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55
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AFFIRMATIVE
EMPLOYMENT PROGRAM
PLAN
FOR
WOMEN AND
MINORITIES
FY 2002
PLAN UPDATE
&
FY2001
ACCOMPLISHMENT
REPORT
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Office of
The Administrator
(1201A)
EPA-1SQ-R-Q2-0G2
April, 2002
iilL ^fli.
C failed Sl
Environmental Protection
Agency
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TABLE OF CONTENTS
Page
1, AGENCY HEAD
A, Certificntions
L Agency-wide I.
2. Headquarters • ii
B, Administrator's Poiley Statement fl
C. Acknowledgments " ' v
ft. INTRODUCTION
A. Overview 1
B, Organisation and Authority 3
III. AGENCY-WIDE FY 02 PLAN UPDATE
A, Work Force Profile and Analysis
I. Seminary 5
2.' PATCOB ' 8
3, Grade Levels 9
4. Series * Professional aad Acteinistratiw 13
B, I. Objectives and Accomplishments , 21
2. Affiraaative EHiployineni Ctoals 31
C Noteworthy Activities/Initiatives for FY 01
1. Agency-Wide 34
2. Regions 41
IV. HEADQUARTERS FY 02 PLAN UPDATE
A, Work Force Profile and Analysis
1. Summary 4?
2. PATCOB 49
3, Grade levels • 50
4. Series - Professional and Adttiaistrfttfve §4
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B. H*8dq«arter*s Reports
I, Objective SBC! Aee<»pli§tiio«iitt • 61
2, Affirmative Employment Goals 66
C, Noteworthy Actfvitto^nttfatlvffiS for FY 01 69
V, APPENDIX
A, Charts 75
B, Glossary 88
VI, PLAN FOR EMPLOYMENT & ABVANCSMOBM? A
OF DISABLED VETERANS
FEDERAL EQUAL OPPORTUNITY RECRUITMENT B
PLAN
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
ANNUAL AFFIRMATIVE EMPLOYMENT PLAN
FY 2002 PLAN UPDATE
FY 2001 ACCOMPLISHMENT REPORT
Name of Organisation:
U.S. Environmamtai Protection Agency
Address of Organization: 1200 Pennsylvania Avenue, NW
Washington, DC 20460 •
QfganizatioB Leyel:_
Agency-Wide
Number of Employees Covered By Plan: 17.707 TOTAL
8J41 PROFESSIONAL 7J17 ADMINISTRATIVE
CLERICAL
JSIL. TECHNICAL
BLUE COLLAR
Name of Contact Persons Preparing Form
Susan M. Morrts/Miraa P, Baig
Telephone No.
(202) 564-7292/7288
Name/Title of Principal EIO Official
KAREN HIGG'INBOTl-IAM
Acttag Director, Office of Civil Rights
Signature of Princi|aWSEO Offickl
Certifies that this Report is in compliance 'with EEOC MD- 714
' Date
Name/Title of Head of Organkatioa
CHRISTINE TODD WHITMAN
Administrator
APR 3 0 2002
Signature of Agency Head
Certifies that this Report is in compliance with EEOC MD-714
Date
EEOC Form 566 (8/87j
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES ANB WOMEN
ANNUAL AFFIRMATIVE EMPLOYMENT PLAN
FY 2002 PLAN UPDATE
FY 2001 ACCOMPLISHMENT REPOET
Namej>f Organization: CJ.S.
Frotection
Address of Organization:
1200 Pennsylvania Avenue, NW
Washington....pC 20460
Organization Level:
Number of Employees Covered By Plan: 9.178. TOTAL
iX.PROFESSiONAL .1444. ADMINISTRATIVE
459 CLERICAL t$ OTHER
TECHNICAL
10 BLUE COLLAR
Name of Contact Persons Preparing Form
Susan ML M0.rri$/Mira» P. Baifi
Telephone Nos,
(202) 564-7292/7288
Name/Title of Principal EEO Official
KAREN HIGGINBOTHAM,
Acting Director, Office of Civil Rights
i^t./,,- ,
ignalure of Prioci|iaf EEO Official ' Date
te±nrC(>mpniJt^
Name/Title of Head of Organization
CHRISTINE TODD WHITMAN
Administrator
3 07002
Signature of Agency Head Dale
Certifies thai this Report is in compliance with EEOC MD-714
EEOC Form 566 (8/8?)
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MAY 1 4 2001
SUBJECT: "Policy on Equal Employment Opportunity and
Prohibiting Discrimination and Harassment
TOt All Employees
Every American has the right to work in a workplace free from discrimination and
harassment. At the EPA, I arn determined to ensure that every one of our fellow
employees enjoys that right. Toward that end, it is useful to periodically assess and
renew our commitment to providing equal employment opportunity and equality for
all employees and applicants for employment. As part of that commitment, I expect
every EPA employee to fully comply with the following policies, which prohibit all
forms of discrimination and harassment in the workplace,
Equal Employntcttt Opportunity, It is the policy of EPA to provide equal
• employment opportunity to all persons and to promote the Ml realization of equal
employment opportunity through a continuing affiimative employment program at
EPA, in accordance with regulations issued by the Equal Employment Opportun-
ity Commission at 29 C.FJL Part 1614.
Discrimination and Harassment hi accordance with applicable Federal laws,
Executive Orders, and regulations, it is the policy of EPA that discrimination
against any employee or applicant for employment because of his or her race, color,
religion, sex, national origin, age, disability, sexual orientation, parental status, or
protected genetic information, will not be tolerated.
Employees are sometimes confused about what behavior constitutes sexual
harassment. Sexual harassment is any unwelcome sexual advance, request for
sexual favors, or other verbal or physical conduct of a sexual nature when (a) sub-
mission to such conduct is made explicitly or implicitly a term or condition of an
employee's job, pay, or career; (b) submission to or rejection of such conduct by an
employee is used as a basis for career or employment decisions affecting mat
employee; or (c) such conduct has the purpose or effect of unreasonably interfering
with an employee's performance or creates an intimidating, hostile, or offensive
environment.
EPA will apply this "zero tolerance" policy with respect to discrimination or
harassment by any manager, supervisor or employee. "Zero Tolerance" is
applicable to all conduct in the workplace and extends to conduct which occurs at
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any location that can reasonably be considered to be an extension of the workplace.
Such locations include, but are not limited to, conferences and field sites. If there
is a finding of discrimination or harassment, an EPA employee may be subject to
disciplinary action, in accordance with EPA's Conduct and Discipline Manual (EPA
Order 3120.1, dated September 20, 1985),
All EPA employees are required to maintain a work environment free of all forms
of discrimination and harassment. Employees should immediately report suspected
violations of this policy to their manager or supervisor, to the Director, Office of
Civil Rights, or to a regional EEO Officer, Managers and supervisors must take all
allegations of discrimination or harassment seriously, immediately inquire into the
matter, and refer the matter to a higher-level manager or supervisor, to the Director,
Office of Civil Rights, or to a regional EEO Officer. Behind the civil rights laws,
Executive Orders, and regulations is an important message; Every person's civil
rights matter. It is EPA's policy to protect these rights, and 1 call upon each of you
to join me in ensuring that our workplace is free of discrimination and harassment.
UL,
Christine Todd Whitman
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ACKNOWLEDGMENTS
The success of any program is measured by the support and commitment
received from the leadership and key players in an organization. At EPA, this includes
the support of the Administrator, Deputy Administrator, Assistant Administrators,
Regional Directors, Program Management Officers, Managers and Supervisors, EI-O
Officers and Specialists, Special Emphasis Program Managers, Union Officials, EEO
Counselors, Non-Labor Employee Groups, and others involved with the Office of Civil
Rights. The almost 18,000 employees of EPA contribute in their own special and
individual ways - professionally, ethnically., culturally, and personally - in meeting
EPA's mission to protect our human health and environment.
The Office of Civil Rights has a responsibility to process claims of
discrimination and to manage an effective affirmative employment program. In that
regard, a large part of our mission is to be a catalyst for change as we attempt to
eliminate any under-representation and build upon our diversity. We are a unique and
diversified office that counts on a large segment of the work force to assist in carrying
out its mission. With a small committed staff to handle affirmative employment and
complaints processing, we regularly depend on the Program Offices, both at
Headquarters and in the Regions, as well as the many employees who serve on a
collateral-duty basis as Special Emphasis Program Managers and EEO counselors.
The Office of Civil Rights, Workforce Diversity & Analysis Team, Leader,
Susan M. Morris, and Team members, Mtrza Baig, Acting Asian/Pacific Program
Manager; Lucy Arenrin. Federal Women's Program Manager; Brenda Fooks-Simon,
Acting Black Employment Program Manager; Melissa Rodriguez, Hispanic Employment
Program Manager; and Anthony Napolt, EPA Intern, developed this year's Affirmative
Employment Plan for Women &, Minorities, The Team received outstanding support
from Marsha Winter, Acting Associate Director. The HQ's and field office staff
members did an outstanding job in capturing and submitting all of the many noteworthy
initiatives and accomplishments realized by their individual organizations in attempting
to meet the Agency's affirmative employment goals and objectives. We appreciate
your many contributions ant! hope that you will use and distribute this Plan throughout
your work force.
'Karen D.Hi
Acting Director
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I. INTRODUCTION
A. OVERVIEW
1. PURPOSE
The FY 2001 Affirmative Employment Program (AEP) Plan Accomplishment Report for Minorities
and Women and FY 2002 Plan Update shows EPA's progress in improving employment and advancement
opportunities for women and minorities during the period. The report also documents the status of significant
program objectives and action items directed towards correcting any imbalances, artificial barriers, or under
representation, as previously outlined in EPA's Multi-Year Affirmative Employment Plan for Women and
Minorities (FY 1988-FY 1992).
2. AUTHORITY
Pursuant to Section 717, Title VII of the Civil Rights Act of 1964, as amended, and Executive
Order 11478, as amended by Executive Order 12106, Federal agencies are required to develop and implement
an affirmative program of equal employment opportunity for all employees and applicants for employment.
Policies, procedures, guidance and formats for the development and submission of annual Affirmative
Employment Program Accomplishment Reports and Affirmative Employment Plan Updates are in accordance
with Equal Employment Opportunity Commission (EEOC) EEO Management Directive 714, dated October 6,
1987. The OCR has responsibility for the development and execution of this program requirement through the
senior level EPA management structure, and provides guidance and instruction to all EPA organizations
nationwide in preparation and submission of this Plan.
3. DATA SOURCE
The workforce data in this report has been obtained from the Agency's Employee Payroll System
(EPAYS), as of September 30, 2001. The EPAYS system stores and maintains current and historical data on all
EPA employees.
In order to determine the existence of under representation, the EPA work force is compared to the
appropriate Civilian Labor Force (CLF) representation data, using the most current census data of 1990. For the
analysis, the work force is compared to the National CLF for each most populous Professional series, and the
aggregated National CLF for each most populous Administrative job series. This data is used to determine
whether any AEP group is under represented in EPA's mission-related major occupations.
4. FY 2002 PLAN UPDATE - AGENCY-WIDE
This section of the report provides a full assessment of the current status of the Affirmative
Employment Program and any outstanding EEO-related problems, both at the Agency-wide and Head- quarters
level.
a. WORK FORCE PROFILE AND ANALYSIS: Provides a narrative of the actual work
force profile and employment status of AEP groups in relation to the appropriate CLF. This includes data
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by Professional and Administrative classifications, grade levels, and major mission-related occupations. For
purposes of this analysis, the AEP groups include: Women, Blacks, Hispanics, Asian/Pacific Islanders, and
American Indians.
b. PROBLEMS/BARRIERS. OBJECTIVES AND ACTION ITEMS: Identifies and
analyzes human resources and management policies, practices, systems, and procedures which may serve as
problems and barriers to the employment of AEP groups. It also presents a clear statement of specific and
measurable objectives with supporting action items designed to resolve work force problems identified in the
annual plans.
c. NUMERICAL GOALS: Numerical goals have been set only when the work force
analysis has shown the existence of under representation of any individual AEP group. Since employees in
Professional and Administrative occupations make up over 90.1% of the Agency's total work force, the Agency
has focused on those two major PATCOB (Professional, Administrative, Technical, Clerical, Other, and Blue
Collar) occupational categories. Therefore, goals were set for Agency-wide and Headquarters for these two
occupational categories only.
5. FY 2001 ACCOMPLISHMENT REPORT
This section of the report presents the Agency's accomplishments for Agency-wide organizations
and the Headquarters program offices.
6. NOTEWORTHY ACTIVITIES/INITIATIVES: Contains program information highlighting
Agency achievements in providing employment and advancement opportunities for under represented AEP groups
during the reporting year.
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II. B. ORGANIZATION AND AUTHORITY
1. AGENCY MISSION
The U.S. Environmental Protection Agency (EPA) is a regulatory agency of the Federal executive
branch responsible for implementation of the federal laws designed to promote public health by protecting the
nation's air, water, and soil from harmful pollution. EPA endeavors to accomplish its mission systematically by
proper integration of a variety of research, monitoring, standard-setting, and enforcement activities. As a
complement to its other activities, EPA coordinates and supports research and anti-pollution activities by state
and local government, private and public groups, individuals, and educational institutions. EPA also monitors the
operations of other Federal agencies with respect to their impact on the environment.
The enactment of new environmental laws and amendments to older laws have greatly expanded
EPA's responsibilities. The Agency now administers the following nine comprehensive environmental 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);
Marine Protection, Research, and Sanctuaries Act (MPRSA);
Toxic Substances Control Act (TSCA); and
Uranium Mill Tailings Radiation Control Act (UMTRCA).
2. DELEGATION OF AUTHORITY
The EPA is headed by an Administrator appointed by the President with the advice and consent
of the Senate. The organization's senior executive management consists of a Deputy Administrator, nine
Assistant Administrators, three Associate Administrators, ten Staff Office Directors, an Inspector General, a
Chief Financial Officer, a General Counsel and ten Regional Administrators.
Organizationally, the Agency is comprised of thirteen major program offices, ten regional offices
and several laboratory sites. Program offices are functional divisions headed by the Agency's Assistant
Administrators or equivalent positions. Program offices are structured along media and topic lines. The Assistant
Administrators manage the Headquarters program offices and report to the Administrator. Regional
Administrators manage the Regional offices and conduct work in support of Agency programs. The
Laboratories are components of various program offices and report through the program's hierarchy.
The Office of Civil Rights (OCR), a staff office within the Office of the Administrator, provides
Agency-wide direction, coordination, monitoring, and evaluation of equal opportunity and affirmative employment
objectives. It establishes the broad administrative policies for success of the Agency's Equal opportunity and
affirmative employment initiatives. The OCR processes complaints for both TitleVII and VI from the
precomplaint through the formal process. The Office handles all responsibilities and functions for the
Headquarters Affirmative Employment Program including staff assistance and guidance to Program Management
Officers in the supervision of the large cadre of collateral-duty Special Emphasis Program Managers.
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Management officials at all levels are required to ensure that the program's goals and objectives
are met within their respective organizations. The OCR Director reports to the Administrator and is a member
of the Agency's senior staff. The OCR Director and staff advises and assists senior and mid-level management
officials establish, maintain, and conduct programs under their authority. Two separate Area Directors of Civil
Rights, who report to the OCR Director, provide guidance and direction in planning, developing, implementing,
and evaluating their EEO/Affirmative Employment Program for Laboratories.
The OCR consists of three major units: Complaints Resolution and Internal Compliance Team
(Title VII), External Complaints and Compliance Team (Title VI), and Work Force Diversity and Analysis Team.
The centralized Title VII Team manages the Agency's discrimination complaints processing program pursuant
to Title VII of the Civil Rights Act of 1964, as amended, and other non-discrimination statutes and guidelines.
The unit recommends Agency-wide policies and procedures for processing allegations of discrimination based
on race, color, religion, sex, national origin, age, physical or mental disability, sexual orientation, parental status,
and reprisal. Further, the unit selects and trains collateral-duty EEO counselors who, as neutral third parties,
attempt to solve such allegations informally. The unit also establishes counseling procedures, reviews EEOC
decisions, and administers the Agency's systems for intake, resolution, investigation, processing, monitoring,
and tracking of formal complaints.
The Title VI Team manages the Agency's external compliance program in accordance with Title
VI of the Civil Rights Act of 1964, as amended, and other external civil rights statutes to ensure that recipients
of EPA financial assistance do not discriminate on the basis of race, color, or national origin. The unit serves as
the Agency's Title VI Coordinator pursuant to the Act, Executive Order 11764, and regulations of the Department
of Justice.
The Work Force Diversity and Analysis (WD&A) Team ensures implementation of the Agency's
Affirmative Employment Program and six major special emphasis programs. The unit includes six National EEO
Managers, who serve both as liaisons with individual EPA organizations and as National Special Emphasis
Program Managers (NSEPMs). NSEPMs administer the Federal Women's Program (FWP), including Women
In Science and Engineering (WISE), and the National Administrative Council for Excellence (NACE); Black
Employment Program (BEP), Asian/Pacific Islander Employment Program (APIEP); Hispanic Employment
Program (HEP); American Indian/Alaska Native Employment Program (AIEP); and Persons with Disabilities
Employment Program (PWDP).
The NSEPMs provide guidance and direction to formally appointed collateral-duty SEP managers
in the Agency's Headquarters and Regional offices, who devote up to 20 percent of their time on SEP duties and
responsibilities. The NSEPMs serve as technical advisors to the Office of Human Resources and Organizational
Services (OHROS) regarding all matters having direct or indirect impact on the EEO program. In addition, the
WD&A Team is responsible for developing the Agency's Affirmative Employment Program (AEP) Plans for
Women and Minorities, and Persons with Disabilities. The NSEPMs are responsible for conducting program
reviews of the EPA civil rights programs at Headquarters and Regional offices; developing Agency-wide
Affirmative Employment policies, programs and plans; providing workforce data and analysis; developing and
implementing Special Emphasis Programs and observances; and fostering partnerships between Agencyprogram
offices and Minority Academic Institutions (MAIs).
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AGENCY WIDE
FY 2002 PLAN UPDATE
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III. A. WORK FORCE PROFILE AND ANALYSIS - AGENCY-WIDE
1. SUMMARY
This report consists of EPA's accomplishments in hiring, promoting, and developing the skills and
abilities of minorities and women during Fiscal Year 2001.
This section depicts the distribution of EPA's permanent full-time employees by race and gender.
The data is organized to show the total EPA population (Professional, Administrative, Technical, Clerical,
Other, and Blue Collar, as PATCOB categories), and displays the Agency's Professional and Administrative
series (mission critical and over 100 employees) separately. This report concentrates on the Professional and
Administrative occupational categories because they represent the majority of the EPA work force (90.1%).
The data is also arranged by specific grade groupings, as follows: GS 1-4, GS 5-8, GS 9-12, GS/GM-13,
GS/GM-14, GS/GM-15, and SES, GS EQ.
The Agency-wide work force computations and subsequent analyses are based on comparisons with
the National Civilian Labor Force (CLF) data for Professional and Administrative categories. The CLF is
extracted from the 1990 Census, and provided by the U.S. Equal Employment Opportunity Commission
(EEOC). The National CLF data for specific Professional occupations was used to analyze the Professional
job series and the aggregated National Administrative CLF was used to analyze the Administrative job series.
The work force data is from EPAYS as of the last period of the FY 01 (September 22, 2001), unless
stated otherwise. The tables present the actual numbers and the percentages are rounded to one decimal
place, except when the percentage is less than one percent.
At the close of FY 2001, EPA's full-time permanent work force was 17,707. There was a net
decrease of 25 employees, from 17,732 to 17,707. The majority of the EPA work force (90.1%) were in
Professional and Administrative positions. As of September 30, 2001, White men occupied 7,139 (40.3%)
of the positions, White women occupied 5,356 (30.2%), Minorities 5,212 (29.4%): Black men 754 (4.2%),
Black women 2,565 (14.4%), Hispanic men 385 (2.2%), Hispanic women 439 (2.5%), Asian men 473 (2.7%),
Asian women 454 (2.6%), American Indian men 66 (0.4%) and American Indian women 76 (0.4%). From
FY 00 to FY 01, White men decreased by 97, from 7,236; White women decreased by 38, from 5, 394;
Minorities increased by 110: Black men increased by 23, from 731; Black women increased by 50; from
2,515; Hispanic men increased by 13, from 372; Hispanic women decreased by 5, from 444; Asian men
increased by 11, from 462; Asian women increased by 17, from 437; American Indian men remained the
same and American Indian women increased by 1, from 75.
PROFESSIONAL
At the end of FY 01, 8,241 (46.5%) of the Agency's work force were employed in Professional
occupations. This represents a decrease of 61 employees, from 8,302 in FY 00. The total number of
minorities increased by 14, from 1,637 to 1,651. White men occupied 4,460 (54.1%) of the Professional
positions in FY 01, which was a decrease of 83, from 4,543; White women occupied 2,130 (25.8%) of the
Professional positions, which was a decrease of 1, from 2,131 in FY 00.
Among minorities holding professional positions, Black men held 303 (3.7%), Black women 355
(4.3%), Hispanic men 219 (2.7%), Hispanic women 143 (1.7%), Asian men 348 (4.2%), Asian women 229
(2.8%), American Indian men 32 (0.4%), and American Indian women 22 (0.3%). During FY 01, Blacks
had a net increase of 0.2%, Hispanics remained the same, Asians had an increase of 0.2%, and there was
no change for American Indians. The total number of women increased by 4 (0.3%), from 2875 to 2879.
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ADMINISTRATIVE
At the end of FY 01, 7,717 (43.6%) of the Agency's work force were employed in Administrative
occupations. This represents an increase of 90 employees, from 7,627 in FY 00. The total number of
minorities increased by 109, from 2,383 to 2,492 in FY 01. White men occupied 2,517 (32.6%) of the
Administrative positions, a decrease of 3 (-0.4%), from 2,520; White women occupied 2,708 (35.1%) of the
Administrative positions, which was a decrease of 16, from 2,724 in FY 00. Minorities occupied 2,492
(32.3%) of the Agency's Administrative positions, which was an increase of 209, from 2,283 in FY 00.
