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UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
WASHINGTON. D.C 20460
THE ADMINISTRATOR
MEMORANDUM
SUBJECT: FY 1988-1992 Affirmative Action Policy and
Program Objectives
It is the policy of the Environmental Protection Agency (EPA)
to provide equal opportunity for employment and advancement to
all employees and applicants regardless of race, color, religion,
sex, age, national origin, or physical or mental handicap.
This policy covers all Agency employment practices, including
but not limited to, recruitment, hiring, promotion, transfer,
reassignment, training, benefits and separation.
Further, EPA shall take affirmative action to remedy the
effects of past discrimination, developing its Affirmative Action
Program to identify and address inadequate representation of
women, minorities and handicapped individuals in our workforce in
accordance with directives from the Equal Employment Opportunity
Commission (EEOC).
PROGRAM OBJECTIVES AND GOALS
During FY 1988-1992, it is the goal of EPA to increase the
representation of women, minorities and handicapped individuals
at all levels in our workforce, particularly in professional and
administrative positions.
EPA will carry out an aggressive Affirmative Action Program
which accomplishes the following:
1) Assures that women and minorities comprise at least
52% of professional and administrative hires and net
gains, and that members of those groups most severely
underrepresented are included among those hired;
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
E E O POLICY STATEMENT
It is the policy of Region IV to ensure that recruitment, hiring,
promotions, awards, training, and all aspects of employment are applied
to all employees and applicants for employment on a nondiscriminatory
basis. Region IV will affirmatively address and remove any barriers to
enployment opportunities for minorities and women that have been identified.
Through the recruitment strategy that has been developed, the Region will
continue to identify and recruit qualified minorities and females for its
workforce.
Management and supervisors at all levels have a responsibility to ensure
that this policy of nondiscrimination is inplemented in all phases of
enployment activity. The Region has a strong and viable 3E0 program with
involvement by management, Special Enphasis program officials. Affirmative
Btployment Officers representing each Division, Human Resources Management
Branch, the EGO Officer and Regional Director of Civil Rights.
Adequate resources have been allocated to ensure that the affirmative
enployment program within the Region will be inplemented fully and fairly.
I strongly endorse the goals and objectives set forth in the Multiyear
Plan and will work closely with Regional and Headquarters officials to
ensure that these objectives are net.
DATE
Greer C. Tldwell. Regional Administrator
NAME AND TITLE OF AGENCY BEAD
EEOC FORM 566 (8/87)
SAGE 4
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
DELEGATION OF AUTHORITY
(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)
-2-
The Regional Director of Civil Rights (Joseph R. Franzmathes) is
responsible for the following:
(a) Ensuring the the overall equal employment opportunity program is
implemented, provides policy guidance and ensures that adequate
resources are available to carry out a successful affirmative
employment program; and
(b) ensuring compliance with affirmative action employment program
instruction issued by EEOC; and
(c) establishing regionwide objectives, coordinating approval of
submissions of Multi-Year Affirmative Employment program plans
to the EEOC with the Regional Administrator and BO Officer,
providing current guidance for the development of program plans
to every division in the region;
(d) communicating with supervisors and managers concerning the
inpleroentation of policies affecting equal employment opportunity
and affirmative enployment for minorities and women;
(e) in coordination with the Regional Administrator and BO Officer
ensuring that adequate record-keeping and information systems
are established and in operation throughout the Region for
monitoring and evaluation of equal opportunity and affirmative
enployment programs;
(f) ensuring adherence to equal enployment opportunity and affirmative
enployment program reporting instructions pursuant to current EEOC
directives and internal Agency guidance;
(g) ensuring continuous mointoring and evaluation of equal enployment
opportunity and affirmative enployment programs throughout the
Region to assure implementation of program objectives;
EEOC FORM 566 (8/87)
PAGE 6
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AMD WOKEN
DELEGATION OF AUTHORITY
(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)
(e) ensuring continuous monitoring and evaluation of equal employment
opportunity and affirmative employment programs throughout the
Region to assure implementation of program objectives;
(f) reporting to the Regional Director of Civil Rights and the
Regional Administrator periodically on the status of equal
esployment opportunity and affirmative enployment programs
throughout the Region;
(h) ensuring that all persons with equal employment opportunity and
affirmative enployment program responsibilities are knowledgeable
and adequately trained and that managers, and supervisors are aware
of the rights of all enployees, Agency equal esployment opportunity
policy, and relevant Regional guidance;
(i) ensuring that equal opportunity objectives are designed to remedy
identified problem areas; advising the Director of Civil Rights on
all matters affecting the iaplementation of the Region's EEO policy
and programs under regional jurisdiction.
