis of data not previously obtained or examined for affirmative
employment purposes, an automated data retrieval system was also developed. However, while the data
system has been defined and a menu-driven retrieval mechanism created, it is not yet operational. In
addition, the human system interaction familiarity and confidence is in its infancy and will take some time
for adjustment and 'hands-on' use. In carrying out these new responsibilities, each Headquarters
organizational component designated an individual to serve as a their administrator of this process. Each
individual designated serves as a member of the Affirmative Employment Program Liaison Committee. As
with any new initiative, there is a transition period before full understanding and productive participation of
individuals involved is realized. To aid individuals in this transition, Committee members and Regional EEO
Officers were provided training in three evolutionary phases; however, training and assistance will continue
as needed. The Agency has now undergone two reporting cycles under the workbook. While it was
expected that the 'transition' cycle would be strained by the Agency's new/revised and self-imposed
reporting requirements, some AAships and Regions have not followed reporting instructions and been
untimely in preparing and submitting their reports to the Office of Civil Rights.
To ensure accountability and success in affirmative employment initiatives, there is a need to develop an
Affirmative Employment Program checklist for use by the Deputy Administrator during his quarterly reviews
with AAships, Staff Offices, and Regions. The checklist could be used by the Administrator and the Deputy
Administrator in considering affirmative employment results when reviewing the performance of management
officials.
67
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PART A, Subpart A (Agency-wide) UPDATE 91
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION - PROGRAM EVALUATION
UNDESIRED CONDITION: While it was expected that the 'transition' reporting cycle for preparation and
submission of annual Agency component Affirmative Employment Program Plan Updates and
Accomplishment Reports would be strained by the Agency's new reporting requirements contained in the
Affirmative Employment Program workbook, some AAships and Regions have not followed instructions
provided by the Office of Civil Rights (OCR) regarding the content of their 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.
DESIRED CONDITION: Cooperation on the part of each Agency component in preparing and submiting
their AEP Plan Update and Accomplishment Report covering all the elements instructed and in the format
and timeframe established.
ANALYSIS/PROBABLE BARRIER: Some AAships/Regions may not be promptly forwarding report
preparation instructions received from the OCR to their staff for preparation. Further, (1) some EEO Officers
and Affirmative Employment Program Liaison Committee members are not following report preparation
instructions provided by the OCR, (2) are not preparing reports in enough of advance to meet the suspense
date for submission to the OCR and (3) some Assistant Administrators/Regional Administrators/Deputy
Regional Administrators/Office Directors may not be giving their reporting responsibility a proper level of
attention.
EXPECTED ACTION: Annual Plan Updates and Accomplishment Reports will include all of the reporting
elements as instructed, be prepared in the format prescribed and be submitted within the timeframe
established.
EXPECTED RESULTS: No delay in the preparation of the Agency-wide/Headquarters Plan due to
improperly prepared or late Agency component reports.
FOLLOW-UP ACTION: The Office of Civil Rights will continue to provide Notices of Receipt and Notices
of Assessment of Updates and Accomplishment Reports to each Agency component.
EEOC Form 566 (8/87)
68
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PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: PROGRAM EVALUATION
PROBLEM/BARRIER STATEMENT: Some AAships and Regions have not followed instructions provided by
the Office of Civil Rights (OCR) regarding the content of their reports. In addition, many Agency
components have been untimely in submitting their reports to the OCR. This has caused considerable delay
in the preparation of the Agency-wide Plan Update and Accomplishment Report.
OBJECTIVE: Cooperation on the part of each Agency component in preparing and submiting their AEP Plan
Update and Accomplishment Report covering all the elements instructed and in the format and timeframe
established.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Utilize the Affirmative Employment
Program Planning, Development,
Execution and Evaluation workbook to
conduct internal program reviews.
Forward a copy of program reviews to the
Affirmative Employment Program Manager,
OCR.
Assistant Administrators
General Counsel
Office of Inspector General
Regional Administrators
Deputy Regional Administrators
EEO Officers
Area Directors of Civil Rights
Laboratories
Affirmative Employment Program Liaison
Committee
At least March
and September
each fiscal year.
Prepare annual Affirmative Employment
Program Plan (AEPP) Update and
Accomplishment Reports following the
instructions provided by the OCR.
Fiscal Years:
1992 and 1993
Provide component AEPP reports to the
OCR within the timeframe specified.
As established
by the OCR.
EEOC.Form 566 (8/87)
69
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PART A, Subpart A (Agency-wide) UPDATE 91
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROBLEM / BARRIER IDENTIFICATION - PROGRAM EVALUATION
UNDESIRED CONDITION: 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.
DESIRED CONDITION: A comprehensive and consistent formal process through which Affirmative
Employment Program initiatives on the part of each individual organizational component are reviewed,
specific results assessed, and used in evaluating the performance of management officials.
ANALYSIS/PROBABLE BARRIER: There are several effective processes through which Agency-wide and
Headquarters' Affirmative Employment Program activities are reviewed and assessed as described in this
Plan. However, there are only limited specific affirmative employment factors by which each organizational
component is reviewed by the Administrator and/or Deputy Administrator. While organizational components
have been provided an Affirmative Employment Program workbook for their use in planning, developing,
executing and evaluating their individualized affirmative employment plans, there is no formal process
through which the results of their individual efforts are reviewed, assessed and evaluated.
EXPECTED ACTION: An Affirmative Employment Program checklist will be developed for use by the
Administrator and/or Deputy Administrator in assessing the effectiveness of the affirmative employment
performance of management officials.
EXPECTED RESULTS: Comprehensive, consistent and specific factors used in evaluating the affirmative
employment performance of manamengement officials.
EEOC Form 566 (8/87)
70
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF 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: A comprehensive and consistent formal process through which Affirmative Employment
Program initiatives on the part of each individual organizational component are reviewed, specific results
assessed, and used in evaluating the performance of management officials.
ACTION ITEMS:
RESPONSIBLE OFFICIAL(S)
TARGET
DATE(S)
Develop an Affirmative Employment
Program Checklist containing specific
program elements to be considered in
reviewing, assessing and evaluating the
results of affirmative employment
initiatives of management officials.
Office of Civil Rights
Sept 30, 1992
Provide copies of the Affirmative
Employment Program Checklist to the
Administrator, Deputy Administrator and
Senior Management Officials.
Office of Civil Rights
Prior to
assistance visits,
or as needed.
Use the Affirmative Employment Program
Checklist to review, assess and evaluate
the performance of management officials.
Administrator
Deputy Administrator
Senior Management Officials
Prior to and
during
performance
reviews.
EEOC Form 566 (8/87)
71
-------
PART A, Subpart A (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
STATEMENT OF ADEQUATE MONITORING/EVALUATION SYSTEMS
To ensure the existence of a viable and results-oriented Affirmative Employment Program within the EPA,
several monitoring and evaluation methods are employed:
* AFFIRMATIVE EMPLOYMENT PROGRAM PLANS/ACCOMPLISHMENT REPORTS: Under the
instructions set forth in the Equal Employment Opportunity Commission's Management Directive (EEOC MD)
714, the EPA published an Agency-wide and Headquarters Multi-Year Affirmative Employment Program Plan
(AEPP) covering fiscal years 1988-1992. As required by EEOC MD 714, the Plan was submitted to the Equal
Employment Opportunity Commission (EEOC) who reviewed and approved the EPA's Plan for
implementation. Each fiscal year, the Plan is updated and accomplishment reports on the results of
affirmative action efforts are published. Plan updates and accomplishment reports, prepared by the Office
of Civil Rights (OCR) - with the participation of Agency components, are also submitted to the EEOC for
review and approval.
* HUMAN RESOURCES OFFICIALS/COMMITTEES/EEO PROGRAM OFFICIALS: As needed, the OCR
is assisted in performing periodic affirmative employment program assessments and evaluations by a 12
member fully trained Affirmative Employment Program Liaison Committee, 3 Area Directors, 10 Regional EEO
Officers, National Special Emphasis Program Managers and Co-Managers and Coordinators within the
various regions/localities nationwide, Human Resources staff and related committees.
* AUTOMATED PERSONNEL DATA SYSTEM (EPAYS): The OCR has several avenues for retrieval of
personnel data (1) EPA ADP generated 'canned' statistical reports depicting work force composition by
occupational category, grade group levels; gains/losses; etc., (2) a EPA Payroll Systems (EPAYS) database
which resides on EPA's mainframe computer at the National Computer Center located at Research Triangle
Park, North Carolina, which provides the capability to generate specialized one-time or recurring statistical
reports and (3) the Office of Personnel Management's Central Personnel Data File (CPDF).
* ON-SITE REVIEWS". In addition to on site reviews conducted by the EEOC, the OCR makes period visits
to Regions and Laboratories to provide advice and guidance as necessary.
* EXTERNALLY DEVELOPED PROGRAM EVALUATION TOOLS: In performing program reviews and
evaluations, the OCR also utilizes EEOC Order No. 960.002 of August 31, 1988 subject: EEOC Staff Guide
for the Evaluation and Coordination of Federal Affirmative Employment Programs for Minorities, Women and
People with Disabilities pursuant to EEO Management Directives 712, 713 and 714.
EEOC Form 566 (8/87) (page 7)
72
-------
PART A, Subpart B (Agency-wide)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 199 1
ENVIRONMENTAL PROTECTION AGENCY
AGENCY-WIDE
SUMMARY ANALYSIS OF WORK FORCE
ACCOMPLISHMENT REPORT ON OBJECTIVES AND ACTION ITEMS
NOTEWORTHY ACTIVITIES AND INITIATIVES
Environmental Protection Aaencv
401 M Street. S.W. (A-105). Washington. D.C. 20460
NAME OF ORGANIZATION
ADDRESS OF ORGANIZATION
ORGANIZATIONAL LEVEL: AGENCYJ<_ MOC_ REGION COMMAND INSTALLATION
HEADQUARTERS
NUMBER OF EMPLOYEES COVERED BY PLAN: TOTAL 15.747 PROFESSIONAL 7.360
ADMINISTRATIVE 5.289 TECHNICAL 798
CLERICAL 2,297 OTHER 3
Sandie Friedland
260-4563
NAME OF CONTACT PERSON/PERSON PREPARING REPORT
TELEPHONE NO.
Suzanne E. Olive, Acting Director Office of Civil Rights
260-4575
NAME/TITLE OF PRINCIPAL EEO OFFICIAL
CERTIFIES THAT THIS REPORT IS IN COMPUANCE WITH
EEO-f^D-714 ^
TELEPHONE NO.
APR 1 5
WILLIAM K. REILLY. Administrator X H
NAME/TITLE OF HEAD OF ORGANIZATION DATE
SIGNATURE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL CERTIFIES THAT THIS REPORT
IS IN COMPLIANCE WITH EEOC-MD-714
EEOC FORM 568 (8/87)
73
-------
PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
SUMMARY ANALYSIS OF WORK FORCE
By the close of FY 1991, the EPA had hired a total of 3,752 employees in all combined occupational
categories. As depicted in Chart 1 below, 982 were minorities and 1,395 were nonminority women. The rate
of hire of Black men, Hispanic men and American Indian men was below that of their availability in the
civilian labor force (CLF). The rate of hire of Black women was 3.1 times greater than their percent of
availability in the CLF. Hispanic women, Asian men, Asian women and American Indian women were hired
at a rate equal to or greater than their percent of availability in the CLF. The rate of hire of nonminority
women was 1.1 times greater than their percent of availability in the CLF.
FY 1991 EPA HIRES CHART 1
Number of Hire*
Percent Hires
Percent In CLF*
Undiffซrtntlปted
i TOTAL HIRES: 3762
100
/////////////////
MINORITIES: 982
26.21
18.4
Minority Men: 242
(6.51)
10.11
Minority Women; 740
19.71
A.41
Black Men: 116
(3. IX)
4.91
Black Women: 660
14.91
4.BX
Hispanic Men: 63
(1.71)
3.91
Hisoanic Women: 96
2.6t
2.51
Asian Men: 67
i.s:
.9
Asian Women: 71
l.H
-B
Am.lndlan Men: 7
(.21)
.3
Am.lndian Women: 13
.ซ
.2
WHIK WOHHi: 1393 37.21
34.1Z
VHITE HEM: 1375 1 36.72 )
47. il
(> ~ Below the Civilian Labor Force
* Civilian labor Force -1960 Census Data
** Civilian Labor Fores - 1980 Census Data
UNDIFFERENTIATED (National)
DATA SOURCE: Environmental Protection Agency
Payroll System (EPAYS) OCR
EE0051 Report (September 21,1991)
(#) Mumbti of pปrปonป hliปi
(115) Black Man
(660) Black Women
(ss)HispMen
(ee)Hisp Women
(67) Asian Men
(71)Asian Women
(7) Am.lndlan Men }
(13) Am.lndlan Women ^ฐj:
PERCENT 0
0.Q
2 4 6 8 10
tLabor Force* I
ie te
White Women
11.385)
White Men
(1.376)
PERCENT o 10 20 30 40 50
SE1 Labor Force- ฆฆ HIRES
74
-------
PART A, Subpart B (Agency-wide)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
SUMMARY ANALYSIS OF WORK FORCE (continued)
Forty-three percent of all hires were in Professional positions of whom 296 were minorities and 518
nonminority women. As depicted in Chart 2 below, the rate of hire in Professional positions of all targeted
groups was equal to or greater than their percent of availability in the relevant civilian labor force.
FY 1991 PROFESSIONAL POSITION HIRES CHART 2
# Hired
I TOTAL HIRls~
1.609
MINORITIES
296
Minority Men
Minority Women
-lil_
Black Man
Black Women
53
Hispanic Men
_41_
Hispanic Women. . 17
Aalan Men-.
Asian Women.
Am.Indian Men
Am.Indian Women.
WHITE WOKEN
WHITE HEN:
518
795
L*CLF*
100 Vllllll
IB.41 1 12.5t
9-5ปl 7.3X
q.ni
3.31
3.o;
2.IT
3.01
2.11.
.31
5-21
2.31
2.BT
2-21
32.21
(49. M).
l-II
i.iZ
l.U
.11
26.91
() - Below the CMIIan Labor Force
* CM Ian Labor Force 1980 Census Data
DIFFERENTIATED (Professional-National)
DATA SOURCE: Environmental Protection Agency
Payroll System (EPAYS) OCR
EE0051 Report (September 21,1991)
(#) Number of pซrซona hired
(S3) Black Men
(SB) Black Women
(48) Hlsp Men
(37) Hlsp Women
(48) Asian Men
(34) Aalan Women
(3) Am.lndian Men
(6)Arn.lndlan Women
PERCENT 0
M
i :
mm,, 1
1 1
mm,, 1
H
ฆ 0.2
L&1
ฆ1 0.9
i
5
1 2
3 4
e
H Labor Force*
ฆฆ HIRES
White Women
(SIB)
White Men
percent 0
I Labor Force-
I HIRES
By the close of FY 1991, the EPA experienced a net growth of 621 employees, increasing the total work
force by 3.9 percent (from 15,747 to 16,368). Nonminority men increased by 2.5 percent (from 6896 to
7069) while the minority population increased 4.8 percent (from 3,912 (24.84%) to 4,098 (25.04%)).
Nonminority women increased by 5.3 percent (from 4,939 (31.4%) to 5,201 (31.8%)) and represented 42
percent of the net growth. Minority members represented 30 percent of the net growth. In contrast, the net
growth of nonminority men was 28 percent - a lower rate of growth than both minorities arid nonminority
women.
75
-------
PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
SUMMARY ANALYSIS OF WORK FORCE (continued)
PROFESSIONAL positions constituted 48 percent of the EPA's work force. By the close of FY 1991, the
number of employees holding professional positions increased by 6 percent from 7,360 to 7,774 as
compared to an 11 percent increase of minorities (from 1,115 to 1,234) and a 10 percent increase of
nonminority women (from 1,785 to 1,956). Of the total net growth of +414 Professional positions,
nonminority women were 41 percent ( + 171), nonminority men were 30 percent (+124), and minorities were
29 percent (+119) of the net growth.
ADMINISTRATIVE positions constituted 35 percent of the EPA's work force. By the close of FY 1991, the
number of employees holding administrative positions increased by 7 percent (from 5,289 to 5,667) as
compared to a 10 percent increase of minorities (from 1,098 to 1,205) and an 8 percent increase of
nonminority women (from 2,012 to 2,180). Of the total net growth of +378 Administrative positions,
nonminority women accounted for 168 (44%), minorities 107 (28%), and nonminority men 103 (27%).
Charts 3 through 5 beiow show the number and percent of minorities and nonminority women (targeted
groups) in seventeen of the EPA's 20 most populous job classifications at the close of FY 1991 (three
Clerical series: 303, 318, and 322 not included). The data shows that with the exception of Professional
nonminority women who are slightly below the civilian labor force (CLF), both targeted groups are at, or
above, the relevant CLF. While these overall data reflect excellent representation levels, it should be noted
that in these particular occupational series parity has not been achieved for the higher level grade groups,
i.e. GS/GM 13-15 and SES.
Chart 3 PROFESSIONAL
SERIES
MINORITIES
NONMINORITY
WOMEN
TOTAL
POPULATION
401, 510, 511, 819, 893, 905, 1301, 1320,
13501
CIVILIAN LABOR FORCE
#
%
#
%
#
1123
16.2
1722
24.9
6918
mini
12.5
/////////
26.9
///////////
1 Biologists, Accountants, Auditors, Environmental Engineers, Chemical Engineers, Attorneys, Physical
Scientists, Chemists, Geologists 76
-------
PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
SUMMARY ANALYSIS OF WORK FORCE (continued)
Chart 4 ADMINISTRATIVE
028, 301, 334, 340, 343, 345, 11202
#
%
#
%
#
824
18.1
1796
39.4
4555
CIVILIAN LABOR FORCE
///////
13.0
/////////
26.6
//////////
Chart 5
TECHNICAL
029 Environmental Protection Assistant
#
%
#
%
#
113
52.3
80
37.04
216
CIVILIAN LABOR FORCE
mini
17.8
/////////
37.02
//////////
GS/GM 13-15 (all occupational categories combined): During FY 1991, there were 719 opportunities to
increase the representation of targeted groups in grades 13-15. Forty-three percent (307) of the positions
were filled by a targeted group member which was well below the Agency-wide goal of 52%. Only 5
AAships and 1 Region achieved the 52% target:
Office of the Administrator
Office of Administration and Resources Management
Office of Prevention, Pesticides and Toxic Substances
Office of Policy, Planning and Evaluation
Office of Water
Region 9 (San Francisco)
At the close of FY 1991, there were 6,822 grades 13-15 positions in the EPA - an increase of 11.6% over the
previous fiscal year (6,108). Nonminority women increased by 18% ( + 264) from 1.493 to 1,757. Minorities
also increased by 18% from 723 to 852. Nonminority men had a 2.2 times lower rate of increase - from
3,892 to 4,213 (+8.3%). The targeted groups did exceptionally well when one looks at the grades 13-15 as
a grade group. However, when the grade group is broken out by specific grade i.e., 13, 14, and 15, one
finds that the notable increases were, primarily, at the grade 13 level. Much remains to be done to increase
the representation of the targeted groups in grades 14 and 15.
2 Environmental Protection Spcialists, Administrators, Computer Specialists, Program Managers,
Management and Program Analysts, Contract Specialists
-------
PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
SUMMARY ANALYSIS OF WORK FORCE (continued)
SENIOR EXECUTIVE SERVICE (SES): By year end, the number of SES positions had increased by 6.2
percent (from 259 to 275)(+16). There was a 17.1 percent net gain of nonminority women increasing their
number from 41 to 48 (17.5%) but, still conspicuously below the relevant CLF (35.1%). While the number
of nonminority men increased from 207 to 216, their percent of representation in SES positions slightly
decreased from 79.92 percent to 78.55 percent. The number of minorities in SES positions remained stable
at 11 but their percent of representation decreased from 4.25 percent to 4.00 percent...2.5 times lower than
their percent of representation in the CLF. During FY 1991, there were 43 opportunities to increase the
representation of targeted groups in the SES. Of the 43 SES positions filled, 14 (33%) were filled with
nonminority women. There were no minority SES hires.