Among minorities holding Administrative positions, Black men held 373 (4.8%), Black women 1,424
(18.5%), Hispanic men 153 (2.0%), Hispanic women 182 (2.4%) Asian men 113 (1.5%), Asian women 172
(2.2%), American Indian men 31 (0.4%), and American Indian women 44 (0.5%). During FY 01, Blacks
had a net increase of 0.5%, Hispanics had a net increase of 0.3%, Asians had an increase of 0.2%, and there
was no change for American Indians. The total number of women increased by 56 (no % change), from
4,474 to 4530.
CLERICAL
At the end of FY 01, 957 (5.4%) of the Agency's work force were employed in Clerical positions.
This represents an increase of 5, from 952 in FY 00. The total number of women in these occupations was
899 (93.9%): White women 311 (32.6%), Black women 493 (51.5%), Hispanic women 67 (7.0%), Asian
women 23 (2.4%), and American Indian women 5 (0.5%). There was an overall decrease of women by
0.7%, with decreases for White women -2.0%, Hispanic women -1.1%, and American Indian women -0.1%.
White men occupied 22 of these positions (2.3%) which was a decrease of -0.1% from FY 00. Minority men
held 36 of these positions (3.8%): Black men 25 (2.6%) with a slight increase of 0.6%, Hispanic men 7
(0.7%) with a slight increase of 0.2%, Asian men 3 (0.3%) with no change, and American Indian men 1
(0.1%) with no change.
OTHER
At the end of FY 01, 74 (0.4%) of the Agency's work force were employed in positions under the
"Other" category, which was an increase of 2 positions from FY 00. Women occupied 52 of those positions
(70.3%); Minorities occupied 49 of the positions (66.2%)
BLUE COLLAR
At the end of FY 01, 15 (0.08%) of the Agency's work force were employed in Blue Collar positions,
which remained the same from FY 00. White men occupied 7 (46.7%) of those positions and Black men
occupied 8 (53.3%), which remained the same from FY 00.
COMPLAINTS PROCESSING - TITLE VII
During FY 01, 126 precomplaints were counseled and 85 formal complaints filed, which resulted in
a 34% resolution rate for the period. At the precomplaint stage, out of sixteen (16) employees who selected
Alternative Dispute Resolution (ADR), 8 precomplaints were resolved and 8 filed formal complaints. At the
formal stage of the process, ten (10) complainants selected ADR, which resulted in five (5) settlements, and
five (5) continued through the process. The major bases for complaints were: Reprisal (59), Race and Color
(Black) (46). The major claims were: Promotion/Nonselection (28), and Assignment of Duties (18).
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There were 189 complaints on hand at the beginning of the report period, with 123 complaints closed. Of the
complaints closed, there were: 9 withdrawals, 54 settlements (inclusive of formal complaints settled during
ADR), and 60 Final Agency Decisions (FADs) - 58 at the Agency level and 2 decisions rendered by the
Equal Employment Opportunity Commission (EEOC) at the Hearing stage.
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U.S. ENVIRONMENTAL PROTECTION AGENCY
AGENCY-WIDE
CHANGE IN WORKFORCE EEO PROFILE BY PATCOB CATEGORY
October 1, 2000 to September 30, 2001
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTHER
BLUE-COLLAR
TOTAL
CHANGE %
9/00 # 17732
%
9/01 # 17707
%
CHANGE %
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III. A. 2. GRADE LEVEL SUMMARY - AGENCY-WIDE
Grade groupings GS 1-4, GS 5-8, GS 9-12, GS/GM-13, GS/GM-14, GS/GM-15, and SES were
evaluated to determine the status ofEEO groups throughout EPA Agency-wide.
The total employment for EPA Agency-wide is 17,707, a decrease of 25 employees, from 17,732 in
FY 2000. White men occupied 40.3%, White women 30.2%, Black men 4.3%, Black women 14.4%,
Hispanic men 2.2%, Hispanic women 2.5%, Asian men 2.7%, Asian women 2.6%, American Indian men
0.4%, and American Indian women 0.4%. There were increases for the following groups: Black men 0.2%,
Black women 0.2%, Hispanic men 0.1%, Asian men 0.1%, and Asian women 0.1%. The following groups
remained the same: Hispanic women at 2.5%, American Indian men 0.4% and American Indian women
0.4%. There were decreases for the following groups: White men 0.5% and White women 0.2%.
GS 1-4: As of the end of FY 2001, of the total work force, 123 (0.7%) employees were in this grade
grouping, which was an increase of only 8 employees, from 115 in FY 00. American Indian men were absent
at this level. White men occupied 7.3% of these positions, White women 17.1%, Minorities: Black men
13.0%, Black women 42.3%, Hispanic Men 2.4%, Hispanic women 8.1%, Asian men 4.1%, Asian women
4.9%, and American Indian women 0.8%. There were decreases from FY01 to FY02 for White men (3.1%),
Hispanic men (1.1%), Hispanic women (6.7%), Asian men (1.1%). There were increases for White women
2.3%, Black men 1.7%, Black women 6.6%, Asian women 0.6%, and American Indian women 0.8%.
GS 5-8: Of the total work force, 1353 (7.6%) employees were in this grade grouping, which was a decrease
of 87 employees, from 1440 in FY 00. All groups were represented at this level. White men occupied 6.9%
of these positions, White women 32.2%, Minorities: Black men 3.9%, Black women 44.5%, Hispanic men
0.8%, Hispanic women 7.2%, Asian men 0.7%, Asian women 3.0%, American Indian men 0.2%, American
Indian Women 0.5%. There were decreases in Black women (0.6%), Asian women (0.5%), American
Indian men (0.1%), and American Indian women (0.2%). There were increases for White men 0.4%, White
women 0.5%, Black men 0.1%, Hispanic men 0.1%, Hispanic women 0.1%, and Asian men 0.1%.
GS 9-12: Of the total work force, 4306 (24.3%) employees were in this grade grouping, which was a
decrease of 205 employees, from 4511 in FY 00. All groups were represented at this level. White men
occupied 26.1% of these positions, White women 33.5%, Minorities: Black men 5.2%, Black women 22.2%,
Hispanic men 2.4%, Hispanic women 3.4%, Asian men 2.5%, Asian women 3.4%, American Indian men
0.5%, American Indian women 0.9%. Hispanic men remained at 2.4% from FY 00. The following
decreases occurred: White men (1.4%), White women (0.4%), and Asian men (0.2%). The following
increases occurred: Black men 0.2%, Black women 1.3%, Hispanic women 0.2%, Asian women 0.3%,
American Indian men 0.1%, and American Indian women 0.1%.
GS/GM-13: Of the total work force 6563 (37.1%) employees were in GS/GM-13 positions, which was an
increase of 171, from 6392 in FY 00. All groups were represented at this level. White men occupied 45.5%,
White women 29.1%, Minorities: Black men 4.2%, Black women 9.8%, Hispanic men 2.4%, Hispanic women
1.7%, Asian men 3.5%, Asian women 2.9%, American Indian men 0.5%, American Indian women 0.3%.
Black men remained at 2.4%, Hispanic women at 1.7%, and American Indian men at 0.5%. The following
decreases occurred: White men (0.7%), White women (0.4%), and American Indian women (0.1%). The
following increases occurred: Black women 0.6%, Hispanic men 0.1%, Asian men 0.2%, and Asian women
0.2%.
-9-
-------
GM-14: Of the total work force, 3052 (17.2%) employees were in GS/GM-14 positions, which was an
increase of 51 employees, from 3001 in FY 00. All groups were represented at this level. White men
occupied 51.0% of these positions, White women 29.7%, Minorities: Black men 3.8%, Black women 7.0%,
Hispanic men 2.1%, Hispanic women 1.7%, Asian men 2.6%, Asian women 1.7%, American Indian men
0.3% and American women 0.2%. Only one group decreased: White men (1.0%). Three groups remained
the same: Hispanic men at 2.1%, Asian men at 2.6% and American Indian women 0.2%. There were
increases for all other groups: White women 0.2%, Black men 0.4%, Black women 0.3%, Hispanic women
0.1%, Asian women 0.1%, and American Indian men 0.1%.
GS/GM-15: Of the total work force 1884 (10.6%) employees were in GS/GM-15 positions, which was an
increase of 76 employees, from 1808 in FY 00. All the groups were represented at this level. White men
occupied 59.2% of these positions, White women 28.3%, Minorities: Black men 2.4%, Black women 4.6%,
Hispanic men 1.6%, Hispanic women 0.9%, Asian men 1.6%, Asian women 0.9%, American Indian men
0.2%, American Indian women 0.1%. White women remained the same at 28.3% and American Indian
women at 0.1% from FY 00. There were two groups that decreased: White men (0.9%) and Asian men
(0.1%). There were increases for: Black men 0.1%, Black women 0.2%, Hispanic men 0.1%, Hispanic
women 0.1%, Asian women 0.1%, and American Indian men 0.1%.
SES + GS EO: Of the total work force 290 (1.6%) employees were in SES positions, which was an
decrease of 10 employees, from 300 in FY 00 . American Indian men and women were absent at this level.
All other groups were represented. White men occupied 57.9% of these positions, White women 27.9%,
Minorities: Black men 5.9%, Black women 2.4%, Hispanic men 3.1%, Hispanic women 0.3%, Asian men
1.4%, Asian women 1.0%. There were decreases for the following: White men (2.8%), Black men (0.4%),
Hispanic women (0.4%), Asian women (0.3%) and American Indian men (0.3%). The following groups
increased: White women 2.9%, Black women 0.4%, Hispanic men 0.1%, and Asian men 0.7%.
-10-
-------
GS/GM 13
GS/GM 14
U.S. ENVIRONMENTAL PROTECTION AGENCY
AGENCY-WIDE
CHANGE IN WORKFORCE EEO PROFILE BY PATCOB CATEGORY
October 1, 2000 to September 30, 2001
TOTAL
All
WHITE
HISPANIC ASIAN/PACIFIC AMER INDIAN
ISLANDER ALASKA NATIVE
Men
Men
Men
CHANGE %
-11-
-------
TOTAL
All Women
U.S. ENVIRONMENTAL PROTECTION AGENCY
AGENCY-WIDE
CHANGE IN WORKFORCE EEC PROFILE BY GRADE GROUPING
October 1, 2000 to September 30, 2001
WHITE
Men Women
BLACK
Men Women
HISPANIC
Men Women
ASIAN/PACIFIC
ISLANDER
Men Women
AMER INDIAN
ALASKA NATIVE
Men Women
ALL OTHERS
9/00 # 165
%
9/01 # 136
%
CHANGE % -29
9/00 # 17732
%
9/01 # 17707
%
CHANGE % -25
-------
III. A. 4. PROFESSIONAL SERIES ANALYSIS - AGENCY-WIDE
This analysis focuses on the major Professional occupational series. As of September 30, 2001, almost half
(46.5%) of the EPA work force is employed in this occupational category, with professionals employed in the following
occupational series: Economists, General Biologists, Toxicologists, Accountants, Auditors, Environmental
Engineers, Chemical Engineers, Attorneys, Contract and Procurement Specialists, Physical Scientists,
Chemists, and Geologists. The analysis describes the under representation rate (where applicable) by job series
for each of the AEP groups as of September 30, 2001 in comparison to the National Professional Civilian Labor Force
(CLF) for that specific series.
Economists: Of the total Professional work force, 115 (1.4%) worked as Economists. American Indian men,
American Indian women, and Hispanic women are not represented in this series. White men occupied 60.9% of these
positions, White women 25.2%, Black men 3.5%, Black women 2.6%, Hispanic men 0.9%, Asian men 6.1%, and
Asian women 0.9%. The following groups were under-represented: White women (25.2%, CLF 39.0%), Hispanic
men (0.9%, CLF 1.6%), Hispanic women (0.0%, CLF 1.2%), Asian women (0.9%, CLF 1.4%), American Indian men
and women (0.0, CLF 0.1%).
Biologists: Of the total Professional work force, 739 (8.9%) worked as Biologists. All groups are represented in
this job series. The following groups were under-represented: Hispanic men (1.6%, CLF 1.8%), Hispanic women
(1.1%, CLF 1.4%), Asian men (1.2%, CLF 3.9%), Asian women (1.5%, CLF 3.4%).
Toxicologists: Of the total Professional work force, 163 (1.9%) worked as Toxicologists. The following groups
were under-represented: White women (25.6%, CLF 33.6%), Black women (1.8%, CLF 2.0%), Hispanic men (0.6%,
CLF 2.1%), Asian women (4.9%, CLF 5.3%). American Indian men and American Indian women are not
represented in this series.
Accountants: Of the total Professional work force 176 (2.1%) worked as Accountants. There are three groups
absent from this series: Hispanic men, American Indian men, and American Indian women. The following groups
were under-represented: White women (26.7%, CLF 42.7%), Hispanic men (0.0%, CLF 1.8%), Hispanic women
(1.1%, CLF 2.4%), American Indian men (0.0, CLF 0.1%), and American Indian women (0.0, CLF 0.2%).
Auditors: Of the total Professional work force 204 (2.5%) worked as Auditors. Except for American Indian women,
all groups are present in this job series. The following groups are under represented: White women (27.9%, CLF
42.7%), Hispanic men (1.0%, CLF 1.8%), Hispanic women (1.0%, CLF 2.4%), Asian men (2.0%, CLF 2.3%), and
American Indian women (0.0%, CLF 0.2%).
Environmental Engineers: Of the total Professional work force 1993 (24.2%) worked as Environmental Engineers.
This is the most populous of the Professional series. All the AEP groups are present in this job series, and none are
under represented.
Chemical Engineers: Of the total Professional work force 148 (1.8%) worked as Chemical Engineers. Except for
American Indian women, all groups are present in this job series. American Indian women are not represented in the
national professional civilian labor force for this series. None of the AEP groups are under represented.
Attorneys: Of the total Professional work force 1035 (12.6%) worked as Attorneys. All groups are present in this
job category, and none are under represented.
-13-
-------
Contract Specialists: Of the total Professional work force 296 (3.6%) worked as Contract and Procurement
Specialists. All groups are present in this job category. The following groups were under represented: White women
(32.4%, CLF 39.9%), Hispanic men (1.4%, CLF 2.4%), and Asian women (0.7%, CLF 0.9%).
Physical Scientists: Of the total Professional work force 2034 (24.7%) worked as Physical Scientists. This is the
second most populous job series. All groups are present in this series. Hispanic women is the only group under
represented (1.7%, CLF 2.4%).
Chemists: Of the total Professional work force 599 (7.3%) worked as Chemists. All groups are present in this job
series. The following groups were under represented: Black men (3.3%, CLF 4.0%), Asian men (5.7%, CLF 6.4%).
Geologists: Of the total Professional work force 101 (1.2%) worked as Geologists. Hispanic women and American
Indian women were absent from this occupation. The following groups were under represented: Hispanic men (1.0%,
CLF 1.9%), Asian men (1.0%, CLF 1.6%) and American Indian women (0.0%, CLF 0.1%).
-14-
-------
III. A. 4. ADMINISTRATIVE SERIES ANALYSIS - AGENCY-WIDE
This summary focuses on the Administrative occupations. At the close of FY 2001, the Agency had 7,717
employees in the Administrative job category, comprising 43.6% of its total work force. All AEP groups were present
in this job category. Under represented groups are: White women (35.1%, CLF 40.4%), Hispanic men (2.0%, CLF
2.6%), and Hispanic women (2.4%, CLF 2.6%).
Environmental Protection Specialists: Of the total Administrative work force 2835 (36.7%) worked as
Environmental Protection Specialists. This is the most populous of the Administrative series. All AEP groups are
present in this job series. The following groups were under represented: White women (39.1%, CLF 40.4%), Hispanic
men (1.6%, CLF 2.6%), and Hispanic women (2.5%, CLF 2.6%).
Personnel Management: Of the total Administrative work force 164 (2.1%) worked in Personnel Management.
The following AEP groups were under represented: White women (29.3%, CLF 40.4%), Hispanic men (1.8%, CLF
2.6%), Asian men (0.0%, CLF 1.4%), and American Indian men (0.0%, CLF 0.3%).
General Administration: Of the total Administrative work force 892 (ll.(
All of the AEP groups were present in this job series. The following groups were under represented: White women
(36.5%, CLF 40.4%), Hispanic men (2.0%, CLF 2.6%), and American Indian men (0.1%, CLF 0.3%).
Computer Specialists: Of the total Administrative work force 591 (7.7%) worked as Computer Specialists. All
groups are present in this job series. The following groups were under represented: White women (19.0%, CLF
40.4%), and American Indian women (0.2%, CLF 0.3%).
Program Management: Of the total Administrative work force 415 (5.4%) worked in Program Management.
Except for American Indian women, all groups are present in this job series. The following groups were under
represented: White women (30.4%, CLF 40.4%), Black women (4.3%, CLF 5.3%), Hispanic men (2.2%, CLF 2.6%),
Hispanic women (0.2%, CLF 2.6%), Asian women (1.2%, CLF 1.4%), American Indian women (0.0%, CLF 0.3%).
Management Analyst: Of the total Administrative work force 1434 (18.6%) worked as Management Analysts.
All of the AEP groups are present in this job series. The following groups were under represented: White women
(39.1%, CLF 40.4%), Black men (3.2%, CLF 3.6%), Hispanic men (1.4%, CLF 2.6%), Hispanic women (2.1%, CLF
2.6%), Asian men (1.0%, CLF 1.4%), and American Indian men (0.2%, CLF 0.3%).
General Finance: Of the total Administrative work force 154 (2.0%) worked in General Finance. Except for
American Indian men, all other AEP groups are present in this job series. The following groups were under
represented: White women (33.8%, CLF 40.4%), Hispanic men (1.9%, CLF 2.6%), and American Indian men (0.0%,
CLF 0.3%).
Public Information: Of the total Administrative work force 146 (1.9%) worked in Public Information. Except for
American Indian men, all groups are present in this job series. The following groups were under represented: Hispanic
women (1.4%, CLF 2.6%) and American Indian men (0.0%, CLF 0.3%).
-15-
-------
Grant Specialist: Of the total Administrative work force 132 (1.7%) worked in this series. Except for Asian and
American Indian men, all groups are present in this series. The following groups were under represented: White
women (36.4%, CLF 40.4%), Hispanic men (2.3%, CLF 2.6%), Asian men (0.0%, CLF 1.4%), and American Indian
men (0.0%, 0.3%).
Criminal Investigation: Of the total Administrative work force 236 (3.1%) worked as Criminal Investigators.
Except for American Indian women, all AEP groups are present in this job series. The following groups were under
represented: White women (17.4%, CLF 40.4%), Black women (5.1%, CLF 5.3), Hispanic women (0.8%, CLF
2.6%), Asian men (1.3%, CLF 1.4%), Asian women (0.8%, CLF 1.4%), and American Indian women (0.0%, CLF
0.3%).