(j) The EO Officer is also responsible for processing informal EEO
discrimination ooqplaints and advising the the Regional Director
of Civil Rights of significant developments; and
(k) posting equal enployment opportunity and affirmative enplcyment
program policy, including the nanas of EO Officer, EEO staff,
BO Counselors; and
(1) providing guidance, assisting* advising, and reviewing activities
of BO Counselors, and Special Qphasis Program Managers, which
include the Federal Women's Program, the Bqployment
Program, the Hispanic Eaployoent Program, the Blade fiaployment
Program, and subgroups such as Women In Science and Engineering,
and the Secretarial Advisory Ooudttee.
EEOC FORM 566 (8/87)
PAGE 8
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
DELEGATION OF AUTHORITY
(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)
-€-
EEO Counselors (Giezelle Bennett, Michael Carter, Sheppard Moore, Rosemary
Patton, Suzanne Potter, Rafael Santaroaria, Cheryl Walker) are responsible
for counseling, in accordance with 29 CFR 1613, any employee or applicant
for employment who believes that he/she has been discriminated against
because of race, color, religion, sex, national origin, age, or handicap.
Counselors are responsible for conducting informal inquiries into
allegations of discrimination and attempt to resolve the matter on an
informal basis. When resolution of a complaint is not made on an informal
basis and the enployee files a formal ccnplaint the EEO Counselor is
responsible for preparing a written counseling report an* forwarding such
to Headquarters for inclusion in investigative file.
Special Bnphasis Program Managers (SEPM) have collateral duty assignments
which involves 20-30% of the incumbent's official duty time. SEPM's
receive technical guidance from and report to the Equal Opportunity Officer
regarding special emphasis activity, briefing her at least quarterly on
program progress, including accomplistments, new progran initiatives
special projects, and all other matters pertinent to special enphasis
activities. Special Enphasis Program Managers are assigned as follows:
Federal Women's Program Manager (PWPM) (Beverly E. Houston) advises the
EBO Officer on matters affecting the employment and advancement of women.
The FWPM is an advocate for equal employment opportunity for women and
serves as a lias on between the coranittees of the FWP and management which
function to identify issues/problems which affect women in the region
including but not limited to recruitment, training, affirmative action
and special projects of interest to the Agency. Has overall responsibility
for three subconmittees: Vtomen in Science and Engineering (WISE),
Secretarial Advisory Ccnmittee (SAC), Federal Women's Program Conmittee
(FWPC), respectively.
EEOC FORM 566 (8/87)
PAGE 10
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
ORGANIZATIONAL CHART
AGENCIES SHALL SUBMIT AN ORGANIZATIONAL CHART OF THEIR AGENCY
AND INCLUDE A LIST OF COMMANDS, MAJOR OPERATING COMPONENTS,
REGIONAL OFFICES, AND INSTALLATIONS.