PEOPLE WITH DISABILITIES: By the end of FY 1991, the EPA had increased its staff of persons with
disabilities from 619 to 665, a 6% increase over the previous year. People with disabilities held 3.9 percent
of the Agency's full time permanent positions and 2.5 percent of the temporary positions. Four percent of
the permanent promotions went to people with disabilities, they received 5.4 percent of career development
(grades 5-12) opportunities, and 12.5 percent of senior level career development (grades 13-15). In
observance of National Disability Employment Awareness Month a job fair for people with disabilities was
held which resulted in the attraction of 494 applicants for on-the-spot interviews. Four individuals were hired
with additional offers of employment pending acceptance.
(Also see Part C Agency-wide Affirmative Employment Program for People with Disabilities)
78
-------
cPATS DATA AS Ur 91/09/21
EE0050
OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
I PERMANENT FULL-TIME/PART-TIME)
REPORT EEO-050
PAT PLAN
GRADE
********
********
GRAND
TOTAL
*******
TOTAL
HALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
NON-MINORITY
MALE FEMALE
**ป*ซ* ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
MINORITY
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
BLACK
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
HISPANIC
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
ASIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
AM INDIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
PATCO TOTAL *
HEADQUARTERS*
GS 01-04
90-09-22
109
20
89
9
18
11
71
11
69
0
1
0
1
0
18.35
61.65
8.26
16.51
10.09
65.14
10.09
63.30
0.00
0.92
0.00
0.92
0.00
91-09-21
93
26
67
13
17
13
50
12
49
0
1
1
0
0
27.96
72.04
13.98
18.28
13.98
53.76
12.90
52.69
0.00
1.08
1.08
0.00
0.00
* CHANGE
-16
46
-22
~ 4
-1
~ 2
-21
~ 1
-20
~ 0
~ 0
~ 1
-1
~ 0
~ 9.61
-9.61
~5.72
~ 1.77
~ 3.89
-11.38
~ 2.81
-10.61
~ 0.00
~ 0.16
~ 1.08
-0.92
~ 0.00
05-
-08
90-09-22
826
75
751
48
147
27
604
23
588
2
10
2
5
0
9.08
90.92
5.81
17.80
3.27
73.12
2.78
71.19
0.24
1.21
0.24
0.61
0.00
91-09-21
608
60
748
37
152
23
596
18
577
2
12
3
7
0
7.43
92.57
4.58
18.81
2.85
73.76
2.23
71.41
0.25
1.49
0.37
0.87
0.00
* CHANGE
-18
-15
-3
-11
~5
-4
-8
-5
-11
~ 0
~ 2
~ 1
~ 2
~0
-1.65
~ 1.65
-1.23
~ 1.01
-0.42
~ 0.64
-0.55
+0.22
~ 0.01
~ 0.28
~ 0.13
~ 0.26
~ 0.00
09-
-12
90-09-22
1425
502
923
394
528
108
395
76
361
20
17
11
17
1
35.23
64.77
27.65
37.05
7.58
27.72
5.33
25.33
1.40
1.19
0.77
1.19
0.07
91-09-21
1537
577
960
452
527
125
433
87
386
22
25
15
21
1
37.54
62.46
29.41
34.29
8.13
28.17
5.66
25.11
1.43
1.63
0.98
1.37
0.07
* CHANGE
4112
~ 75
~ 37
~ 58
-1
~ 17
~38
~ 11
~25
~ 2
~8
~4
~4
~ 0
~ 2.31
-2.31
~ 1.76
-2.76
~ 0.55
~ 0.45
~ 0.33
-0.22
~ 0.03
~ 0.44
~0.21
~ 0.18
~0.00
GS/Gtl 13-15
ES, GS/GM 16-18
** TOTAL
0
0.00
0
0.00
~ 0
1
0.12
0
0.00
-1
-0.12
0
0.00
1
0.07
+ 1
90-09-22
2986
1899
1087
1666
884
233
203
108
143
32
22
92
37
1
1
63.60
36.40
55.79
29.60
7.80
6.80
3.62
4.79
1.07
0.74
3.08
1.24
0.03
0.03
91-09-21
3265
2000
1265
1757
1025
243
240
117
170
33
24
92
44
1
2
61.26
38.74
53.81
31.39
7.44
7.35
3.58
5.21
1.01
0.74
2.82
1.35
0.03
0.06
* CHANGE
~ 279
~ 101
~ 178
~ 91
~ 141
~ 10
~ 37.
~ 9
~ 27
~ 1
~ 2
~ 0
~ 7
~ 0
~ 1
-2.34
~ 2.34
-1.98
~ 1.79
-0.36
~ 0.55
-0.04
~ 0.42
-0.06
~ 0.00
-0.26
~ 0.11
~ 0.00
~ 0.03
90-09-22
192
159
33
151
32
8
1
6
1
1
0
1
0
0
0
82.81 .
17.19
78.65
16.67
4.17
0.52
3.13
0.52
0.52
0.00
0.52
0.00
0.00
0.00
91-09-21
199
162
37
154
36
8
1
6
1
1
0
1
0
0
0
81.41
18.59
77.39
18.09
4.02
0.50
3.02
0.50
0.50
0.00
0.50
0.00
0.00
0.00
* CHANGE
~ 7
~ 3
~4
~ 3
~4
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~0
~ 0
~ 0
~ 0
-1.40
~ 1.40
-1.26
~ 1.42
-0.15
-0.02
-0.11
-0.02
-0.02
~ 0.00
-0.02
~ 0.00
~ 0.00
o
o
o
*
90-09-22
5538
2655
2883
2268
1609
387
1274
224
1162
55
50
106
60
2
2
47.94
52.06
40.95
29.05
6.99
23.00
4.04
20.98
0.99
0.90
1.91
1.08
0.04
0.04
91-09-21
5902
2825
3077
2413
1757
412
1320
240
1183
58
62
112
72
2
3
47.87
52.13
40.88
29.77
6.98
22.37
4.07
20.04
0.98
1.05
1.90
1.22
0.03
0.05
* CHANGE
~ 364
~ 170
~ 194
~ 145
~ 148
~ 25
~ 46
~ 16
~ 21
~ 3
~ 12
~ 6
~ 12
~ 0
~ 1
-0.07
~0.07
-0.07
~0.72
-0.01
-0.63
~ 0.03
-0.94
-0.01
~ 0.15
-0.01
~ 0.14
-0.01
~ 0.01
-------
EPATS DATA AS OF 91/09/21
EE0050
OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
< PERMANENT FULL-TIME/PART-TIME)
PAT PLAN
GRAND
TOTAL
NON-MINORITY
MINORITY
BLACK
GRADE
TOTAL
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
********
*******
******
******
******
******
******
******
******
******
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
********
*******
******
******
******
******
******
******
******
******
* *
PROFESSIONAL *
*HEAO
-------
EPAYS DATA AS OF 91/09/21
EE0050
OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
(PERMANENT FULL-TIME/PART-TIME)
REPORT EEO-050
PAY PLAN
GRAOE
********
********
GRAND
TOTAL
*******
*******
TOTAL
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
NON-MINORITY
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
MINORITY
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
BLACK
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
HISPANIC
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
ASIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
AM INDIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
* ADMINISTRATE *
"HEADQUARTERS*
GS 01-04
90-09-22
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
91-09-21
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
* CHANGE
40
40
40
40
40
40
40
40
40
40
40
40
40
40
40.00
40.00
40.00
40.00
40.00
40.00
40.00
40.00
40.00
40.00
40.00
40.00
40.00
GS 05-08
90-09-22
98
37
61
28
23
9
38
7
32
1
2
1
4
0
37.76
62.24
28.57
23.47
9.18
38.78
7.14
32.65
1.02
2.04
1.02
4.08
0.00
91-09-21
65
16
49
10
18
6
31
5
28
1
3
0
0
0
24.62
75.38
15.38
27.69
9.23
47.69
7.69
43.08
1.54
4.62
0.00
0.00
0.00
* CHANGE
-33
-21
-12
-18
-5
-3
-7
-2
-4
40
~ 1
-1
-4
40
-13.14
+13.14
-13.19
44.22
40.05
48.91
40.55
410.43
40.52
42.58
CM
O
1
-4.08
40.00
GS 09-12
90-09-22
905
274
631
214
355
60
276
45
261
10
10
4
5
1
30.28
69.72
23.65
39.23
6.63
30.50
4.97
28.84
1.10
1.10
0.44
0.55
0.11
91-09-21
996
336
660
261
355
75
305
55
282
11
15
8
7
1
33.73
66.27
26.20
35.64
7.53
30.62
5.52
28.31
1.10
1.51
C .80
0.70
0.10
* CHANGE
491
462
429
447
40
415
429
410
421
41
45
44
42
40
43.45
-3.45
42.55
-3.59
40.90
40.12
40.55
-0.53
40.00
40.41
40.36
40.15
-0.01
GS/GM 13-15
90-09-22
1559
855
704
761
568
94
136
63
111
16
9
14
15
1
54.84
45.16
48.81
36.43
6.03
8.72
4.04
7.12
1.03
0.58
0.90
0.96
0.06
91-09-21
1736
920
816
821
659
99
157
67
126
18
10
13
19
1
53.00
47.00
47.29
37.96
5.70
9.04
3.86
7.26
1.04
0.58
0.75
1.09
0.06
* CHANGE
4177
465
4112
460
491
45
421
44
415
42
41
-1
44
40
-1.84
41.84
-1.52
41.53
-0.33
40.32
-0.18
40.14
40.01
40.00
-0.15
40.13
+
O
o
o
ES, GS/GM 16-18
90-09-22
103
81
22
76
21
5
1
4
1
1
0
0
0
0
78.64
21.36
73.79
20.39
4.85
0.97
3.88
0.97
0.97
0.00
0.00
O.OO
0.00
91-09-21
114
89
25
84
24
5
1
4
1
1
0
0
0
0
78.07
21.93
73.68
21.05
4.39
0.88
3.51
0.88
0.88
0.00
0.00
0.00
0.00
* CHANGE
4 1 1
48
43
48
43
40
40
40
40
40
40
40
40
40
-0.57
40.57
-0.11
40.66
-0.46
-0.09
-0.37
-0.09
-0.09
40.00
40.00
40.00
40.00
** TOTAL
90-09-22
2665
1247
1418
1079
967
168
451
119
405
28
21
19
24
2
46.79
53.21
40.49
36.29
6.30
16.92
4.47
15.20
1.05
0.79
0.71
0.90
0.08
91-09-21
2911
1361
1550
1176
1056
185
494
131
437
31
28
21
26
2
46.75
53.25
40.40
36.28
6.36
16.97
4.50
15.01
1.06
0.96
0.72
0.89
0.07
* CHANGE
4246
4114
4132
497
489
417
443
412
432
43
47
42
42
40
-0.04
40.04
-0.09
-0.01
40.06
40.05
40.03
-0.19
40.01
40.17
40.01
-0.01
-0.01
0
0.00
0
0.00
~ 0
0
0.00
0
0.00
40
0
0.00
1
0.10
~ 1
40.10
1
0.06
2
0.12
+ 1
40.06
0
0.00
0
0.00
40
40.00
1
0.04
3
0.10
42
40.06
-------
PART A. Subpart B (Agency-wide)
UPDATE 92
% CHANGE IN MAJOR OCCUPATIONAL GROUPS BY RACE/NATIONAL ORIGIN AND SEX
SEPTEMBER 1987 THROUGH SEPTEMBER 1991
(AGENCY-WIDE)
PROFESSIONAL
FISCAl
WHITE
BLACK
HISPANIC
ASIAN
A!
TOTAL
X CHANGE*
PSOFESSlOUl
YEAR
WOMEN
M
u
M
U
H
U
n
U
MINORITY
*
CIVILIAN LABOR FORCE
26.85
2.33
2.77
2.16
i.i4
2.53
1.12
.21
1.21
12.53
SERIES: 401
07
20.21
5.01
2.42
1.04
.17
1.55
1.04
.17
11.40
Base Year
TITLE: BIOLOGIST
86
20.69
4.83
2.59
1.21
.17
2.07
.66
.17
11.90
~ 4.39 X
T0XIC0L0GIST
69
21.69
4.97
2.81
1.49
.50
2.15
.83
.17
13.33
~ 16.93 X
TOTAL
90
24.04
4.59
3.37
1.53
.61
2.76
.77
.15
13.78
* 20.86 X
POPULATION: 681
91
25.64
4.11
3.52
1.76
.68
2.20
1.17
1.44
13.60
* 21.05 X
SERIES: 510
87
19.42
7.1?
9.35
1.44
1.44
2.16
1.44
1.44
24.46
Base Year
TITLE: ACCOUNTANT
88
18.37
7.48
12,93
1.36
1.36
2.72
1.36
27.21
~ 11.24 X
TOTAL
89
18.24
7.43
13.51
.68
.66
2.70
2.70
27.70
~ 13.25 X
POPULATION: 165
90
22.22
6.79
12.35
1.23
2.47
2.47
4.94
30.25
~ 23.67 X
91
21.21
6.67
15.15
1.21
1.82
2.42
4.85
.61
32.72
~ 33.76 X
SERIES: 511
87
17.16
5.33
7.69
1.16
1.78
.59
16.57
Base Year
TITLE: AUDITOR
88
20.73
6.96
6.40
1.16
1.74
.58
16.86
~ 1.75 X
TOTAL
89
18.75
9.09
7.95
1.14
2.27
.57
21.02
~ 26.86 X
POPULATION: 235
90
22.96
6.16
9.69
1.02
.51
1.53
.51
21.42
~ 29.27 X
91
24.26
8.09
9.36
1.26
2.13
1.70
1.70
24.25
~ 46.35 X
SERIES: 619
87
16.43
2.89
2.43
3.25
1.01
5.22
1,17
.05
16.02
Best Year
TITLE: ENVIR0NEH7NAL
88
17.47
2.99
2.52
3.40
1.24
5.20
1.34
16.69
~ 4.16 X
ENGINEER
89
17.50
3.44
2.29
3.12
1.51
5.21
1.56
.05
17.18
~ 7.24 X
TOTAL
90
18.89
3.46
2.63
3.75
1.56
5.55
1.51
18.46
~ 15.23 X
POPULM1ON: 1564
91
16.92
3.45
2.66
4.26
1.95
5.44
1.66
.05
19.69
~ 22.91 X
SERIES: 893
87
16.89
1.11
2.22
4.44
4.44
6.33
1.67
22.21
Bate Year
TITLE: CHEMICAL
88
17.89
1.05
2-11
4.21
5.26
8.42
2.11
23.16
* 4.28 X
ENGINEER
89
20.32
2.67
2.14
4.28
5.35
8.02
2.67
25.13
~ 13.15 X
TOTAL
90
19.90
2.04
2.55
4.59
4.06
8.67
4.06
26.01
~ 17.11 *
POPULATION: 168
91
21.43
3.57
2.36
3.57
2.98
10.71
2.38
25.60
~ 15.26 X
- 1.65 X
SERIES: 905
87
35.19
3.44
3.93
.33
1.47
.49
1.15
10.81
Base Ytar
TITLE: ATTORNEY
88
36.95
3.17
3.92
.60
1.36
.75
.75
10.55
- 2.41 X
TOTAL
89
37.63
3.04
3.62
1.16
1.68
.8*.
.56
11.15
~ 3.15 X
POPULATION: 911
90
39.29
2.66
3.93
1.19
2.26
.63
.95
12.02
~ 11.19 X
91
40.07
2.74
4.17
1.21
1.98
.66
1.10
.11
11.96
* 10.64 X
ฆ .55 X *'
SERIES: 1301
87
21.11
2.98
1.29
.91
.56
1.29
1.29
.16
8.38
TITLE: PHYSICAL
OS
23.33
3.39
1.65
.87
.71
1.26
1.10
.16
9.14
~ 9.07 *
SCIENTIST
69
24.72
3.75
1.B7
.90
.67
1.42
1.12
9.73
~ 16.11 %
TOTAL
90
27.02
3.62
2.35
1.21
1.21
1.91
1.27
.13
11.70
* 39.62 X
POPULATION: 1747
91
27.59
3.43
2.52
1.49
1.26
1.69
1.26
.06
.23
12.14
~ 44.67 X
SERIES:1320
B7
17.99
4.12
1.68
.91
1.07
5.34
1.83
14.95
Base Year
TITLE: CHEMIST
68
17.13
4.10
1.62
.76
.76
5.17
1.96
14.59
2.41 X
TOTAL
89
16.46
3.63
2.12
1.51
1.21
5.14
1.62
15.43
~ 3.21 X
POPULATION: 669
90
17.25
3.63
1.66
1.36
1.06
5.60
2.87
.15
16.33
~ 9.23 X
91
18.54
3.59
1.79
1.35
1.35
5.06
3.44
16.59
~ 10.97 X
SERIES: 1350
87
18.45
1.94
.97
2.91
TITLE: GEOLOGIST
86
16.95
1.69
.65
.85
.85
4.24
~ 45.70 X
IOTA'.
89
17.21
1.64
.62
1.64
.82
1.64
6.56
~ 125.43 X
POPULATION: 138
90
20.66
2.86
1.44
.72
.72
.72
6.46
~ 122.68 X
il
91
21.74
2.17
1.45
.72
1.45
.72
6.52
~ 124.05 X
1 Change of Total Klnority Froa 10B7 (Base Tar) to Current Final (nr
-------
PART A, Subpart B (Agency-wide)
UPDATE 92
% CHANGE IN MAJOR OCCUPATIONAL GROUPS BY RACE/NATIONAL ORIGIN AND SEX
SEPTEMBER 1987 THROUGH SEPTEMBER 1991
(AGENCY-WIDE)
ADMINISTRATIVE
ADMINISTRATIVE
FISCAL
UNITE
BLACK
HISPANIC
ASIAN
A!