-16-
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
AGENCY-WIDE
DISTRIBUTION OF EEO GROUPS & COMPARISON WITH NATIONAL CIVILIAN LABOR FORCE (CLF)
PROFESSIONAL
ECONOMIST
110
NATIONAL CLF
GENRL BIO SCI
401
NATIONAL CLF
TOXICOLOGY
415
NATIONAL CLF
ACCOUNTING
510
NATIONAL CLF
AUDITING
511
NATIONAL CLF
ENVIRON ENGR
819
NATIONAL CLF
CHEM ENGR
893
NATIONAL CLF
#
%
100
#
%
100
#
%
100
#
%
100
#
%
100
#
%
100
#
%
100
TOTAL
ALL WOMEN
115 33
27.8
43.9
739 284
38.4
41.7
163 56
34.4
42.7
176 93
52.8
52.7
204 89
43.6
52.7
1993 565
28.3
11.5
148 45
30.4
11.1
WHITE
MEN
70
60.9
50.2
402
54.4
50.4
83
50.9
44.2
66
37.5
40.7
85
41.7
40.7
1103
55.3
78.8
75
50.7
77.7
WOMEN
29
25.2
39
235
31.8
34.8
42
25.8
33.6
47
26.7
42.7
57
27.9
42.7
380
19.1
9.4
30
20.3
9
BLACK
MEN
4
3.5
2.3
30
4.1
1.8
6
3.7
1.9
13
7.4
2.4
23
11.3
2.4
75
3.8
2.2
5
3.4
2.7
WOMEN
3
2.6
2.3
23
3.1
2.1
3
1.8
2
34
19.3
4.3
22
10.8
4.3
73
3.7
1.3
3
2
0.8
HISPANIC
MEN
1
0.9
1.6
12
1.6
1.8
1
0.6
2.1
0
0
1.8
2
1
1.8
97
4.9
2.2
6
4.1
2.3
WOMEN
0
0
1.2
8
1.1
1.4
3
1.8
1.6
2
1.1
2.4
2
1
2.4
43
2.2
0.4
6
4.1
0.5
ASIAN PACIFIC AMERICAN INDIAN
MEN WOMEN MEN WOMEN
7
6.1
1.8
9
1.2
3.9
17
10.4
9.1
4
2.3
2.3
4
2
2.3
149
7.5
5.2
16
10.8
6
1
0.9
1.4
11
1.5
3.4
8
4.9
5.3
10
5.7
3.1
8
3.9
3.1
66
3.3
0.4
6
4.1
0.9
0
0
0.1
2
0.3
0.3
0
0
0
0
0
0.1
1
0.5
0.1
4
0.2
0.2
1
0.7
0.1
0
0
0.1
7
0.1
0.1
0
0
0.2
0
0
0.2
0
0
0.2
3
0.2
0
0
0
0
17
-------
PROFESSIONAL AGENCY-WIDE CONTINUED
GENRL ATTORNEY
905
NATIONAL CLF
CONT & PROC
NATIONAL CLF
GEN PHYS SCI
NATIONAL CLF
CHEMISTS
NATIONAL CLF
GEOLOGIST
NATIONAL CLF
1102
1301
1320
1350
#
%
#
%
100
100
100
100
100
TOTAL
ALL WOMEN
1035
296
2034
599
101
497
48
24.4
174
58.8
45.9
709
34.9
64.4
206
34.4
27.4
17
16.8
14.4
WHITE
MEN WOMEN
462
4.6
71
89
30.1
48.2
1153
56.7
25.3
323
53.9
60
77
76.2
81.1
380
36.7
21.6
96
32.4
39.9
551
27.1
2.3
149
24.9
20.7
15
14.9
13.2
BLACK
MEN WOMEN
28
2.7
1.9
24
8.1
2.1
65
3.2
2.3
20
3.3
4
3
1
0.8
58
5.6
1.5
67
22.6
3
74
3.6
1.6
15
2.5
2.1
1
3
0.3
HISPANIC
MEN
WOMEN
23 24
2.2 2.3
1.7 0.8
4
1.4
2.4
45
2.2
0.4
15
2.5
2
1
1
1.9
8
2.7
1.9
35
1.7
2.4
12
2
1.2
0
2
0.5
ASIAN PACIFIC
MEN WOMEN
21
2
0.9
4
1.4
1.2
51
2.5
0.8
34
5.7
6.4
2
1
1.6
31
3
0.5
2
0.7
0.9
43
2.1
0.2
29
4.8
3.4
1
1
0.3
AMERICAN INDIAN
MEN WOMEN
4
0.4
0.1
1
0.3
0.2
11
0.5
0.2
1
0.2
0.2
1
1
0.2
4
0.4
0.1
1
0.3
0.2
6
0.3
1
0.2
0.1
0
0
0.1
18
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
AGENCY-WIDE
DISTRIBUTION OF EEO GROUPS & COMPARISON WITH NATIONAL CIVILIAN LABOR FORCE (CLF)
ADMINISTRATIVE
ADMINISTRATIVE NAT'L CLF
ENVRNMT PRO SPEC
28
MISC PROG/ADM
COMPUTER/IT
PROG MGR
301
334
340
PROG/MGMTANLST
343
CRIM INVEST
GRNTS SPEC
PUBLINFO
1811
1101
1035
GNRL FINANCE
#
%
#
%
501
#
%
TOTAL
ALL WOMEN
2835
892
591
415
1434
236
132
145
154
50.4
1628
57.4
609
68.3
224
37.9
150
36.1
996
69.5
57
24.2
104
78.8
84
57.5
118
76.6
WHITE
MEN WOMEN
42.1
995
35.1
222
24.9
262
44.3
226
54.5
355
24.8
146
61.9
17
12.9
49
33.6
21
13.6
40.4
1115
39.1
326
36.5
112
19
126
30.4
560
39.1
41
17.4
48
36.4
62
42.5
52
33.8
BLACK ANIC
HISPANIC-
MEN WOMEN MEN WOMEN
3.6
101
3.6
36
4
59
10
20
4.8
46
3.2
16
6.8
8
6.1
7
4.8
9
5.8
5.3
351
12.4
241
27
73
12.4
18
4.3
379
26.4
12
5.1
38
28.8
15
10.3
57
37
2.6
44
1.6
18
2
18
3
9
2.2
20
1.4
13
5.5
3
2.3
4
2.7
3
1.9
2.6
70
2.5
26
2.9
8
1.4
1
0.2
30
2.1
2
0.8
6
4.5
2
1.4
5
3.2
ASIAN PACIFIC AMERICAN INDIAN
MEN WOMEN MEN WOMEN
1.4
47
1.7
6
0.7
26
4.4
8
1.9
14
1
3
1.3
0
0
2
1.4
3
1.9
1.4
67
2.4
13
1.5
30
5.1
5
1.2
22
1.5
2
0.8
9
6.8
4
2.7
3
1.9
0.3
20
0.7
1
0.1
2
0.3
2
0.5
3
0.2
1
0.4
0
0
0
0
0
0
0.3
25
0.9
3
0.3
1
0.2
0
0
5
0.3
0
0
3
2.3
1
0.7
1
0.6
19
-------
ADMINISTRATIVE AGENCY-WIDE CONTINUED.
TOTAL WHITE BLACK HISPANIC ASIAN PACIFIC AMERICAN INDIAN
ALL MEN WOMEN MEN WOMEN MEN WOMEN MEN MEN WOMEN
WOMEN WOMEN
PERSONNEL SPEC # 164 130 23 48 8 65 3 12 0 4 0 1
201 % 79.3 14 29.3 4.9 39.6 1.8 7.3 0 2.4 0 0.6
20
-------
AGENCY WIDE
REPORT ON OBJECTIVES AND ACCOMPLISHMENTS
-------
-------
The following barrier statements/objectives and action items were either originally identified in
the EPA's five year Affirmative Employment Program (AEP) Plan for Minorities and Women or have
subsequently been added where needed. The U.S. Equal Employment Opportunity Commission
(EEOC) requires that originally identified as well as subsequent barrier statements/objectives and action
items be included in any updates to the Agency's AEP Plan Update until the barriers have been
eliminated.
-21-
-------
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT:
PROGRAM EVALUATION
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATES
ACCOMPLISHMENTS
Yes/Partial/No
The full realm of each individual
organization's Affirmative
Employment Program (AEP) Plan
initiatives is not being reviewed
and the results of management's
efforts are not being considered in
their performance evaluation.
To establish a comprehensive and consistent formal
process through which organizational AEP initiatives are
reviewed, specific results are assessed and used to evaluate
the performance of management officials.
1. Each of OCR's National EEO Managers provide advice
and guidance on all matters related to AEP and SEP
initiatives, review AEP plans for adequacy and compliance
with applicable law, and provide constructive feedback.
2. Use semi-annual work force status reports to provide
"snapshots" of EPA regional and HQ program offices that
keep them informed of their work force composition and
to highlight areas of under representation.
3. Monitor and measure the Agency's progress in
implementing EPA organizations' Affirmative
Employment Program and Diversity Action Plans.
4. Continue implementation of the Agencv's SES
accountability model that defines required SES EEO
performance and ties SES awards and recognition to their
ability to meet EEO performance expectations.
OCR
OCR
OCR, OHROS
OARM
Ongoing
April/October
(annually)
Annually
Action
complete.
Accountability
measures are in
place and are
being
implemented.
Y
Y
Y
Y
Status: All of the action items in this section are complete. Affirmative Employment Program Plans for all of the major EPA organizations are reviewed for completeness and
compliance with applicable law, and are monitored to determine effectiveness. Work force statistical analyses are developed semi-annually that provide EPA headquarters and regional
offices with workforce composition data that reveals areas where under representation exists. Senior executives, as well as all supervisors and managers, have critical job elements (CJEs)
covering AEP and diversity responsibilities. These actions will remain a part of the Agency's ongoing AEP efforts and annual Plan Update.
-22-
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT:
RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATES
ACCOMPLISHMENTS
Yes/Partial/No
The representation of minorities
and women in upper grade levels
and in supervisory positions does
not reflect the availability of
minorities and women in lower
grade levels.
To increase the representation of minorities and women in
upper grade levels and in supervisory and managerial
positions to a level that is commensurate with their
representation in the Agency's work force.
1. Develop initiatives/projects aimed at recruiting women
and minority groups that remain under represented.
2. Hire, train, and promote AEP group members to increase
their representation in upper grade levels and in supervisory
positions using available appropriate means.
AAs, Gen. Counsel, IG,
RAs
AAs, Gen. Counsel,
IG, CFO, RAs
As needed
Ongoing
Y
Status: Agency Equal Opportunity Officers and Human Resources Offices continued to work untiringly with SEP and employee groups to ensure that hiring opportunities included
diverse groups of candidates. In many organizations, detail and reassignment opportunities are competed. This provides more fair opportunities for employees to gain career enhancing
experience. Some organizations hold meetings with senior staff within their respective division/office and at senior staff meetings to analyze promotions, awards and rotational
assignments to ensure fairness and diversity. In many instances, open forums were held for announced vacancies to inform interested employees about job requirements and duties.
The Agency's Work Force Development Strategy is of immeasurable benefit in training and helping prepare minorities and women, as well as, other employees for advancement. As part
of that strategy, the Agency launched its SES Candidate Development Program in this report period that is designed to prepare prospective leaders for senior management positions.
Agency national programs, such as the Hispanic Outreach Strategy, and Asian Pacific Islander Initiative that focus on employment and career advancement, community partnership, and
economic development will continue.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT:
RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATES
ACCOMPLISHMENTS
Fes/Pa rtial/No
Current recruitment efforts are
not yielding sufficient gains in
hiring of minorities and women.
To select minorities and women at a progressive rate in
those job series and grade levels where they remain under
represented using available appropriate means.
1. Utilize recruitment strategies that have demonstrated
results, e.g., appoint recruiting teams that include senior
managers with full authority and responsibility for entry-
level hiring.
2. Provide training to recruitment team members regarding
recruitment responsibilities, interviewing techniques,
reporting requirements.
3. Develop integrated recruitment strategies that are
targeted to meet AEP hiring goals and coordinated with
headquarters and regional offices.
AAs, RAs, OCR
OHROS (lead); AAs, RAs
(support), EEOOs, (tech. asst.)
OCR, Natl EEO/SEP Mgrs (adv)
OHROS (coordination); AAs,
RAs, (action); EEOOs; OCR,
SEP Mgrs (adv)
As Needed
As Needed
Ongoing
N
N
Y
STATUS: The EPA converted to a web-based recruitment and application system called "EZHire" in FY2001. With this system, EPA employees and outside job applicants can use
the system to search and apply for employment opportunities nation-wide. A simple registration process allows employees and applicants to apply for positions online. Employees
can also choose to be notified by email about specific job openings of interest to them and the status of each job for which they have applied. This method of making employment
opportunities available to minorities and women is far more effective than what is required in the above Action Items 1 & 2. Therefore, these actions will be excluded from future AEP
submissions.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT:
RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATES
ACCOMPLISHMENTS
Fes/Partial/M)
Many women and minorities
perceive that unnecessary
education restrictions tend to limit
development of the applicant
pool, screening out qualified
minorities and women for
managerial and pre-managerial
positions. There is also the
perception that the barriers to
eliminating this practice or
lessening the effects are due to
long held views on what
constitutes "necessary"
credentials for certain federal
positions.
To increase the rate at which minorities and women are
selected to managerial and mid-level positions.
1. Review proposed announcements of vacant
supervisory positions to determine where multiple series
listings, including the Environmental Protection Specialist
(EPS) series, could be used to obtain qualified candidates
rather than limiting applicants to one or two professional
job series.
2. Review staffing requirements for Agency organizations
where substantial hiring is planned to determine whether
structuring of professional jobs at the mid-level would
permit the creation of EPS and other administrative or
technical positions.
3. Develop clear and consistent selection data to provide a
basis for monitoring.
4. Monitor selection patterns to assess whether opening
up qualification requirements results in a higher rate of
selection for minorities and women.
OHROS/OCR
As needed
Y
OHROS
As needed
OHROS
OHROS/OCR
Ongoing
Ongoing
Y
Y
Status: This is no longer a barrier in the EPA. The elimination of this barrier is attributable, in large part to increased communication and information sharing between employees and
management, and through efforts to more thoroughly educate employees on position requirements. In many instances open forums were held for announced vacancies to inform
interested employees about job requirements and duties. Additionally, some EPA organizations have restructured mid-level professional positions to allow for the establishment of
entry-level skills. The Agency's OCR continues to monitor selection patterns to determine where additional emphasis is needed. The OCR and OHROS periodically review
assessment data on the number of women and minorities hired for managerial positions and publish Agency wide reports. The National SEP managers and councils continue working
with managers to increase the number of minority and women managers and to ensure that selection criteria do not include unnecessary requirements.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT:
RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATES
ACCOMPLISHMENTS
Yes/Partial/No
EPA has been unable to attract
sufficient numbers of minority
students for science and
engineering positions.
To establish partnerships with Minority Academic
Institutions (MAIs) particularly Historically Black
Colleges and Universities (HBCUs), Tribal Colleges and
Universities, and Hispanic Serving Institutions (HSIs), and
student chapters of minority professional organizations to
enhance their knowledge of EPA programs, research
funding, and employment opportunities.
1. Develop and publish a listing of existing relationships
with MAIs to provide greater visibility and encourage
support for MAIs, and to publicize the many programs
through which students can pursue degrees in math,
science, and engineering.
2. Identify existing research , fellowships, and other
opportunities in EPA and disseminate to MAIs.
OCR,OARM
OCR
Annually
Annually
Y
Status; The Office of Civil Rights has developed and published a Minority Academic Institutions Directory which assists in providing an understanding of existing relationships with MAIs.
Additionally, the Acting Black Employment Program Manager has responsibility for educating and assisting EPA organizations concerning ways to develop partnerships with and increase
support for MAIs.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT:
RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATES
ACCOMPLISHMENTS
Yes/Partial/No
EPA does not enjoy a mutually
beneficial relationship with
Minority Academic Institutions
(MAIs). EPA programs are not
well known among MAIs , nor
has the Agency worked with them
to make environmental science-
related courses core components
of liberal arts and technical
programs.
To expand EPAs relationships with MAIs and establish
more effective partnerships with them for the benefit of
the institutions, the students, and EPA.
1. Expand EPA's relationships/partnerships with MAIs
to develop mutually beneficial cooperative ventures.
2. Provide support for undergraduate and graduate
students and outreach programs in science and engineering
fields.
3. Expand the current National Urban/Rural Fellows
Program (NURF) and establish a two-year Environmental
Science Management Fellowship (ESMF Program based on
the NURF model.)
4. Increase the availability of minority and women
scientists and engineers.
5. Bring together students and faculty members from
specific disciplines to examine environmental issues and
problems, help expand MAI research and teaching
capabilities, and attract pre-doctoral students or post-
doctoral fellows.
6. Foster a pro-active and positive relationship between
EPA organizations and individual MAIs.
AAs, RAs, senior managers,
OCR
AAs, RAs
ORD
OHROS, OCR, ORD
ORD
OCR, ORD, AAs, RAs, senior
Mgrs.
Ongoing
Ongoing
Ongoing
Ongoing
Ongoing
Ongoing
Y
Y
Status: The Agency participated in a variety of activities in support of MAIs, including Hispanic-Serving Institutions (HSIs), Historically Black Colleges and Universities (HBCUs)
and Tribal Colleges and Universities, as well as MAI-related organizations such as the Hispanic Association of Colleges and Universities (HACU), the American Indian Science and
Engineering Society (AISES), and the National Association for Equal Opportunity (NAFEO). The support included participation in recruitment/job fairs, Intergovernmental Personnel
Assignments, establishment of Memoranda of Understandings, research and training grants, fellowships and internships and through funding of several Interagency Agreements with
select organizations who provide planning and coordination services for HBCUs.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT
PROBLEM/BARRIER
STATEMENT
Some managers seem to perceive
that minorities and women are not
qualified for managerial positions,
and some employees are unable to
relate well to persons of a
different race, ethnicity, or gender.
Lack of awareness of the
Agency's AEP obligations, and
scarce resources may be a barrier
to assess the need for and develop
comprehensive training.
OBJECTIVE/
ACTION ITEMS
To train managers and employees
so that they will understand the
requirements of equal
opportunity law and value the
diversity within the work force.
1 . Monitor equal opportunity
complaints or problems to
determine EEO training needs.
2. Present training that will
address all aspects of equal
employment opportunity law and
diversity.
RESPONSIBLE
OFFICIAL(S)
OCR
OCR
TARGET
DATES
Ongoing
Annually
ACCOMPLISHMENTS
Yes/Partial/No
Y
Y
Status: The Office of Civil Rights' Complaint Resolution and External Compliance Staff monitors discrimination complaints to determine most frequently cited bases and issues. This
provides indications of areas where training may be needed, i.e., training in EEO law, diversity training, sexual harassment prevention, etc. During this report period, the Office of Civil
Rights provided training in EEO law, discrimination complaints, and other applicable subject areas to 1,01 1 supervisors and managers. This represents 63% of the 1600 employees in
the target group.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT:
EMPLOYEE DEVELOPMENT
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL(S)
TARGET
DATES
ACCOMPLISHMENTS
Fes/Partial//Vb
Many women and minorities in
scientific professions perceive
that they are unable to progress
beyond entry and mid-levels
because too much emphasis is
placed on the amount of
experience one has and not enough
emphasis on excellence in one's
profession. As a result, these
individuals are viewed as
undesirable candidates for
movement into decision-making
positions and, in a sense,
penalized for not choosing to
enter management. The present
culture is not one that encourages
and supports women's and
minorities' efforts to gain the
credentials and experience
necessary to be competitive for
senior level positions.
To offer satisfying and rewarding careers that provide
professional growth and recognition for professional
excellence for its scientific work force outside the
context of the Senior Executive Service and
management.
1. Ensure that minorities and women have equal and
fair opportunity to serve in managerial rotational
assignments, details, and shadow assignments across
EPA organizations.
2. Expand management development programs and
ensure that women and minorities have equal and fair
opportunity to participate
Administrator, AAs,
RAs
Managers/supervisors
Administrator, OHROS,
ARAs
Ongoing
Ongoing
Y
Y
Status: The EPA Learning Institute has implemented a Leadership Development proposal that aligns the Agency's Executive Development Program with overall management
development, and refocuses the mid-level development effort to a more comprehensive model for non-managerial development, building toward overall SES competencies. The end point
for the program has been a fundamental shift to a "talent mindset," and support for more progressive management styles that incorporate responsibility for shared leadership.
These actions are complete and will be removed from further AEP submissions.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
AGENCY WIDE
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT
PROBLEM/BARRIER
STATEMENT
Many employees, most of them
women, bear the primary
responsibility for child-raising and
elder care. Several of them
experience conflict in their careers
between personal and
professional responsibility
because the organizational culture
is not compatible with, or
sensitive to the needs of the
modern family.
OBJECTIVE/
ACTION ITEMS
To maintain alternative work arrangements that help put
all employees on equal footing as colleagues and parents.
Ensure that EPAs management structure understands, and
is sensitive to, family issues that are driven by the
demographic reality of the work force.
1 . Provide training for employees that addresses issues
such as career decisions, balancing professional and
personal needs, office politics, networking, and mentoring.
2. Publicize formal career counseling/assistance services
that are accessible to all employees.
3. In diversity and management training, include a
segment that addresses family issues and the importance
of being responsive to family needs.
RESPONSIBLE
OFFICIAL(S)
OHROS
OHROS
OHROS
TARGET
DATES
Annually
Ongoing
Annually /as needed
ACCOMPLISHMENTS
Fes/Partial/jVo
Y
Y
Y
Status: The EPA participates in several programs that are designed to accommodate the needs of the modern family, e.g., compressed work week schedules, part-time work schedules,
implements family leave policies, employee counseling and assistance programs, etc. This action is complete and will be excluded from further submissions.
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U.S. ENVIRONMENTAL PROTECTION AGENCY
FY 2002
GOALS BY PATCOB
AGENCY-WIDE
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
TFrT-TNTPAT
PT FRTPAT
RT T TF-COT TAR
ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
ACTUAL
PT ANNFD
GOAT S
ACTUAL
PT ANNFD
GOAT
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
FY 2001 GOALS ACCOMPLISHMENT
BY MOST POPULOUS PROFESSIONAL SERIES AND AGGREGATE ADMINISTRATIVE SERIES
AGENCY-WIDE
PROFESSIONAL JOB SERIES
110
401
408
510
511
601
819
830
905
1301
1320
ECONOMIST
BIOLOGIST
ECOLOGY
ACCOUNTANT
AUDITORS
GENERAL HEALTH SCIENCE
ENVIRONMENTAL ENGINEER
MECHANICAL ENGINEER
ATTORNEYS
PHYSICAL SCIENTIST
CHEMIST
AGGREGATED ADMIN.
GOALS
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
WOMEN
1
1
6
7
3
-1
5
4
-9
2
-1
4
-13
-2
4
9
5
4
-3
16
66
BLACK
__
1
__
1
1
0
__
5
__
-1
__
0
3
-4
__
0
1
-1
6
-1
2
1
15
62
HISPANIC
1
__
1
1
__
-1
1
0
4
-1
1
0
1
-4
__
0
9
-3
3
1
2
1
54
16
ASIAN/PACIFIC
ISLANDER
__
__
4
0
2
0
1
1
__
0
2
1
9
6
2
2
__
3
8
0
4
-1
15
15
AMERINDIAN
ALASKAN NATIVE
1
1
1
0
-1
0
0
2
-1
0
6
0
7
0
1
-1
8
5
32
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U.S. ENVIRONMENTAL PROTECTION AGENCY
FY 2002
GOALS BY PROFESSIONAL SERIES & AGGREGATED ADMINISTRATIVE
AGENCY-WIDE
PROFESSIONAL JOB SERIES
110
401
415
510
511
1102
1320
1350
ECONOMIST
BIOLOGY
TOXICOLOGIST
ACCOUNTANT
AUDITOR
CONTR/PROCUREMENT
CHEMIST
GEOLOGIST
AGGREGATED PROFESSIONAL
AGGREGATED ADMINISTRATIVE
WOMEN
0
6
1
0
0
0
0
0
7
0
BLACK
0
0
0
0
0
0
2
0
2
0
HISPANIC
2
1
1
0
0
0
0
0
4
47
ASIAN/PACIFIC
ISLANDER
0
4
0
0
0
1
0
0
5
0
AMERINDIAN
ALASKAN NATIVE
0
0
0
0
0
0
0
0
0
0
33
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III. B. FY 2001 ACCOMPLISHMENT REPORT - AGENCY WIDE (INCLUDES
REGIONS)
NOTEWORTHY ACTIVITIES/INITIATIVES
LISTING OF NOTEWORTHY ACTIVITIES/INITIA TIVES WHICH HA VE BEEN SUCCESSFUL
IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND
MINORITIES
H/PA strives to be the employer of choice for a diverse group of professionals and administrative
personnel - and not only seeks to hire the best and brightest, but to continuously nurture a high performing
staff. At the core of a harmonious and productive working environment is the ability of the Agency to
embrace diversity. This encompasses diversity based on race/ethnicity or national origin, age, disability,
gender, sexual orientation, parental status, religious expression, educational background, professional expertise,
and much more.