Organizational Chart for Agency submitted by EPA National
Headquarters. Organizational Charts for EPA Region IV are
included as follows:
Exhibit A
Exhibit B
Exhibit
Exhibit
Exhibit
Exhibit
Exhibit
C
D
E
F
G
- Office of Policy & Management
- Office of Congressional and External Affairs
- Waste Management Division
- Water Management Division
- Air, Pesticides, & Toxics Management Division
- Office of Regional Counsel
- Environmental Services Division
EEOC FORM 566 (8/87)
PAGE 12
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EXHIBIT B
OFFICE OF CONGRESSIONAL AND EXTERNAL AFFAIRS
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WVTER MANAGEMENT DIVISION
DIRECTOR
Bruce Barrett - 4450
DKP1JTY DIRECTOR
A1 J. Smith -4450
I
OPC OP DRINKING WATER
William J. Patten - 2913
I Compliance t Enf Unit - Vacant I
I State Programs Team - Vacant I
FACILITIES PERFORMANCE
BRANCH
John T. Marlar - 4793
FACILITIES CONSTRUCTION
BRANCH
Harold W. Hopkins - 2207
PERMITS SECTION
James R. Patrick-3012
NORTH AREA UNIT
Robert G. Wooten-2156
SOUTH AREA UNIT
R.Childress-3012
COMPLIANCE SECTION
Daniel Ahem -7428
AL/GA Unit
David E. Olson-3973
FL/MS UNIT
Peter T. McGarry-7428
KY-NC UNIT
Curtis F. Fehn-7428
SC/TN UNIT
Douglas K. Lankforrt-3973
CONSTRICTION SECTION
Lewis Martin- 3633
ADMINISTRATIVE
SUPPORT UNIT
Brenda Banks-3633
WESTERN STATES UNIT
Roy A. Whatley-3633
EASTERN STATES UNIT
vacant - 3633
PROGRAM SUPPORT SECTION
John Haqan - 4491
FACILITIES
PLANNING UNIT
Ernesto Perez - 4491
TECHNICAL SUPPORT
UNIT
Robert Freeman - 4491
| | PRETREATMENT/Q&M UNIT
"I a. n
GROHJDMATER PROTECTION
BRANCH
James S. Kutznan - 3866
GW TECHNOLOGY AND
MANAGEMENT SECTION
Stallinqs Howell-3866
GW TECHNOLOGY
SUPPORT UNIT
Gail Mitchell-3866
gw managemfot unit
John K. Mason-3866
UNDERGROUND injection
CONTROL SECTION
William Taylor 3866
COMPLIANCE/
ENFORCEMENT UNIT
Mike Hoilinger - 3866
PERMITTING UNIT-3866
Anne Godfrey -Acting
UNDERGROUND STORAGE TANK
SECTION
Louis M. William-3866
WATER QUALITY
MANAGEMENT BRANCH
Robert HcGhee- 2126
WD STANDARDS AND
MONITORING SECTION
VACANT 2126
WQ STANDARDS
UNIT - 2126
Phil Vorsatz
PLANNING AND
MONITORING UNIT
Len Nowak-2126
WETLANDS
f, COASTAL
PROGRAMS
SECTION
Vacant
-2126
WETLANDS UNIT
B. Ethridqe
2126
COASTAL
PROGRAMS UNIT
Sally Turner
2126
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EXHIBIT
OFFICE OF REGIONAL COUNSEL
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
CERTIFICATION OF QUALIFICATIONS OF «Q OFFICIALS
Z CERTIFY THAT THE QUALIFICATIONS OF ALL STAFF OFFICIALS,
FULL-TIME OR PART-TIME, RESPONSIBLE FOR THE ADMINISTRATION
OF THE EQUAL EMPLOYMENT OPPORTUNITY PROGRAM AND AFFIRMATIVE
EMPLOYMENT PROGRAM HAVE BEEN REVIEWED BY COMPETENT AUTHORITY
AND MEET THE QUALIFICATION STANDARDS IN THE HANDBOOK X-118.
DATE
EEOC FORM 566 (8/8?)
PAGE 20
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REGIONAL POLICY STATEMENT OF THE PREVENTION OF SEXUAL HARASSMENT
tmmwmwmi
inmmmm \
MEMORANDOM
Subject: Regional Policy Statement on the Prevention of Sexual Harassment
I want to reaffirm my conmitment to assuring that all EPA Regional employees
are provided a work environment that will promote excellence and conmitment
in their service to the public.
As you are aware, EPA enployees have a responsibility under the Federal
Code of Conduct and Ethics for maintaining high standards of honesty,
integrity, inpartiality and conduct to assure proper performance of the
Government's business and continued confidence of the American people. 1
appreciate your dedication and cooperative spirit in the Region.
My role is to ensure that all enployees are treated fairly in all phases
of employment, therefore, I am coranitted to eliminating any prohibited
practices, such as sexual harassment. Any enployee who feels victimized
by sexual harassment should contact the EBO Office to learn of the
confidential counseling services and legal recourses available in
Region IV.