TOTAL
X CHANGE**
TEAR
WOMEN
M
V
M
U
N
U
N
V
NIkORITT
~
CIVILIAN LABOR FORCE
26.57
3.64
3.13
2.76
1.30
1.1
.57
.32
.17
12.99
SERIES: 0026
67
39.91
2.65
5.13
.71
.71
.71
1.43
.07
.14
11.75
Bate rear
TITLE: ENVIRONMENTAL
68
41.11
2.91
5.66
.59
.73
.59
1.45
.07
.20
12.42
~ 5.70 X
PROCCTTON SPECILISr
89
42.02
2.63
6.06
.67
.66
.61
1.77
.12
.31
13.03
~ 10.69 X
TOTAL
90
42.47
2.63
6.32
1.00
.64
.63
1.79
.05
.42
13.68
* 16.42 X
POPULATION: 2074
91
43.35
2.51
7.04
.67
.96
.72
1.83
.19
.19
14.51
* 23.49 X
SERIES: 301
87
41.79
2.56
12.31
.77
.51
.26
.77
17.18
Base Tear
TITLE: ADMINISTRATOR
68
40.27
3.69
13.27
1.14
.46
.23
.92
.23
20.14
~ 17.23 X
TOTAL
89
39.17
3.78
14.12
1.19
1.19
.20
.80
.40
.60
22.28
~ 29.69 X
POPULATION: 649
90
33.35
3.77
15.37
1.49
1.49
.17
.66
.50
23.65
~ 37.66 X
91
38.67
4.01
15.41
1.23
1.39
.46
.62
.15
.31
23.58
~ 37.25 X
.41 X *
SERIES: 334
87
21.34
4.35
7.91
1.5B
1.98
1.98
.40
16.20
Bam Year
TITLE: COMPUTER
68
22.56
4.51
9.02
1.50
.75
2.63
1.13
.38
19.92
* 9.45 X
SPECIALIST
69
22.26
4.38
9.12
1.46
1.09
2.19
1.46
19.70
* 8.24 X
TOTAL
90
23.21
5.36
8.33
1.79
.60
2.68
2.36
21.U
~ 16.15 X
POPULATION: 376
91
23.67
5.32
9.31
1.66
.27
2.13
2.39
21.28
~ 16.92 X
SERIES: 340
87
14.19
3.36
.68
2.03
.68
6.77
Bate Tear
TITLE: PROGRAM MANAGER
66
16.96
2.34
.58
1.17
.58
.58
.58
5.63
13.88 X
TOTAL
69
17.39
1.63
1.09
1.09
.54
.54
4.89
ฆ 27.77 X
POPULATION: 218
90
19.90
2.09
1.05
1.05
.52
.52
.52
5.75
15.07 X
91
22.02
1.63
.92
.92
.46
.46
.46
5.04
- 25.55 X
SERIES: 343
67
43.70
5.19
13.33
.74
1.48
20.74
TITLE: HAVAGEKEUT
66
43.15
3.42
18.49
.68
.66
1.37
24.64
* 18.60 X
manaust
69
42.95
4.70
18.12
.67
.67
24.16
* 16.49 X
0TAL
90
43.35
4.62
16.76
.58
1.73
.53
1.16
25.43
* 22.61 X
3PULAT10N: 556
91
46.22
3.78
15.B3
.18
1.26
.5*
1.26
.18
.16
23.21
~ 11.91 X
10.70 X
SERIES: 345
87
43.37
3.21
9.64
.20
.40
.60
14.05
Bbbซ Tear
TITLE: PROGRAM ANALYST
88
41.86
3.15
10.51
.35
.35
.35
.66
.18
15.77
+ 12.24 X
TOTAL
89
42.51
2.75
12.39
.61
.31
.46
1.22
.31
18.05
28.47 X
POPULATION: 413
90
40.46
2.45
12.26
1.09
1.36
.68
1.23
.27
19.34
37.65 X
91
36.56
2.91
11.62
1.94
1.21
.48
1.45
19.62
* 39.64 X
SERIES: 1102
87
28.89
8.33
12.22
1.67
.56
.56
.56
23.90
Bate Tear
TITLE: CONTRACT
68
29.B6
7.55
13.27
1.42
.95
.47
.47
24.16
* 1.09 X
PROCUREMENT SPECIALIST
69
34.46
9.05
14.66
.66
.43
.43
.43
25.66
~ 8.20 X
TOTAL
90
36.80
8.55
15.99
.74
.74
.37
.74
.37
27.50
* 15.06 X
POPULATION: 26?
91
37.55
7.81
14.87
1.12
.37
.37
.37
.37
.37
25.66
7.36 X
7.70 X
TECHNICAL
FISCAL
WHITE
SLACK
HISPANIC
ASIAN
Al
TOTAL
X CHANGE *
TECHNICAL
YEAR
WOMEN
M
U
M
U
M
V
M
V
MINORITY
~
CIVILIAN LABOR FORCE
37.02
3.54
6.34
2.69
2.43
1.24
.91
.25
.26
17.77
SERIES: 0029
87
48.31
3.38
31.68
.97
1.45
.97
1.45
40.10
Base Year
TITLE: ENVIRONMENTAL
88
45.83
2.78
34.26
1.36
1.39
.93
1.39
42.11
~ 5.01 X
PROTECTION ASSISTANT
89
46.73
3.27
33.18
1.87
1.40
.93
1.40
42.05
~ 4.66 X
TOTAL
90
45.79
2.80
34.58
.93
3.27
.93
3.27
45.78
* 14.02 X
POPULATION: 216
91
37.04
3.24
38.89
1.85
4.17
.46
3.24
.46
52.32
* 30.47 X
X biarwe of Tout Hlnorlty Frซ 1987 (Base Tear) to Current Fiscal Yeer (19711.
ซ 1 Difference Between 1991 Previous fiscal Test (1990).
A SOURCE: Enป1roซntal Protection Agency Payroll Systea (CPATS)
oca (CS11PER2) Reports Mfltestier Z1.1991
83
-------
PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
NUMERICAL OBJECTIVE ACCOMPLISHMENTS BY OCCUPATIONAL CATEGORY
OCCUPATIONAL
CATEGORY
PLANNED/
ACTUAL
TOTAL
# ALL
WHITE
BLACK
HISPANIC
ASIAN
AM.INDIAN
M
W
M
W
M
W
M
W
M
W
PROFESSIONAL
PLANNED
193
57
32
23
21
20
24
9
7
ACTUAL
290
124
171
16
32
24
18
9
15
3
2
ADMINISTRATIVE
PLANNED
155
H
| 30
32
14
34
19
11
5
6
4
ACTUAL
275
103
168
11
68
2
10
3
8
3
2
TOTAL
PLANNED
347
ฆ
87
64
37
54
39
35
5
15
11
ACTUAL
565
227
339
27
100
26
28
12
23
6
4
PERCENT
162.8
ฆ
|389.7
42.2
270.3
48.2
71.8
34.3
460.0
40.0
36.4
EEOC Form 568 (8/87) (page 4)
84
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
NUMERICAL OBJECTIVE ACCOMPLISHMENTS BY MAJOR OCCUPATIONS
As reported in the FY 1991 Plan Update, "No numerical objectives were established by Major
Occupations for FY 1990. Therefore, no assessment of goal achievement appears in Part A, Subpart
B - Agency-Wide Accomplishment Report for FY 1990, nor were they established for FY 1991.
However, Major Occupations were examined to determine where affirmative employment program
efforts are required. Plans are in progress to include numerical objectives in the FY 1992 Update."
FOLLOW-UP: As shown in Part A, Subpart A of this Plan, numerical goals have been established for
FY 1992.
EEOC Form 568 (8/87) (page 5)
85
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
NOTE: The[Probl|msJ=Qbi|gtweงjnd^gtionJ||m|^ง|grife^=bงl^jrงJ|^gnjฃg2jhg|e=cgnt|in^Jnithe
Initial Plan of April 1988. but, is some instances, have been editorially revised for clarification purposes.
PROGRAM ELEMENT: ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT: Accountability for achieving specific affirmative employment objectives
is often lacking at the level of program/hiring officials.
OBJECTIVE: To increase commitment and accountability of program/hiring officials throughout the Agency
for improving the representation of minorities and women.
ACTION ITEMS:
ACCOMPLISHMENTS STATUS
YES
*
ACCOMPLISHMENT
Issue affirmative employment program policy, specific
goals and program objectives for Office, Division and
Branch levels as appropriate.
X
Some Agency components issued
specific affirmative employment
policies and/or guidance.
Responsibility/accountability for
affirmative employment progress is
incorporated into managers'
performance standards. Although a
pilot EEO course was developed and
demonstrated, emphasis shifted to
creation of cultural diversity training.
Responsible officials have stated the
intent to develop both EEO and
cultural diversity curricula, and to
incorporate such training into
management development courses.
The Administrator has issued a
comprehensive policy statement on
EEO/affirmative employment. The
OCR provided specific, detailed
guidance on development of targeted
affirmative employment goals and
objectives. Agency officials received
training and logistical support to
develop effective recruitment
strategies for program objectives.
Institute policy and mechanisms for assuring that hiring
officials actively recruit and consider minorities and
women prior to making selections.
X
Include assessment of progress in meeting specific
affirmative action goals/objectives in performance
evaluations of all managers and supervisors.
X
Develop policy recommendation on requirement for all
supervisors to receive a minimum amount of EEO training
annually.
X
Issue policy statement which outlines specific goals and
program objectives for the Agency and, by example,
demonstrates commitment to affirmative employment.
X
Provide guidance to hiring officials relative to developing
recruitment mechanisms for minorities and nonminority
women.
X
* Partially accomplished
EEOC Form 568 (8/87)
86
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
NOTE: The Problems. Oblectives and Action Items described below are taken from those contained in the
initial Plan of April 1988. but. Is some Instances, have been editorially revised for clarification purposes.
PROGRAM ELEMENT: WORK FORCE
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 effort.
OBJECTIVE: To increase the representation of minorities and women in occupational categories and in
organizational components comparable to the civilian labor force.
ACTION ITEMS:
ACCOMPUSHMENTS STATUS
YES
PARTIAL
NO
Conduct targeted projects to recruit members of groups
that remain underrepresented.
X
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.
X
ACCOMPLISHMENTS
The Agency's efforts to focus recruitment in areas of underrepresentation continues to improve as operating
component's work with Agency recruitment specialists, minority professional organizations and minority
academic institutions. Specific recruitment trips have been made to areas with high concentration of
minority candidates. Partnerships between Agency components and higher education institutions or
professional organizations have also been formed to address identified areas of underrepresentation.
The Agency developed monitoring capabilities that will provide managers with periodic information not only
on hires and promotions, but on developmental programs, assignments, performance evaluations and
recognition. This information will allow managers to assess the level of participation of minorities and
nonminority women staff members in those facets of work that contribute to the achievement of equal
employment opportunity.
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)
87
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
NOTE: The Problems. Objectives and Action Items described below are taken from those contained in the
initial Plan of April 1988. but, is some instances, have been editorially revised for clarification purposes.
PROGRAM ELEMENT. DISCRIMINATION COMPLAINTS
PROBLEM/BARRIER STATEMENT: Increased number of discrimination complaints, requiring prolonged
process to reach resolution, indicates difficult interpersonal relationships in the work place, as well as
possible discrimination. Present barriers to improved complaint processing include increasing caseload,
inadequate resources for complaint process, failure to persuade EEOC of correctness of Agency complaint
rejection decisions and too little understanding of equal opportunity laws and different cultures.
OBJECTIVE: To lessen problems which lead to discrimination complaints and to expedite process leading
to complaint resolution.
ACTION ITEMS:
ACCOMPLISHMENTS STATUS
YES
PARTIAL
NO
Improve relationships in the work place through EEO and
cultural diversity training programs
X
Increase resources for complaints.
X
Pursue accurate complaint acceptance decisions and
prompt hearing process by EEOC.
X
ACCOMPLISHMENTS
The Agency established a cultural diversity taskforce to find methods to help staff members work in an
increasingly diverse environment. With the success of equal employment opportunity policies, it has
become apparent that individuals need to learn better cross-cultural understanding and improve
interpersonal skills. It is anticipated that a successful cultural diversity training program will lessen
interpersonal tensions and diminish the filing of discrimination complaints. The Agency has conducted pilot
EEO training and is continuing its efforts to develop a standard EEO course for managers. To expedite
review of case law pertaining to complaints of discrimination and the writing of proposed dispositions, a full-
time Expert was hired. In addition, new EEO Counselors have been added to the staff and have been
provided appropriate training. The OCR maintains a strict policy on acceptance of only those discrimination
complaints filed within the regulatory time limits established. OCR will continue this policy and will contest
those decisions by EEOC that appear to broaden this standard for complaint acceptance decisions. The
OCR has continued to support complainants who choose to take their cases to hearing before EEOC by
promptly providing case files and all necessary documents to the EEOC and encouraging the EEOC to
conduct hearings in a prompt and expeditious manner.
EEOC Form 568 (8/87)
88
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
NOTE: The Problems. Objectives and Action Items described below are taken from those contained In the
inrtiiLP!an_^AgriM^gii^^JsjQmejnงtancง|Jh^g_teeni^rt2ria!!^_re^iiid=teLฃ!iS!^i2Q=ฃUฃ^iiii
PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: Unnecessary education restrictions tend to limit development of the
applicant pool, screening out qualified minorities and women for supervisory and pre-supervisory positions.
The barriers to various ways to eliminate this practice or lessen its effects are due to long held views on
what constitutes "necessary" credentials for certain federal positions.
OBJECTIVE: To increase the selection rate for minorities and women in supervisory position and in mid-
level positions that feed them.
ACTION ITEMS:
ACCOMPLISHMENTS STATUS
YES
*
ACCOMPLISHMENT
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.
X
The open/closing dates for
vacancy announcements have
been extended and have been
distributed to communitiy groups,
employment agencies and posted
on official bulletin boards
throughout the Agency. While
development of an applicant
tracking system was abandoned
as previously reported, the Agency
has developed a system to track
the race, sex, etc., of selectees for
supervisory positions. Some
Agency components have
restructured mid-level professional
positions to allow for the
establishment of entry level skills.
Selection patterns are monitored
to determine where additional
emphasis needs to be placed.
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, EPA and other administrative of
technical positions available for career advancement
opportunities.
X
Develop selection data to provide basis for monitoring.
X
Monitor selection patterns to assess whether to opening up
qualification requirements results in higher rate of selection
for minorities and women.
X
* Partially accomplished
EEOC Form 568 (8/87)
89
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
NOTE: The Problems. Objectives and Action Items described below are taken from those contained in the
initial Plan of April 1988. but, is some instances, have been editorially revised for clarification purposes.
PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: Many organizational components lack a comprehensive recruitment plan
and strategy involving program officials to located and attract minority and female applicants. Barriers to
resolving this deficiency include failure to ensure accountability of managers in planning and executing
strategies to achieve EEO goals and coordination with Agency recruitment offices.
OBJECTIVE: To increase the involvement of program/hiring officials in planning and carrying out effective
targeted recruitment.
Identify position vacancies and
budget resources for travel and
other recruitment activities.
ACTION ITEMS:
YES
ssue policy on responsibilities of
program officials, Personnel and
EEO staff in recruitment.
Provide information on hiring
authorities and special employment
to hiring officials.
Provide information and contacts
for applicant sources of EEO
groups.
Coordinate scheduling of
recruitment for total organization.
ACCOMPLISHMENT STATUS
A National Recruitment Strategies Taskforce was
established to explore more productive means to fill
vacancies, meet affirmative employment responsibilities, and
prepare the Agency for the work force realities of the future
which include greater participation of minorities and
nonminority women in the work place. Through executive
policy statements, memorandums ol guidance and
instruction, management responsibilities have been clearly
communicated. A variety of hiring authorities and special
employment programs continues to be used to attract
qualified applicants. The Agency has expanded its register
of minority recruitment sources and has initiated contact
with those sources to strengthen the pool of minority and
nonminority women candidates. The Agency's efforts and
intentions regarding Minority Academic Institutions is well
documented in Part A, Subpart A ol this report. The
appointment of personnel with responsibilities for identifying
and establishing effective recruitment sources has been
resulted in greater coordination of recruitment efforts.
Further accomplishments regarding recruitment are are also
reported in Part B, Subpart B of this report.
* Partially accomplished
EEOC Form 568 (8/87)
90
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Some managers have the perception that minorities and women are
not qualified for supervisory and managerial positions and tend not to select them for these job. Lack of
understanding by some Agency officials as how to diversity in the work force should be valued, along with
absence of EEO and cultural diversity training, constitute barriers to resolution of this problem.
OBJECTIVE: To lessen objections to minorities and women in management positions and the perception
that they are not qualified, and to increases the selection of minorities and women in supervisory and
management positions.
ACTION ITEMS:
ACCOMPLISHMENTS STATUS
YES
*
ACCOMPUSHMENT
Provide minorities and nonminority women with project
management assignments, details, rotational assignments,
temporary promotions to supervisory positions, and other
career development options to enhance their visibility and
permit them to demonstrate their skills.
X
While minorities and women are participating in
developmental programs, their participation rate remains
below the desired level. Some organizational
components have made specific plans to utilize these
assignment opportunities as part of their affirmative
employment initiatives. Organizational components
continue to be urged to use special training and
development assignments especially for mid-level
positions that feed grade levels where minorities and
women remain underrepresented. Accordingly, through
Expand mid-level targeted training opportunities to
address specific needs of minorities and women and
enhance their credentials.
X
Expand training for managers and supervisors in EEO
awareness, affirmative employment programs and cross-
cultural communications.
X
the Greater Leadership Opportunities program and other
initiatives adopted by individual operating components,
targeted training opportunities are expanding and will
continue to do so. Although there is some EEO training
and cultural diversity awareness training included in
Publish and highlight the 'success stories" of minorities
and women within the Agency to increase their visibility to
managers and as role models.
X
such training courses for managers to take on a routine
basis. Agency officials have indicated that both areas of
training will be developed and offered.
The Special Emphasis Program managers, at
headquarters and in the field, along with staff of the
Office of Human Resources Management, provide
information through various media regarding
advancement of minorities and women. Although this
practice is ongoing, it could be more effective if carried
out routinely throughout the Agency. At headquarters,
regions and laboratories, at least one major event is
scheduled for each of the special observances.
Provide workshops, seminars and other training in
documenting and presenting relevant managerial
experience through applications, resumes and interviews.
X
Ran and hold special observance activities for Black,
Hispanic, Asian, American Indian and Women to highlight
their contributions i.e., Black History Month, Women's
History Week, etc.
X
* Partially accomplished
EEOC Form 568 (8/87)
91
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Minorities and women lack opportunities for career training and career
development especially at the mid-level, to assist them in advancing within the Agency. Possible barriers
to resolving this problem include effectiveness of existing development programs and size of such programs.
OBJECTIVE: To expand mid-level developmental opportunities and the participation of minorities and
women in them.
ACTION ITEMS:
ACCOMPLISHMENTS STATUS
YES
*
ACCOMPLISHMENT
Evaluate and refine "Greater Leadership
Opportunities" program to develop a model for
adoption agencywide.
X
The Greater Leadership Opportunities (GLO)
program is in use throughout the Agency. It is
a multi-dimensional program targeted primarily
for non-supervisory minorities and nonminority
women in mid-level positions (GS-11-13). The
GLO program has been extremely successful.
Many GLO graduates are now supervisors and
others hold positions of greater responsibility.
The program provides an opportunity for
participants to gain exposure and visibility,
network with others moving up, mentor with
top management, and develop leadership and
supervisory skills. Typically, two sessions are
held per year. The program is managed by a
National GLO Program Manager who is
responsible for planning sessions and
counseling interested applicants. To assist in
program planning, development and execution
there are GLO Coordinators, Mentors, and
Supervisors who oversee each participant's
development and completion of the
requirement of the GLO program. The Agency
is still in the process of examining the UPMO
Program and how positions are filled when
vacated by rotational or temporary
assignments so that such opportunities may
be used consistent with affirmative
employment objectives.
Adapt GLO to individual organizations facilities to
increase opportunities for participating in mid-
level training.
X
Assure broad publication of all training and
developmental opportunities for participation in
mid-level training.
X
Encourage minorities and women to apply for
participation in GLO, details, rotational
assignments, and other developmental
opportunities inside and outside EPA.
X
Assure development of participant data on the
range of carer development options and tracking
of career paths following program participation.
X
Review Upward Mobility program to determine
whether and how the concept can be expanded
to target a higher grade ceiling which reaches
into mid-level jobs.
X
Study problems of "back-filling" for rotational
assignments to determine what approaches
might be taken to facilitate this process.
X
EEOC Form 568 (8/87)
* Partially accomplished
92
-------
PART A, Subpart B (Agency-wide)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
are taken from those contained In the
ariallv revised for clarification purposes.
PROGRAM ELEMENT: PROGRAM EVALUATION
PROBLEM/BARRIER STATEMENT: The lack of an integrated system to access personnel data pertinent
to EEO hindered the Agency's ability to evaluate progress, identify and correct deficiencies in the Affirmative
Employment Program. The barrier to development of either of these systems was devotion of sufficient
resources.
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:
ACCOMPLISHMENTS STATUS
YES
*
ACCOMPLISHMENT
Determine specific data requirements for integrated
EEO/Affirmative Action Tracking system.
X
Specific data requirements have
been identified.
Secure resources to convert range of existing reports or
develop new ones to meet data requirements.
X
In process - the OCR is working
with appropriate staff offices to
finalize a Memorandum of
Understanding on what, when,
how services will be provided.