Extensive progress has been made to promote diversity and fairness throughout the Agency during
FY 01. The EPA Administrator announced her commitment to a workplace free of discrimination and
supported proactive initiatives to ensure fairness and equality within the workplace. A "Policy on EEO and
Prohibiting Discrimination and Harassment" was distributed to all employees, mandatory 2-day Equal
Employment Opportunity Commission (EEOC)/Office of Civil Rights (OCR) Training was conducted for
managers and supervisors, personnel policies and practices were reviewed, and the Administrator and
leadership showed their visible support for equal opportunity and affirmative employment programs and
activities. A major focus of the Agency's diversity efforts, nationally and locally, was to increase the
representation of women, minorities, and people with disabilities. This section of the AEP focuses on the
following EPA Agency-wide initiatives and accomplishments:
EPA DIVERSITY EFFORTS
EPA's NATIONAL RECRUITMENT STRATEGY
The remainder of the report focuses on EPA Headquarters and Regions, highlighting any of the
following four key areas:
CIVIL RIGHTS, DIVERSITY AND TRAINING
SPECIAL EMPHASIS PROGRAMS
MINORITY SERVING INSTITUTIONS
RECRUITMENT, HIRING, MERIT PROMOTIONS, AND AWARDS
34
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EPA'S DIVERSITY EFFORTS
H/PA's diversity efforts incorporated a number of initiatives that can be categorized as follows:
Diversity Action Plans, which are directed at strengthening local diversity efforts and offering employees
the opportunity to raise fairness issues, structure solutions, and promote diversity awareness.
Recruiter's Handbook, which contains information that a recruiter needs to successfully market
EPA programs to attract high quality, diverse applicants to EPA.
A Manager's Toolkit for Hispanic Recruitment, which represents a practical and comprehensive resource
for Agency supervisors and other decision-makers to assist in overcoming the under-representation of skilled
Hispanic workers in the EPA workforce.
National Hispanic Outreach Strategy, which sets out a comprehensive approach to promoting greater
access to economic and employment opportunities with the Agency and increasing EPA support for Hispanic
Serving Institutions (HSI's) of higher education.
Employment Opportunities for Individuals with Disabilities Plan, which describes how EPA's
recruitment, career development, and other employee assistance programs and strategies support its
commitment to provide hiring, placement, and advancement opportunities for individuals with disabilities.
Asian American & Pacific Islander (AAPI) Initiative, which reflects a balance of internal and external
activities, strategies and Agency goals for ensuring adequate representation of AAPIs in the workforce.
Native American Employment Strategy, which identifies activities and share best practices aimed at
promoting recruitment and career advancement for Native Americans.
Veterans' Recruitment Strategy, which seeks to maximize employment opportunities for veterans in EPA
and complement EPA's Disabled Veterans Affirmative Action Plan.
EPA Intern Program, which is an initiative set forth in the Agency's 1997 Diversity Action Plan (DAP).
EPA recruits actively in the Hispanic and predominantly African American college and university networks.
More than half of the 79 Interns hired in the first three years of this program were minorities or people with
disabilities; and many were outstanding scholars in college.
Partnerships with Minority Academic Institutions, and educational institutions populated with high numbers
of minority students. The Agency continues to establish relationships with professors, department chairs, and
faculty advisors at these institutions to promote environmental studies and advise on curriculum development;
provide fellowships for students pursuing degrees in environmental and engineering disciplines; host students
for summer internships; and/or sponsor faculty on Intergovernmental Personnel Act (IPA) assignments.
Cooperative Agreements, have been initiated and approved with organizations such as the National
Association for Equal Opportunity in Higher Education (NAFEO) in an effort to enrich the academic
experiences of students and faculty from Historically Black Colleges and Universities (HBCUs) through
35
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training and research opportunities.
Diversity Managers/Advocates, such as Special Emphasis Program Managers (SEPMs), human resources
specialists, and selecting officials, have been selected to work together to target organizations, professional
societies, and organizations providing job opportunity networks for people of minority heritage, people with
disabilities, and veterans to fill critical jobs.
EPA's NATIONAL RECRUITMENT PROGRAM
A. key component in EPA 's Strategy for Human Capital is the coordination and planning of
recruitment activities Agency-wide. The major objectives are to: support offices in implementing Diversity
Action Plans; implement recruitment and outreach strategies; locate the best qualified applicants while
adhering to merit system principles and EEO requirements; establish a framework for Human Resources
offices to implement recruitment initiatives; and assist in the reestablishment of effective relationships with
Minority Academic Institutions (MAIs), Historically Black Colleges & Universities (HBCUs), Hispanic
Serving Institutions (HSIs), and other minority organizations and groups.
Integral to the program is the development and dissemination of tools, development and
implementation of outreach strategies, and monitoring and evaluation of results. These include development
of training materials for recruiters and on-line tools to assist managers in their recruiting efforts; enhancement
of the EPA Website to attract and inform applicants about job opportunities; participation at national recruiting
events and activities, and the production and maintenance of state-of-the-art recruitment booths and materials
to use at these events.
EPA's comprehensive recruitment program incorporates both national and local diversity efforts with
the use of outreach, special hiring authorities, incentives, internships, fellowships, or other programs to identify
and hire entry-level to senior specialists, as described below.
Outreach to Potential Applicants
• Use of paid advertisements in national journals.
• Sending vacancy announcements to organizations that reach out to or include people with the
special skills and interests associated with EPA work.
• Forming partnerships with national and local organizations, such as the Office of Disability
Employment Policy/Department of Labor (DOL), National Hispanic Environmental Council, Greater
Boston Federal Executive Board.
• Participation in national and local recruiting events, sponsored by such organizations as the American
Indian Science & Engineering Society, Federal Asian Pacific American Council, National
Organization of Black Chemists & Chemical Engineers, President's Committee on Employment of
People with Disabilities, Retired Officers' Association, Society of Hispanic Professional Engineers,
and Society of Women Engineers.
36
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Special Appointment Authorities and Programs
• The Agency's use of the following special hiring authority: Schedule A, 5 CFR 213.3102(t) for Hiring
People with Mental Retardation; Schedule A, 5 CFR 213.3102(u) for Hiring People With Severe
Physical Disabilities; Schedule B, 5 CFR 213.3202(k) for Hiring People Who Have Recovered from
Mental Illness; Schedule A, 5 CFR 213.3102(11) for Hiring Readers, Interpreters, and Other Personal
Assistants; 5 CFR 316.302(b)(4) or 5 CFR 316.402(b)(4) for Hiring 30 Percent or More Disabled
Veterans; 5 CFR 315.604 for Hiring Disabled Veterans Enrolled in VA Training Programs; and 5
CFR 316.201 (b) for Hiring Worker Trainees for programs such as the Welfare to Work program.
• Veterans' Readjustment Appointment (VRA), an excepted service appointment for positions up to
GS-11, under which an employee may be converted to the competitive service after two years.
• Student Career Experience Program (SCEP), a work-study program that provides opportunity for
students in academic institutions to blend periods of study with periods of career-related employment.
Under this program, students can be non-competitively converted to permanent positions after
graduation and EPA can foster a working relationship with the academic institutions that will enhance
the success of EPA's college recruitment.
• Outstanding Scholar Program, a special hiring authority established for entry-level administrative
positions at the GS-5 and GS-7 level for college graduates with a GPA of 3.45 or better or who have
graduated in the upper 10 percent of their class. (This authority, authorized under the terms of the
Luevano Consent Decree, can only be used for specific series and job titles.)
• Bi-lingual/Bi-cultural, a special authority to hire persons, who have proficiency in Spanish and/or
knowledge of Hispanic culture, in positions in which interaction with the public or job performance
would be enhanced by having bilingual and/or bi-cultural skills. (This authority is authorized under the
terms of the Luevano Consent Decree.)
• Presidential Management Intern Program, established to attract to Federal service outstanding
graduate students from a variety of academic disciplines who have an interest in, and commitment
to, a career in the analysis and management of public policies and programs. Graduate students
participate in a competitive nomination process devised by their college or university.
• EPA Intern Program, a comprehensive entry-level, permanent employment and career development
program, designed to recruit and nurture the next generation of EPA leaders. Interns enter a two-
year, intensive process to help them develop their potential. Interns are centrally-funded for two
years, after which time, the home base offices assume funding for the positions.
• Federal Career Intern Program, include excepted service appointments (Schedule B) not to exceed
two years. Individuals are hired at grades GS-5, GS-7 or GS-9, and upon successful completion of
the program, including a two-year formal training component, are eligible for noncompetitive
conversion to career or career-conditional appointments. EPA has drafted a policy and implemented
37
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this program at the local level in program offices and Regions.
• EPA Summer Honors Law Clerk Program, includes summer clerkships to approximately ten second
year law school students to introduce them to the work of EPA. The focus of this summer program
is to include schools with national reputations for environmental law, schools with significant minority
populations, and HBCUs that have law schools.
Incentives
• Recruitment Bonus, a one time payment of up to 25% of base pay for a newly appointed employee
when it is determined that, in the absence of such a bonus, difficulty would be encountered in filling
the position.
• Superior Qualifications Appointment, provides pay at a higher step within the grade rate range to
candidates with unusually high or unique qualifications EPA needs.
• Federal Student Loan Program, authorizes agencies to repay Federally insured student loans as a
recruitment or retention incentive to attract or retain highly qualified General Schedule (GS)
employees in professional, technical, or administrative positions. (EPA's Program is under
development.)
Internships and Fellowships
* EPA National Network for Environmental Management Studies, a comprehensive fellowship
program that provides students with practical research opportunities and experiences at EPA.
• EPA Science To Achieve Results (STAR) Graduate Fellowships, provide about 300 graduate
students with stipends and tuition for environmental research at America's universities to increase
the pool of candidates seeking careers in areas of importance to the Agency.
• Environmental Career Organization (ECO) Internships, promote the development of diverse leaders
in environmental careers.
• Hispanic Association of Colleges and Universities (HACU) National Internship Program (HNIP),
recruits college students for paid summer- and semester-long internships providing direct
environmental experience at EPA.
• National Research Council Associateship Programs, make awards to doctorate level scientists and
engineers, who can bring their special knowledge and research talents to work in research areas of
interest to them at Federal agencies.
• Science and Technology Policy Fellowships, sponsored by the American Association for the
Advancement of Science (AAAS), offers qualified science or engineering candidates one-year of
unique public-policy learning experience and the opportunity to bring technical backgrounds and
external perspectives to decision-making in the US government.
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New EPA Hiring f initiative
Q EPA designed and implemented a new Web-based recruitment system called eZfaire (a). EPA. This
system permits EPA employees and outside job seekers to apply for EPA's jobs online. It
electronically qualifies, rates and ranks job applicants and produces a list of quality candidates for
selecting officials in record time. A.s an Agency-wide system, eZliire @ FPA brings consistency
to the recruitment process as well as significatUly Improving EPA's competitiveness in the job
market
Work Lifts Initiatives
Q Family-friendly, work life quality options also help make EPA more competitive. Those currently
available, or under consideration during the year, include: alternative and flexible work schedules;
part-time employment and job sharing; telecommuting and flexi-place; transportation subsidies;
business casual dress policy; child- and elder-care services; on-sitc child development centers and
lactation stations; on-site health and fitness centers; leave bank/transfer programs; career assessment
counseling; and employee counseling and assistance programs. EPA leads the government, and in
some cases, the private sector, in many of these areas,
Hispanic Employment Initiative
Q Supported and implemented the White House Initiative on Educational Excellence for
Hispanic Americans, To support this initiative, a number of EPA human resources offices have
established a Memoranda of Understanding (MOU) with colleges and universities with large
Hispanic student populations. These relationships provide opportunities to work closely with career
centers to plan targeted recruiting trips, and identify and prepare Hispanic students for environmental
careers through the initiation of environmental education programs with the schools.
Q Provided employment information to students, faculty and the Hispanic community. The
Agency in support of Executive Order 13166, on Improving Access to Services for Persons with
Limited English Proficiency has provided employment information in both English aad Spanish.
EPA also provides employment information at national career fairs sponsored by Hispanic
organizations and at the local level through school and community partnerships.
Q • Used the Presidential Intern Program for hiring Hispanic Interns. EPA encourages
management to utilize the PMl program for recruiting, converting and advancing Hispanic college
graduates,
Q Participated in the MAClJ National Internship Program. Each year EPA participates in the
HACU Job Fair, Students from IIACU institutions have been identified and hired through the EPA
Intern Program.
Q Used the flexibilities of the Student Educational Employment Program (SEEP) to bring
Hispanic students into the Agency's shortage category occupations,- as well as other
occupations. The agency encourages management to utilize the SEEP for recruiting, converting and
advancing Hispanic college graduates.
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Developed mentoring programs to motivate young people to pursue higher education and
Federal careers. To develop students for environmental careers and to promote environmental
studies, EPA managers and human resources specialists developed and reinforced relationships with
high schools and universities. The Agency particularly focused on schools with large minority
populations. A significant number of agreements and MOU's have been signed with HSFs. EPA
offices participated in a variety of mentoring programs.
Promoted participation of Hispanic employees in career development programs. The EPA
Intern Program includes Hispanic employees in career development programs. The program is a
comprehensive, entry-level, permanent employment and career development program. EPA's
Performance Planning, Employee Rating, Feedback, Opportunity, & Recognition Management
System (PERFORMS) also encourages employees to create Individual Development Plans (IDPs)
that describe employee career objectives that support organizational goals and identify relevant work
assignments, self-development activities and formal training.
In FY 2001, of 32 participants in formal agency career development programs for employees at
grades 5-8, 18 (56%) were women and 11 (34%) were minorities. In FY 2001, for formal
government-wide career development programs for employees at: grades 9-12, of 35 participants
29 (83%) were women and 15 (43%) were minorities; grades 13-15, of 428 participants, 209 (49%)
were women and 125 (29%) were minorities; Senior Pay, 4 participants, 2 (50%) were women and
3 (75%) were minorities. This data includes the following formal agency- and government-wide
career development programs: EPA Upward Mobility Program, EPA Intern Program, Executive
Leadership Program, 0PM Management Development Program, Executive Potential Program, and
Federal Executive Institute.
Assessedagencyneeds forfull-time,part-time or collateral Hispanic Employment Program
(HEP) Managers and assured that HEP Managers are integral members of the Agency's
management team. HEP Managers play an integral part in EPA's recruitment strategy.
Headquarters and Regional human resources officers consult with HEP Managers concerning
potential referrals, community applicant sources, and appropriate recruitment approaches. Some
serve as recruiters at job fairs. In some of the Regional offices, the HEP Manager works closely
with the Diversity Manager and the Regional Office of Civil Rights (OCR) Director.
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B. FY 2001 ACCOMPLISHMENT REPORT - AGENCY WIDE (INCLUDES
REGIONS)
NOTEWORTHY ACTIVITIES/INITIATIVES
LISTING OF NOTEWORTHY ACTIVITIES/INITIA TIVES WHICH HA VE BEEN SUCCESSFUL
IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES FOR WOMEN AND
MINORITIES
r ollowing are noteworthy activities for the ten EPA Regional Offices throughout the country:
REGION i (BOSTON)
Senior Executives, as well as all supervisors and managers, have critical job elements (CJE) covering
diversity responsibilities. Senior Executives actively participated in the development of a People Goal, which
is currently being reviewed by each Office to focus on unique areas of concern. Anticipated feedback from
staff, is an integral part of this effort, to be accomplished in early 2002.
A Regional Diversity Learning Plan was developed, approved and implementation was started during
FY 01. The Plan is a comprehensive, multi-year plan designed to further EPA's mission by providing
managers and staff with a better understanding of diversity issues and tools available to address them. The
Plan contains both short- (6-12 month) and long-term (1-3 year) elements. It targets 3 audiences: senior
leaders, managers and staff, and includes mandatory and elective elements. As a policy, in addition to
mandatory training, each employee is encouraged and expected to review the curriculum and select the
learning opportunities that are the most relevant to their needs. The Plan is still a work-in progress.
The competitive process was expanded internally to include many temporary assignments, particularly
higher-graded ones, to all staff. Examples include: Brownfield's showcase communities; Smart Growth and
"Lead" Region details; and temporary assignments in Air, Water and Native American Programs. The
centralized review process monitors all hiring to ensure diversity within the Region in line with the Civilian
Labor Force and the communities served. Annually, the Office Directors and all staff report on hiring,
promotions, awards, merit promotion selections, and student employment as a means to assess progress and
identify areas in need of improvement.
REGION n (NEW YORIO
The Region II Mentoring Program continued for its fourth year. This program, developed as an
action item in the Region's Diversity Action Plan, has been extremely successful. The participants (mentors
and mentees) have been diverse.
Women in Science and Engineering (WISE) held monthly "Meet and Greet" sessions with women
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in high level positions in the Region, including the former Regional Administrator, the Director of the
Emergency and Remedial Response Division (who was serving as the Acting Deputy Regional
Administrator), the Director of the Division of Environmental Science and Assessment, the Director of the
Communications Division, and the Deputy Director of the Division of Enforcement and Compliance
Assistance (who was acting as the Division Director). The sessions were designed to inform WISE members
about how these women planned their careers, and included training, developmental and other work-related
information. The speakers also provided information on how to balance work and family life. All sessions
were extremely well-received by the participants.
The following career fairs were attended to increase minority applicant pools: City College of the
University of New York, Brooklyn Polytechnic University, Metropolitan University, University of Puerto Rico,
Inter-American University of Puerto Rico, and Polytechnic University of Puerto Rico.
REGION in (PHILADELPHIA)
The Region continued to address issues identified by its Work Force Resources Council regarding
the Merit Promotion System. In the on-going efforts to address these issues, the following Supervisory
training was sponsored during the year: Conflict Management, EEO Responsibilities, eZhire@EPA,
Growing Leaders in the 21st Century, Labor Relations, Merit Systems Principles, and Reasonable
Accommodations. In addition, the Hispanic Employment Program Advisory Council hosted its annual retreat.
Two topics were presented by Senior Managers: The Importance of Communication Skills in Your Career
Development and The Benefits of Career Ladder Movements: How to Get on the Fast Track within the
Agency. There were also two topics presented by Human Resources: Enhancing your Resume: Preparing
your KSAs or Evaluation Factors, and Individual Development Plans.
An Special Emphasis Program (SEP) Open House was held to provide the workforce with an overall
understanding of the SEP, the role of an SEP Manager, and current and future projects/activities. The Open
House was well attended by both management and staff.
The Equal Employment Opportunity Office (EEOO) and the Office of Human Resources continued
to work with the SEPs to ensure that all hiring opportunities included a diverse group of candidates. The
Office of Human Resources (OHR) in coordination with EEOO performed advanced recruitment prior to
announcements, used employee referrals, Delegated Examining Authority, diverse panels in the rating and
ranking process, and centralized coordination in the interview process.
REGION iv (ATLANTA)
A workforce development group was formed to assist the Region in implementing appropriate
supervisory training, mid-level development training, and administrative support training. The Region held four
pilot sessions of diversity training for staff and management. This training will be implemented for the entire
Region in FY 2002. In addition, training sessions were scheduled in Conflict Management, Interpersonal
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Skills, Basic Human Resource Management, and Civil Rights; and the Region continued career
empowerment program efforts by providing an additional $25,000 to the Interagency Agreement (IAG) with
Department of Labor to cover more seminars and updates.
The Water Management Division (WMD) developed guidelines and recommendations for merit
promotion selections to streamline the process and create diverse review panels. The information gathered
throughout this process is utilized by the selecting official in making the final selection.
The Division Director and Deputy Division Director personally discussed the selection process with
selecting officials. Information was provided to management officials regarding the diversity profile of the
new hires. Vacancy announcements were mailed to minority organizations in an effort to publicize vacancies
and increase the number of minority applicants for positions.
REGION v (CHICAGO)
The Director, Office of Civil Rights, and President, AFGE Local Union 704, signed an agreement to
provide Alternative Dispute Resolution (ADR) as an alternative process to settle precomplaint and formal
EEO complaints. All aggrieved employees will be advised of the opportunity to use the ADR process to
resolve EEO precomplaints and complaints. Prior to signing any agreement, bargaining unit members will
be allowed at least four (4) work hours to review and familiarize themselves with ADR reference materials
on ADR and other options, during hours when the library is open.
REGION vi (DALLAS)
A Memorandum of Understanding was developed for coordinating outreach and strengthening the
Region's partnership with the University of Texas at Brownsville. A Workgroup was established and met
bi-weekly with representatives from the University to establish rapport and general guidelines. Conference
calls were made to establish and set priorities for training, grants and internships.
Staff attended the following job fairs and career conferences: Hispanic Association of Colleges
and Universities 14th Annual Conference, Image de Texas Annual Leadership and Training Conference,
National Association for the Advancement of Colored People (NAACP) 92nd Conference, University of
Texas at Arlington's Biochemical Society Conference, Urban Inter-Tribal Center of Texas' Career Fair 2001,
and Federal Executive Board's Annual Conference.
REGION vn (KANSAS CITY)
The Deputy Regional Administrator reviewed all Regional EEO complaints that were not resolved
at the precomplaint and complaint stages and considered possible resolution/settlement options. This resulted
in the successful settlement of several precomplaints and formal complaints. In addition, the Regional ADR
process was fully implemented to address all workplace disputes, of an EEO and non EEO nature.
A Memorandum of Understanding with Lincoln University (LU), a Historically Black University, was
revised to include the Missouri Department of Natural Resources, in an effort to strengthen the partnership
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by further assisting LU with resources, faculty assistance, grants for environmental projects, and expansion
of developmental opportunities for students. Another MOU was initiated with the University of Kansas
Medical Center's Latino Math & Science Academy and a consortium of three area colleges, one of which
Donnelly College, an Hispanic Serving Institution (HSI). The final phase of implementation of the
program will occur in FY 2002. In addition an MOU with Haskell Indian Nations University has assisted the
Region throughout the year in building positive relationships with Tribes within and outside of the Region.