From:
To
All Enployees
PAGE 22
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
STATEMENT OT ADEQUATE MONITORING/EVALPATTOM fiVCTTw
The overall objective of Region IV*s monitoring/evaluation system is to
assure that the programs which are designed to carry out the policy of
nondiscrimination in its employment practices are operating as effectively
as possible and that the necessary resources are in place to accomplish
goals and commitment of the Region.
It is the responsibility of the Regional Director of Civil Rights and the
Equal Opportunity Office in the Region to provide leadership, direction
and coordination of evaluation activities for EGO programs in the region.
This objective is accomplished through participation in evaluation
processes, implementation of EEO programs, and initiation of corrective
action to assure that the EEO goals and objectives are fully attained.
Within the first quarter of each fiscal year, the Director of Civil Rights
requires, by Agency directive, an internal evaluation covering regional
accomplishments of equal employment opportunity and affirmative enployment.
The BO Officer, assisted by the Hunan Resources Management Branch, has
the overall responsibility for conducting the review. In addition to
covering the topics and data required for quarterly and annual reports to
Agency Headquarters, and the Equal Employment Opportunity Commission, the
regional review will take into account the following aspects of equal
opportunity programs:
Development of an automated system to provide data on a monthly,
quarterly, yearly basis showing grade levels, job series and
categories hires, promotions, and distribution of employees by sex
and minority group designation. (This data had been supplied by
the Office of Civil Rights/Headquarters)
An evaluation of statistical data in a narrative form will be
conducted in order to discern equal opportunity impacts and
trends reflected by the data. Quarterly reports will be developed
and analysis will be presented in Senior staff meetings with managers
and supervisors. Each division will be apprised of its progress in
EEOC FORM 566 (8/87) PAGE 24
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PRQggAW iyrftT.Y5Tg
I. ORGANIZATION AND RESOURCES
The Regional Director of Civil Rights establishes broad administrative
policies in Equal Employment Opportunity based on Headquarters directives
and sets requirements and standards for incrementation by Equal Opportunity
Office, management and supervisory personnel at the regional level. The
Regional Director of Civil Rights and the Equal Opportunity Officer reports
directly to the Regional Administrator in weekly meetings to discuss
relevant issues. The Equal Opportunity Office, with a staff of one full
tine permanent Equal Opportunity Officer and one full time permanent
Equal Opportunity Assistant along with Special Enphasis Program Manager^
advise and assist the Regional Director of Civil Rights in establishing,
maintaining and conducting programs which promote equal opportunity for
applicants and enployees alike.
The Equal Opportunity Officer coordinates and develops the Regional
Affirmative Employment Plan. The EO Officer also provides regional and
agencywide guidance to field offices in all areas of affirmative enployment.
The Director of Civil Rights, EO Officer, and Special Enphasis Program
Managers participate regularly in senior staff meetings and planning
sessions where management issues, staffing plans, and other management
decisions are made or problems are discussed. Problems areas are identified
and corrective measures are instigated. The EO Officer assists managers
in resolving problems which inpede equal opportunity by way of regularly
scheduled meetings used to inform supervisory personnel on their progress
in meeting affirmative enployment goals.
Special Enphasis activities fall within the scope of the Equal Opportunity
Officer's responsibilities. The BO Officer attends at least two (2) EO
training sessions per year after which meeting are held with BO Counselors
and other Special Enphasis Program Managers to discuss new issues relevant
to regional goals. In addition, Special Enphasis Managers and subgroups
attend OPM courses as needed. SEP Managers, who have collateral duty
assignments, devote 20-30% of their time to accceplishing program objectives.
Memos of Understanding are developed and signed by SEP Managers, EO
EEOC FORM 566 (8/87)
PAGE 26
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mm
PROVIDE A NARRATIVE DESCRIBING THE PROBLEMS/BARRIERS
IDENTIFIED: I. ORGANIZATION & RESOURCES
Ondesired Condition; Inadequate Bqual Opportunity Program Budget.
Desired Condition: Adequate EO funds allocated to carry out program
activity including training, recruitment, and special enphasis programs
designed to increase employee sensitivity in the Region.