Action is underway to obtain the
$40K needed to support the
present data system.
Connect office computer to Agency's mainframe to access
data through FOCUS and other programs.
X
Accomplished.
Train staff regarding FOCUS and other programs for
integrated EEO/Affirmative Action tracking System.
X
Accomplished.
Partially accomplished
EEOC Form 568 (8/87)
93
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
NOTEWORTHY ACTIVITIES/INITIATIVES
AGENCY-WIDE
The following are activities, memberships, 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:
SPECIAL STAFF (OCR) TRAINING/EDUCATION: The EPA views a well informed and technically
competent Civil Rights staff to be among the critical elements needed for a successful Equal Employment
Opportunity Program. To be most productive and effective EEO careerists must have knowledge of current
legislation, rules and regulations having direct/indirect impact on personnel practices, policies and
procedures. An organizations' ability to attract and retain a cadre of experts in any field depends upon its
ability to demonstrate concern for and commitment to furthering their education and development. In
keeping with this principle, during 1991, the EPA held four major training conferences for members of the
Civil Rights staff:
* Equal Opportunity Conference - Seminars and workshops conducted over a three day period which
provided EEO Officers, Area Directors of Civil Rights and other participants an opportunity to expand their
knowledge in specific subject areas i.e., affirmative employment, environmental equity, minority academic
institutions, environmental education, discrimination complaints, external compliance, special emphasis
issues and statistical data retrieval and use. The training/conference forum also provided an opportunity
for participants to exchange information, discuss similar concerns and ideas, and meet and develop a
rapport with new members of the staff.
* Annual Hispanic Employment Program Managers' Conference - A three day program of workshops
and seminars providing an opportunity for participants to enhance their skills and be briefed on changes
in personnel policies, practices and procedures and in executing their duties as program managers. This
annual training was held in conjunction with the Annual National Council of LaRaza Training Conference in
order to also provide participants an opportunity to network with Council members and major Hispanic
community leaders and to learn about employment and advancement issues of concern within the Hispanic
community.
* The EPA's Black Employment Program, unlike the Hispanic and Federal Women's Program, is not
based on any mandate. Nevertheless, it was established to call attention to the needs and concerns of its
Black employees as well as employment applicants, and to address the conditions which presently exist that
may serve as barriers or impediments to their employment and/or advancement. The Program is an integral
part of the Agency's EEO Program under the stewardship of the Director, Office of Civil Rights. To assure
the necessary leadership and expertise needed to achieve the goals and objectives of the program, the
Agency employs a full-time National Black Employment Program Manager (NBEPM). To assist the NBEPM,
collateral duty BEP Managers have been appointed, on a collateral duty basis, in each Region and
Laboratory. So that each individual may fully contribute to their special assignment, various training
opportunities are provided. One such opportunity is the Agency's annual Black Employment Program
Manager's Training Conference which is typically held in conjunction with the Annual Blacks in Government
94
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
NOTEWORTHY ACTIVITIES/INITIATIVES
AGENCY-WIDE
(BIG) Training Conference. Attendance and participation In theses training conference gives BEP Managers
a chance to meet and discuss issues with Black national/community leaders, develop and/or enhance their
skills, knowledge and abilities as special emphasis program managers (like those described below) and
network with other program officials and experts.
* Federal Women's Program Managers' Annual Training Conference - A three day program of
workshops specifically designed to (a) orient new FWP Managers to their role and responsibilities as
program managers, (b) bring all participants up to date on changes in policies and new initiatives and
progress on actions related to the status of women in the EPA and Federal government, (c) offer a forum
for exchanging information, (d) provide training that will enhance their ability to function productively as FWP
Managers and (e) to gain input to proposed agency-wide strategies and initiatives relating to the FWP and
the status of women in EPA.
COMMUNITY OUTREACH ACTIVITIES/MEMBERSHIPS:
Participated in a meeting of the Interagency Advisory Group (IAG) on Recruitment and Special Personnel
Programs sponsored by the Office of Personnel Management (OPM). The meeting focused on existing
computerized systems on job applicant data bases and for tracking applicant flow data. OPM staff also
provided information on their college and general employment telephone hot lines and the processing of
the Administrative Careers with America (ACWA) examinations.
Attended a symposium regarding recruitment of Hispanic college graduates. The symposium was
sponsored by the Hispanic Association of Colleges and Universities (HACU) who recently opened an office
in Washington, D.C to facilitate its working more closely with Federal agencies in recruiting Hispanics into
public service. EPA participants included representatives from EPA's Regions 4 and 5, Las Vegas Lab, RTP,
and the Office of Human Resources Management (Headquarters). In addition, a meeting was held with the
Director, HACU to provide information on EPA's activities regarding Minority Academic Institutions and to
discuss possible linkages between HACU-member institutions and EPA.
Hold membership on the Interagency Council of Black Employment Program Managers which is a relatively
new group organized to address issues of concern across Federal agency lines which affect the employment
of Blacks in the Federal government.
SPECIAL EMPHSIS PROGRAM ENHANCEMENT ACTIVITIES: The EPA's Hispanic Employment Program
Manager (HEPM) was elected to serve as Chair of the Washington Council of Hispanic Employment Program
Managers. In July 1991, the HEPM and members of the Board of the Washington Council of HEP Managers,
met with Constance B. Newman, Director, OPM to discuss the status of the HEP across the Federal
government and strategies for strengthening the role of its managers and ways to increase the number of
Hispanics in the Federal work force.
95
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PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
NOTEWORTHY ACTIVITIES/INITIATIVES
AGENCY-WIDE
EPA was represented at a briefing held by Lynn Martin, Secretary of Labor, which addressed the DOL report
titled Glass Ceiling Initiatives: Women and Minorities. The purpose of the briefing was to relate the results
of a study conducted among nine Fortune 500 companies having federal government contracts. The study
revealed that a "Glass Ceiling" exists which prevents minorities and women from advancing beyond mid-level
management positions. Based on that report, the Secretary initiated a four part program to dismantle the
"Glass Ceiling". Initiatives include an internal educational effort; encouraging voluntary efforts within the
corporate community to remove barriers to the advancement of minorities and women into management
positions; the conduct of corporate management reviews to make sure there is no discrimination on the
basis of any prohibited factors; and public recognition and reward to those companies who undertake
particularly creative and effective programs to assure equal opportunity.
PARTICIPATION IN SPECIAL EMPLOYMENT PROGRAMS/ACTIVITIES: The EPA employs61 Presidential
Management Interns. Thirty-one (51%) of the Interns are nonminority women, six (10%) are Black, 10 (16%)
are Hispanic, and 1 (1.6%) is an Asian man. Of the 61 employed, 21 (34%) were hired in 1991.
There are 58 individuals employed under the Headquarters' Cooperative Education Program. Of that total,
19 (32.8%) are nonminority women, 13 (22.4%) are Black, and 2 (3.5%) are Asian.
The EPA stepped up its efforts to target recruitment of American Indians for example, it contacted American
Indian students enrolled in various colleges and universities to solicit their resume for consideration for either
summer (1992) or full-time employment. Through cooperative efforts of various program offices the EPA
began funding an American Indian Scholarship Program to be administered by the American Indians in
Science and Engineering Society (AISES).
For its first observance of American Indian Heritage Month, the EPA commissioned a commemorative poster
designed by an American Indian artist. The design of the poster portrayed the mission of the EPA and how
the mission is part of the culture and beliefs of the American Indian i.e., protection of the environment. A
day long program (for which planning and organization took place in 1991) included speakers from within
the EPA who discussed ongoing programs and projects with Tribal Governments; American Indian speakers
and story tellers; and an ethnic "food sampling" to introduce employees and participants to the American
Indian culture.
96
-------
PART A, Subpart B (Agency-wide) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FISCAL YEAR 1992
ENVIRONMENTAL PROTECTION AGENCY
HEADQUARTERS
Environmental Protection Aaencv NAME OP ORGANIZATION
401 M Street. S.W. (A-1051 Washington. D.C. 20460 ADDRESS OF ORGANIZATION
ORGANIZATIONAL LEVEL: AGENCY_ MOC_ REGION COMMAND_ INSTALLATION
HEADQUARTERSJC_
NUMBER OF EMPLOYEES COVERED BY PLAN: TOTAL 5.902 PROFESSIONAL 2.114
ADMINISTRATIVE 2.911 TECHNICAL 105
CLERICAL 772 OTHER 0
Sandie Friedland
260-4563
NAME OF CONTACT PERSON/PERSON PREPARING REPORT
TELEPHONE NO.
Suzanne E. Olive, Acting Director Office of Civil Rights
260-4575
NAME/TITLE OF PRINCIPAL EEO OFFICIAL
CERTIFIES THAT THIS REPORT IS IN COMPUANCE WITH
EEO-MD-714
f
TELEPHONE NO.
ILLIAM K. REILLY. Admioistrdtor
APR 1 51SS2
NAME/TITLE OF HEAD OF OttQANTtATION DATE
SIGNATURE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL CERTIFIES THAT THIS REPORT
IS IN COMPLIANCE WITH EEOC-MD-714
EEOC FORM 568 (8/87)
97
-------
PART B, Subpart A - (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES. WOMEN AND PEOPLE WITH DISABILITIES
PROGRAM ANALYSIS
WORK FORCE PROFILE
98
-------
PART B, Subpart A - (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
PROGRAM ANALYSIS - WORK FORCE PROFILE
An analysis of the EPA Headquarters work force was conducted using Agency generated work force data
as of September 23, 1991, in order to produce consistent analyses in line with those presented for the
agency-wide and regional affirmative employment plans.
The work force analysis concentrated on the Professional and Administrative occupational categories and
grade groupings (GS/GM 5-8, 9-12, 13-15, and SES) located within the Headquarters' twelve (12)
organizational components and the offices of the Inspector General and General Counsel since these two
occupational categories constitute 85 percent of all Headquarters' positions. Each organizational component
was reviewed and evaluated individually. The primary focus of the analysis was on identifying the grade
goup levels in Professional and Administrative occupations which have a minofest imbalance or conspicuous
absence of minorities and nonminority women using the relevant Civilian Labor Force (CLF) as the
benchmark for such determinations. The EPA has defined manifest imbalance and conspicuous absence
as:
CONSPICUOUS ABSENCE
0% - 25%
MANIFEST IMBALANCE
26% - 75%
NEAR PARITY
76% - 99.9%
Conspicuous Absence -
"Particular EEO group that is
nearly or totally nonexistent from
a particular occupation or grade
level in the workforce."
* For EPA analysis, conspicuous
absence is defined as 0% - 25%
of the relevant Civilian Labor
Force.
Manifest Imbalance -
"Representation of EEO groups in
a specific occupational grouping
or grade level in the Agency's
workforce that is substantially
below its representation in the
appropriate CLF."
* For EPA analysis, manifest
imbalance is defined as 26% -
75% of the relevant Civilian Labor
Force.
Near Parity ฆ
Representation of EEO groups in
a specific occupational grouping
or grade level in the Agency's
work force that is near parity with
the Appropriate Civilian Labor
Force.
For EPA analysis, near parity is
defined as 76% - 99.9% of the
relevant Civilian Labor Force.
Comparison of Professional and Administrative representation with the previous year's data, including grade
level distribution, is shown in the EPA's Affirmative Action Tracking Report (EEO-O50) included in this Part.
Comparing FY 1991 with FY 1990, the data reveals increases in representation of all minority groups and
nonminority women in both Professional and Administrative positions. Regardless of occupational category,
it should be noted that significant progress was also made in grade group 13-15 where there was an overall
increase of 279 employees... a 9.34% increase. In comparison, the rate of increase (+15.95%) for
nonminority women (numerically +141) was 1.7 times greater than that of the total population and for
99
-------
PART B, Subpart A - (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
PROGRAM ANALYSIS - WORK FORCE PROFILE
minorities (+47) the rate of increase (10.8%) was 1.2 times that of the total. While the EPA's FY 1991
initiatives have produced results in reducing/eliminating areas in which targeted groups are underrep-
resented, there is a need for additional focus on the following targeted groups:
PROFESSIONAL POSITIONS
GS 5-8
Black men
American Indian men and women
GS 9-12
Asian men
American Indian men and women
GS/GM 13-15
Black men and women
Hispanic men
American Indian men and women
SES
White women
Black men and women
Hispanic men and women
Asian men and women
American Indian men and women
ADMINISTRATIVE POSITIONS
GS 5-S
Asian men and women
American Indian men and women
GS 9-12
Black men
Hispanic men
Asian men
American Indian men
GS/GM 13-15
Black men and women
Hispanic women
Asian men
American Indian men
SES
White women
Black men and women
Hispanic men and women
Asian men and women
American Indian men and women
A profile by total PATCO, Professional and Administrative positions and grade groups of the Headquarters'
work force begins on the next page. The profile shows the number and percent of employees at the close
of fiscal year 1990 as compared to the end of fiscal year 1991.
100
-------
EPATS DATA AS f.n= 91/09/21
EE0050
OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
(PERMANENT FULL-TIME/PART-TIME)
PAT PLAN
GRAND
TOTAL
NON-MINORITT
MINORITT
BLACK
GRADE
TOTAL
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
********
*******
******
******
******
******
******
******
******
******
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
********
*******
******
******
******
******
******
******
******
******
* *
PATCO
TOTAL *
"HEADQUARTERS*
GS 01-04
90-09-22
109
20
89
9
18
11
71
11
69
18.35
81 .65
8.26
16.51
10.09
65.14
10.09
63.30
91-09-21
93
26
67
13
17
13
50
12
49
27.96
72.04
13.98
18.28
13.98
53.76
12.90
52.69
* CHANGE
-16
+ 6
-22
+4
-1
+2
-21
~ 1
-20
+ 9.61
-9.61
+5.72
+ 1 .77
+ 3.89
-11.38
+ 2.81
-10.61
GS 05-00
90-09-22
826
75
751
48
147
27
604
23
588
9.08
90.92
5.81
17.60
3.27
73.12
2.78
71.19
91-09-21
60B
60
748
37
152
23
596
18
577
7.43
92 .57
4.58
18.81
2.85
73.76
2.23
71.41
* CHANGE
-18
-15
-3
-11
~ 5
-4
-8
-5
-11
-1.65
+ 1.65
-1.23
+ 1.01
-0.42
~ 0.64
-0.55
~ 0.22
GS 09-12
90-09-22
1425
502
923
394
528
108
395
76
361
35.23
64.77
27.65
37.05
7.58
27.72
5.33
25.33
91-09-21
1537
577
960
452
527
125
433
87
386
37.54
62.46
29.41
34.29
8.13
28.17
5.66
25.11
* CHANGE
+ 112
~ 75
+ 37
+58
-1
+ 17
~ 38
~ 11
+ 25
+ 2.31
-2.31
+ 1.76
-2.76
+0.55
~0.45
+ 0.33
-0.22
GS/GM 13-15
90-09-22
2906
1899
1087
1666
884
233
203
108
143
63.60
36.40
55.79
29.60
7.80
6.80
3.62
4.79
91-09-21
3265
2000
1265
1757
1025
243
240
117
170
61.26
30.74
53.81
31.39
7.44
7.35
3.58
5.21
* CHANGE
+ 279
+ 101
+ 178
+ 91
+ 141
+ 10
~ 37
+ 9
~ 27
-2.34
+ 2.34
-1.98
+ 1.79
-0.36
+ 0.55
-0.04
+ 0.42
ES, GS/GM 16-18
90-09-22
192
159
33
151
32
8
1
6
1
82.81
17.19
78.65
16.67
4.17
0.52
3.13
0.52
91-09-21
199
162
37
154
36
8
1
6
1
81.41
18.59
77.39
18.09
4.02
0.50
3.02
0.50
* CHANGE
+ 7
+ 3
+ 4
+ 3
+ 4
+ 0
+ 0
+ 0
+ 0
-1.40
+ 1.40
-I .26
+ 1.42
-0.15
-0.02
-0.11
-0.02
** TOTAL
90-09-22
5538
2655
2683
2268
1609
387
1274
224
1162
47.94
52.06
40.95
29.05
6.99
23.00
4.04
20.98
91-09-21
5902
2825
3077
2413
1757
412
1320
240
1183
47.87
52.13
40.88
29.77
6.98
22.37
4.07
20.04
* CHANGE
+ 364
+ 170
+ 194
+ 145
+ 148
+25
+ 46
~ 16
+ 21
-0.07
+ 0.07
-0.07
+ 0.72
-0.01
-0.63
+ 0.03
-0.94
07 OCT 1991
REPORT EEO-050
HISPANIC
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
ASIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
AM INDIANS
MALE FEMALE
****** ******
NUMBER NUMBER
PERCNT PERCNT
****** ******
0 1
0.00 0.92
0 1
0.00 1.03
~ 0 +0
ซ0.00 40.16
2 10
0.24 1.21
2 12
0.25 1.49
+0 +2
40.01 +0.28
20 17
1.40 1.19
22 25
1.43 1.63
+ 2 +8
+0.03 40.44
32 22
1.07 0.74
33 24
1.01 0.74
41 +2
-0.06 40.00
1 0
0.52 0.00
1 0
0.50 0.00
+ 0 +0
-0.02 40.00
55 50
0.99 0.90
5Q 62
0.90 1.05
+ 3 +12
-0.01 +0.15
0 1
0.00 0.92
1 0
l.oe o.oo
+ 1 -1
4l.0a -0.92
2 5
0.24 0.61
3 7
0.37 0.87
+ 1 +2
+0.13 +0.26
11 17
0.77 1.19
15 21
0.98 1.37
+4 +4
+0.21 +0.18
92 37
3.06 1.24
92 44
2.62 1.35
+ 0 +7
-0.26 +0.11
1 0
0.52 0.00
1 0
0.50 0.00
+ 0 +0
-0.02 +0.00
106 60
i.9i l.oe
112 72
1.90 1.22
+ 6 +12
-0.01 +0.14
0 0
0.00 0.00
0 0
0.00 0.00
+ 0 40
+0.00 40.00
0 1
0.00 0.12
0 0
0.00 0.00
+ 0 -1
+0.00 -0.12
1 0
0.07 0.00
1 I
0.07 0.07
40 +1
+ 0.00 +0. 07
1 1
0.03 0.03
1 2
0.03 0.06
+ 0 +1
+0.00 >0.03
0 0
0.00 0.00
0 0
0.00 0.00
40 +0
40.OD 40.00
2 2
0.04 0.04
2 3
0.03 0.05
40 4 1
-0.01 40.01
-------
EPATS DATA AS OF 91/09/21 OFFICE OF CIVIL BIGHTS 07 OCT 1991
AFFIRMATIVE ACTION TRACKING REPORT
EE0050 (PERMANENT FULL-TIME/PART-TIME) REPORT EEO-050
PAY PLAN
GRAND
TOTAL
NON-MINORITY
MINORITY
BLACK
HISPANIC
ASIANS
AM INDIANS
GRADE
TOTAL
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
********
*******
******
******
******
******
******
******
******
******
******
******
******
******
******
******
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
********
*******
******
******
******
******
******
******
ป****
******
******
******
******
******
******
******
91
PROFESSIONAL *
KHEADQUARTERS*
GS 01-04
90-09-22
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
91-09-21
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
* CHANGE
~ 0
+0
+ 0
~ 0
~ 0
~ 0
~ 0
+ 0
~ 0
+ 0
+ 0
+0
+ 0
+ 0
+ 0
+ 0.00
+0.00
~ 0.00
~ 0.00
+ 0.00
+ 0.00
~ 0.00
~ 0.00
+0.00
+0.00
+ 0. 00
+ 0.00
+ 0.00
+ 0.00
GS 05-03
90-09-22
42
14
28
10
21
4
7
3
7
0
0
1
0
0
0
33.33
66.67
23.81
50.00
9.52
16.67
7.14
16.67
0.00
0.00
2.38
0.00
0.00
0.00
91-09-21
64
23
41
17
30
6
11
2
4
1
3
3
4
0
0
35.94
64.06
26.56
46.88
9.38
17.19
3.13
6.25
1.56
4.69
4.69
6.25
0.00
0.00
* CHANGE
+22
~ 9
+ 13
~ 7
~ 9
~ 2
~ 4
-1
-3
~ 1
+3
+2
+4
~ 0
+ 0
+ 2.61
-2.61
~ 2.75
-3.12
-0.14
+ 0.52
-4.01
-10.42
+ 1.56
+4.69
+2.31
+6.25
+ 0.00
+ 0.00
GS 09-12
90-09-22
414
214
200
168
147
46
53
29
36
10
6
7
11
0
0
51.69
48.31
40.58
35.51
11.11
12.80
7.00
6.70
2.42
1.45
1.69
2.66
0.00
0. 00
91-09-21
439
231
208
182
148
49
60
32
38
10
9
7
13
0
0
52.62
47.38
41.46
33.71
11.16
13.67
7.29
8.66
2.28
2.05
1.59
2.96
0.00
0.00
* CHANGE
+25
~ 17
~8
~ 14
~ 1
~ 3
~ 7
~3
~ 2
+ 0
+3
+0
+2
+ 0
+ 0
~ 0.93
-0.93
~0.88
-1.80
~ 0.05
~ 0.87
~ 0.29
-0.04
-0.14
+0.60
-0.10
+ 0.30
+ 0.00
+ 0.00
GS/GM 13-15
90-09-22
1427
1044
383
905
316
139
67
45
32
16
13
78
22
0
0
73.16
26.84
63.42
22.14
9.74
4.70
3.15
2.24
1.12
0.91
5.47
1.54
0.00
0.00
91-09-21
1526
1079
447.