Lectures and other educational forums were provided to the University of Kansas, Lincoln University and
Haskell Indian nations University by a cross-section of Regional staff.
Meetings were held with senior staff within their respective Division/Office and at senior staff
meetings to analyze promotions, awards and rotational assignments to ensure fairness and diversity. The
Region had 126 promotions for the year, ranging from grades GS-4 to GS-15 (13 were temporary promotions).
Eighty-nine or 71% of those promotions went to women, including minority women. Fifty or 40% went to
minorities (36 Black, 6 Hispanic, 4 Asian and 4 American Indian). For the most part, these were career
ladder promotions.
REGION vm (DENVER)
Over 70% of the Region participated in a second comprehensive organizational survey, which is a
continuing effort to solicit feedback from the Region on areas that may need improvement, such as employee
development and diversity.
An innovative communication bulletin, called "TMS Tips," was developed to provide the Region with
key information about human resource, EEO and management topics. This bulletin was created as a
direct result of feedback received from regional listening sessions. Topics included: promotions;
informal/formal processes for resolving workplace disputes and issues; Quality Step Increases (QSIs); and
Workforce Development Strategies.
The Region dedicated significant efforts to strengthening and continuous support for Special
Emphasis Programs, which included committing resources to further enhance the SEP Team. A retreat,
training, and several follow-up sessions with an outside consultant were provided for the SEPM Team. The
Gay, Lesbian, Or Bisexual Employees (GLOBE) organization was included as part of the Team. As a result
of this work, the team adopted a new name, "Unity Leadership Team," to further reflect the full diversity
within the Region and the groups role as an advisor to management. The Team developed an innovative
vision statement and worked on several key regional initiatives.
REGION ix (SAN FRANCISCO)
A comprehensive new Management and Leadership Development Program for all supervisors and
managers was launched during the year. The program provides continuing education to enhance leadership,
communication, cultural sensitivity, group facilitation, Equal Employment Opportunity, and human resource
management competencies. Supervisors and managers are expected to complete at least 40 hours of training
annually. New supervisors are expected to complete at least 80 hours of training in their first year. During
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March - June 2001, seventy managers and supervisors completed a one-day EEO workshop provided by an
external consultant.
A dynamic job development and training program, called "Pathways to Opportunity Program," was
developed in 1999 and supported seven employees (five African American and two Asian American women).
During their first three years of employment, the program participants received a wide variety of classroom
training, such as Team Building, Interviewing Skills, Timekeeping, Computer Courses: Windows, Lotus
1-2-3, and Freelance, Time Management, and Effective Presentations. Success of the program was
largely due to a support network comprised of a team of mentors and coaches for each participant. In
addition to on-the-job training and formal classroom training, Pathway participants met monthly with their
support team and Human Resources Office staff to discuss issues and specific topics designed to assist them
in making a successful transition to permanent positions. All participants successfully completed the program,
were recognized in a graduation ceremony which included remarks by the U.S. Department of Labor
Regional Administrator who stated that the Region's program "was an outstanding model" for other agencies,
and all were converted to permanent positions.
The Robert J. Mullins Memorial Award was established in 1982 as a competitive academic
scholarship opportunity targeted to permanent, full-time employees in positions with GS-10 or lower
promotional potential, who do not currently have a bachelor's degree. Employees receive up to $2,000 in
tuition assistance to attend classes at an accredited college or university in the San Francisco Bay Area, on
a part-time basis (during work hours), to complete 30 semester units. The award is active for a two-year
period. The majority of employees who qualify for this award are administrative support staff (who are
predominantly minority women). Five employees competed for the FY 2000 award and three employees
were selected for the award. In FY 2000, the Region increased the number of scholarship awards to three,
from one or two in previous years.
The Regional Awards and Recognition Policy, developed by the Labor Management Partnership
Council (LMPC), was highlighted as a good example of efforts to integrate diversity, equal opportunities and
fairness into routine operations during the period. The Regional Awards and Recognition Policy have
provided greater opportunities for employees to be recognized through the creation of new awards and peer
nominations. The awards policy established Awards Review Boards, composed of managers and staff, to
ensure the fairness, equity, and credibility of the program at Regional and Divisional levels. FY 2000 was the
first full year of implementation, when the Awards Review Boards reviewed and evaluated the awards
program and enhancements were implemented.
REGION x (SEATTLE)
A new EEO Critical Element for Managers and Supervisors was developed and became part of
performance agreements, which holds the Manager/Supervisor accountable for the diversity of their
workforce. A packet of handouts was distributed during EEO training sessions that were developed to
increase a supervisor's knowledge of Civil Rights (CR) and EEO policies and to assist them in communicating
CR/EEO policies and information to their employees.
Training was provided to promote a better understanding of diversity and enhance the Region's
ability to manage diversity more effectively. The training sessions included: A Winning Balance and
Building Allies in the Workplace. Three EEO training sessions were held during the year titled:
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Everything You Need to Know About the EEO Complaint System in a Nutshell. The training focused on
providing educational information related to the EEO Complaint process to EPA supervisors and employees.
The Federal Women's Program (FWP), Women in Science & Engineering (WISE), and Administrative
Council for Excellence (ACE), coordinated and arranged for a presentation by Erin Brochovich, who is
nationally known for her work on environmental problems. Exemplifying that one person can make a
difference, Ms. Brochovich's presentation drew approximately 600 people, including employees, various
community organizations and others representing the environmental justice community.
The Native American Employment Program (NAEP) Co-Managers maintained and used an email
routing system for vacancy announcements that distributes information to past recipients of EPA Tribal Lands
Environmental Sciences Scholarships. The program was developed in 1990 and has a circulation of
approximately 200, which includes a Tribal Educator and Tribal Environmental Staff mailing list. NAEP Co-
managers developed outreach networks with area high schools and colleges. The Regional Tribal Office
and the NAEP managers conducted several training sessions on Working Effectively with Tribal
Governments.
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United States
Environmental Protection
Agency
Office of
The Administrator
(1201A)
EPA-150-R-02-002
April, 2002
HEADQUARTERS
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FOR
WOMEN AND MINORITIES
FY 2002 PLAN UPDATE
&
FY 2001 ACCOMPLISHMENT REPORT
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IV. A. WORK FORCE PROFILE AND ANALYSIS - HEADQUARTERS
1. SUMMARY
This report consists of EPA's accomplishments in hiring, promoting, and developing the skills and abilities
of minorities and women during Fiscal Year 2001.
This section depicts the distribution of EPA's permanent full-time employees by race and gender for the
Headquarters. The data is organized to show the total EPA population (Professional, Administrative, Technical,
Clerical, Other, and Blue Collar, as PATCOB categories), and displays the Headquarters Professional and
Administrative series (mission critical and over 100 employees) separately. This report concentrates on the
Professional and Administrative occupational categories because they represent the majority of the EPA Headquarter's
workforce (90.1%). The data is also arranged by specific grade groupings, as follows: GS 1-4, GS 5-8, GS 9-12,
GS/GM-13, GS/GM-14, GS/GM-15, and SES, GS EQ.
The Headquarter's work force computations and subsequent analyses are based on comparisons with the
National Civilian Labor Force (CLF) data for Professional and Administrative categories. The CLF is extracted from
the 1990 Census, and provided by the U.S. Equal Employment Opportunity Commission (EEOC). The National CLF
datafor specific Professional occupations was used to analyze the Professional job series and the aggregated National
Administrative CLF was used to analyze the Administrative job series. The work force data is from EPAYS as of the
last period of the FY 01 (September 22,2001), unless stated otherwise. The tables present the actual numbers and the
percentages are rounded to one decimal place, except when the percentage is less than one percent.
At the close of FY 2001, EPA's full-time permanent Headquarter's work force was 9,178. There was no
change in the number of employees from FY 00. The majority of the Headquarter's work force (90.9%) were in
Professional and Administrative positions. As of September 30, 2001, White men occupied 3,761 (41.0%) of the
positions, White women occupied 2,738 (29.8%), Minorities 2,679 (29.2%): Black men 418 (4.6%), Black women
1,514 (16.5%), Hispanic men 154 (1.7%), Hispanic women 124 (1.4%), Asian men 228 (2.5%), Asian women 181
(2.0%), American Indian men 29 (0.3%) and American Indian women 31 (0.3%). From FY 00 to FY 01, White men
decreased by 46, from 3,807; White women decreased by 30, from 2,768; Minorities increased by 76, from 2,603
inFYOO: Blackmen increased by 12, from 406; Black women increased by 36, from 1,478; Hispanic men increased
by 9, from 145; Hispanic women increased by 3, from 121; Asian men increased by 7 from 221; Asian women
increased by 8, from 173; American Indian men remained the same at 29; and American Indian women increased by
1, from 30.
PROFESSIONAL
At the end of FY 01, 3,902 (42.5%) of the Headquarter's work force were employed in Professional
occupations. This represents a decrease of 15 employees, from 3,917 in FY 00. The total number of Minorities was
720 (18.4%), which was an increase of 19, from 701 in FY 01. White men occupied 2,194 (56.2%) of the
Professional positions in FY 01, which was a decrease of 86, from 2,280; White women occupied 988 (25.3%) of the
Professional positions, which was an increase of 2, from 986 in FY 00.
Among minorities, Blackmenheld 150 (3.8%), Black women 171 (4.4%), Hispanic men 64 (1.6%), Hispanic
women 46 (1.2%), Asian men 167 (4.3%), Asian women 95 (2.4%), American Indian men 17 (0.4%),
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and American Indian women 10 (0.3%). During FY 01, Blacks had a net increase of 0.3%, Hispanics had a net
increase of 0.1%, Asians had an increase of 0.3%, and there was no change for American Indians. The total
number of women increased by 77 (0.1%), from 1,233 to 1,310 in FY 01.
ADMINISTRATIVE
At the end of FY 01, 4,444 (48.4%) of the Headquarter's work force were employed in Administrative
occupations. This represents an increase of 45 employees, from 4,399 in FY 00. The total number of Minorities
increased by 60, from 1,489 (33.5%) in FY 01. White men occupied 1,445 (32.5%) of the Administrative
positions, an increase of 3 (0.3%), from 1, 443 in FY 00; White women occupied 1,510 (34.0%) of the
Administrative positions, which was a decrease of 18, from 1,528 in FY 00.
Among minorities, Black men held 223 (5.0%), Black women 953 (21.4%), Hispanic men 88 (2.0%),
Hispanic women 66 (1.5%) Asianmen 56 (1.3%), Asian women 76 (1.7%), American Indian men 10 (0.2%), and
American Indian women 17 (0.4%). During FY 01, Blacks had a net increase of 0.6%, Hispanics has a net
increase of 0.2%, Asians had an increase of 0.2%, and American Indians had a decrease of-0.1%. The total
number of women increased by 246 (0% change), from 2,599 to 2,622 in FY 01.
CLERICAL
At the end of FY 01, 459 (5.0%) of the Headquarter's work force were employed in Clerical positions.
This represents an increase of 2, from 457 in FY 00. The totalnumber of women in these occupations was 431
(93.9%): White women 145 (31.6%), Black women 273 (59.5%), Hispanic women 7 (1.5%), Asian women 4
(0.9%), and American Indian women 2 (0.4%). There was a slight change of -0.4% for women, with decreases
for only White women -3.4% and increases for two groups of women: Black women 2.8%, Asian women 0.2%
and the Hispanic and American Indian women. White men occupied 12 of these positions (2.6%) which was a
decrease of -0.2% from FY 00. Minority men held 16 of these positions (3.5%): Black males 15 (3.3%) with a
slight increase of 0.7%, Hispanic males are absent from clerical positions, Asian men 1 (0.2%) with no change,
and American Indian men were absent from this category with no change from FY 00.
OTHER
At the end of FY 01, 18 (0.2%) of the Headquarter's work force were employed in positions under the
Other category, which remained the same from FY 00. Women occupied 12 of those positions (66.7%);
Minorities occupied 14 of the positions (77.8%).
BLUE COLLAR
At the end of FY 01, 10 (0.01%) of the Headquarter's work force were employed in Blue Collar
positions, which remained the same from FY 00. White men occupied 5 (50.0%) of those positions and Black
men occupied 5 (50.0%), which remained the same from FY 00.
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U.S. ENVIRONMENTAL PROTECTION AGENCY
HEADQUARTERS
CHANGE IN WORKFORCE EEO PROFILE BY PATCOB CATEGORY
October 1, 2000 to September 30, 2001
Total White Black Hispanic Asian/Pacific American Indian
Islander Alaskan Native
All Women Men Women Men Women Men Women Men Women Men Women
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
OTHER
BLUE-COLLAR
9/01 #
9/01 #
9/01 #
9/01 # 4444
10
10
165
4 .2
171
4.4
0.2
920
20.9
953
21.4
0.5
128
34 .0
112
32.5
-1.5
259
56.7
273
59.5
2.8
6
1.6
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IV. A. 2. GRADE LEVELS - HEADQUARTERS
Grade groupings GS 1-4, GS 5-8, GS 9-12, GS/GM-13, GS/GM-14, GS/GM-15, and SES were evaluated to
determine the status ofEEO groups throughout EPA headquarters.
The total employment for the Headquarters remained the same at 9,178 employees. White men occupied
41.0%, White women 29.8%, Blackmen4.6%,Blackwomen 16.5%, Hispanic men 1.7%, Hispanic women 1.4%,
Asian men 2.5%, Asian women 2.0%, American Indian men 0.3%, and American Indian women 0.3%.
GS 1-4: As of the end of FY 2001, of the total work force, 55 (0.60 %) employees were in this grade grouping.
American Indian men and women were absent at this level. White men occupied 9.1% of these positions, White
women 12.7%, Minorities: Blackmen 14.5%, Black women 50.9%, Hispanic Men 1.8%, Hispanic women 3.6%,
Asian men 1.8%, Asian women 5.5%. There were decreases from FY 01 to FY 02 for White men (5.8%), White
women (0.1%), Hispanic men (2.5%), Asian men (4.6%).
GS 5-8: Of the total work force, 531 (5.8%) employees were in this grade grouping. Hispanic men were absent
at this level. White men occupied 7.5% of these positions, White women 35.4%, Minorities: Black men 4.7%,
Black women 48.4%, Hispanic women 1.7%, Asian men 0.6%, Asian women 0.9%, American Indian 0.2%,
American Indian Women 0.6%. There were decreases in all groups, except Black women, who increased by
2.7%, which increased the total number of women by 1.8%.
GS 9-12: Of the total work force, 1845 (20.1%) employees were in this grade grouping. All groups were
represented at this level. White men occupied 25.5% of these positions, White women 32.6%, Minorities: Black
men 5.5%, Black women 27.9%, Hispanic men 1.5%, Hispanic women 1.7%, Asian men 1.4%, Asian women
2.5%, American Indian men 0.4%, American Indian women 0.9%. The following decreases occurred: White men
(0.3%), White women (0.3%), Black women (0.1%), Asian men (0.3%) and American Indian men (0.1%). The
following increases occurred: Total women 0.1%, Hispanic men 0.4%, Hispanic women 0.1%, Asian women
0.3%, and American Indian women 0.1%.
GS/GM-13: Of the total work force 3196 (34.8%) employees were in GS/GM-13 positions. All groups were
represented at this level. White men occupied 40.9%, White women 28.2%, Minorities: Blackmen 5.1%, Black
women 15.4%, Hispanic men 2.0%, Hispanic women 1.3%, Asian men 3.7%, Asian women 2.8%, American
Indian men 0.4%, American Indian women 0.2%. The following decreases occurred: White men (0.9%), White
women (0.9%), Hispanic men (0.1%), and Native American women (0.1%). The following increases occurred:
Black men 0.1%, Black women 1.2%, Hispanic women 0.1%, Asian men 0.4%, Asian women 0.2%.
GS/GM-14: Of the total work force, 1825 (19.9%) employees were in GS/GM-14 positions. All groups were
represented at this level. White men occupied 49.6% of these positions, White women 30.5%, Minorities: Black
men 3.9%, Black women 8.0%, Hispanic men 1.8%, Hispanic women 1.5%, Asian men 3.0%, Asian women
1.3%, American Indian men 0.2% and American women 0.2%. There were two groups that decreased: White
men (1.6%) and Asian women (0.1%). There were increases for White women 0.3%, Black men 0.3%, Black
women 0.5%, Hispanic men 0.2%, Hispanic women 0.1%, Asianmen 0.1%, and American Indian women (0.1%).
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GS/GM-15: Of the total work force 1421 (15.5%) employees were in GS/GM-15 positions. All the groups were
represented at this level. White men occupied 60.1% of these positions, White women 27.8%, Minorities: Black
men 1.9%, Black women 4.9%, Hispanic men 1.5%, Hispanic women 0.8%, Asian men 1.7%, Asian women
1.0%, American Indian men 0.2%, American Indian women 0.1%. There were two groups that decreased: White
men (0.6%) and Asian men (0.1%). There were increases for: White women 0.3%, Black women 0.2%, Asian
women 0.1%, and American Indian men 0.1%.
SES + GS EO: Of the total work force 218 (2.4%) employees were in SES positions. American Indian men and
American Indian women were absent at this level. All other groups were represented. White men occupied 57.3%
of these positions, White women 30.3%, Minorities: Black men 5.5%, Black women 1.8%, Hispanic men 2.8%,
Hispanic women 0.5%, Asian men 0.9%, Asian women 0.9%. There were decreases for the following: White men
(3.4%), Black men (0.9%), Hispanic women (0.4%), Asian women (0.5%). The following groups increased:
White women 3.8%, Black women 0.4%, Hispanic men 0.1%, Asian men 0.9%.
-51-
-------
Total
U.S. ENVIRONMENTAL PROTECTION AGENCY
HEADQUARTERS
CHANGE IN EEO PROFILE BY PAY LEVEL
October 1, 2000 to September 30, 2001
White
Black
Hispanic
Asian/Pacific
Islander
American Indian
Alaskan Native
All
Women
Men Women
Men Women
Men Women
Men Women
Men Women
GS 1-4
GS 5-8
GS 9-12
GS/GM 13
GS/GM 14
GS/GM 15
9/00 #
%
9/01 #
%
CHANGE %
9/00 #
%
9/01 #
%
CHANGE %
9/00 #
%
9/01 #
%
CHANGE %
9/00 #
%
9/01 #
%
CHANGE %
9/00 #
%
9/01 #
%
CHANGE %
9/00 #
%
9/01 #
%
CHANGE %
47
55
608
531
1894
1845
3123
3196
1814
1825
1364
1421
31
66.0
40
72.7
6.7
518
85.2
462
87.0
1.8
1240
65.5
1211
65.6
0.1
1481
47.4
1529
47.8
0.4
726
40.6
757
41.5
0.9
463
33.9
492
34.6
0.7
7
14.9
5
9.1
-5.8
51
8.4
40
7.5
-0.9
488
25.8
471
25.5
-0.3
1304
41.8
1308
40.9
-0.9
929
51.2
905
49.6
-1.6
828
60.7
854
60.1
-0.6
6
12.8
7
12.7
-0.1
216
35.5
188
35.4
-0.1
624
32.9
602
32.6
-0.3
910
29.1
902
28.2
-0.9
548
30.2
557
30.5
0.3
375
27.5
395
27.8
0.3
4
8.5
8
14.5
6.0
31
5.1
25
4.7
-0.4
104
5.5
101
5.5
0.0
156
5.0
164
5.1
0.1
65
3.6
72
3.9
0.3
26
1.9
27
1.9
0.0
20
42.6
28
50.9
8.3
278
45.7
257
48.4
2.7
530
28.0
515
27.9
-0.1
445
14.2
492
15.4
1.2
136
7.5
146
8.0
0.5
64
4.7
70
4.9
0.2
2
4.3
1
1.8
-2.5
1
0.2
0
0.0
-0.2
20
1.1
28
1.5
0.4
66
2.1
65
2.0
-0.1
29
1.6
32
1.8
0.2
20
1.5
21
1.5
0.0
3
6.4
2
3.6
2.8
11
1.8
9
1.7
-0.1
30
1.6
32
1.7
0.1
37
1.2
40
1.3
0.1
25
1.4
27
1.5
0.1
11
0.8
12
0.8
0.0
3
6.4
1
1.8
-4.6
4
0.7
3
0.6
-0.1
33
1.7
26
1.4
-0.3
104
3.3
117
3.7
0.4
52
2.9
55
3.0
0.1
25
1.8
14
1.7
-0.1
2
4.2
3
5.5
1.2
9
1.5
5
0.9
-0.6
41
2.2
46
2.5
0.3
81
2.6
88
2.8
0.2
25
1.4
23
1.3
-0.1
12
0.9
14
1.0
0.1
0
0.0
0
0.0
0.0
3
0.5
1
0.2
-0.3
9
0.5
8
0.4
-0.1
12
0.4
13
0.4
0.0
3
0.2
4
0.2
0.0
2
0.1
3
0.2
0.1
0
0.0
0
0.0
0.0
4
0.7
3
0.6
-0.1
15
0.8
16
0.9
0.1
8
0.3
7
0.2
-0.1
2
0.1
4
0.2
0.1
1
0.1
1
0.1
0.0
-52-
-------
PAY LEVELS continued
Total
All Women
White
Men Women
Black
Men Women
Hispanic
Men Women
Asian/Pacific
Islander
Men Women
American Indian
Alaskan Native
Men Women
SES + GS EQ
ALL OTHERS
TOTAL
9/00 # 219
9/01 # 218
CHANGE %
9/00 # 109
9/01 # 87
CHANGE %
9/00 # 9178
9/01 # 9178
CHANGE %
66
30.1
73
33.5
3.4
133
60.7
125
57.3
-3.4
58
26.5
66
30.3
3.8
14
6.4
12
5.5
-0.9
3
1.4
4
1.8
0.4
6
2.7
6
2.8
0.1
2
0.9
1
0.5
-0.4
0
0.0
2
0.9
0.9
3
1.4
2
0.9
-0.5
0
0.0
0
0.0
0.0
0
0.0
0
0.0
0.0
35
32.1
24
27.6
4.5
67
61.5
53
60.9
-0.6
31
28.4
21
24.1
-4.3
6
5.5
9
10.3
4.8
2
1.8
2
2.3
0.5
1
0.9
1
1.1
0.2
2
1.8
1
1.1
-0.7
0
0.0
0
0.0
0.0
0
0.0
0
0.0
0.0
0
0.0
0
0.0
0.0
0
0.0
0
0.0
0.0
4570
49.8
4588
50.0
0.2
3807
41.5
3761
41.0
-0.5
2768
30.2
2738
29.8
-0.4
406
4.4
418
4.6
0.2
1478
16.1
1514
16.5
0.4
145
1.6
154
1.7
0.1
121
1.3
124
1.4
0.1
221
2.4
228
2.5
0.1
173
1.9
181
2.0
0.1
29
0.3
29
0.3
0.0
30
0.3
31
0.3
0.0
-53-
-------
IV. A 5. PROFESSIONAL SERIES ANALYSIS - HEADQUARTERS
This analysis focuses on the major Professional occupational series. As of September 30, 2001, almost
half (42.5%) of the EPA Headquarters work force is employed in this category, with professionals employed in
the following occupational series: Economists, Biologists, Toxicologists, Auditors, Environmental Engineers,
Chemical Engineers, Attorneys, Contract andProcurement Specialists, Physical Scientists, andChemists.