Analysis: It was determined in our analysis that because of the renewed
enphasis and revitalization of Special Brphasis Programs and in support
of effective recruitment of women and minorities the travel/training,
special enphasis budget has become insufficient to meet the needs of the
EO program, although the budget of the EO program has not affected the
Bqual Opportunity activities to date future budgetary projections should
take into account the development of a well thought out budget which
includes all aspects of EO program activity.
Probable Barrier: The procedure used by Bqual Opportunity Officials to
project the budget did not take into account the revitalization of
recruitment, special enphasis activities, and training needs.
Alternative: Inform top management of the need for increased funding for
EO program activities in support of effective recruitment, and training
of women and minorities. Urge then to approve additional funding for B0
Program activity.
Expected Result: The maintenance of effective recruitment efforts of
minorities and women for the regional workforce, special enphasis oanagers
should be able to continue the programs relevant to minorities and women
in the region and sensitivity of employees in the region should increase
in relative proportion with increased training opportunities.
Follow-up Action: Keep track of budget allocations of BO Office to ensure
that funds are sufficient to meet the needs of the program. Monitor the
spending allocations of each special enphasis activity to ensure that
funds are being spent effectively and efficiently for maximum benefit
to the region.
EEOC FORK 566 (8/87)
PAGE 28
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSTS
II. WORK FORCE
An analysis of the Region's work force was conducted by PATCO and grade
groupings for fiscal year 1987 using Atlanta SMSA Civilian Labor Force data
An analysis of the overall workforce by PATOO indicates that there is a
manifest intoalance of White females in professional jobs. A more indepth
analysis was conducted for the purpose of setting Regional EEO goals.
The regional workforce was analyzed on a divisional basis. This analysis
of sub-program elements show that a manifest imbalance exists in the
following categories:
Professional - black males
black females
hispanic males
hispanic females
Administrative - black sales
black females
In addition, overall Regional statistics reveal that there is a mnifest
imbalance of white fenales, black fenales, and hispanics in the prof-
essional category at the GS-13-15 level. Wbmen and minorities comprise
19% of positions at the GS 13-15 level which generally represents
supervisory and managerial enployees in the Region. Analysis of fiscal
year 1987 data on this issue indicates progress in this area as follcvs:
Representation in Workforce Increases far EY 87 and Affirmative Action
Progress of Nanen & Minorities
OVERALL PRCF/AOCN GRACES 13-15 gUP/HGR
55% 42% 21% 19%
EEOC FORM 566 (8/87)
PAGE 30
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSTS
Based on a review and analysis of the regional workforce, EBO goals will
oontiniously be established to correct any conspicuous absence or nanifest
inbalances within the region. Particular attention to developing strategies
for attracting qualified Hispanics to the regional workforce will be
developed along with strategies for attracting qualified applicants, ana
promotion of minority enployees to GS 13-15 positions*
EEOC FORM 566 (8/87)
PAGE 32
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROBLEM/BARRIER IDENTTFTgATTQW
PROVIDE A NARRATIVE DESCRIBING THE PROBLEMS/BARRIERS
IDENTIFIED:
II. WOFK FORCE
Based cn our analysis of work force data there is an imbalance of women
in professional positions. Farther analysis indicate black females,
black rales, Hispanic males, and Hispanic females are not adequately
represented at the GS 13-15 level. In the administrative job series
blade males and black females show a manifest imbalance. Numerical
objectives will be established for the EEO groups which a manifest
intoalance is shown. Barriers Which could attribute to mnifest imbalances
will be addressed under the appropriate program element.
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANAT.VfiTfi
III. DISCRIMINATION CCMPLAIOTS
An analysis of discrimination ocoplaints that were processed in the
region during FY 87 indicated that oonplaints covered several areas of
employment including, awards, promotions, performance evaluations, assign-
ments and retaliation. A pattern of discrimination based on types of
aonplaints is not discernable in the Region, however in the majority of
oonplaints processed for transmittal to Headquarters the issue most
frequently raised were promotions and evaluations. Most oonplaints were
filed as discrimination on the basis of sex (female) and race in
grades GS-9 through GS-11. Continued evaluation of oonplaints within the
region will be performed on a routine basis in order to identify any
discernable patterns of discrimination.