935
365
143
82
49
43
15
14
79
25
0
0
70.71
29.29
61.34
23.92
9.37
5.37
3.21
2.82
0.98
0.92
5.18
1.64
0.00
0.00
ซ CHANGE
+ 99
+ 35
+64
~ 31
+49
+4
~ 15
~ 4
~ 11'
-1
+1
+ 1
+ 3
+ 0
+ 0
-2.45
~ 2.45
-2.08
~ 1.78
-0.37
+0.67
~ 0.06
~ 0.58
-0.14
+ 0.01
-0.29
+0.10
+
o
o
o
+ 0.00
ES. GS/GM 16-18
90-09-22
69
78
11
75
11
3
0
2
0
0
0
1
0
0
0
87.64
12.36
84.27
12.36
3.37
0.00
2.25
0.00
0.00
0.00
1.12
0.00
0.00
0.00
91-09-21
85
73
12
70
12
3
0
2
0
0
0
1
0
0
0
85.88
14.12
82.35
14.12
3.53
0.00
2.35
0.00
0.00
0.00
1.18
0.00
0.00
0.00
* CHANGE
-4
-5
~ 1
-5
~ 1
~ 0
+ 0
~ 0
+0
+ 0
+ 0
+ 0
+ 0
+ 0
+ 0
-1.76
~ 1.76
-1.92
+ 1.76
+ 0.16
+ 0.00
~ 0.10
+ 0.00
+ 0.00
+ 0.00
+0.06
+ 0.00
+ 0.00
+ 0.00
** TOTAL
90-09-22
1972
1350
622
1158
495
192
127
79
75
26
19
87
33
0
0
68.46
31.54
58.72
25.10
9.74
6.44
4.01
3.80
1.32
0.96
4.41
1.67
0.00
0.00
91-09-21
2114
1406
70S
1205
555
201
153
85
85
26
26
90
42
0
0
66.51
33.49
57.00
26.25
9.51
7.24
4.02
4.02
1.23
1.23
4.26
1.99
o.oo
0 . 00
* CHANGE
+ 142
+56
~ 86
~47
+60
~ 9
~ 26
~6
~ 10
+ 0
+ 7
+ 3
+9
+ 0
+ 0
-1.95
~ 1.95
-1.72
+ 1.15
-0.23
+0.80
~ 0.01
+ 0.22
-0.09
+ 0.27
-0.15
+0.32
+ 0.00
+ 0.00
-------
EPAYS DATA AS OF 91/09/21
EE0050
OFFICE OF CIVIL RIGHTS
AFFIRMATIVE ACTION TRACKING REPORT
< PERMANENT FULL-TIME/PART-TIME I
07 OCT 1991
REPORT EEO-050
PAY PLAN
GRAND
TOTAL
NON-MINORITY
MINORITY
BLACK
HISPANIC
ASIANS
AM INDIANS
GRADE
TOTAL
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
********
*******
******
******
******
******
******
******
******
******
******
******
******
******
******
ป****~;
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
NUMBER
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
PERCNT
********
*******
******
******
******
******
******
******
******
******
******
******
******
******
******
******
* *
ADMINISTRATV *
HEADQUARTERS*
GS 01-04
90-09-22
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
91-09-21
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0. 00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0. 00
0.00
0.00
0 .00
* CHANGE
+ 0
+ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
40
~ 0
~ 0.00
~ 0.00
~ 0.00
~ 0.00
~ 0.00
~ 0.00
~ 0.00
~ 0.00
~ 0.00
~ 0.00
+ 0.00
~ 0.00
+ 0.00
+ 0.00
GS 05-08
90-09-22
98
37
61
28
23
9
38
7
32
1
z
1
4
0
0
37.76
62.24
28.57
23.47
9.18
38.78
7. 14
32.65
1.02
2.04
1 .02
4.08
0.00
0.00
91-09-21
65
16
49
10
18
6
31
5
28
1
3
0
0
0
0
24.62
75.38
15.38
27.69
9.23
47.69
7.69
43.08
1.54
4.62
0.00
0.00
0.00
O.OO
* CHANGE
-35
-21
-12
-18
-5
-3
-7
-2
-4
~ 0
~ 1
-1
-4
~ 0
~ 0
-13.14
~13.14
-13.19
~4.22
~ 0.05
~ 8.91
~ 0.55
~10.43
~ 0.52
~ 2.58
-1.02
-4.08
~ O.OO
+ 0.00
GS 09-12
90-09-22
905
274
631
214
355
60
276
45
261
10
10
4
5
1
0
30.28
69.72
23.65
39.23
6.63
30.50
4.97
28.84
1.10
1.10
0.44
0.55
0.11
0.00
91-09-21
996
336
660
ฃ61
355
75
305
55
282
11
15
8
7
I
1
33.73
66.27
26.20
35.64
7.53
30.62
5.52
28.31
1.10
1.51
0.80
0.70
0.10
0.10
* CHANGE
~ 91
~ 62
~ 29
~47
~ 0
~ 15
~ 29
~ 10
~ 21
~ 1
~ 5
~ 4
~ 2
+ 0
+ 1
~ 3.45
-3.45
~ 2.55
-3.59
~ 0.90
~ 0.12
~0.55
-0.53
~ 0.00
~ 0.41
~ 0.36
~ 0.15
-0.01
+ 0.10
GS/GM 13-15
90-09-22
1559
855
704
761
568
94
136
63
111
16
9
14
15
1
L
54.84
45.16
48.81
36.43
6.03
8.72
4.04
7.12
1.03
0.58
0.90
0 . 96
0.06
0.06
91-09-21
1736
920
816
821
659
99
157
67
126
18
10
13
19
1
2
53.00
47.00
47.29
37.96
5.70
9.04
3.86
7.26
1.04
0.58
0.75
1.09
0.06
0.12
* CHANGE
~ 177
~ 65
~ 112
~ 60
~ 91
~5
~ 21
~ 4
~ 15
~ 2
~ 1
-1
~4
~ 0
~ 1
-1.84
~ 1 .84
-1.52
~ 1.53
-0.33
~ 0.32
-0.18
~ 0.14
~ 0.01
~ 0.00
-0.15
~ 0.13
+ 0 . oo
~ 0.06
ES, GS/GM 16-18
90-09-22
103
81
22
76
21
5
1
4
1
1
0
0
0
0
0
78.64
21.36
73.79
20.39
4.85
0.97
3.88
0 .97
0.97
0.00
O.OO
0.00
0.00
0 .00
91-09-21
114
89
25
84
24
5
1
4
1
1
0
0
0
0
0
76.0 7
21.93
73.68
21.05
4. 39
0.88
3.51
0.88
0.88
0.00
0.00
0.00
0.00
0.00
* CHANGE
til
~ 8
~ 3
~ 8
~ 3
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
~ 0
+ 0
~ 0
-0.57
~ 0.57
-0.11
~ 0.66
-0.46
-0.09
-0.37
-0.09
-0.09
~ 0.00
~ 0.00
~ 0.00
~ 0.00
+ 0.00
** TOTAL
90-09-22
2665
1247
1418
1079
967
168
451
119
405
28
21
19
24
2
1
46.79
53.21
40 .49
36.29
6. 30
16.92
4.47
15.20
1.05
0. 79
0.71
0.90
0.08
0 . 04
91-09-21
2911
1161
1550
1176
1056
185
494
131
437
31
28
21
26
2
3
46. 75
53.25
40.40
36.28
6.36
16.97
4.50
15.01
1.06
0.96
0. 72
0.89
0.07
0.10
* CHANGE
~ 246
~ 114
~ 132
~ 97
~ 89
~ 17
~ 43
~ 12
~ 32
~ 3
~ 7
~ 2
~ 2
~ 0
~ 2
-0.04
~ 0.04
-0.09
-0.01
~ 0.06
~ 0.05
~ 0.03
-0.19
~ 0.01
~ 0.17
~ 0.01
-0.01
-0.01
~ 0.06
-------
PART B, Subpart A (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FISCAL YEAR 1992
NUMERICAL OBJECTIVES BY OCCUPATIONAL CATEGORY/SERIES
HEADQUARTERS
OCCUPATIONAL
CATEGORY
PLANNED/
ACTUAL
TOTAL
1
WHITE
BLACK
HISPANIC
ASIAN
AM.INDIAN
M
W
M
W
M
W
M
W
M
W
PROFESSIONAL
PLANNED
78
5
7
9
8
3
5
2
1
1
ACTUAL
ADMINISTRATIVE
PLANNED
88
4
12
3
10
2
5
1
4
2
ACTUAL
SERIES: 0028
PLANNED
3
1
1
1
ACTUAL
SERIES: 0301
PLANNED
5
1
1
ACTUAL
SERIES: 0511
PLANNED
10
2
2
1
1
ACTUAL
SERIES: 0905
PLANNED
7
1
1
ACTUAL
SERIES: 1811
PLANNED
6
ฆ
2
1
ACTUAL
TOTAL2
PLANNED
166
9
19
12
18
5
10
3
5
3
ACTUAL
PERCENT
1 Total number of projected vacancies.
2 The TOTAL PLANNED only includes the numerical goals shown for Professional and Administrative
since the series goals are included under the relevant occupational category of Professional or
Administrative.
104
-------
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
PROGRAM ANALYSIS
EMPLOYEE DEVELOPMENTAL PROGRAMS
105
-------
PART B, Subpart A - (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
PROGRAM ANALYSIS - EMPLOYEE DEVELOPMENT PROGRAMS
In addition to increased emphasis on EEO training for supervisors and managers, the Agency has turned
increased attention to how best to value the cultural diversity of its work force. The areas of training, equal
employment opportunity and cultural diversity will be utilized to lessen the perception that some may still
have that minorities and nonminorrty women are not qualified for supervisory and managerial positions.
Through greater attention to the statutory requirements of the Affirmative Employment Program, directed
by the Office of Civil Rights, and the recommendations of the Cultural Diversity Task Force, directed by the
Office of Human Resources Management, the Agency intends to eliminate personnel practices, policies
and/or procedures that adversely affect targeted groups.
Most reporting components at Headquarters do not address the scarcity of opportunity for secretarial and
clerical staff to develop beyond their present position regardless of the fact members of the support staff
may have excellent potential for career development of provided the opportunity.
106
-------
PART B, Subpart A - (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
PROGRAM ANALYSIS - EMPLOYEE DEVELOPMENT PROGRAMS
UNDESIRED CONDITION: The existence of a misperception by some managers that minorities and
nonminority 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.
DESIRED CONDITION: A work place in which all employees value the diversity of the staff and where there
is true equal employment opportunity for all to advance to the maximum potential.
ANALYSIS: As the Agency continues to achieve success in implementation of its affirmative employment
obligations, it has become increasingly clear that occasional misunderstandings or misperceptions, based
in in pari on persons' race, age, ethnicity or geneder, create problems within the work place. These
problems may manifest themselves in EEO complaints, employee grievances, negative verbal communication
or disruptions in performance of work. The Agency has concluded that it would be a logical and appropriate
extension of effective affirmative employment practices to increase employees' awareness of cultural
diversity.
PROBABLE BARRIER: Awareness of managers regarding the Agency's equal employment opportunity
responsibilities under law and commitment of sufficient resources to comprehensive training.
ALTERNATIVE: Combine cultural diversity training with training about the Agency's obligations under equal
opportunity law.
EXPECTED RESULTS: A more productive and harmonious work environment.
EEOC Form 566 (8/87)
107
-------
PART B, Subpart A - (Headquarters)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: The existence of a misperception by some managers that minorities and
nonminorfty 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: A work place in which all employees value the diversity of the staff and where there is true
equal employment opportunity for all to advance to the maximum potential.
ACTION ITEM(S):
RESPONSIBILE OFFICIAL(S):
TARGET DATE(S):
Continue development of Cultural Diversity
Task Force recommendations.
Office of Human Resources
Management (Lead)
Office of Civil Rights (Technical
advice/guidance)
March 31, 1993
Monitor equal opportunity complaints and
events to determine training needs.
Office of Civil Rights
Office of Human Resources
Management
Annually
Develop and provide training that will
address those aspects of equal opportunity
(EEO) law and cultural diversity that will
assure that employees, especially
managers and supervisors understand and
support the Agency's responsibilities under
EEO law and appropriately value the
diversity of individuals.
Office of Human Resources
Management (Lead)
Office of Civil Rights (Technical
advice/guidance and assistance)
Assistant Administrators
(Program Support)
Supervisors/Managers (Training
participation)
Develop training:June
30, 1993
Conduct initial training:
August 1993
EEOC Form 566 (8/87)
108
-------
PART B, Subpart A - (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
PROGRAM ANALYSIS - EMPLOYEE DEVELOPMENT PROGRAMS
UNDESIRED CONDITION: Career development opportunities for secretarial and clerical positions
(predominantly Black women) are limited and/or nonexistent in many of the Headquarters' organizational
components; and managers are not trained to take advantage of the growth potential of their support pool
members.
DESIRED CONDITION: A wider range of career development opportunities for secretarial and clerical
support employees and their participation in career development programs.
ANALYSIS: Most reporting components at Headquarters do not address the scarcity of opportunity for
secretarial and clerical staff to develop beyond their present position regardless of the fact members of the
support staff may have excellent potential for career development of provided the opportunity.
PROBABLE BARRIER: Managers may not be aware of, or be receptive to taking advantage of the potential
for growth in their secretarial/clerical pool.
ALTERNATIVE: Refocus management's expectations of the support staff employee.
EXPECTED RESULTS: Improved morale as lower graded/dead-ended employees realize that performance
may be rewarded with expanded career opportunities and increased productivity of support staff.
EEOC Form 566 (8/87)
109
-------
PART B, Subpart A - (Headquarters)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT: Career development opportunities for secretarial and clerical positions
(predominantly Black women) are limited and/or nonexistent in many of the Headquarters' organizational
components; and managers are not trained to take advantage of the growth potential of their support pool
members.
OBJECTIVE: A wider range of career development opportunities for secretarial and clerical support
employees and their participation in career development programs.
ACTION ITEM(S):
RESPONSIBLE OFFICIAL(S):
TARGET DATE(S):
Restructure jobs to provide entry level
developmental positions for minorities.
Assistant Administrators
Regional Administrators
Laboratory Directors
Supervisors/Managers
Annually
Provide support staff with rotational
assignments to non-secretarial positions.
Provide financial support for secretaries to
enroll in the Certified Professional
Secretaries Program.
Utilize the EPA, Administrative Support
Career Management System (ASCMS)
(including its supporting practical guide
documents) to enhance the Agency's
ability to attract, develop and retain the
highest quality support staff.
EEOC Form 566 (8/87)
110
-------
PART B, Subpart B (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1 991
ENVIRONMENTAL PROTECTION AGENCY
HEADQUARTERS
* SUMMARY ANALYSIS OF WORK FORCE
ACCOMPLISHMENT REPORT ON OBJECTIVES AND ACTION ITEMS
* NOTEWORTHY ACTIVITIES AND INITIATIVES
Environmental Protection Aaencv NAME OF ORGANIZATION
401 M Street. S.W. (A-105). Washington. D.C. 20460 ADDRESS OF ORGANIZATION
ORGANIZATIONAL LEVEL AGENCY_ MOC_ REGION COMMAND . INSTALLATION
HEADQUARTERS_X_
NUMBER OF EMPLOYEES COVERED BY PLAN: TOTAL 5.538 PROFESSIONALLY
ADMINISTRATIVE 2.665 TECHNICAL 115
CLERICAL 786 OTHER.0
Sandie Friedland
260-4563
NAME OF CONTACT PERSON/PERSON PREPARING REPORT
TELEPHONE NO.
Suzanne E. Olive, Acting Director Office of Civil Rights
260-4575
NAME/TITLE OF PRINCIPAL EEO OFFICIAL
CERTIFIES THAT THIS REPORT IS IN COMPUANCE WITH
EEO-MD-714
TELEPHONE NO.
APR 1 5 1SS2
NAME/TITLE OF HEAD UF-OBGANIZATION DATE
SIGNATURE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL CERTIFIES THAT THIS REPORT
IS IN COMPLIANCE WITH EEOC-MD-714
EEOC FORM 568 (8/87)
111
-------
PART B, Subpart B (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES. WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
NUMERICAL OBJECTIVE ACCOMPLISHMENTS BY OCCUPATIONAL CATEGORY
OCCUPATIONAL
PLANNED/
TOTAL
WHITE
BLACK
HISPANIC
ASIAN
AM.INDIAN
CATEGORY
ACTUAL
# ALL
/
M
W
M
W
M
W
M
W
M
W
PLANNED
15
12
11
109
26
20
/
6
6
6
PROFESSIONAL
ACTUAL
95
1205
60
6
10
7
3
9
PLANNED
103
18
23
13
23
11
7
3
2
3
ADMINISTRATIVE
ACTUAL
149
1176
89
12
32
3
7
2
2
2
PLANNED
212
1
I
44
43
28
35
18
18
9
8
9
TOTAL
ACTUAL
244
2381
149
18
42
3
14
5
11
2
PERCENT
115%
1
1
339%
42%
150%
8.6%
78%
28%
122%
22%
EEOC Form 568 (8/87) (page 4)
112
-------
PART B, Subpart B (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
FISCAL YEAR 1991
NUMERICAL OBJECTIVE ACCOMPLISHMENTS BY MAJOR OCCUPATIONS
As reported in the FY 1991 Plan Update, "No numerical objectives were established by Major
Occupations for FY 1990. Therefore, no assessment of goal achievement appears in Part B, Subpart
B - Headquarters Accomplishment Report for FY 1990, nor were they established for FY 1991.
However, Major Occupations were examined to determine where affirmative employment program
efforts are required. Plans are in progress to include numerical objectives in the FY 1992 Update.*
FOLLOW-UP: As shown in Part A, Subpart B of this Plan, numerical goals have been established for
FY 1992.