The analysis describes the under representation rate by job series (where applicable) for each of the AEP groups
in comparison to the National Professional Civilian Labor Force (CLF) for that specific occupation.
Economists: Of the total Headquarter's professional work force 112 (2.9%) worked as Economists. Three AEP
groups are not represented in this series: Hispanic women, American Indian men and American Indian women.
White men occupied 59.8% of these positions, White women 25.9%, Black men 3.6%, Black women 2.7%,
Hispanic men 0.9%, Hispanic women 0.0%, Asian men 6.3%, Asian women 0.9%, American Indian men 0.0%
and American Indian women 0.0%. The following groups were under represented: White women (25.9%, CLF
39.0%), Hispanic men(0.9%,CLF 1.6%), Hispanic women 70.0%, CLF 1.2%), Asian women (0.9%, CLF 1.4%),
American Indian men (0.0%, CLF 0.1%), American Indian women (0.0%, CLF 0.1%).
Biologists: Of the total Professional work force 519 (13.3%) worked as Biologists. All groups are present in this
job series. White men occupied 55.1% of these positions, White women 31.4%, Black men 4.6%, Black women
3.1%, Hispanic men 1.0%, Hispanic women 1.2%, Asian men 1.3%, Asian women 1.0%, American Indian men
0.4%, and American Indian women 1.0%. The following groups were under represented: White women (31.4%,
CLF 34.8%), Hispanic men (1.0%, CLF 1.8%), Hispanic women (1.2%, CLF 1.4%), Asian men (1.3%, CLF
3.9%), Asian women (1.0%, CLF 3.4%).
Toxicologists: Of the total Professional work force 118 (3.0%) worked as Toxicologists. American Indian men
are not represented in the Professional CLF for this occupation. There were three groups not represented in this
series: Hispanic men, American Indian men and American Indian women. White men occupied 50.0% of these
positions, White worn en 25.4%, Blackmen 1.7%, Black women 1.7%, Hispanic women 0.8%, Asian men 14.4%,
Asian women 5.9%. The following groups were under represented: White women (25.4%, CLF 33.6%), Black
men (1.7%, CLF 1.9%), Black women (1.7%, CLF 2.0%), Hispanic men (0.0%, CLF 2.1%), Hispanic women
(0.8%, CLF 1.6%), American Indian women (0.0%, CLF 0.2%).
Auditors: Of the total Professional work force 204 (5.2%). Three AEP groups were absent from this series:
Hispanic men, American Indian men and American Indian women. White men occupied 37.5% of these positions,
White women 26.7%, Black men 7.4%, Black women 19.3%, Hispanic women 1.1%, Asian men 2.3%, Asian
women 5.7%. The following groups were under represented: White women (27.9%, CLF 42.7%), Hispanic men
(1.0%, CLF 1.8%), Hispanic women (1.0%, CLF 2.4%), Asian men (2.0%, CLF 2.3%), and American Indian
women (0.0%, CLF 0.2%).
Chemical Engineers: Of the total Professional work force 136 (3.5%) worked as Chemical Engineers. Except
for American Indian men and women, all groups are present in this job series. American Indian women are not
represented in the Professional CLF for this occupation. White men occupied 49.3% of these positions, White
women 20.6%, Black men 3.7%, Black women 2.2%, Hispanic men 4.4%, Hispanic women 4.4%, Asian men
11.8%, and Asian women 3.7%. There is only one group under represented: American Indian men (0.0%, CLF
0.1%).
-54-
-------
Attorneys: Of the total Professional work force 393 (10.1%) worked as Attorneys. All groups are present in
this job category. White men occupied 49.4% of these positions, White women 36.1%, Blackmen 2.3%, Black
women 3.1%, Hispanic men 1.3%, Hispanic women 2.3%, Asian men 2.5%, Asian women 2.3%, American Indian
men 0.5%, and American Indian women 0.3%. Only Hispanic women were under represented (1.3%, CLF 1.7%).
Contract and Procurement Specialists: Of the total Professional work force 207 (5.3%) worked as Contract
Specialists. Only American Indian women are absent from this series. White men occupied 29.5% of these
positions, White women 31.4%, Black men 7.7%, Black women 25.6%, Hispanic men 1.4%, Hispanic women
2.9%, Asian men 0.5%, Asian women 0.5%, and American Indian men 0.5%. The following groups were under
represented: White women (31.4%, CLF 39.9%), Hispanic men (1.4%, CLF 2.4%), Asian men (0.5%, CLF
1.2%), Asian women (0.5%, CLF 0.9%) and American Indian women (0.0%, CLF 0.2%).
Physical Scientists: Of the total Professional work force 681 (17.5%) worked as Physical Scientists. This is
the most populous Professionaljob series. All groups are present in this occupational series. White men occupied
68.9% of these positions, White women 24.2%, Blackmen 3.4%, Black women 4.6%, Hispanic men 1.0%,
Hispanic women 0.7%, Asian men 3.8%, Asian women 2.7%, American Indian men 0.6%, and American Indian
women 0.4%. There were two groups under represented: White women (24.2%, CLF 25.3%) and Hispanic men
(1.0%, CLF 1.6%).
Chemists: Of the total Professional work force 410 (10.5%) worked as Chemists. All groups are present in this
job series. White men occupied 56.6% of these positions, White women 24.6%, Black men 3.2%, Black women
3.2%, Hispanic men 2.4%, Hispanic women 1.2%, Asian men 4.6%, Asian women 4.6%, American Indian men
0.2%, and American Indian women 0.2%. The following groups were under represented: Black men (3.2%, CLF
4.0%), and Asian men (4.6%, CLF 6.4%).
-55-
-------
IV. A. 4. ADMINISTRATIVE SERIES ANALYSIS - HEADQUARTERS
This summary focuses on Headquarters Administrative occupations. At the close of FY 2001,
Headquarters had 4,444 employees in the Administrative job category, comprising 48.4% of the total Headquarters
work force. All AEP groups were present in this job category in the following: Environmental Protection
Specialist, Miscellaneous Program ADM, Computer IT, Program Manager, Program Management Analyst,
Criminal Investigators. The analysis describes the under representation rate (where applicable) by job series
for each of the AEP groups as of September 30, 2001 in comparison to the National Civilian Labor Force for the
Administrative Series positions.
Environmental Protection Specialists: Of the total Administrative work force 1,245 (28.0%) worked as
Environmental Protection Specialists. This is the most populous of the Headquarters Administrative series. All
of the AEP groups are present in this job series. White men occupied 38.3% of these positions, White women
40.2%, Black men 3.1%, Black women 10.4%, Hispanic men 1.5%, Hispanic women 2.0%, Asian men 1.4%,
Asian women 2.2%, American Indian men 0.2%, and American Indian women 0.6%. There following groups
were under represented: Black men (3.1%, CLF 3.6%), Hispanic men (1.5%, CLF 2.6%), Hispanic women (2.0%,
CLF 2.6%), and American Indian men (0.2%, CLF 0.3%).
Miscellaneous Program Administration: Of the total Administrative work force 637 (14.3%) worked in
General Administration. All of the AEP groups are present in this job series. White men occupied 23.2% of these
positions, White women 34.7%, Black men 4.4%, Black women 31.7%, Hispanic men 2.5%, Hispanic women
1.7%, Asian men 0.3%, Asian women 0.9%, American Indian men 0.2%, and American Indian women 0.3%.
The following groups were under represented: White women (18.5%, CLF 40.4%), Asian men (0.3%, CLF
1.4%), Asian women (0.9%, CLF 1.4%), American Indian men (0.2%, CLF 0.3%) and Hispanic women (0.8%,
CLF 2.(
Computer Specialists: Of the total Administrative work force 379 (8.5%) worked as Computer Specialists. All
of the AEP groups are present in this job series. White men occupied 42.7% of these positions, White women
18.5%, Black men 10.8%, Black women 15.0%, Hispanic men 2.9%, Hispanic women 0.8%, Asian men 4.2%,
Asian women 4.2%, American Indian men 0.5%, and American Indian women 0.3%. The following groups were
under represented: White women (18.5%, CLF 40.4%), and Hispanic women (0.8%, CLF 2.6).
Program Managers: Of the total Administrative work force 135 (3.0%) worked in Program Management. Three
groups are not represented in this series: Hispanic women, American Indian men and American Indian women.
White men occupied 55.6% of these positions, White women 34.8%, Black men 3.0%, Black women 3.0%,
Hispanic men 1.5%, Asian men 1.5%, and Asian women 0.7%. The following groups were under represented:
White women (34.8%, CLF 40.4%), Black men (3.0%, CLF 3.6%), Black women (3.0%, CLF 5.3%), Hispanic
men (1.5%, CLF 2.6%), Hispanic women (0.0%, CLF 2.6%), Asian women (0.7%, CLF 1.4%), American Indian
men (0.0%, CLF 0.3%), and American Indian women (0.0%, CLF 0.3%).
Program Management Analysts: Of the total Administrative work force 1,192 (26.9%) worked as Management
Analysts. All of the AEP groups are present in this job series. White men occupied 25.2% of these positions,
White worn en 3 7.4%, Blackmen3.4%, Black women 28.7%, Hispanic men 1.3%, Hispanic women 1.2%, Asian
men 1.1%, Asian women 1.3%, American Indian men 0.2% and American Indian women 0.3%. The following
groups were under represented: White women (37.4%, CLF 40.4%), Black men (3.4%, CLF 3.6%), Hispanic
men (1.3%, CLF 2.6%), Hispanic women (1.2%, CLF 2.6%), Asian men (1.1%, CFL 1.4%), Asian women
(1.3%, CLF 1.4%), American Indian men (0.2%, CLF 0.3%).
-56-
-------
Criminal Investigators: Of the total Administrative work force 236 (5.3%) worked as Criminal Investigators.
Except for American Indian women, all AEP groups are present in this job series. White men occupied 61.9%
of these positions, White women 17.4%, Black men 6.8%, Black women 5.1%, Hispanic men 5.5%, Hispanic
women 0.8%, Asian men 1.3%, Asian women 0.8%, American Indian men 0.4%. The following groups were
under represented: White women (17.4%, CLF 40.4%), Black women (5.1%, CLF 5.3%), Hispanic women
(0.8%,CLF2.6%),Asianmen(1.3%, CLF 1.4%), Asian women (0.8%, CLF 1.4%), and American Indian women
(0.0%, CLF 0.3%).
-57-
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
HEADQUARTERS
DISTRIBUTION OF EEO GROUPS & COMPARISON WITH NATIONAL CIVILIAN LABOR FORCE (CLF)
PROFESSIONAL
ECONOMIST
110
NATIONAL CLF
GENRL BIO SCI
401
NATIONAL CLF
CHEM ENGR
893
NATIONAL CLF
GNRL ATTORNEY
905
NATIONAL CLF
CONT & PROC
1102
NATIONAL CLF
GEN PHYS SCI
1301
NATIONAL CLF
CHEMISTS
1320
NATIONAL CLF
100
100
100
100
100
100
100
TOTAL
ALL
112
519
136
393
207
681
410
WOMEN
33
28.5
43.9
195
37.6
41.7
42
30.9
11.1
173
44
24.5
125
60.4
45.9
220
32.3
29
125
32.9
27.4
WHITE
MEN
67
59.8
50.2
286
55.1
50.4
67
49.3
77.7
194
49.4
71
61
29.5
48.2
401
68.9
64.4
232
56.6
60
WOMEN
29
25.9
39
163
31.4
34.8
28
20.6
9
142
36.1
21.6
65
31.4
39.9
165
24.2
25.3
191
24.6
20.7
BLACK
MEN
4
3.6
2.3
24
4.6
1.8
5
3.7
2.7
9
2.3
1.9
16
7.7
2.1
23
3.4
2.3
13
3.2
4
WOMEN
3
2.7
2.3
16
3.1
2.1
3
2.2
0.8
12
3.1
1.5
53
25.6
3
31
4.6
2.3
9
3.2
2.1
HISPANIC
MEN
1
0.9
1.6
5
1
1.8
6
4.4
2.3
5
1.3
1.7
3
1.4
2.4
7
1
1.6
10
2.4
2
WOMEN
0
0
1.2
6
1.2
1.4
6
4.4
0.5
9
2.3
1.8
6
2.9
1.9
5
0.7
0.4
5
1.2
1.2
ASIAN PACIFIC AMERICAN
MEN
7
6.3
1.8
7
1.3
3.9
16
11.8
6
10
2.5
0.9
1
0.5
1.2
16
3.8
2.4
19
4.6
6.4
WOMEN
1
0.9
1.4
5
1
3.4
5
3.7
0.9
9
2.3
0.5
1
0.5
0.9
16
2.7
0.8
19
4.6
3.4
MEN
0
0
0.1
2
0.4
0.3
0
0
0.1
2
0.5
0.1
1
0.5
0.2
4
0.6
0.2
1
0.2
0.2
INDIAN
WOMEN
0
0
0.1
5
1
0.1
0
0
0
1
0.3
0.1
0
0
0.2
3
0.4
0.2
1
0.2
0.1
58
-------
PROFESSIONAL HEADQUARTERS CONTINUED
TOTAL WHITE BLACK HISPANIC ASIAN PACIFIC AMERICAN INDIAN
ALL WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN
TOXICOLOGY # 118 40 59 30 2 2 0 1 17 7 0 0
415 % 33.9 50 25.4 1.7 1.7 0 0.8 14.4 5.9 0 0
NATIONAL CLF 100 42.7 44.2 33.6 1.9 2 2.1 1.6 9.1 5.3 0 0.2
59
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
HEADQUARTERS
DISTRIBUTION OF EEO GROUPS & COMPARISON WITH NATIONAL CIVILIAN LABOR FORCE (CLF)
ADMINISTRATIVE
ADMINISTRATIVE NATL CLF
ENVRNMT PRO SPEC #
28 %
MISC PROG/ADM #
301 %
COMPUTER/IT #
334 %
PROG MGR #
340 %
PROG/MGMTANLST #
343 %
CRIM INVEST #
1811 %
TOTAL
ALL WOMEN
50.4
1245 689
55.5
637 442
69.4
379 147
38.8
135 52
38.5
1192 820
68.8
236 57
24.2
WHITE
MEN WOMEN
42.1
477
38.3
221
23.2
162
42.7
75
55.6
300
25.2
146
61.9
40.4
500
40.2
28
34.7
70
18.5
47
34.8
446
37.4
41
17.4
BLACK ANIC
HISPANIC-
MEN WOMEN MEN WOMEN
3.6
39
3.1
202
4.4
41
10.8
4
3
41
3.4
16
6.8
5.3
130
1.5
16
31.7
57
15
4
3
342
28.7
12
5.1
2.6
25
2
11
2.5
11
2.9
2
1.5
16
1.3
13
5.5
2.6
18
1.4
2
1.7
3
0.8
0
0
14
1.2
2
0.8
ASIAN PACIFIC AMERICAN INDIAN
MEN WOMEN MEN WOMEN
1.4
27
2.2
6
0.3
16
4.2
2
1.5
13
1.1
3
1.3
1.4
3
0.2
1
0.9
16
4.2
1
0.7
15
1.3
2
0.8
0.3
7
0.6
2
0.2
2
0.5
0
0
2
0.2
1
0.4
0.3
25
0.9
3
0.3
1
0.3
0
0
3
0.3
0
0
60
-------
-------
HEADQUARTERS
REPORT ON OBJECTIVES/ACTION ITEMS AND
ACCOMPLISHMENT
-------
-------
The following barrier statements/objectives and action items were originally identified in the
EPA's five year Affirmative Employment Program (AEP) Plan for Minorities and Women. The U.S.
Equal Employment Opportunity Commission (EEOC) requires that originally identified as well as
subsequent barrier statements/objectives and action items be included in any updates to the agency's
five year plan until the barriers have been eliminated.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENT
HEADQUARTERS
PROGRAM ELEMENT:
ORGANIZATION AND RESOURCES
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL (S)
TARGET
DATE(S)
ACCOMPLISHMENT
Yes/Partial/No
There is insufficient support
(financial and other resources)
for EPA's Special Emphasis
Programs (SEPs). Because of
inadequate training, some of the
collateral-duty SEP managers
lack the knowledge, skills, and
abilities (KSAs) to function
well in their positions. Others
have limited access to
information and guidance. This
impacts their ability to provide
sound advice and assistance to
management officials on the
employment concerns of
women and minorities.
To have SEPs that effectively address the employment
issues of women and minorities; provide sound advice,
information, and feedback to both their management
officials and the national SEP managers; and provide
strong leadership for their councils and constituent
groups.
1. Provide financial and human resources, training, and
guidance to collateral-duty SEP managers to enhance their
KSAs so that they can administer their respective
programs efficiently and effectively.
2. Conduct meetings of the national SEP councils to
develop work plans, and implementation strategies to
improve opportunities for women and minorities.
3. Conduct technical assistance visits to EPA
organizations as needed.
AAs, OCR
OCR (lead)
AAs (support)
OCR
Annually
Annually
Annually
Y
Y
Status: During FY 2001, the Agency's Office of Civil Rights (OCR) sponsored ajoint training/meeting for all collateral-duty SEP managers and EEO Officers. This training
will continue on an annual basis. Training was responsive to training needs identified by SEPMs and EEO Officers. The purpose of the training was to foster more
cooperative and cohesive working relationships between SEP Managers and EEO Officers; to more effectively provide skill-based training that is generic to any effective SEP
Manager; share best practices and lessons learned in program management; and encourage and improve cross-group coordination and understanding. Additionally, individual
Offices/regions continue contracting to provide more in-depth training on topics such as EEO Law, and SEPM roles and responsibilities. Offices/regions continue to
demonstrate that the value of SEPs is recognized through increased financial resource commitments. SEP Managers also continue to receive technical assistance and training
from Headquarters National SEPMs.
-------
AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENT
HEADQUARTERS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL (S)
TARGET
DATE(S)
ACCOMPLISHMENT
Yes/Partial/No
The mis-perception by some
managers that minorities and
women are not qualified for
supervisory positions and the
inability of some employees to
relate well to persons of a
different race, ethnicity, or
gender.
To create a work place where all employees value
diversity and there is true equal employment opportunity
(EEO) for all to reach their potential.
1. Monitor equal opportunity complaints or problems to
determine EEO training needs.
2. Continue providing training in EEO law and cultural
diversity to help staff, especially managers and
supervisors, understand and support the Agency's legal
responsibilities and appropriately value diversity in the
work place.
OCR, OHROS
OHROS/OCR/AAs,
Annually
Annually
Y
Y
Status: The Office of Civil Rights' Complaint Resolution and External Compliance Staff monitors discrimination complaints to determine most frequently cited bases and
issues. This provides indications of areas where training may be needed, i.e., training in EEO law, diversity training, sexual harassment prevention, etc. During this report
period, the Office of Civil Rights provided training in EEO law, discrimination complaints, and other applicable subject areas to 1,011 supervisors and managers. This
represents 63% of the 1600 employees in the target group .
These actions have been institutionalized in the EPA, and will remain a part of the Agency's annual AEP efforts.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENT
HEADQUARTERS
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL (S)
TARGET
DATE(S)
ACCOMPLISHMENT
Yes/Partial/No
Career development
opportunities for secretarial and
administrative support staff are
limited in many of the HQ
organizations. Furthermore,
managers do not take advantage
of the growth potential of their
support staff.
To create a wide range of career development opportunities
for secretarial and clerical staff and encourage their
participation in career development programs.
1. Restructure jobs to provide entry-level developmental
opportunities for employees in support positions.
2. Provide support staff with rotational assignments to non-
support positions.
3. Include a segment on "support staff development" in the
Agency's Work Force Development Strategy.
AAs, senior managers,
OHROS (support)
AAs, senior managers,
OHROS (support)
OHROS
Annually
Annually
Ongoing
Y
Status: Some managers do provide growth potential for administrative support staff through "mission related" training, the restructuring of positions for use in upward mobility, and
the creation of bridge positions, etc. However, there are still many who continue to provide very limited opportunities for support staff. To assist management with addressing
career enhancement for support staff, the EPA Learning Institute has implemented the segment of the Agency's Work Force Development Strategy on Administrative Support and
Technical Development. The training module focuses on single grade interval positions and is designed to provide training related to current skills, as well as enhance career
opportunities through college level education for targeted positions. In addition, the Institute is implementing the "New Skills-New Options" segment in its development strategy that
creates a framework to support career growth across different support staff positions.
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENT
HEADQUARTERS
PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT
OBJECTIVE/
ACTION ITEMS
RESPONSIBLE
OFFICIAL (S)
TARGET
DATE(S)
ACCOMPLISHMENT
Yes/Partial/No
Headquarters organizations have
been moderately successful in
recruiting applicants from
groups that are under
represented in, or absent from
most populous Professional and
Administrative series.