The EO Officer coordinates and supervises the region's Equal Opportunity
Counseling activities. Seven (7) EO counselors provide counseling through
direct contact with agency employees and provide a media for oonnunication
between managers and enployees on sensitive, important and timely issues
related to equal opportunity. EO Counselors submit the appropriate
documentation to responsible program officials in a timely manner.
EEOC FORM 566 (8/87)
PAGE 36
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
Due to the "nature oi: EPA*' s work-wast 4StteHiiIWlOflki W!«
aimed at filling entry level scientific positions. An analysis reveals
that some supervisors and managers have not demonstrated a willingness
to devote the necessary tine and resources to identify and attract
minorities and women into the regional workforce. Further analysis
reveals that salaries offered by the federal government makes it
difficult to attract qualified engineering and scientific applicants.
A Recruitment Task Force chaired ty the BO Officer and a supervisory
Personnel Management Specialist was created in order to remedy any applicant
insufficiency. EPA's Recruitment Certification Training was provided for
twelve (12) persons Who formed the basis for six (6) teams conposed of a
selecting official, supervisory personnel and Special Enphasis/Equal
Opportunity officials specifically designed to recruit highly qualified
women and minorities. A recruitment package was developed for use in
minority recruitment. An evaluation of this recruitment strategy is ongoing*
The ED Officer continuously seeks to strengthen special eaphasis programs
by providing guidance and training to increase their capability to support
effective recruitment, enployee development and the advancement and
recognition of women and minorities in the Region. The regional personnel
office meets as needed with the Office of Policy and Management to provide
the necessary documentation to secure direct hire in selected scientific
job series as appropriate. During FY 87 the Region developed and expanded
its' recruitment program which identified additional recruitment sources
for minorities and women. Regional personnel officials, SBO officials,
managers, and selecting officials periodically examine qualification
requirements to determine if barriers exist vftiich would ispede hiring of
minorities and women.
The EED Officer and Affirmative Employment Managers participate in the
development of vacancy projections at the beginning to the fiscal year
and during any subsequent revisions to original projections. Region IV
coordinates mjar recruitment efforts with Headquarters and other regions.
The BE30 Officer meets regularly with the Hunan Resources Management Branch
and serves on the Recruitment Tfesk Faroe. The Personnel Office and
Regional Director of Civil Rights review selection actions to determine
that such actions are not discriminatory. The Region utilises 20>30 stay-
in-school explcyees each fiscal year, most from Historically Blade Colleges
and Universities. Some of these students are hired upon graduation from
sdiool.
EEOC FORM 566 (8/87)
PAGE 38
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
technical, and clerical, we examined the EEO caspoetian of all EEC grcups
(relative to other EEO groups) to determine the application, certification,
and selection rates. Although analysis indicates no artifical barriers
to the employment of Hispanics in the region, strategies will be developed
for attracting qualified Hispanics to our workforce. The hiring of women
arri minorities for supervisory and managerial ranks improved during
fiscal year 1987 by 4 percentage points (from 15% to 19%), filling
two-thirds of the additonal 12 positions with White Females (5) and
Blades (3). As can be demonstrated by the workforce analysis, there is
progress in this area for affected EBO groups. Additional barriers whic3i
may inpede the hiring of women an minorities for supervisory positions
will be discussed under the appropriate program element,.however no
discemable patterns of discrimination is evident, the BO Officer will
monitor the applicant flow data of Hispanics and women for jobs on an
ongoing basis.
EEOC FORM 566 (8/87;
PAGE 40
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOKEN
PROBLEM/BARRIER IDENTIFICATION
Expected Results Increase In time: and reaource&i&Hocated to-ensure that
women and minorities are adequately represented in the regional workforce.
Follow Up Actions Monitor the revitalization of the recruitment program
and applicant flow data and selection rate. Based on results, determine
if additional action is required.
EZOC FCF-M 566 (3/37)
PAGE 42
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PRPSRAM MfAftYffTg
V. EMPLOYEE DEVELOPMENT PROGRAMS
EPA Region IV's Hunan Resources Management Branch conducts reviews of
Regional training and development programs annually to assess the training
needs of employees in furthering their career development for maximum
efficiency in the performance of official duties. The Human Resources
Management Branch tracks the training of enployees in the region and
in-house training is published Bern!-annually and updated monthly.