EEOC Form 568 (8/87) (page 5)
113
-------
PART B, Subpart B (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
NOTE: The Problems. Objectives and Action Items described below are taken from those contained in the
mrt|งLฃj|D:ฃf^gE|jJ^SJ:^^yงJgm|=in|tงngง|!_^v|_bg|n^SgEii!j^=gyli^jgLgliE^i^ti2DJgy^|ง|i
PROGRAM ELEMENT: ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT: Collateral-duty support staff need to be identified to assist the Area
Director for Civil Rights (HQ) in carrying out the responsibilities of the Black Employment Program, Hipanic
and Women's Employment Program.
OBJECTIVE: To accomplish certain short term measures addressing appointment of special emphasis
managers for each HQs planning and reporting unit and preparation of position paper and plan for program
expenditures; and assign program responsibility to Deputy Assistants and their counterparts.
ACTION ITEMS:
ACCOMPLISHMENTS STATUS
YES
PARTIAL
NO
Prepare applications for special emphasis managers.
THIS ACTION WAS DROPPED (FY 1990).
Distribute Federal Women's Program memo to all HQs employees.
X
Circulate applications to interested employees.
THIS ACTION WAS DROPPED (FY 1990).
Interview and make selections for Black employment and federal
women's program.
THIS ACTION WAS DROPPED (FY 1990).
Continue to expand all constituent group networks.
X
Prepare recommendation to HQs Assistant Administrators re: high level
staff support of EEO function.
X
Chart annual program expenditures and report to Director, OCR.
X
Issue policy statement which outlines specific goals and program
objectives and, by example, demonstrate commitment to affirmative
action concerns.
X
Provide guidance to hiring officials relative to developing recruitment
mechanisms for minorities and women.
X
Finalize the development of EEO training course through the EPA
Institute.
The development of a formal EEO training course
through the EPA Institute will no longer be pursued
since these individuals have been provided specific
training through a variety of specially designed
seminars. Training needs of the collateral-duty
staff will continue to be assessed by program
managers who will work with appropriate program
officials in developing and presenting training
relevant to group as well as individual needs.
EEOC Form 568 (8/87)
114
-------
PART B, Subpart B (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT: EPA Headquarters components have been only moderately successful In recruiting applicants
from groups which evidence a manifest imbalance. Minority males are either conspicuously absent or manifestly imbalanced in the
principal professional and administrative occupational 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 Black and Hispanic males.
ACTION ITEMS:
YES
ACCOMPLISHMENTS
Expand annual goal setting exercise to
ensure that goals are distributed among
offices, divisions and branches.
X
Each year, the applicant pool of qualified minority and nonminority women
candidates for Professional and Administrative positions at Headquarters has
steadily risen. By the close of FY 1991, the Professional population had
increased by 7.2%. In contrast, minorities increased by 11%, 1.5 times
greater than the total Professional population and nonminority women
increased 12%, 1.7 times greater. The Administrative population increased
9.2% as did nonminority women while the increase of minorities was slightly
higher at 9.7%.
As indicated, each of the action items identified in this program element
have been accomplished. The programs established or enhanced in an
effort to achieve the stated objective will continue to ensure that progress, as
reported in prior year accomplishment reports, will continue to be made in
these occupational categories.
During FY 1991, the National Recruitment Manager and the OCR continued
their efforts to encourage major operating components to fully coordinate
their recruitment initiatives. These efforts have complemented the
establishment and continuation of a variety of recruitment, educational and
developmental programs to include a National Recruitment Committee
made up of senior executives representing Headquarters components as
Promulgate recruitment plan for
minorities and women at AAship level.
X
Organize a task force or designate high
evel person to develop an Affirmative
Employment Recruitment Plan; identify
recruitment sources and implementing
mechanisms; identify financial resources
to support vigorous recruitment strategy.
X
Provide recruitment training including
philosophy and strategy in pursuing
largeted recruitment.
X
Evaluate the effectiveness of recruitment
efforts under the recruiting plan and
revise plan actions as necessary.
X
Increase awareness of program offices to
sources of professionally qualified
minorities and minorities holding
academic degrees in science and
engineering.
X
well as Regions, and an Academic Relations Program designed to cultivate a
network of Historically Black Colleges and Universities and educational
institutions having a significant enrollment of minority students. To
strengthen the entire network of minority academic institutions,
programmatic initiatives have been included in this years' Plan Update (Part
A, Subpart A (Agency-wide).
To provide greater visibility to EPA's efforts to support minority academic
institutions, a directory was published which lists research grants,
cooperative education agreements, intergovernmental personnel act
agreements, fellowships, equipment donations or transfers, training grants,
faculty internships, student internships, and education programs.
Meet with administrators and top
managers regarding recruitment trips to
minority academic institutions and
organizations of minority and women
professionals.
X
Meet with administrators and top
managers regarding academic institutions
and organizations of minority and women
professionals.
X
Promote institutionalized efforts within the
AAships to improve minority and women
recruitment efforts.
X
EEOC Form 568 (8/87)
115
-------
PART B, Subpart B (Headquarters) UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES, WOMEN AND PEOPLE WITH
DISABILITIES
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT
PROBLEM/BARRIER STATEMENT: Career development opportunities for secretarial and clerical positions
(predominantly Black women) are limited and/or nonexistent in many of the Headquarters' organizational
components; and managers are not trained to take advantage of the growth potential of their support pool
members.
OBJECTIVE: To create a wider range of career development opportunities for secretarial and clerical
support employees and encourage their participation in career development programs.
ACTION ITEMS:
ACCOMPLISHMENTS STATUS
YES
PARTIAL
STATEMENT OF ACCOMPLISHMENT
Restructure jobs to provide entry level
developmental positions for minorities
and women;
X
The EPA has developed an Administrative Support
Career Management System (ASCMS) (with
supporting practical guide documents) designed
to improve the Agency's ability to attract, develop,
and retain the highest quality staff ; enhance the
status, professionalism, and career opportunities
for that staff; and provide the motivated and highly
skilled employees needed to meet the demands of
the EPA office of the future. The ASCMS requires
that (1) basic orientation programs for new
secretarial and administrative staff be established;
(2) assessments of secretarial and administrative
staff skills be made; (3) training and development
needs be documented in Career Management
Plans (CMPs); (4) skills and training requirements
for secretarial and administrative positions be
established at each grade level; (5) sufficient
resources be allocated to support the training
needs of the support staff; (6) supervisors and
managers be trained on the subject of position
management, staff utilization, and job
restructuring; (7) support staff personnel be
included in retreats and team building exercises;
(8) secretaries be encourgaed to enroll in and
complete the Certified Professional Secretary
Program; and (9) the Deputy Administrator be
provided annual reports on the status of ASCMS
implementation.
Provide secretaries with rotational
assignments to non-secretarial
positions;
X
Conduct secretarial retreats to
discuss and plan job enhancement
strategies;
X
Provide financial support for
secretaries to enroll in the Certified
Professional Secretaries Program;
X
Encourage enrollment in
Headquarters' Secretarial Advisory
Committee (SAC);
X
Increase awareness of all supervisors
and managers of career development
possibilities available to secretaries
and support staff;
X
Encourage the establishment of
'local' SACs in each of 12 HQs
operating components;
X
EEOC Form 568 (8/87)
116
-------
PART B, Subpart B (Headquarters)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN
AND PEOPLE WITH DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
NOTEWORTHY ACTIVITIES/INITIATIVES
HEADQUARTERS
OFFICE OF POLICY, PLANNING AND EVALUATION (OPPE):
* During FY 1991, the secretarial support staff participated in a training conference designed to provide
participants an opportunity to consider their roles in the accomplishment of OPPE/EPA objectives and to
increase their awareness of methods used to achieve these goals. The conference was organized by
OPPE's Human Resources Mini-Council Secretarial Subcommittee and included extensive pre-conference
interviews with managers and supervisors as well as a skills assessment of the participants. The training
evaluation assisted OPPE managers in identifying more promotional and career development opportunities
for secretaries. Two upward mobility positions were established.
* Ten minorities from the University of Arizona, Indiana University, New Mexico State University, and the
LBJ School of the University of Texas were recruited to participate in the summer intern program. Of the
ten, two Black women were hired for permanent full-time positions as Program Analyst. One Black male
was also was hired in a permanent full-time position. He was a 1990 summer intern who returned to the
University of Arizona to complete his masters and returned to OPPE. A Hispanic woman was hired as an
EPA Management Intern in a permanent full-time position. Over half of OPPE's new hires in FY 1991 were
women and minorities. Every targeted group except for Hispanic men in grades 9-15 and Asian/Pacific
Islander women in grades 13-15 has shown improvement since FY 1990.
* To increase the representation of women and minorities in supervisory positions, the Deputy Assistant
Administrator initiated an education program and encouraged pursuit of a diverse work force at branch-level
meetings. To better use employee potential at every level, the OPPE encouraged training and employee
development programs so employees were eligible for career progression and promotions. One nonminority
woman was accepted in EPA's candidate development program for the Senior Executive Service (SES), and
two SES women were on career enhancing Intergovernmental Personnel Act (IPA) assignments (one
employee was on detail from the Administrator's Office and paid for by OPPE). One Black woman was
temporarily promoted to a section chief position.
* A Human Resources Award was established to recognize managers who demonstrate a firm and
consistent commitment to human resources values, including affirmative employment and employee
development. The first recipient was a woman. In addition, OPPE nominated a woman as its candidate for
the Agency's 1991 Excellence in Management Award. The OPPE focused efforts to increase its
representation of nonminority women in supervisory positions resulted in the OPPE achieving parity in FY
1991.
OFFICE OF INTERNATIONAL ACTIVITIES (OIA):
The OIA did not prepare a FY 1991 Affirmative Employment Program Plan. Therefore, no FY 1991
Accomplishment Report is possible. However, under the leadership of its present Assistant Administrator,
a FY 1992 Affirmative Employment Program Plan was prepared. In preparing its Plan, the OIA conducted
a work force analysis - identifying the areas in which its work force is underrepresented by minorities and
117
-------
PART B, Subpart B (Headquarters)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN
AND PEOPLE WITH DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
NOTEWORTHY ACTIVITIES/INITIATIVES
HEADQUARTERS (continued)
women by specific occupational group and grade level, and identified Problems/Barriers addressing its
underrepresented areas with appropriate corrective actions outlined.
OFFICE OF ENFORCEMENT (OE):
* Three of four Attorneys' positions were filled with Asian men.
* OE recruiters attended a minority job fair, visited schools with significant enrollment of minority students
as well as schools located in urban areas. As a result, eight individuals were hired under the Summer Honor
Hires Law Clerk Program. Of the eight hired, four (50%) were minorities.
* OE established a Diversity Committee to explore the issues of hiring, retention, promotion, detail, training,
special assignments, awards, (including affirmative employment) etc., and make recommendations which
would assist the OE in ensuring that all personnel actions within the OE are free from any prohibited
personnel practice.
* Through personal action on the part of the OE's Deputy Assistant Administrator, a handicapped attorney
was hired during FY 1991.
* A Total Quality Management (TQM) Quality Action Team was proposed, an approved for establishment
in during FY 1992, to address the OE's awards and recognition process.
* The OE established two Upward Mobility positions for which two minority secretaries in the OE were
selected.
OFFICE OF RESEARCH AND DEVELOPMENT (ORD):
* Three (3) people with physical disabilities were hired in scientific/engineering positions.
* ORD participated in numerous college/university outreach activities designed to inform and educate
students about environmental issues and concerns which served to encourage college students to consider
careers in environmental science in addition to providing opportunities to students and university faculty from
minority institutions to participate in hands-on scientific work. Some of the programs benefiting both the
EPA and minority and nonminority women students are the Minority Engineering Traineeships, Minority
Summer Interns, the University of West Florida/EPA Cooperative Honors Program in Marine Environmental
Science, Minority Research Apprenticeships, Faculty Fellows; Career Exploration Workshops, Annual
Vocational PART Educational Summer Conference; Partners-ln-Education, Second Annual Environmental
Youth Conference, NIH/Fond Du Lac Reservation High School Minority Program (a five-week program which
provides American Indian and Black students hands-on experience at research sites where they become
familiar with the techniques of research and develop basic skills that will enable them to participate in
research experiments).
118
-------
PART B, Subpart B (Headquarters)
UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN
AND PEOPLE WITH DISABILITIES
ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
NOTEWORTHY ACTIVITIES/INITIATIVES
HEADQUARTERS (continued)
OFFICE OF SOLID WASTE AND EMERGENCY RESPONSE (OSWER):
* Under the OSWER's College Relations Program, 15 science and engineering major college students were
placed in Co-Op positions.
* In September 1991, under the Intergovernmental Personnel Act (IPA), a senior staff employee of OSWER
was assigned to Howard University for two years, on a part-time basis, to teach as a visiting Associate
Professor in the Universities' Department of Environmental Sciences. The assignment provides for the
dedication of 20% of the employees work week to University instruction. This initiative is expected to help
in developing a partnership with the University for recruitment of scientific/engineering minority and
nonminority women students and contribute to an improved environmental curriculum and environmental
awareness.
* During the summer of 1991, the OSWER participated in the Agency's Internship Program with Morgan
State University by providing employment to two students from Morgan State.
* To assist low-income communities in obtaining access to Federal information and assistance, the OSWER
installed a toll free Citizens Response Line under the Agency's Environmental Equity initiative as well as
conducted Environmental Equity Seminars for colleges and church groups providing technical assistance
on urban environmental issues at town hall meetings in New York City and Washington, D.C.
OFFICE OF GENERAL COUNSEL (OGC):
* At the beginning of FY 1991, the General Counsel established a goal to achieve a more diversified mix
of staff by the close of the fiscal year. This set affirmative employment as a clear priority for the OGC. The
General Counsel tasked the Principal Deputy General Counsel and a newly created Hiring Committee with
the responsibility for achieving the established goal. A broad mandate was given which allowed for a
thorough review, evaluation and implementation of changes in recruitment procedures. These actions
resulted in a 100% increase in the number of minority attorneys and a fourfold increase of minorities in the
summer intern program. The OGC also increased the percentage of qualified minority candidates selected
for interviews from less than 1% (FY 1990) to more than 20% (FY 1991).
* Developed a Total Quality Management (TQM) process for reviewing hiring practices which can assist
other offices in identifying, evaluating, and correcting barriers which preclude diversity in their staffs.
119
-------
PART C, Subpart A (Agency-wide) UPDATE 92
PIRMATIVE PROGRAM PLAN UPDATE AND REPORT OF
ACCOMPLISHMENTS FOR AGENCY WITH 1,001 OR MORE EMPLOYEES
AFFIRMATIVE ACTION PROGRAM FOR
INDIVIDUALS WITH HANDICAPS
Plan update for the period Oct. 1, 1991 . through Sept. 30 1992
Report for the period Oct. 1, 1990 . through Sept. 30, 1991 ~~
U. S. Environmental Protection Agency
AGENCY
401 M Street, S.W., Washington, D.C. 20460
AGENCY ADDRESS
NUMBER OF EMPLOYEES COVERED BY THIS PLAN
/S/
Carolyn B. Johnson
NAME OF PERSON PREPARING THIS FORM
/s/
Kenneth F. Dawsey
SIGNATURE OF RESPONSIBLE OFFICIAL
Director, Office of Human Resources Management
NAME AND TITLE OF RESPONSIBLE OFFICIAL
VBlem K. Reilly
William K. Reilly, Administrator
SIGNATURE OF AGENCY HEAD
NAME AND TITLE OF AGENCY HEAD (CERTIFIES THAT THIS REPORT IS IN
COMPLIANCE WITH EEO-MD-713, "AFFIRMATIVE ACTION FOR HIRING,
PLACEMENT, AND ADVANCEMENT OF INDIVIDUALS WITH HANDICAPS")
EEOC FORM 440 (10/87)
120
18,871
(202) 260-3308
TELEPHONE NUMBER
DATE'1
FEB 5 832
DATE
-------
PERMANENT WORK FORCE
PART 1: PROGRAM PLAN UPDATE
FOR THE PERIOD OCTOBER 1, 1921_, THROUGH SEPTEMBER 30, 1992
NUMERICAL OBJECTIVES (GOALS) FOR EMPLOYMENT OF PERSONS
WITH TARGETED DISABILITIES (TD) (BASED ON PARMENENT WORX FORCE)
Agencies are to use this foriat to establish numerical objectives
for the period October 1 through September 30. Anticipated
changes in the work force are taken into account, as objectives
are calculated on the basis of losses from the vork force as veil
as accessions. The planned rate of accessions (if- any are antici-
pated) must be adequate to achieve the desired work force profile
as of September 30. Guidance is provided in Appendix B of this
ANTICIPATED CHANGES IN WORK FORCE
FROM OCT. 1. 1991. TO SEPT. in. lOOo
NUMBER + OR -
PERCENT CHANGE + /-
LOSSES
(TOTAL WORK FORCED
-1250
-7.29%
LOSSES
WITH HANDICAP REPORTED
-15
-2.25%
LOSSES
TARGETED DISABILITIES (TD)
-9
-6.81%
ACCESSIONS
fTOTAL WORK FORCE)
+2600
+15.17%
ACCESSIONS
WITH HANDICAP REPORTED
+60
+6.01%
ACCESSIONS
TARGETED DISABILITIES fTD)
+30
+22.72%
WORK FORCE
ACTUAL
DATA AS OF
9/30/91
ANTICIPATED
CHANGES IN
WORK FORCE FROM
10/1/91 TO 9/30/92
ANTICIPATED
DATA
AS OF
9/30/92
NUMBER
*
NUMBER
+ OR -
% CHANGE
~ OR -
NUMBER
TOTAL WORK FORCE
17,135
+1350
+7.87%
18,685
l&o
HANDICAP REPORTED
665
3.8?
+ 25
+3.75%
690
3.73
TARGETED DISABILITIES
132
0.71
+ 21
+15.90%
153
0.82
CORRESPONDING NUMBER IN THE WORK FORCE AS OF THE BEGINNING OF
THE REPORTING PERIOD.
NUMERICAL OBJECTIVES FOR THE PERIOD 10/1/91 TO 9/30^92
A. TOTAL NUMBER OF ACCESSIONS OF PERSONS WITH TD _HL_
B. PERCENT ACCESSIONS OF PERSONS WITH TD 1-13%
C. TOTAL NUMBER OF PERSONS WITH TD OH BOARD
AS OF SEPTEMBER 30, 1922 153
D. PERCENT OF WORK FORCE WITH TD
AS OF SEPTEMBER 30, 1992 : 0'8~
EEOC FORM 440 (pg. 2) (10/87)
121
-------
PLAN FOR SPECIAL RECRUITMENT PROGRAM
Agencies are to establish and maintain special recruitment
programs for individuals with handicaps with the specified severe
disabilities. The purpose is to obtain applications from quali-
fied individuals with handicaps. A revised and improved plan for
a special recruitment program is required unless:
A. the agency net its previous year's employment objectives
(If so, check here: i ])
or
B. the number of applications received from persons with
targeted disabilities was at least two times the number of
accessions that would have been necessary to achieve the objec-
tives.
(If so, check here: I ])
IF NEITHER OF THESE CONDITIONS HAS BEEN MET, list new recruiting
strategies that will be instituted so that the agency can meet its
current employment objectives.
1 1
1 NEW RECRUITING STRATEGIES 1
TARGET DATES
1 1
Place a higher priority on recruitment
of severely disabled by taking the fol-
lowing actions:
j - Include academic institutions with
06-30-92
high concentrations of disabled
persons in EPA's new recruitment
initiatives, i.e., the Academic ฆ
Relations/Campus Executive Programs. i
- Advertise frequently in appropriate .
Ongoing
publications which target disabled i
individuals. 1
. - Contact the Coordinator for Disabled i
Ongoing
. Persons at all campuses EPA is sche- i
duled to visit in FY-92. i
l v'ovcr) 1
EEOC FORM 440 (pg. 3)
122
-------
NEW RECRUITING STRATEGIES Cont'd
TARGET DATES
- Continue to strengthen ties with state Ongoing
rehabilitation and disabled veterans
organi zations.