To enlarge the applicant pool of qualified candidates from
under represented groups in Professional and
Administrative categories, with particular focus on the
employment of Blacks, Hispanics, Asians, and American
Indians.
1. Issue reports outlining specific goals and program
objectives for achievement through affirmative
employment.
2. Provide guidance to hiring officials on developing
targeted recruitment mechanisms for minorities and
3. Meet with senior level Headquarters officials to inform
them of areas of under representation and jointly develop
recruitment and hiring strategies to improve work force
representation profiles.
OCR
OHROS
OCR (tech. asst.)
Dir.,OCR&EEOMgrs
Collateral-duty SEP Mgrs.
Bi-annually
Ongoing
Ongoing
Y
Y
Y
Status: EPA organizations include goals and objectives for minorities and women in their annual Affirmative Employment Program (AEP) Plan Update and Accomplishment
Reports, as required. The Office of Civil Rights (OCR) and its National EEO Managers work with Headquarters management and collateral-duty SEP Managers to help
identify candidates for selection into Professional and Administrative positions and provide minority and women's professional and community organizations with vacancy
announcements. Additionally, the EPA converted to a web-based recruitment and application system called "EZHire" in FY2001. With this system, EPA employees and
outside job applicants can use the system to search and apply for employment opportunities nation-wide. A simple registration process allows employees and applicants to
apply for positions online. Employees can also choose to be notified by email about specific job openings of interest to them and the status of each job for which they have
applied.
These actions are institutionalized in the EPA and will remain a part of the Agency's AEP efforts.
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U.S. ENVIRONMENTAL PROTECTION AGENCY
FY 2002
GOALS BY PATCOB
HEADQUARTERS
OCCUPATIONAL
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
TFCHNTCAT
CT FRTCAT
RT T TF-COT TAR
ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
ACTUAL
PT ANNFD
GOAT <\
ACTUAL
PT ANNFD
GOAT <\
ACTUAL
PT ANNFD
HOAT
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
FY2001 GOALS ACCOMPLISHMENT
BY MOST POPULOUS PROFESSIONAL SERIES AND AGGREGATE ADMINISTRATIVE SERIES
HEADQUARTERS
PROFESSIONAL JOB SERIES
110
401
408
510
511
601
819
830
905
1301
1320
ECONOMIST
BIOLOGIST
ECOLOGY
ACCOUNTANT
AUDITORS
GENERAL HEALTH SCIENCE
ENVIRONMENTAL ENGINEER
MECHANICAL ENGINEER
ATTORNEYS
PHYSICAL SCIENTIST
CHEMIST
AGGREGATED ADMIN.
GOALS
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
WOMEN
1
1
6
3
3
0
__
3
4
-8
2
1
4
-5
-
-2
-
2
8
6
4
-4
9
37
BLACK
__
1
__
1
1
0
__
4
__
-1
__
1
1
0
-
0
1
0
-
2
2
-1
5
38
HISPANIC
1
0
1
0
__
-1
1
-1
4
0
1
0
__
-1
-
0
-
0
2
1
2
1
31
4
ASIAN/PACIFIC
ISLANDER
__
0
1
-2
2
0
1
0
__
0
2
1
2
2
2
2
-
3
1
3
4
-2
10
7
ALASKAN NATIVE
1
0
__
1
1
0
__
0
__
0
__
0
1
0
-
0
3
1
3
0
1
-1
6
-1
67
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
FY 2002
GOALS BY PROFESSIONAL SERIES & AGGREGATED ADMINISTRATIVE
HEADQUARTERS
PROFESSIONAL JOB SERIES
110
401
415
905
1102
1301
1320
ECONOMIST
BIOLOGY
TOXICOLOGY
ATTORNEY
CONTR/PROCUREMENT
PHYSICAL SCIENTIST
CHEMIST
AGGREGATED PROFESSIONAL
AGGREGATED ADMINISTRATIVE
WOMEN
0
4
1
0
0
1
4
10
13
BLACK
0
0
0
0
0
0
2
2
0
HISPANIC
2
1
1
0
0
3
0
7
39
ASIAN/PACIFIC
ISLANDER
0
3
0
0
1
0
0
4
17
AMERINDIAN
ALASKAN NATIVE
0
0
0
0
0
1
0
1
5
68
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IV. B. FY 2001 ACCOMPLISHMENT REPORT - HEADQUARTERS
NOTEWORTHY ACTIVITIES/INITIATIVES
LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN
SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTION OPPORTUNITIES
f ollowing are noteworthy activities for the Program Offices at Headquarters:
a OFFICE OF THE ADMINISTRATOR
In February 2001, the EPA Administrator, Christine Todd Whitman, made a commitment to ensure
that all employees have a workplace free of discrimination. A national civil rights training program for
managers and supervisors was part of that commitment. The Office of Civil Rights (OCR) was designated
as the lead for developing and implementing the training initiative. OCR contracted with the Equal
Employment Opportunity Commission to provide training on the legalframework for civil rights in the federal
sector. The two-day course was designed to build the competency of Agency managers in dealing with civil
rights/equal employment opportunity issues, enhance awareness of specific civil rights laws, and clearly
outline management responsibilities. The Office of Civil Rights (OCR) began training sessions in September
2001, which included Headquarters, all 10 Regions, and major laboratory sites. By the summer of 2002,
almost 1600 managers and supervisors will have taken the training. The class has received high evaluations
and additional training will be developed for Team leaders and new employees during the current fiscal year.
The Office of Policy, Economics and Innovation (OPEI) was able to provide summer internships
to approximately 24 students during the summer of 2001, of which more than one-third were minorities
and women. OPEI had a very structured plan for the interns which included meetings with the Associate
Administrator, brown bag discussions on key initiatives, meetings with EPA Program Office officials, and
evening events to provide opportunities for the interns to network and meet others.
The Science Advisory Board (SAB) took steps to diversify the pool of members and consultants
that serve on the Board to increase its chances of receiving more qualified minority candidates for the
FY 2002 nomination process. They used the Federal Register to reach out to a more diverse audience.
The Board also contacted various organizations, including the American Indian Science and Engineering
Society, Mexican-American Engineers and Scientists, and the National Association of Black Engineers.
The Environmental Appeals Board (EAB) continued to work with minority professional
organizations both within and outside the Agency to advertise attorney vacancies, with a high degree of
success. When any attorney vacancy arises, notice is given to minority bar associations for Blacks,
Hispanics, Asian-Pacifies, and Native Americans. Those notices, as well as any advertisements that are
placed in commercial sources such as The Legal Times, strongly encourage minorities and women to
apply. This has resulted in a diverse pool of applicants and, ultimately, substantially greater diversity
among the EAB attorney staff.
-------
a OFFICE OF AIR AND RADIATION (OAR)
We take special pride in our leaders' commitment to diversity. African-American employees
awarded two Division Directors commendations for their direct support of Diversity. The Black
Employment Program actions are independent verification of the direct involvement of senior
management in improving minority relations. Moreover, the Deputy Office Director continues to meet
with the Special Emphasis Program Managers on a regular basis to ensure that diversity issues stay in
the forefront of management's concerns. Too often the press of day-to-day business threatens to eclipse
our ability to devote adequate time to address concern of all of our employees. The Deputy Office
Director's direct interaction with the representative of minority programs ensures that lines of
communication are strong.
Office of Transportation and Air Quality's (OTAQ's) Student Educational Employment Program
strategy to increase minority representation is a clear success. Their partnership with the University of
Michigan to place highly motivated students has provided OTAQ a pool of professional hires who are
fully aware of the work required to improve air quality . Past SEEP graduates are now Senior Engineers
and Scientists and form a substantial part of our future-leader pool. OTAQ plans to expand its
partnership with the University of Michigan Engineering school which will provide us additional methods
for reaching minority students. Furthermore, OTAQ continued to use hiring bonuses and other authorities
to increase diversity. In the past, they relied primarily on hiring recent College graduates and developing
leaders through in-house training. The strategic placement of experienced hires provides an opportunity
to increase both our skill mix and diversity. As a result, the organization welcomed two minority
employees in to the management ranks, and both have brought exceptional skills and experience to the
programs. By simply changing perspective, diversity has increased among staff at all levels including
management.
The Immediate Office and the University of Texas at El Paso (UTEP), through its Center for
Environmental Resource Management, have developed the UTEP-OAR Environmental Student Support
Program. The program places emphasis on identifying and recruiting students who are members of
underrepresented minority groups. The program seeks to allow the students hands-on practical
experience in air quality related studies, and to increase the number of Hispanic students in the
environmental sciences and engineering field. In addition, the Institute for Tribal Environmental
Professionals sponsored an internship program funded by the Immediate Office; the mission of this intern
program is to encourage Native American and other students to pursue environmental careers and to
assist Indian tribes in developing capabilities to manage their own environmental programs. Each year,
approximately eleven undergraduate and graduate students studying environmental science and related
fields are placed in tribal and federal environmental programs for a ten-week internship.
a OFFICE OF ADMINISTRATION AND RESOURCES MANAGEMENT (OARM)
New procedures were established to ensure that selections for competitive management training
programs are made according to recently issued guidance on the selection of nominees for long-term,
resource-intensive developmental programs. The guidelines were developed to ensure that all qualified
employees are considered and selections are made fairly and openly. In addition, Office of Human
Resources and Organizational Services (OHROS) funded EPA's participation in various venues aimed
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at recruiting prospective minority employees: the Organization for Chinese Americans' National
Conference and Career Fair, the Federal Asian Pacific American Council's Annual Leadership
Conference and Job Fair, the National Hispanic Environmental Council, the Society for Professional
Engineers, and the National Association for Federal Executives, etc. for positions throughout EPA.
As the National Program Manager for the Asian American & Pacific Islander (AAPI) Initiative,
OARM's Office of Human Resources & Organizational Services (OHROS) prepared and submitted
EPA's Fiscal Year 2002-2003 Implementation Plan for AAPI Activities to DHHS in October 2001. The
Plan identifies and implements activities to address the needs of underserved communities, and is part of
EPA's ongoing participation and support of the White House Initiative on AAPIs, and reflects a
commitment and sensitivity to the AAPI community. The AAPI Initiative also worked with the Office
of Research and Development, National Center for Environmental Research to include Native Hawaiian
Serving Institutions among the list of minority academic institutions eligible for financial assistance. This
is a small but significant milestone considering that AAPIs are the only minorities unable to capitalize on
much needed government funding provided to other federally designated serving institutions.
The Office of Grants and Debarment (OGD) diversified its work force by hiring three white
females and one African-American female, and implemented a succession planning effort that resulted
in advancement opportunities for minorities and women. In the area of career development, OGD
provided expanded detail opportunities for its employees, including details for two African- American
women and one Hispanic male. OGD also continued its partnership with Howard University Law School
by hiring an African-American female intern to work in the suspension and debarment program.
a OFFICE OF CHIEF FINANCIAL OFFICER rocFO)
Staff continued the workforce assessment project to identify skills and knowledge of OCFO staff
in order to plan for employee development, recruitment and retention. A revised Organizational
Improvement Plan continues to strengthen OCFO. The Plan focuses on recruitment and employee
development. As part of their recruitment efforts, staff participated in Agency sponsored job fairs to try
and attract a more diverse workforce. In addition, job vacancies and detail assignment notices were sent
within OCFO via e-mail to all OCFO employees.
OFFICE OF ENFORCEMENT AND COMPLIANCE ASSURANCE (OECA)
Throughout the OECA program offices, administrative personnel were given developmental
opportunities to cross train in new media and develop new skills and knowledge to be better able to
compete for promotional opportunities. Individual Development Plans were reviewed by managers with
employees to ensure training was being funded and supported to further the career development of
administrative and professional staff.
Assistant Administrator and Principal Deputy Assistant Administrator held 17 listening sessions in
headquarters and NEIC to encourage dialogue between senior managers and employees. As a result,
two management retreats were held with concentration on Improving Cross Cultural Dialogue,
Communication Practices, and Creating Diverse Applicant Pools.
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The Criminal Division from the Office of Criminal Enforcement, Forensics, and Training
(OCEFT) conducted an Environmental Crimes Awareness and Career Opportunities 4-hour presentation
to approximately 100 minority high school students in Washington B.C.
a OFFICE OF ENVIRONMENTAL INFORMATION (OED
The OEI Diversity Action Workgroup was established. The purpose of the Diversity Action
Workgroup is to produce a Diversity Action Plan (DAP) for OEI. To date, this workgroup has produced
a comprehensive draft, a comparison document, the measurement matrix and a milestones document.
Although, the workgroup completed all phases of the development process, the final DAP has not been
released. However, a final draft has been submitted to senior management for comments and review.
a OFFICE OF GENERAL COUNSEL (oco
The Principal Deputy General Counsel announced OGC's 2001-2002 Diversity Dialogue Initiative
in September of 2001. Building on the progress made from the 1999-2000 Initiative, this year's initiative
is a creative, exciting, and educational twelve-month program and is the product of months of work by
OGC's Diversity Dialogue Group (the DDG). The DDG, a cross-section of OGC consisting of 23 staff
members, including senior and mid-level managers, para-professionals and staff attorneys, is chaired by
an African-American female support staff member. The fully-funded Initiative includes educational
videos, seminar sessions, a Film Festival and informal discussions. Participation in the 2001-2002
Diversity Initiative is mandatory for all OGC employees.
a OFFICE OF INTERNATIONAL ACTIVITY roiA)
In FY2001, for the first time in OIA's history, 8 persons were appointed as Special Emphasis
Program Managers and Alternates to represent African Americans, American Indians, Asian Americans
and Pacific Islanders, Hispanics, Persons with Disabilities, and Women.
a OFFICE OF INSPECTOR GENERAL (oio
The OIG formed a committee in the Eastern Investigation Office to prepare a training continuum
to train all employees in the rules and regulations regarding EEO. This training is intended to inform all
staff members of their rights under EEO, inform managers of their duties, and help managers and
employees understand the necessity for diversity in accomplishing the organization's mission.
The Office of Investigations(OI) continues to actively encourage developmental assignments.
For example, over the past two years, two minority and one non-minority female field agents have served
as acting desk officers in 01 Headquarters. These assignments provided headquarters with the needed
assistance and new ideas, while broadening the knowledge and experience of the assigned agents. In
addition, minorities and non-minority females in Headquarters are afforded the opportunities to act in
supervisory capacities in the field, with similar mutually beneficial results.
The 01 has been involved in several outreach efforts. Every year, the 01 sends representatives
to the annual conventions of the International Association of Chiefs of Police (IACP), the National
Organization of Black Law enforcement Executives (NOBLE) and the Women in Federal Law
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Enforcement (WIFLE). At these events, 01 representatives, which include both minority and non-
minority employees, discuss the OIG's mission, and stimulate interest among potential job applicants. In
addition, 01 for 2001 was represented at the first annual Federal Law Enforcement Recruiting Career
Exposition, held at the Presidio, San Francisco. There were in excess of 30 Federal Law Enforcement
agencies represented. Heavy media coverage was involved. Because of its success, another expo is
being planned for 2002.
OFFICE OF PREVENTION. PESTICIDES AND TOXIC SUBSTANCES (OPPTS)
The Office of Polution Prevention and Toxics (OPPT) created a Workgroup of Clerical and
Administrative Support Staff - principally minority females - to identify issues and actions to improve
individual and collective performance in support of the office mission.
OFFICE OF RESEARCH AND DEVELOPMENT (ORm
EEO training is now being given to all managers and supervisors. In addition, the National Health
and Exposure Effects Research Laboratory (NHEERL) has initiated a training program to explain the
issues of diversity and equity to its employees. Training has already been conducted for managers and
the NHEERL Diversity Steering Group. Training will be completed for all employees by June 2002.
ORD sponsored four student interns through a cooperative agreement with the National
Association For Equal Opportunity (NAFEO), who represents Historically Black Colleges and
Universities. The Student Mentoring Program gave students the opportunity to interact daily with
professional federal government employees. The experience of working on-site with the federal
government provides invaluable career building experience and supplements the students training;
moreover, the opportunity to work alongside a federal career professional provides students with
unparallel exposure to the nation's officials and scientists responsible for protecting human health and
safeguarding the natural environment. The training provides a pipeline for the future employment of
minorities. In conjunction with the above student intern program, NHEERL also sponsored two faculty
members under NAFEO. These HBCU faculty members obtained in-depth on-site information regarding
issues unique to EPA. The Faculty Program under NAFEO, again, like the student mentoring, creates
an invaluable means of informing minorities about the Agency and ORD mission.
Our National Exposure Research Laboratory supports the EPA/Shaw University Research
Apprenticeship Program for Culturally Diverse High School Students. This program is for high school
students from Wake County who have shown superior ability in science and math. They participate in
the academic year program on the first three Saturdays during the month of September through May.
The sessions include classes, workshops, and presentations by EPA scientists. The summer program
takes place for six weeks for students in grades 9-11. The students attend classes and workshops, and
participate in field trips. The 11th graders serve as apprentices with mentors at EPA during the six-week
summer program. This program introduces high school students to the sciences and, hopefully, will be
a means of future recruitment for EPA.
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a OFFICE OF SOLID WASTE AND EMERGENCY RESPONSE (OSWER)
OSW is translating the following documents into foreign languages: Planet Protectors Certificate
and Badges (Spanish); Climate Change (Spanish); RCRA InFocus - Dry Cleaning (Korean); Science Fair
Fun: Designing Environmental Science Projects (Spanish); and Service Learning Guide (Spanish). They
are expected to go to print in 2002. In addition, the Call Center and Docket calls continue to have Spanish
response capabilities.
During a two-week period in May 2001, half of OSW's 280 employees (including management)
attended the very popular video,"The Color of Fear." Resulting from the strong response to the video,
"The Color of Fear," several OSW employees held focus groups to discuss their ideas and reactions.
One result was the formation of a Diversity Planning Group (DPG), which consists of over twenty-five
(25) core members (including management and staff). Members of the DPG attended a two day "Team-
Building Retreat," and held additional retreats to work on the team's charter, mission and long term goals.
The DPG's goals are to assist OSW in demonstrating a high level of cultural sensitivity and create an
environment that reflects greater equity in hiring and promotions.
OSW/Office of Emergency and Remedial Response (OERR) also developed a CD ROM
planning tool that reflects the geo-demographic analysis and compiles this data on the national, regional
and state/county levels. The tool also maps NPL and RCRA corrective action sites to Hispanic
populations. A major aim is that EPA staff use this tool in developing appropriate outreach materials
based on the density of the Hispanic populations around these sites, age, acculturation, and language.
OSW/OERR also developed a comprehensive mailing list of Hispanic media, educational and
organizational contacts to expand our outreach activities and ensure that all segments of the Hispanic
society routinely receive notification of EPA policies, guidance and publications.
OFFICE OF WATER (ow)
OW has signed a contract with Radio Station Bilingue for airing OW's small community programs
for Hispanic rural areas and tribes. We have translated EPA brochures to Spanish for distribution about
EPA Small Communities Program.
Each SES manager is required to build a relationship with at least one organization with a diverse
membership. It is believed that it will create a stronger environmental interest among members of the
community which will eventually evolve into greater interest in working with an environmental
organization.
In FY 2001, ten students from HBCUs participated in OW's summer intern program, and one
scientist from Howard University agreed to participate in OW's Faculty Development Program.
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V. APPENDIX
-------
V.A STATISTICAL CHARTS
-------
EPA Agency-Wide
PATCOB (9/30/01)
D White
• Black
D Hispanic
D Asian PI
D Amer Ind
Hispanic
4.6% (824)
Black
18.8%
(3,319)
Asian PI
5.2% (927)
Amer Ind
0.8% (142)
White
70.6%
(12,495)
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EPA Agency-Wide
PATCOB
(9/30/01)
«2
^
O
Profess D Admin D Technical D Clerical D Other D BlueClr
100% -
90% -
80% -
70% -
60% -
50% -
40% -
30% -
20% -
0%
3E
E
Women
White
Black Hispanic Asian PI Amer Ind
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EPA Agency-Wide
Professional (9/30/01)
D White D Black D Hispanic D Asian PI D Amer Ind
Hispanic
4.4% (362)
Black
8%
(658)
Asian PI
7% (577)
Amer Ind
0.6% (54)
White
80%
(6,590)
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EPA Agency-Wide
Administrative (9/30/01)
D White D Black D Hispanic D Asian PI D Amer Ind
Hispanic
4.3% (335)
Black
23.3%
(1,797)
Asian PI
3.7% (285) ^Amerind
1% (75)
White
67.7%
(5,225)
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EPA Agency-Wide
Minorities - Grade Levels
(9/30/01)
Black
Hispanic D Asian PI D Amer Ind
0%
GS1-4 GS5-8 GS9-12 GS13-15 SES + EQ OTHERS
Note: Numbers in parentheses are actual; bars are in population percentages
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EPA Agency-Wide
Women - Grade Levels
(9/30/01)
GS 1-4 D GS 5-8
SES + EQ D OTHERS
GS 9-12
GS 13-15
SES + EQ
31.7% (92)
GS 13-15
41.5%
(4,767)
GS 9-12
63.4% (2,728)
OTHERS
22.1% (30)
GS1-4
72.3% (90)
GS5-8
87.4% (1,183)
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EPA Headquarters
PATCOB (9/30/01)
D White
D Black
D Hispanic
D Asian PI
D Amer Ind
Hispanic
3% (278)
Black
21%
(1,932)
Asian PI
4.5% (409) _ Amerind
0.7% (60)
White
70.8%
(6,499)
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EPA Agency-Wide
People with Disabilities
As of 9/30/01
People with
Disabilities
(744), 80%
Targeted
Disabilities
(182), 20%
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EPA Headquarters
Professional (9/30/01)
D White
D Black
D Hispanic
D Asian PI
D Amer Ind
Hispanic
2.8% (110)
Black
8.2%
(321)
Asian PI
6.7% (262) _ Amerind
0.7% (27)
White
81.6%
(3,182)
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EPA Headquarters
Administrative (9/30/01)
D White
• Black
D Hispanic
D Asian PI
D Amer Ind
Hispanic
3.5% (154)
Black
26.5%
(1,176)
Asian PI
2.9% (132)
Amer Ind
0.6% (27)
White
66.5%
(2,955)
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EPA Headquarters
Minorities - Grade Levels
(9/30/01)
70%
60% -I
8 50%
S 40%
o
30%
20%
10%
0%
Black
Hispanic D Asian PI D Amer Ind
(282)
(3)
(616)
(971)
(321)
(32)
GS1-4 GS5-8 GS9-12 GS 13-15 SES + EQ OTHERS
Note: Numbers in parentheses are actual; bars are in population percentages
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EPA Headquarters
Women - Grade Levels
(9/30/01)
GS 1-4 D GS 5-8
SES + EQ D OTHERS
GS 9-12
GS 13-15
SES + EQ
33.5% (73)
GS 13-15
41.5%
(4,767)
OTHERS
27.6% (24)
GS 9-12
65.6% (1,211)
GS1-4
72.7% (40)
GS5-8
87% (462)
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s
o
55%
50% -
45% -
8 40%-
^ 35%-
30% -
25% -
20% -
15% -
10%
EPA Headquarters
Women - Grade Levels
(9/30/01)
DWhite O Black DHispanic DAsian PI D Amerind
0%
o
GS1-4 GS5-8 GS9-12 GS13-15 SES + EQ OTHERS
Note: Numbers in parentheses are actual; bars are in population percentages
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V. B. GLOSSARY
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V. B. GLOSSARY
Abbreviations
AA
AEP
AEPP
AD
EEC
EEOC
EO
EEOO
EOS
EPA
FEORP
FWP
FWPM
HEP
HEPM
NACE
OCR
OHROS
OPM
PWD
RA
RDCR
SEP
SEPM
WISE
Assistant Administrator
Affirmative Employment Program
Affirmative Employment Program Plan
Areas Directors
Equal Employment Opportunity
Equal Employment Opportunity Commission
Equal Opportunity
Equal Employment Opportunity Officer
Equal Opportunity Specialist
Environmental Protection Agency
Federal Equal Opportunity Recruitment Program
Federal Women's Program
Federal Women's Program Manager
Hispanic Employment Program
Hispanic Employment Program Manager
National Administrative Council for Excellence
Office of Civil Rights
Office of Human Resources and Organizational Services
Office of Personnel Management
People with Disabilities
Regional Administrator
Regional Director of Civil Rights
Special Emphasis Program
Special Emphasis Program Manager
Women in Science and Engineering
Terms and Definitions
Action Item
A step which has been identified towards achieving objectives documented in the Affirmative Employment
Program (AEP) Accomplishment Report of Objectives and Action Items.