Divisions within the agency periodically require employees to submit a
training update to assure that training records are kept up-to-date with
the Office of Personnel Management. Training records of employees are
produced on demand. Within the Human Resources Management Branch there
are two (2) Training Officers Who regularly assess the training needs of
technical, managerial, supervisory, administrative, and clerical staff.
Within the Hunan Resources Management Branch the Training Officer provides
career counseling and technical guidance. Through the use of career
counseling, enployees are kept apprised of opportunities and career
management plans are developed upon request. The Federal Women's Program
has implemented a Mentoring program designed to assist enplcyees in job
development. The Region has also developed a "Career Planning Handbook"
designed to provide enplcyees with information concerning the various
occupational opportunities currently available within each Division.
This Handbook includes information concerning qualification requirements
for the majority of occupations in many job categories, a conceivable
"career path" with a general guide to the knowledge, skills and abilities
needed, the Career Planning Handbook is intended to serve as a resource
to supplement the Region's Career Management System. When combined with
the Career Management Plan, career counseling assistance, career
management workshops, training programs and other employee development
opportunities it offers a total package of assistance to Region IV
esployees in their career growth and development.
EEOC FORM 566 (8/87)
PAGE 44
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM AMlT.VfiTB
-3-
The Equal Opportunity Officer reviews within grade movements and promotions
of employees at the journey level within professional series to determine
if minorities and women are afforded equal access to full performance,
professional, supervisory, and highest grade level. The FY 87 Plan
identified a lade of training for female and minorities designed to provide
women and minorities the necessary skills to move into supervisory position* •
Accordingly, women and minorities have not been afforded the opportunity
to perform supervisory functions. An analysis indicates that some managers
and supervisors perceive women and minorities as not qualified for
supervisory and management positions because they lade the necessary
training. Wbmen and minorities generally reach the journey level in
their series and are not afforded the opportunity to advance to supervisory
and managerial positions. Special Eqbhasis Program Managers have designed
acne training sudi as Greater Opportunities for Leadership Development
(GQLE) and the Wbmens Executive Leadership Program (WELP) designed to
increase the representation of women and minorities in managerial positions
Alleviating this lack of women and minorities at the highest level
will continue to be a priority ooamitment of BO program activity.
The EO Officer and Special Eqphasis Program Managers continue to
work closely with the Human Resources Development Officer to ensure
that minorities and women are afforded opportunities to devise career
development plans that meet agency needs. The BO Officer and Personnel
Officer work with Division/Office Directors to create on the job
training through rotational assignments, details, mentoring programs and
formal training.
EEOC FORM 566 (8/87)
PAGE 46
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION TTFMS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT
............
PROBLEM/BARRIER STATEMENT I Some managers and supervisors perceive
women and minorities as not qualified for supervisory and management
positions.
OBJECTIVE: Eliminate this perception by training supervisors and
managers in EEO awareness and sensitivity.
RESPONSIBLE OFFICIAL: EO Officer
TARGET DATE: September 1988 Ongoing
ACTION ITEMS:
RESPONSIBLE
OFFICIAL
TARGET DATE
Provide EEO sensitivity and awareness
training to supervisors and managers.
Human Resources
Development
Officer
September 1988
On-going
Meet with selecting officials before
supervisory positions are filled, require
selecting officials to contact affirmative
employment coordinator for a review of
qualification requirements and availability
of minority and female candidates.
EO Officer
Supervisory
Personnel
Specialist
On-going
Meet regularly with units to assess
Improvements in sensitivity barrier.
EO Officer
On-going |
Track the selection of women and minorities
In managerial and supervisory positions.
EO Officer
On-going
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSTS
Promotions -2
We have reviewed promotion data for our mainstream occupations and found
that most of then are career ladder positions which progress from GS-7 to
the level of GS-11, according to the occupation. For GS-13 and above,
positions are conpetitive. Further analysis of applicant flow data
indicate that certain EEO groups seeking promotions (women) are indeed
certified at a rate cooparable to their application rate, and selected at
a rate considerably higher rate than other EEO groups (Hispanics).