- Use EPA's disabled employees as resources Ongoing
for referring potential disabled candi-
dates.
- Conduct additional Agency-sponsored job 3rd Quarter
fairs which target disabled candidates.
123
-------
FACILITY ACCESSIBILITY
A. LIST ANY UNMET OBJECTIVES FOR BARRIER REMOVAL THAT WERE ESTABLISHED IN PREVIOUS SUBMISSIONS
BUT HAVE NOT BEEN ACCOMPLISHED. REMOVAL STRATEGIES ARE TO BE REVISED SO THAT THESE OBJECTIVES
CAN BE ACCOMPLISHED PRIOR TO THE END OF THE FISCAL YEAR COVERED BY THIS PLAN.
I OBJECTIVES
I ORIGINAL
REVISED
REVISED I
1TARGET DATES
i
TARGET DATES
REMOVAL STRATEGIES :|
| Replace drinking fountains to
1 accommodate disabled employees
J at HQ Installation,
1
j a/91
1
1
9/92
Conducting a study of curtain areas In '
hallway. Some oF the drinking Fountains [
are built into wall. '
Lower paper towel dispensers in the
! 3/91
f./92
This project is currently in tlie process '
| men's restroom in the East and West
1
|
of heing done.
J Towers at HQ installation.
1
1
1
1
1
1
B. LIST ADDITIONAL OBJECTIVES FOR BARRIER REMOVAL DURING THE PERIOD COVERED BY THIS PLAN.
I OBJECTIVES
1
1
TARGET DATES t
| Install a chair-lift for auditorium stage
at HQ installation.
1
1
1
9/92 t
| Accessibility doors and cut away curbs at
| to be occupied in FY 1992.
Region 5- Chicago's new federal
1
bu iId LnR I
i
i
6/92 I
| Accessibility issues concerning the women
| Chicago's new federal building.
s washroom facilities at Region
1
5 - 1
i
i
i
i
i
i
ft/92 I
1
1
1
1
1
EEOC FORM 440 (pg. 4) (10/B7)
-------
ALTERNATIVES TO PERSONNEL OR MANAGEMENT POLICIES, PRACTICES, OR PROCEDURES WHICH RESTRICT
HIRING, PLACEMENT, AND ADVANCEMENT OP INDIVIDUALS WITH HANDICAPS
A. LIST BARRIERS WHICH WERE IDENTIFIED IN PREVIOUS SUBMISSIONS BUT FOR WHICH ALTERNATIVES
HAVE NOT YET BEEN INSTITUTED:
BARRIERS
Frequently unable to obtain
sign language interpreters
through existing Blanket
Purchase Agreement with
local interpreting service.
Human resources offices not
fully auarp of the flexibi-
lities allowed to hire
persons with disabilities.
ALTERNATIVES
Investigate what options or
alternatives are available
that would provide necessary
coverage.
Provide information regarding
hiring persons with disabi-
lities to all staffing
specialists.
PLANNED ACTIONS
Staff work has been
initiated to hire an
Interpreter for HQ
staff.
Ilrief all stfflng
specialists & HRO's on
flexibilities in hiring
"Tunns iHtti ^Uahll in.lc
CURRENT
TARGET DATES
6/92
B/92
DATES
INDICATED
PREVIOUSLY
9/91
6/91
and on relevant appointing
author!t ies.
B. LIST BARRIERS NOT PREVIOUSLY IDENTIFIED FOR WHICH ALTERNATIVES SHOULD BE INSTITUTED:
1 BARRIERS
1 ALTERNATIVES
1
I
1 PLANNED ACTIONS
1
|
I TARGET
I DATES
1
1 N/A
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
ENOUGH OP THE TARGET DATE INDICATED SHOULD BE PRIOR TO THE END OF THE FISCAL YEAR COVERED
BY THIS PLAN SO THAT SUBSTANTIAL PROGRESS TOWARD ELIMINATION OF BARRIERS WILL HAVE BEEN MADE
BY THAT TIME. ALL BARRIERS THAT ARE LISTED IN ITEM "A" ABOVE SHOULD BE REMOVED PRIOR
TO THE END OF THE FISCAL YEAR COVERED BY THIS PLAN.
ppnr porm 440 (oa. 5) (10/87)
-------
PART C, Subpart B (Agency-wide)
UPDATE 92
PART 2: REPORT OF ACCOMPLISHMENTS
FOR THE PERIOD OCTOBER 1, 1990 THROUGH SEPTEMBER 30, 1991
AFFIRMATIVE ACTION PROGRAM POR INDIVIDUALS WITH HANDICAPS
STAFPING COMMITMENTS
Provide data indicating staffing commitments as of September 30
1991_. Include selective placement coordinators, handicapped
program managers, and other key staff assigned to the affirmative
action progras for individuals vith handicaps. Do not include
equal employment opportunity counselors and other personnel
processing complaints of discrimination on the basis of handicap.
A. HEADQUARTERS PERSONNEL WITH NATIONWIDE RESPONSIBILITY:
1. AGENCYWIDE RESPONSIBILITY (DEPARTMENTWIDE, IF APPLI-
CABLE)
NUMBER OF PERSONS
TOTAL STAFF YEARS (FULL-TIME EQUIVALENTS ALLOCATED TO
THE PROGRAM) 30
2. RESPONSIBILITY FOR MAJOR OPERATING COMPONENTS (IF NONE,
INDICATE NOT APPLICABLE)
NUMBER OF PERSONS 15
TOTAL STAFF YEARS (FULL-TIME EQUIVALENTS ALLOCATED TO
THE PROGRAM) -25
B. ALL OTHER PERSONNEL (NOT ACCOUNTED FOR ABOVE) AT HEAD-
QUARTERS, IN COMPONENT AGENCIES, OR IN FIELD INSTALLATIONS
RESPONSIBLE FOR MANAGEMENT AND COORDINATION OF THE PROGRAM:
I PERCENTAGE
I ALLOCATED TO
OF TIME
THE PROGRAM
I INDICATE
I IN EACH
1
NUMBER |
GROUP |
1 1 -
5 %
1 0
1
1 6 -
10 %
] 15
1 11 "
25 %
1 0
1
1 26 -
75 %
1 1
I
| 76 -
100 %
1 0
1
TOTAL:
1
1 16
1
C. NUMBER OF AGENCY PERSONNEL OFFICES WITH APPOINTING AUTHORITY_lL
EEOC FORM 440 (pg. 6)
126
-------
PERMANENT WORK FORCE
SUMMARY OP ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROCRAN FOR EMPLOYMENT OF INDIVIDUALS WITH HANDICAPS
TOTAL (PERMANENT) WORK FORCE
(SEPTEMBER 30, 1991
I
(SEPTEMBER 30, 1990
i :
i
|FY 1991 OBJECTIVE
I
I TOTAL
I WORK
I FORCE
.1
I
116,053
.1
I
I N.A.
.1
I
|17,135
PERSONS
WITH
HANDICAPS
619
N.A.
665
TOTAL NUMBER OF ACCESSIONS FROM
OCT. 1, 1990 TO SEPT. 30, 1991
TOTAL NUMBER OF LOSSES FROM
OCT. 1, 1990 TO SEPT. 30, 1991
3.85
N.A.
3.88
2131
1049
NO
HANDICAP
(04-05)
15,226
N.A.
16,245
94.85
N.A.
94.80
OTHER (01
AND NOT
AVAILABLE)
208
N.A.
225
INSTRUCTIONS*
1.29
N.A.
1.31
PERSONS WITH
TARGETED
DISABILITIES
128
132
0.79
0.77
THE DATA ON THIS PACE ARE FOR PERMANENT
TENURE (FULL-TINE, PART-TIME AND INTERMITTENT)
AND PERMANENT NON-APPROPRIATED FUND EMPLOYEES.
SPECIAL RECRUITMENT PROGRAM ACCESSIONS AND LOSSES TARGETED DISABILITIES
ION-BOARD PERSONS
ITARCETED DISABILITIES
IAS OT SEPT. 30, 1990
I.
(APPLICATIONS FROM
IOCT. 1, 1990 TO
ISEPT. 30,1991 *
I
(ACCESSIONS FROM
I OCT. 1, 1990 TO
ISEPT. 30,1991
I.
I LOSSES FROM VOLUNTARY t
I INVOLUNTARY SEPARATIONS
I OCT. 1, 1990 TO
ISEPT. 30,1991
I
ION-BOARD PERSONS WITH
ITARCETED DISABILITIES
IAS OF SEPT. 30, 1991
i ฆ
DEAF
(16,17)
22
33
23
EEOC FORM 440 (p?. 7) (10/67)
BLIND
123,25)
11
11
11
MISSING
EXTREMITIES
(28,32-38)
PARTIAL
PARALYSIS
(4-68)
28
17
29
COMPLETE
PARALYSIS
171-78)
CONVULSIVE
DIS0RDER8
(82)
20
21
MENTALLY
RETARDED
190)
18
20
MENTAL
ILLNES0
(91)
11
DISTORTION
LIMB/SPINE
(92)
TOTAL
TARGETED
DISABILITIES
128
90
15
11
132
* NUMBERS IN PARENTHESES REFER TO COOES ON STANDARD FORM 256.
FOR INFORMATION ON COLLECTION OP APPLICANT DATA SEE 46 PR 11285 (FEBRUARY 6, 1901).
-------
TEMPORARY WORK FORCE
SUMMARY OP ACCOMPLISHMENTS IN APPIRHATIVE ACTION PROCRAM POR EMPLOYMENT OP INDIVIDUALS WITH HANDICAPS *
TEMPORARY (TEMP) WORK FORCE
I SEPTEMBER 30, 1990
I.
|SEPTEMBER 30, 1991
I
TOTAL
WORK
PORCE
TEMP
1612
1736
PERSONS
WITH
HANDICAPS
TEMP
37
43
TOTAL NUMBER OP ACCESSIONS (TEMP) PROM
OCT. 1,1990 TO SEPT. 30, 1991
TOTAL NUMBER OP LOSSES (TEMP) PROM
OCT. 1,1990 to SEPT. 30, 1991
I
TEMP
2.30
2.47
1467
1343
NO
HANOICAP
(04-05)
TEMP
1532
1655
l
TEMP
95.03
95.28
OTHER (01
AND NOT
AVA1LADLE)
TEMP
43
39
INSTRUCTIONS!
%
TEMP
2.67
2.25
PERSONS WITH
TARCETED
DISABILITIES
TEMP
10
ซ
TEMP
0.62
0.29
THE DATA ON THIS PAGE ARB
POR TEMPORARY TENURE, TEMPORARY
INTERMITTENT, AND TEMPORARY
NONAPPROPRIATED PUND EMPLOYEES.
ACCESSIONS AND LOSSES (TEMPORARY) TARCETED DISABILITIES
TEMPORARY EMPLOYEES
ONLY
ION-BOARD PERSONS
I TARGETED DISABILITIES
IAS Of SEPT. 30, 1990
I
I ACCESSIONS PROM
I OCT. 1, 1990 TO
ISEPT. 30, 1991
I
I LOSSES PROM VOLUNTARY I
I INVOLUNTARY SEPARATIONS
I OCT. 1, 1990 TO
ISEPT. 30, 1991
I
(CONVERSIONS TO
I PERMANENT EMPLOYMENT
I OCT. 1, 1990 TO
ISEPT. 30, 1991
I
ION-BOARD PERSONS
ITARGETED DISABILITIES
IAS Of SEPT. 30, 1991
I
DC AT
(16,17)
EEOC PORM 440 (pg. 7-A) (10/87)
BLIND
(23,25)
0
MISSINC
EXTREMITIES
(28,32-38)
PARTIAL
PARALYSIS
(64-60)
COMPLETE
PARALYSIS
(71-78)
CONVULSIVE
DISORDERS
(82)
MENTALLY
RETARDED
(90)
MENTAL
ILLNESS
(91)
NUNBERS IN PARENTHESES REPER TO COOES ON STANDARD PORM 256.
DISTORTION
L1HB/SPINE
(92)
TOTAL
TARGETED
DISABILITIES
10
-------
PERMANEfsS WORK FOHUE
ANALYSIS OF WORK PORCEi WHITE COLLAR (CS, CM, SES, AND ALL OTHER J
CATEGORY
TOTAL
WORK FORCE
NOT IDENTIFIED
(Oil
NOT AVAILABLE
OR UNSPECIFIED
NO HANDICAP
(04-05)
HANDICAP
REPORTED
(06,13-94)
TOTAL TARGETED
DISABILITIES
DEAFNESS
(16,17)
BLINDNESS
(23.25)
MISSING EXTREMI-
TIES (28,32-38)
PARTIAL
PARALYSIS (64-68)
COMPLETE
PARALYSIS (71-78)
CONVULSIVE
DISORDERS (62)
MENTAL
RETARDATION (90)
MENTAL ILLNESS
(91)
DISTORTION OP
LIMBS/SPINE (92)
GS-1
8
0.04
21 | 77 j 371 j 847
0.1210.45 I 2.1714.95
0 2 I 3 I 11
0.00 I 0.89J 1. 34,' 4.93
0 I 0 I 0 I 0
o.orj o.'ru { o.noj o.orj n.oo
0
o.no
7
0.04
1
0.15
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
fl.OP
0
0.01.
0
0.0(
0
0.00
I I I
GS-2 IGS-3 IGS-4 I CS-S
I I I
20
782
J 64 J 324 j
0.1? I 0.39| 1.99 ! 4.82
1 J 11 J 44
54
8.18
20
15.26
0.15 | 1.66}6.66
~T~ J T~ j 29
0.7(-| 5.34|22 .13
0 ] 0 ] 6
Q.or^ 0.00i7.fi.081 30.43
0 ' 0 ป 3 j 3
O.Ocj 0.00,27.27, 27.27
0 I 0 10 1 2
O.Ofj O.OOJO.OO J 25.00
0 I 1 J 1 I 2
Q.oq 3.44}3.44 | 6.89
0
0
U , VI , w I
o.ooj o.oq o.oo;12.50
I
I
| 0 i 3 j 4
().l)(l 0.00114.281 J9.04
! I , I I
I
5.261 31
I
I
o , 11 ,
51 57.89
I * I
1
5 26
o ; o; 5 ! o
O.OOl 0.0UA5.45i 0.00
0 I Ol 0 I 0
o.oo | o.ooj o.orj o.oo
EEOC FORM 440 (pg. 8) (10/87)
GS-6
617
3.61
9
4.03
0
0.00
560
3.45
48
7.27
4
3 ฆ 05
7
8.69
2
18.18
0
0.00
0
0.00
0
0.00
0
0.00
0
o.nn
o
o.oo
o
0.00
GS-7
1242
7.26
11
4.93
0
0.00
1189
7.13
42
6. If)
5
3. HI
0
0.00
0
0.00
0
0.00
6.89
0.00
1
.76
0
a, 00
i
9.09
1
100.00
GS-8
272
1.59
5
2.24
0
0.00
259
1. 59
8
1.21
1
0-76
1
4.34
O
0.00
0
0.00
0
0.00
0
0.00
O
0.00
o
oon
o
0.00
o
0.00
GS-9
1150
6.73
13
5.82
0
0.0(1
1082
6.67
55
8.33
12
9.16
2
8.69
0
0.00
2
25.00
5
17.24
0
0.00
2
9.52
0
Q.PU
1
9.09
0
0.00
GS-10
66
O- 38
2
0.89
0
o.no
58
0.35
6
0.90
0
o.ni)
0
0.(10
O
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
ft.PO.
0
0.00
0
0.00
Scptentoer 30, 1991
DATA AS OF END OF REPORTING YEAR
GS-11
1607
2./-0
19
H. 52
0
O.oo
1530
9.44
58
H. 78
8
6. 10
1
4. 34
I
9.09
0
0.00
2
6.89
1
12.50
2
9.52
0
Q.00
1
9.09
(1
0.00
G9-12
3394
1ฐ)P6
42
18.83
0
0.00
3233
11.
119
LH.03
18
13.74
2
8.69
2
18.18
1
12.50
6
20.68
3
37. 50
2
9.52
O
0.00
2
18.18
0
0.00
GS/GM
13
3625
21.21)
~~W
21.9
0
o.or
3449
21.28
19.24
15.26
2
8.69
0
0.00
2
25.0
8
27.58,
1
12.50
6
28.57
0
Q.QQ
1
9.09
0
0.00
GS/GM
14
2168
n
"l- 7 I 8|| |
14.7^ ^.0313.13 3.5ft! "'N !
01 0 I Of Oil I
I I <
0.0
2077
12.8
58
8.78
1x81
0
0.00
m.76 D.Ofl O.OOl 131 |
I
0
0.00
1
12.50
2
6.89
2
25 .0(
0
o.or
0
0.00
0
0.00
0
0.00
GS/GMI |OTHER(TOTAL I
15 ISESIHC | MC 1
1 I I I
108312741 262 I I
I ' I.1001 |
IOC
1? .69 6.33ii t6H 1,53i 17.084!
0.00}0.00 0.0({ Itf% J
SSSiiSLLati
28 [ 0
0 ' I
I 1001 t
4-24 nr| o.ool 660 1
i
l' o '
l l l iooป t
o ! o ' n '
I " i 0
o.oo |0-Q.or| o.oo} 1ฎql I
n 'n ' n # 1
0 10 1 0 I 100% |
o.oo n.oo o.ooi ป i
1 1 n 1 n 1 1 1
J j 0 j 0 , ]nnt |
4.76 n.oo 0.001 71 I
I I II I
0 I O j 0 1 loot ;
o,.QQtg-o*i n.ral.19 1
o I o I o J
o.oo|o.o() o.orj i? ]
0 10 1 oil I
0.00{0.0|) 0.0(j 1ฎ0% j
NUMBERS IN PARENTHESES REFER TO CODES ON STANDARD FORM 256
** INCLUDES UNSPECIFIED CS AND ALL OTHER MHITE COLLAR PAY PLANS
NOTEl PERCENTAGES ARE TO BE CALCULATED ON TKE BASIS OF TOTAL EMPLOYEES IN EACH OF THE CATEGORIES LISTED IN THE COLUMN ON THE LEFT.
TMfiSE ACRNCIRR WHICH (IRE OTHER PERSONNEL SYSTEMS BHOUU) ADAPT THIS FORM FOR THEIR SYSTEMS.
-------
PEKMANbN I WUKK hUhOt
ANALYSIS OP WORK FORCEi FEDERAL WAGE SYSTEM
Septcntxir 30, 1991
DATA AS OP END OP REPORTING YEAR
CATEGORY
TOTAL
WORK FORCE
NOT IDENTIFIED
(01)
NOT AVAILABLE
OR UNSPECIFIED
NO HANDICAP
(04-05)
HANDICAP
REPORTED
(06,13-941
TOTAL TARGETED
DISABILITIES
DEAPNESS
(16,17)
BLINDNESS
(23,25)
HISSING EXTREMI-
TIES (28,32-38)
PARTIAL
PARALYSIS (64-68)
COMPLETE
PARALYSIS (71-78)
CONVULSIVE
DISORDERS (82)
MENTAL
RETARDATION (90)
MENTAL ILLNESS
(91>
DISTORTION OF
LIMBS/SPINE (92)
WD/WC
KD/WG
WD/WC
WD/WC
WD/WC
WD/WC
WD/WC
1
2
3
4
5
6
7
0
0
1
0
3 '
9
4
0.00
0.00
1 .96
0.00
5.88
1 7.64
7.84
0
0
0
0
0
1
0
0.00
0.00
0.00
0.00
0.00
50.00
0.00
0
0
0
0
b
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
1
0
2
8
3
0.00
0.00
2.27
0.00
4.54
18.18
6.81
0
0
0
0
1
0
1
0.00
0.00
0.00
0.00
1
20.00
0.00
20.01
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.01
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0
0
0
0
' 0
0
0
0.00
0.00
0.00
0.00
0.00
0.00
0.00
WD/WC |WD/WC
B I 9
I
13 | 1
0
50.on|o.on
o
o
o.ooj o.on
n | i
25.001 2.27
I
1
I
0
20.0010.00
I
I
0
0
Q.00|0.00
0 0
0.00J 0.00
0 J 0
0.01)} 0.00
0 [ 0
0.00i0.00
0 | 0
0.WHO.00
0 J 0
0.0010-00
0 I 0
0.0010.00
0 j 0
0.001 0.00
0 J 0
O.OOlO.OO
0
0
0.00)0.00
WD/WG
WD/WG
WD/WG
WD/WG
WD/WC
10
11
12
13
14
7
3
0
(t
0
13 7
5. 88
0.00
0.00
0.0(
0
a
0
0
0
0.00
0.00
0.00
0.00
0.0(
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
7
3
0
0
0
1 5.90
6.81
0.00
o.on
0.0
0
0
0
0
0
0.00
0,00
0.00
0.00
0.00
0
0
0
0
0
0.00
0.00
0.00
o.oo
0.0(
0
0
0
0
0
0.00
0.00
0.00
0.00
0.01
0
0
0
0
0
0.00
0.00
0.00
0.00
0.01
0
0
0
0
0
0.00
0 .00
0.00
0.00
0.01
0
0
0
0
0
0.00
0.00
0.00
o on
n.nn
0
0
0
0
0
0.00
ii on
n nn
n nn
o.on
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0.00
0.00
0.00
0.00
0.00
0
0
0
0
0
0.00
0.00
o.on
n nn
0.00
0
0
0
0
0
0.00
o.oo
n.nn
n.nn
0.00
WD/WCIOTHER ITOTAL I
15 IBC I BC |
I I
! io i i
l,Q , J loot I
n.00 |19.ft0| 51 I
n 1 n ' 1 1
U I 0 I 1001 I
0.00 1 0-001 2 I
0 ป 0 I I
0.00 { O.oo] 10(ฐl I
ฐ I 8 ! iooซ !
n.nniifl.ifli 44 i
III I
o | 2 I 1001 (
0.00 140.001 5 I
I I I
0 I , 1 I
" I 1 1 100* I
0.00 lino.op i I
0 ' 0 ' ฎ 1
I I 100% |
O.OOl O-OOl M I
0 1 0 1 1
I ' I 100% I
o.oo i o.ooi n i
0 1 0 1 '
" I u I 100% I
0.00 I O.OOl H I
' n 1 1 1
I n I 100% I
0
o 00 I o onI M l
n I n 1 1 1
0 I 0 I 100% I
n.nni n.noi u t
n I 0 ' ฎ '
I I ll>0% I
0.00 I O.OOl (1 I
n 1 1 1 '
u | L I 100% I
0.00 1100.00 I I
n 1 n 1 ' '
0 I 0 I 100% I
0.00 1 0 - 00) 0 I
I
0 ' 0 ' '
" I u | 100% I
0.00| O.OOl II |
EEOC PORM 440 (pg. 9) (10/B7)
NUMBERS IN PARENTHESES REFER TO CODES ON STANDARD FORM 256
INCLUDES WL/WN/WS AND ALL OTHER BLUE COLLAR PAY PLANS
NOTE I PERCENTAGES ARE TO BE CALCULATED ON TrfE BASIS OP TOTAL EMPLOYEES IN EACH OF THE CATEGORIES LISTED IN THE COLUMN ON TltE LEFT.
THOSE AGENCIES WHICH USE OTHER PERSONNEL SYSTEMS SHOULD ADAPT THIS FORM FOR THEIR SYSTEMS.
-------
PERM/* MT WORK HUH
-------
REPOHT OH FACILITY ACCESSIBILITY
DESCRIBE YOUR AGENCY'S BARRIER REMOVAL ACTIVITY DURING THE REPORTING YEAR.
A. SUMMARIZE YOUR AGENCY'S BARRIER REMOVAL ACTIVITY.
HQ, Washington, D.C. - Installed 50 additional mirrors at blind corners throughout HO building. Applied a
bright yellow coat of paint to the ramp going to parking lot and curb at the ND corner of building to make it
more noticeable. Installed Versa Frames in restrooms on the 2nd and Jrd floor of mall and in the East and West
Towers.
Crystal Station I - Installed automatic door at entrance of building.
(Cont. on back)
B~. IS GSA PROVIDING ASSISTANCE WITH BARRICR REMOVAL? ~~
[ ] NOT APPLICABLE I xJ YES [ ] HO; DESCRIBE
C. DESCRIBE ANY DIFFICULTIES THAT HAVE BEIIN ENCOUNTERED IN ATTEMPTING TO
REMOVE BARRIERS THAT REMAIN IN AGENCY FACILITIES.
N/A
C. DESCRIBE ACTIONS BEING TAKEN TO OVERCOME DIFFICULTIES DESCRIBED IN ITEM "C" ABOVE.
N/A
EOC FORM 440 (pq. 11) (10/07)
-------
ALTERNATIVES TO PERSONNEL OR MANAGEMENT POLICIES, PRACTICES, OR PROCEDURES WHICH RESTRICT
HIRING, PLACEMENT, AND ADVANCEMENT OF INDIVIDUALS WITH HANDICAPS
LIST BARRIERS WHICH WERE IDENTIFIED IN PREVIOUS YEARS FOR WHICH ACTIONS WERE TAKEN
DURING THE REPORTING YEAR.
BARRIERS
ALTERNATIVES
Lack of sufficient training
materials for educating
supervisors and managers on
their roles and responsibilitie
in employment of persons with
disabilities.
Make training materials/sources
available to servicing human
resources officers (MKO's)for
continuation of educat ion for
supervisors and managers.
ACTIONS TAKEN
Training was provided
bv some of the HBO's
to help educate employe
supervisors and manager
on the abilities of
disabled persons.
COMPLETION DATES
9/91
s,
EEOC FORM 440 (pq. 12) (10/67)
-------
PERMANENT WORK FORCE
PROMOTIONS AND CAREER DEVELOPMENT PROGRAMS
OCTOBER 1, 1990, TO SEPTEMBER 30, 199L
1 CATEGORY
1 1
I ON-BOARD |
I AS OP I
1 9/30/91 |
1 1
I TOTAL WORK PORCE
1 1
1 17,135 1
1
1 NOT IDENTIFIED (01)
1 1
I 225 |
1 NOT AVAILABLE
1 OR UNSPECIFIED
1 1
1 o |
1 l
1 NO HANDICAP (04-05)
1 1
] 16,245 j
1 HANDICAP REPORTED
1 (06, 13-94)
1 1
J 665 J
1 TOTAL TARGETED
1 DISABILITIES
1 1
1 132 1
1 1
PROMOTIONS
NUMBER
4,4 59
45
4,253
161
26
COMPUTATIONS!
PERCENT
PROMOTIONS
PERCENT
DEVELOPMENT PROGRAMS
I I
I I
I I
PERCENT I |
II
I
ICAREER DEVELOPMENT!I
(GRADES 5-12)
26.02
18.66
26.18
24.21
19.69
NUMBER
ON-BOARD IN CATEGORY
SLOTS IN CATEGORY
ON-BOAAD IN CATEGORY
I I
.1 I
I I
I I
J I
I I
I I
.11
II
II
.11
I I
I I
II
II
I I
.11
SLOTS
1
FILLED
1 PERCENT
1
74
1
j 0.43
2
1
J 0.88
0
1
1 0
1
68
1
S 0.41
4
1
j 0.60
2
1
:
I I
I I.
I I
I I
I I.
I I
I I
I I.
I I
I I
.1 I.
I I
I I
.11.
I I
I I
.1 I.
I I
I I
II.
I I
I I
.11.
SENIOR LEVEL
CAitEER
DEVELOPMENT
(CRADES 13
PROGRAMS
-15)
BBS DEVELOPMENT |
PROGRAMS |
SLOTS |
PILLED |
1
PERCENT
SLOTS
PILLED
PERCENT I
1
40 [
0.23
27
0.15 [
1
3 !
1 . 33
1
0.44 J
1
0 1
1
0
0
0 I
1
32 J
0.19
26
0.16 j
1
5 j
0.75
0
0 [
1
1 1
1
0.75
0
0 j
COMPUTATIONS ARE TO ME BASED ON ACTIONS DURING THE REPORTING PERIOO.
FOR PROMOTIONS, USE STANDARD PORM SO, NATURE OP ACTION CODES 702 AND
$42. POR CAREER DEVELOPMENT (CRADES 5 - 12), COUNT SLOTS PILLED
UNDER PORMAL UPWARD MOBILITY PROGRAMS, APPRENTICESHIP PROGRAMS, AND
OTHER TRAINING AND DEVELOPMENT PROGRAMS, AS WELL AS APPOINTMENTS
THAT MOVE PEOPLE NONCOMPETIVELY THROUGH A SERIES OP PROMOTIONS WITH
SOME TYPE OP TRAINING IN THE PROCESS. INCLUDE BOTH BLUE COLLAR AND
WHITE COLLAR POSITIONS. POR SENIOR LEVEL CAREER DEVELOPMENT (GRADES
13 THROUGH IS) PROGRAMS, COMPUTATIONS ARB TO BE BASED ON THE NUMBER
OP INDIVIDUALS ENROLLED IN PORMAL EXECUTIVE AND MANAGEMENT DEVELOPMENT
PROGRAMS DURING TIIB REPORTING PERIOO.
EEOC PORM 440 (pq. 13) (10/87)
* NUMBERS IN PARENTHESES REPER TO COOES ON STANDARD PORM 256.
-------
AGENCY INITIATIVES AND NOTEWORTHY ACCOMPLISHMENTS
la the space below you are invited to describe unique, creative
initiatives which your agency has undertaken during this fiscal
year and which have proven to be successful in improving employment
opportunities for individuals with handicaps. if more space is
necessary, additional pages may be amended.
Selection from thee initiatives will be included in the Equal
Employment Opportunity Commission's annual report to Congress and
may serve as examples of exemplary initiatives which can be
replicated by other Federal agencies.
EPA Headquarters
The Headquarters Human Resources Office sponsored a Job
Fair for People With Disabilities in observance of
National Disability Employment Awareness Month. There were
494 applicants for on-the-spot interviews by program
managers including the Acting Assistant
Administrator for Administration and Resources
Management. Program officials expressed interest in
hiring several candidates and scheduled a number of
follow-up interviews with other applicants. As a result,
four disabled candidates have been hired, thus far. Other
offers are still pending.
The Disabled Persons Program Coordinator conducted a course
for supervisors and co-workers on hearing impaired employees
entitled "Working Together: Deaf and Hearing People."
Published Spring and Fall 1991 issues of "Headquarters
Disability Employment Digest." This is a semi-annual
newsletter, which addresses issues concerning employment
of disabled persons in Headquarters. (Fall 1991 issue
attached.) A synopsis of the backgrounds of persons with
disabilities available for job consideration was printed in
the newsletter.
Exhibitor at the President's Committee on Employment
of People with Disabilities Conference.
Special support groups were formed by employees concerned
about family and friends involved in Operation Desert
Shield/Desert Storm.
EPA participated in the Operation Desert Shield/Desert Storm
Leave Bank administered by OPM. 38 EPA employees were
called to serve during Operation Desert Shield/Desert Storm
and each received five hours of donated leave from the
Leave Bank.
(Cont'd)
EEOC FORM 440 (pg. 14)
135
-------
NOTEWORTHY ACCOMPLISHMENTS CONT'D
Region 4 - Atlanta
Two voice activated computers for persons with mobility
disabilities were made LAN (Local Area Network)
accessible. A LAN is a group of PCs connected to provide
individuals with a means of sharing information,
applications, and expensive resources such as laser
printers and plotters.
Installed computerized monitors to increase visibility
on the screen for visually disabled employees.
Participated in job fair for the disabled to recruit and
attract high potential candidates during Fiscal Year 1991.
Participated in colleges and universities outreach programs
with emphasis placed on recruiting candidates regardless of
disability or other non-merit factors.
Region 5 - Chicago
The Disabled Persons Committee sponsored a seminar on the
preparation of the "Application for Federal Employment,"
SF-171. The seminar was attended by 4 5 disabled job
applicants.
Developed a targeted applicant supply pool from referrals
made by area vocational rehabilitation counselors.
The region participated in an OPM sponsored High Tech job
fair which was held in Chicago on July 19-20, 1991. This
job fair had widespread publicity and included numerous
organizations servicing disabled individuals.
The region participated in two other job fairs which
specifically targeted disabled applicants.
Region 7 - Kansas City
Participated in a job fair for the disabled sponsored by the
Federal Executive Board and the Disability Employment
Awareness Network.
Region 8 - Denver
Hired five disabled employees in Fiscal Year 1991.
This included three disabled veterans.
Participated in "Job Fair 1991 for Persons with
Disabilities."
(Cont'd)
136
-------
NOTEWORTHY ACCOMPLISHMENTS CONT'D
Region 10 - Seattle
Special arrangements were made in order to allow a
disabled employee to work at home.
Cincinnati
Special arrangements were made in order to allow a
disabled employee to work at home. The employee is
confined to a wheelchair as a result of childhood polio
and her condition began to deteriorate, making it
difficult to commute to and from work.
Purchased necessary equipment (telephone, etc.) for a
hearing impaired employee.
Participated in Annual Federal Career Day at Wright State
University sponsored by their Office of Handicapped
Student Services.
The Cincinnati office has taken steps to enhance internal
advancement opportunities for all employees, including
disabled persons. Training initiatives have been given
top priority. An Employee Development Center has been
established; career counseling is available; positions are
reviewed for restructuring and career ladder progression;
and emphasis has been placed on individual development
plans.
The Cincinnati office annually co-sponsors with the Federal
Executive Board a seminar on hiring disabled veterans which
is targeted to supervisors and managers.
Research Triangle Park - North Carolina
Established a link with the Triangle Employment Partner-
ship (TEP), which is a local network of advocacy groups
dedicated to employment of persons with disabilities.
TEP's Job Bank provides a single link between persons
with disabilities and employers. Job vacancy announce-
ments are being sent to TEP to distribute among their
clients and referrals are being made.
Continued to educate our supervisors and managers with
our guide "Hiring Disabled Workers." This guide will
provide information and help make management more aware of
the special appointing authorities available.
Participated in multiple 0PM and college/university
job fairs and have a continuous relationship with the
North Carolina Vocational Rehabilitation Services and
with the North Carolina Employment Security Commission.
137
-------
PART D UPDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES. WOMEN AND PEOPLE WITH DISABILITIES
PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT IN THE WORK PLACE
Harassment on the basis of sex is a violation of Section 703 of Title VII.1 Unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual
harassment with (1) submission to such conduct is made either explicitly or implicitly a term or condition
of an Individual's employment, (2) submission to or rejection of such conduct by an individual is used as
the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect
of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or
offensive working environment.2
To determine the extent of sexual harassment in the Federal workplace, in 1980, the Merit Systems
Protection Board (MSPB) conducted a survey covering the period May 1978 to May 1980. In that study,
42 percent of women workers and about 12 percent of men workers reported they had experienced some
form of sexual harassment. Based on the information obtained from that study, Federal agencies instituted
mandatory training programs designed to prevent sexual harassment in the work place. In 1988, the MSPB
published an update to their 1980, report which concludes that "...there is evidence of some positive
changes in Federal employee attitudes and perceptions regarding uninvited sexual attention. More
employees, both men and women, are aware that certain behaviors of a sexual nature can be both
unwanted and inappropriate in the workplace. In addition, most employees are now aware that sexual
harassment is contrary to established agency policy." Further, "....Despite these positive trends, however,
the overall bottom line did not change. Uninvited and unwanted sexual attention was experienced by almost
the identical proportion of the work force in 1987 as in 1980. Sexual harassment is still a pervasive, costly,
and systemic problem within the Federal workplace."
Equal Employment Opportunity Commission Management Directive 714, requires that agencies' include a
plan for the prevention of sexual harassment in the workplace in their Affirmative Employment Program
Plans. The plan for the prevention of sexual harassment must include, among other things, a provision for
training and other programs designed to inform supervisors, managers and other agency personnel of their
responsibilities to maintain a workplace free of sexual harassment.
Clearly, It is the legal and ethical responsibility of all EPA employees to refrain from sexually harassing
behavior in the workplace. Under federal regulations, managers and supervisors bear responsibility for
prevention of sexual harassment and for the conduct of their employees who violate these regulations. All
operating components will be held accountable for informing their employees of what behavior constitutes
intolerable conduct.
At present, efforts to educate supervisors and managers regarding their responsibility for ensuring a work
place free of sexual harassment are inconsistent. In addition, there is a need to provide training to all
Agency personnel regarding what constitutes sexually harassing behavior, the ramifications of engaging in,
promoting, or condoning such behavior, and the avenues through which complaints of sexually harassing
behavior may be addressed. To reach the goal of an organizational environment in which individuals may
function with dignity and professionalism, we must be innovative in our approach to dealing with this critical
issue. The specific actions beginning on the next page constitute the EPA's Plan for achieving this objective.
1
2
The principles involved here continue to apply to race, color, religion or national origin.
29 Code of Federal Regulations, Subpart 1604.11 (a).
138
-------
PART D UDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES, WOMEN AND PEOPLE WITH DISABILITIES
PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT IN THE WORK PLACE (continued)
ACTIONS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATE
Publicize the Administrator's policy regarding the
prevention of sexual harassment via in-house
newsletters and separate posting on all official bulletin
boards.
Deputy Assistant
Administrators
Deputy Regional
Administrators
Laboratory Directors
Director, Office of Civil
Rights
Area Directors' of Civil
Rights
Bi-Annually
Personally endorse the Administrator's policy statement
regarding the prevention of sexual harassment.
Assistant Administrators
Regional Administrators
Laboratory Directors
June 1992
Publish articles appropriate to the subject in employee
newsletters.
Office of Education,
Communications and
Public Affairs
Bi-Annually
Include sexual harassment training in new employee
orientations.
Office of Human
Resources Management
Sept 30,
1992
Integrate a unit on sexual harassment into supervisory
and managerial training courses, seminars, leadership
development courses e.g., Greater Leadership
Opportunities (GLO) and other training courses as
appropriate.
Office of Human
Resources Management
Sept 30,
1992
Participate in training regarding the subject of sexual
harassment.
Assistant Administrators
Labor Law Attorneys
Human Resources
Officials
Supervisors/Managers
Agency-wide
Agency Employees
As
scheduled
Act upon allegations of sexual harassment in the same
manner as any other prohibited form of discrimination.
Administrator
Deputy Administrator
Regional/Deputy
Regional Administrators
Laboratory Directors
Director of Civil Rights
EEO Counselors
As needed.
Compile and distribute a list of vendors having an
expertise on the subject of sexual harassment.
EPA Institute
Office of Civil Rights
December
1992
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PART D UDATE 92
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES. WOMEN AND PEOPLE WITH DISABILITIES
PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT IN THE WORK PLACE (continued)
ACTIONS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATE
Prepare and/or provide a brochure,
directives/regulations and audiovisual materials
addressing the issue of sexual harassment in the
workplace.
Office of Civil Rights
Office of Education,
Communications and
Public Affairs
EPA Institute
December
1992
Train EEO Counselors in the techniques of counseling
Individuals regarding allegations of sexual harassment.
Office of Civil Right
November
1992, and as
needed.
Recommend methods of identifying indicators of an
improved climate regarding sexual harassment and
ways to define a positive climate more precisely.
Human Resources
Council (Lead)
Office of Civil Rights
(Technical assistance)
December
31, 1992
Monitor the actions taken to carry out this Plan.
Office of Civil Rights
Quarterly
Review the progress of organizational components in
implementing the actions identified in the Plan for which
they are responsible.
Administrator
Deputy Administrator
Quarterly
Staff
Meetings
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