Every effort is made to ensure that promotion panels include minorities
and women and that no unnecessary barriers are included In promotion and
selection procedures.
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSTS
VIII. PROGRAM EVALUATION
The Region's Equal Enployment Opportunity Officer has the responsibility
for inplenienting the Affirmative Enployment Program. This office has a
separate budget to assure the administration and inplementation of a
results-oriented program which is involved in every aspect of personnel
management, policy and practice. Adequate funds will be provided for EEO
staff training, travel expenses, and program development.
The region has active Special Enphasis Program Managers who provide input
to the affirmative enployment plan and some analysis and review of EEO
activity.
Enployees are provided information regarding the Affirmative Enployment
Program through memoranda, the regional quarterly newsletter, brochures,
etc. Within the facility a permanent bulletin board displays EEO staff,
and the regional policy statement on Equal Opportunity.
Managers and supervisors are aware of their responsibilities to the
Affirmative Enployment Program. Managers and supervisors are apprised of
their ultimate accountability for assuring equal enployment opportunity
and carrying out affirmative action hiring, training, promoting, and
rewarding enployees. Equal Enployment Opportunity is a critical element
in the performance standards of managers and supervisors. In addition
to the training they receive, managers and supervisors are evaluated
annually and updated quarterly on the acconplistanents of their particular
unit.
An integral part of the Region's Affirmative ttployment oounitaents
include incorporation of the responsibilities of managers for Affirmative
ftrployment into the epa's Framework for Achieving Managerial Excellence
and increasing the involvement and accountability of first line supervisor*
in meeting affirmative enployment objectives in order to inprove the
representation of women and minorities at all levels of the regional
workforce.
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM IWAT.VSTg
Program Evaluation -3-
statistical data on enployees could create a major problem for the
affirmative enployment evaluation process within the Region. The
Regional Administrator, Director of Civil Rights, Bqual Opportunity
Officer, and Automatic Data Processing-Information Branch has committed to
providing accurate workforce information within the Region which is
uniform and accurate in nature.
Employees in the Region have been, and are continiously apprised of the
EEO conplaint processing system and receive updates of changes in the
conplaint procedure as necessary. An adequate nunber of EEO Counselors
are available and are representative of our organizational workforce
composition. EEO Counselors use the Procedural Manual on Discrimination
Conplaint Processing as needed, and are informed of new developments
through EEO Practioners Forums. The procedure for filing formal and
informal conplaints have been distributed to all enployees and are
produced on demand.
During FY 86 the Equal Employment Coonission conducted an on site review
of the Region's Affirmative Enployment Program. The reconroendation of this
on site review has been considered in the development of previous plans
for affirmative action in the Region and will continue to be considered
in the development of our Multi-Year Affirmative Enployment Plan.
EEOC rORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOKEN
REPORT OF OBJECTIVES AND ACTTOM TTZMS
PROGRAM ELEMENT: Program Evaluation
PROBLEM/BARRIER STATEMENT* Lack of adequate workforce data which
facilitates analysis of affirmative employment in the region.
OBJECTIVE: To Implement a computerized program which will provide the
necessary workforce data for proper analysis of affirmative employment
objectives at the Regional level.
RESPONSIBLE OFFICIAL: Director, Information Mgt. Branch/EO Officer
TARGET DATE: October 1, 1988
ACTION ITEMS:
RESPONSIBLE
OFFICIAL
TARGET DATE
Provide Guidance on what information is
necessary to conducting an effective
affirmative employment evaluation.
EO Officer
National Office
of Civil Right)
April 1988
Clarify who is to supply regional
workforce data.
Regional Direct-
of Civil Rights
EO Officer
May 1988
Design a computerized program which
reflects employment trends at the regional
level by PATCO categories and grade
groupings.
ADP-
Information
Mgt. Branch
October 1, 1988
Supply quarterly workforce data which is
tiaely, consistent, accurate, and
facilitates analysis.
Information
Management
Branch
Quarterly
Evaluate the Implementation of computerized
system to determine accuracy of data,
and most efficient means of supplying
data.
Director-ADP
EO Officer
On-going
EEOC FORM 566 (8/87)
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