Administrative Judge (AJ)
An official employed and assigned by the EEOC to hold hearings on formal complaints of discrimination.
Affirmative Employment
Action taken to eliminate historic under representation of women and minorities in the federal workforce.
It includes the total process by which agencies identify barriers to equal opportunity, take action to eliminate
them, and locate, identify, and assist in the employment of qualified applicants
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from under-represented groups in categories of employment where such under representation has been
determined.
Affirmative Employment Program (AEP) Plan
Federal agencies are required by law to implement a plan for an affirmative program of equal employment
opportunity and to conduct affirmative recruitment for under represented occupations and pay grades. The
plan is a multi-year document developed by each federal agency and submitted to the U.S. Equal
Employment Opportunity Commission (EEOC). It includes comprehensive workforce analyses by
occupational categories, grade groupings, and key jobs that can lead to middle and senior level positions;
identification of barriers to the employment of women and minorities; and development of action plans for
eliminating the barriers. Agencies also develop and submit annual AEP program accomplishment reports
and annual AEP updates.
Affirmative Employment Program (AEP) Groups
White women, Black men, Black women, Hispanic men, Hispanic women, Asian/Pacific American men,
Asian/Pacific American women, American Indian men, and American Indian women. Men and women
with disabilities are also considered AEP groups, but they are covered under a separate AEP plan.
Age Discrimination
A claim of discrimination based on age by an individual who is at least 40 years of age at the time of the
alleged discriminatory act.
Aggrieved
An individual who files a precomplaint alleging that they have been discriminated against and have suffered
harm based on an adverse action being taken. If the aggrieved files a formal complaint of discrimination,
the term "complainant," is used as defined below.
Alternative Dispute Resolution
A process for resolving workplace disputes, including claims of discrimination, using alternative dispute
resolution processes, such as mediation. Required by EEOC Regulations 29 CFR Part 1614 at both the
precomplaint and formal stages of the complaint process under Title "VTL
Allegation of Reprisal
A claim of restraint, interference, coercion, discrimination, or retaliation in connection with presenting,
processing a complaint, being a part of a complaint (such as being a witness) or the process, or because
of any opposition to an employment practice unlawful under Title 29 CFR Part 1614.
American Indian/Alaskan Native
Defined by the EEOC as a person having origins in any of the original peoples of North America and who
maintains cultural identification through tribal affiliation or community recognition.
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Asian/Pacific Islander
Defined by the EEOC as a person having origins in any of the original peoples of the Far East,
Southeast Asia, the Indian subcontinent, or the Pacific Islands. This area includes, for example, China,
India, Korea, the Philippine Islands, and Samoa.
Barrier (Artificial)
Personnel policy, practice, or procedure that is neutral on its face, but that has an adverse or disparate
impact, restricts or tends to limit, the representative employment of applicants and employees, especially
minorities, women, and persons with disabilities.
Black (not of Hispanic origin)
Defined by the EEOC as a person having origins in any of the Black racial groups of Africa. Does not
include Ffispanics.
Civilian Labor Force (CLF)
Individuals, age 16 or older, who are employed or seeking employment. These statistics include those in
the ArmedForces. Civilian labor force data is published on a nation-wide basis, by geographic region, and
by locality (referred to as Standard Metropolitan Statistical Area, or SMSA).
The latest CLF information available for purposes of this report is from the 1990 Census.
Class Complaint
A discrimination complaint filed on behalf of a class by the agent of the class. A class is defined as a group
of employees, former employees, or applicants, who allege that they have been or are being intentionally
or unintentionally adversely impacted upon by an agency personnel policy or practice that discriminates
against the group on the basis of their common race, color, religion, sex, national origin, age, or disability.
The Class must be certified, which is based on numerosity, commonality and typicality.
Complainant
A federal employee, a former federal employee, or an applicant for federal employment who files a formal
complaint of discrimination based on his or her race; color; religion; sex; national origin; age; disability
(mental or physical), included protected genetic information; sexual orientation; parental status; and/or
reprisal.
Desk Review
A paper review of statistical information submitted by a recipient of EPA assistance during the application
process and implementation of the assistance award. Generally, statistical information alone is not a
sufficient basis for a finding of discrimination, but may serve as a basis to make further inquiry of the
recipient's practices in EPA assisted programs and activities. It is a way of determining if the recipient is
carrying out its civil rights responsibilities for monitoring adherence to special conditions relating to equal
opportunity made at the time of the assistance award, for reviewing compliance with voluntary compliance
agreements, for determining if the recipient needs technical assistance, for evaluating subsequent
applications from the recipient in light of past performance, and for targeting recipients for onsite reviews.
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Disabled Person
An individual who has a physical or mental impairment that substantially limits one or more major life
activities, has a record of such impairment, or is regarded as having such an impairment. For purposes
herein, the term disabled does not include any individual who is an alcoholic or drug abuser and whose
current use of alcohol or drugs prevents such individual from performing the duties of the job in question,
or whose employment, by reason of such current alcohol or drug abuse, would constitute a direct threat
to property or to the safety of others. Targeted disabilities for affirmative employment program emphasis
planning purposes are: deafness; blindness; missing extremities; partial paralysis; complete paralysis;
convulsive disorders; mental retardation; mental illness; and distortion of limbs and/or spine.
Discrimination
Any act, or failure to act, impermissibly based in whole or in part on a person's race, color, national origin,
religion, gender, age, disability (mental or physical) including protected genetic information, sexual
orientation, parental status, and/or reprisal, that adversely affects privileges, benefits, working conditions,
or other terms or conditions of employment and results in disparate treatment, or has a disparate impact
on employees or applicants.
Disparate Impact
A theory of discrimination in which a policy or practice that appears neutral on its face, but that has an
adverse or disparate impact on a protected class or group.
Disparate Treatment
The most common form of discrimination alleged, where an individual perceives or alleges that they are
being treated disparately from others that are similarly situated based their membership in a protected group
or a basis covered under the nondiscrimination statutes.
EEO Counselor
An Agency employee working under the direction of the Director of Civil Rights or other senior EEO
official, who makes informal inquires and seeks resolution of informal complaints.
EEO Groups
White men and women, Black men and women, Hispanic men and women, Asian/Pacific Islander men
and women, American Indian/Alaskan Native men and women. Persons with disabilities are also
considered an EEO group, but they are covered under a separate affirmative employment plan, in
accordance with Section 501 of the Rehabilitation Act of 1973, as amended.
Employee
Either a full-time or part-time member of the Agency's work force who is employed on a permanent basis.
This term does not include those individuals hired under temporary or intermittent appointments, except
when related to the AEP for Persons with Disabilities, which includes temporary employees.
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EPA Components/Organizations
EPA components or organizations consist of program offices (AAships), regional offices, and major
laboratories. Major laboratories are provided guidance and direction in the development of Affirmative
Employment Program Plans by an Area Director of Civil Rights - one each located at, Cincinnati, and
Research Triangle Park.
Equal Employment Opportunity (EEO)
The right of all persons to have equal opportunity to work and advance on the basis of merit, ability, and
potential, free from social, personal, or institutional barriers, bias, prejudice, and discrimination.
Equal Employment Opportunity Commission (EEOC)
The Federal agency responsible for enforcing laws which prohibit discrimination based on race, color,
religion, sex, national origin, age (40 and over), disability, sexual orientation, parental status, and reprisal.
The EEOC is responsible for processing discrimination complaints, conducting EEOC Hearings, and
making findings and corrective actions regarding complaints. The EEOC, Office of Federal Operations
(OFO) makes final decisions on discrimination complaints that have been appealed. It also reviews, upon
request, decisions on negotiated grievances and Merit Systems Protection Board (MSPB) appeals ifthey
include issues of discrimination.
Equal Pay Act Complaint
The Equal Pay Act of 1963, 29 U.S.C. Section 206(d), amended the Fair Labor Standards Act, 29
U.S.C. Section 201, et seq.. to prohibit discrimination based on sex in the payment of wages for similar
work. Administration and enforcement of the Act is the responsibility of the EEOC. Federal Sector Equal
Pay Act administrative complaints are processed under Title VII. However, complainants in Equal Pay
Act cases are notified of the statute of limitations of two years, or three years for willful violation, and the
right to file directly in Federal District Court, without first providing notice to the Commission or exhausting
administrative remedies.
Final Agency Decision
A decision, with or without a hearing, of an Agency on a complaint of employment discrimination.
Fiscal Year
The reporting period from October 1 of one calendar year to September 3 0 of the following calendar year.
Formal Complaint
A written complaint filed under 29 CFR Part 1614, alleging that a specific act of discrimination or reprisal
has taken place that is personal and harmful to the individual. Proposed actions are not covered until they
become final and unless they are a part of a claim of continuous harassment.
Hispanic
A denomination of national origin referring to persons of Puerto Rican, Mexican, Cuban, Central of South
American, or other Spanish culture or origin regardless of race. Does not include persons of Portuguese
culture or origin.
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Precomplaint (Informal) Complaint
A matter of alleged discrimination at the precomplaint stage, which an aggrieved person brings to the
attention of an EEO counselor before a formal discrimination complaint is filed.
Precomplaint (Informal) Resolution
Resolution or settlement of a precomplaint of alleged discrimination arrived at prior to the filing of a
complaint (formal) of discrimination with the Office of Civil Rights.
Investigation
An official investigation, review, or inquiry, by individuals authorized to conduct suchinvestigations, inquiries
or reviews, into claims raised in an equal employment opportunity complaint. The investigative process is
a fact finding, non-adversarial. Therefore, the investigator is obligated to collect evidence regardless of the
parties' positions with respect to the evidence.
Major Laboratories
Any organization serviced by the Area Offices in Las Vegas, Cincinnati, and Research Triangle Park.
Major Occupations
These are mission-related occupations or those positions with 100 or more employees.
Merit Systems Protection Board (MSPB)
The Federal agency responsible for deciding appealable personnel actions and mixed case complaints and
appeals, or complaints that contain both appealable actions and allegations of discrimination.
Minorities
All persons classified as Black (not of Hispanic origin), Hispanic, Asian, Pacific Islander, American Indian,
or Alaskan Native.
Mixed Case Complaint
A complaint involving an action appealable to the MSPB, which also alleges that the action was taken
because of discrimination. Actions appealable to the MSPB include, but are not limited to, removals,
demotions, suspensions for more than 14 days, reductions-in-force, and furloughs for less than 30 days.
National Origin
A prohibited basis for discrimination that is an individual's place of origin or her/his ancestor's place of
origin, or the possession of physical, cultural, or linguistic characteristics of a national origin group.
Negotiated Grievance Procedure
A grievance procedure contained in a collective bargaining agreement negotiated between an agency and
a recognized labor organization. An allegation of discrimination may be processed under a negotiated
grievance procedure, as provided for by Title 5 United States Code, Section 7121(b).
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Unless specifically excluded by agreement between labor and management, an employee may file
an allegation of discrimination to be processed under a negotiated grievance procedure or under 29 CFR
Part 1614, but not both. Wherever the aggrieved files first, in writing and formally, is considered the
selection of forum.
Occupational Categories
These are major occupational categories for white-collar and wage-grade pay systems. They are classified
into the following six groups: Professional, Administrative, Technical, Clerical, Other, and Blue-Collar.
The categories are referred to by the acronym PATCOB.
Onsite Program Review
An in-depth program review of a recipient's EPA-assisted program and activities when the Agency has
reason to believe that the recipient is engaging in illegal discriminatory practices, which are contrary to
conditions in the award.
Program Offices
Any operating component of Headquarters (Assistant and Associate Administrators, the General Counsel,
the Inspector General, the ChiefFinancial Officer, and Directors of Headquarters Staff Offices that report
to the Administrator).
Race/National Origin (RNO) Designation
A prohibited basis for discrimination and for EEO program planning and monitoring purposes, the EEOC
defined the categories by which all persons may be identified and includes: Black (not of Hispanic origin);
Hispanic; Asian or Pacific Islander; American Indian or Alaska Native; White (note of Hispanic origin).
Reasonable Accommodation
A change or adjustment to a job or work site that makes it possible for an otherwise qualified employee
with disabilities to perform the essential functions of a position. This may include, but not be limited to:
(1) making facilities readily accessible to and usable by persons with disabilities
(2) job restructuring, part-time or modified work schedules, acquisition or modification of
equipment or devices, appropriate adjustment or modification of examinations, the provision of
readers and interpreters, and other similar actions.
Religion
Religious beliefs and moral or ethical beliefs as to what is right and wrong that are sincerely held with the
strength of religious views.
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Representative
A person selected and designated by an aggrieved person, a complainant, or witness as his/her
representative, in writing. The representative may accompany, represent, and advise the complainant,
agent, or witness at any stage of the complaint process.
Reprisal
Unlawful restraint, coercion or discrimination against complainants, their representatives, witnesses,
individuals involved in the EEO process, such as Directors of EEO, EEO staff, investigators, EEO
counselors, witnesses, and other agency officials who have been or are involved at any stage of the
presentation and processing of the complaint, including the precomplaint process, or because of opposition
to any action believed to constitute an unlawful EEO practice.
Sexual Harassment
A prohibited form of sex or gender discrimination. Sexual harassment violates acceptable standards of
conduct required of all employees, applicants, and persons conducting business with the EPA and interferes
with the Agency's ability to accomplish its mission effectively and efficiently. Any instances of such conduct
will be dealt with swiftly. Sexual harassment may fall into the categories of "quid pro quo" and/or "hostile
work environment" and is defined as:
(1) influencing, offering to influence, or threatening the career, pay, or job of another person-
woman or man - in exchange for sexual favors; or
(2) deliberate or repeated offensive comments, gestures, or physical contact of a sexual nature in
a work or duty-related environment.
(3) has the purpose or effect of unreasonably interfering with an individual' s work performance or
creating an intimidating, hostile, or offensive work environment
Special Emphasis Programs (SEP)
Programs that are established as integral parts of the overall equal opportunity program to enhance the
employment, training, and advancement of a particular minority group, women, or people with disabilities.
Special Emphasis Observance or Event
Agency-sponsored ethnic or cultural program or activity conducted to add additional substance and
enhance the visibility of the Federal Women's Program, Hispanic Employment Program, Black
Employment Program, American Indian Employment Program, and Asian/Pacific Islander Employment
Program. Annual observances further employee equal employment opportunity training by providing
participants an opportunity to familiarize themselves with the contributions, cultural history, and ethnic
traditions of the EPA's diverse work force.
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Under representation
This situation occurs when an AEP group constitutes a smaller percentage of a given occupation,
occupational category, or grade level, in proportion to the group's percentage representation on the
applicable CLF (based on the 1990 census). Severe under representation manifests itself when an AEP
group is absent from an employment category.
White
A person having origins in any of the original peoples of Europe, North Africa, or the Middle East, and
does not include Hispanics. Also includes persons not included in other categories.
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ATTACHMENT A
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TABLE OF CONTENTS
Current Status of Disabled Veteran Employment—
Reasonable Accommodation
Career Development Opportunities
/"/aw To Increase Employment Opportunities for Individuals with Disabilities. - Attachment
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INTRODUCTION
The Federal Government has a statutory obligation to apply affirmative action principles with respect to
the hiring, placement and advancement of individuals with disabilities. The Federal Government is
committed to taking the lead in charting a public policy that provides clear direction to both the public
and private sectors. Pursuant to section 501 (b) of the Rehabilitation Act of 1973 (29 U.S.C. 791 (b))
("Section 501 (b) Plan"), each department, agency and instrumentality in the executive branch must
have an up-to-date affirmative action plan for the employment and advancement of qualified disabled
veterans with the Federal Government.
To this end, Personnel Management Memorandum 720-1 dated March 28, 1983 establishes at the
Agency level Environmental Protection Agency (EPA) guidelines and requirements for the Agency's
affirmative action program concerning the Federal employment and advancement of disabled veterans.
This program is designed to promote Federal employment and career development opportunities for
qualified disabled veterans, especially veterans who are 30% or more disabled.
AGENCY POLICY
It is EPA's policy to promote and employ fair and equitable employment practices for qualified
disabled veterans. EPA is committed to the implementation of an affirmative action program to
eliminate under representation of qualified disabled veterans, especially those who are 30% or more
disabled. An effective affirmative action program for disabled veterans must be a continuing program
that is centered around:
• Total involvement of management and employees in the implementation of the program. This is
achieved through widespread publicity to create an awareness of the program and local
committees established to carry out activities using internal resources in the assessment,
problem identification and goal setting process;
• Integration of the Affirmative Action Plan(s) for Disabled Veterans into the Agency's human
resources programs. This includes providing sufficient training and advancement opportunities
for disabled veterans along with an effective career counseling program;
Commitment of sufficient resources to implement the program and action plan(s) effectively -
this would include budgeting adequate staff time and resources in support of the plan, including
designation of selective placement coordinators in the Headquarters and field installations;
Interaction with local and national veteran organizations to develop veteran applicant and
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information resource pools;
• Development of action plans that meet local objectives and goals and contribute to overall
Agency objectives. Local plans should be designed around local human resources
requirements and workforce needs and should contribute to the overall Agency objectives;
• Assessment of local plans against problems identified and stated objectives and goals - this
includes review of local policy, action items accomplished and action items not accomplished to
determine the overall effectiveness in employing and promoting disabled veterans; and
• Development of periodic reports which demonstrate quantitatively and qualitatively progress
toward achieving those goals and correcting those problems identified in the action plans.
These reports will be submitted annually by October 1 and April 30 of each year. The
reporting requirement and information submitted will provide:
1. Numbers and RNO of hires and description of accomplishments and career
development activities to be used for the completion of the required annual Agency
report to OPM;
2 . Information to support the development of updated objectives and action items in
future editions of the Agency Plan;
3. Scheduled bi-annual opportunities to inform Headquarters and field installations of
their responsibilities for employing and advancing disabled veterans; and
4. Bi-annual opportunities to monitor, review, and evaluate the effectiveness of planned
efforts, including implementation at the Headquarters and field installation levels during
the period covered by the plan.
RESPONSIBILITIES
Judith King, Director Strategic Planning and Policy Services Division (SPPSD), Office of Human
Resources and Organizational Services (OHROS), serves as the key Agency official for the Disabled
Veterans Affirmative Action Program and is responsible to OPM for:
The development of a national plan;
• Providing adequate guidance and instructions to subordinate operating components and to
field installations;
Devoting adequate resources to the program;
Making certain that officials in the field activities and operating components understand what
their program responsibilities are and that they are carried out;
• Reviewing and approving annual accomplishment reports; and
Providing for the preparation and submission of the Agency annual accomplishment report to
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OPM.
Human Resources Officers in the Regions and the Human Resources Staff Directors (or Program
Management Officers where appropriate) in Headquarters will:
• Develop local recruiting programs and plans based on guidelines and expectations set by the
Agency program;
Interpret legislation, regulations, and policy pertinent to affirmative action, and selective
placement to explain and support the use of competitive procedures and special appointing
authorities to employ qualified disabled veterans;
• Appoint or designate, on a full-time or collateral basis, a Selective Placement Coordinator who
will:
1. advocate the hiring, placement, and advancement of qualified disabled veterans;
2. respond to requests for information on the Disabled Veteran Affirmative Action Plan
(DVAAP) and related activities from the SPPSD and requests from external customers;
• Use both internal and external recruiting sources to increase the hiring of disabled veterans;
Ensure a statement appears on all vacancy announcements concerning consideration of eligible
disabled persons for positions regardless of the area of consideration and that there are
provisions for reasonable accommodation in the work place;
Evaluate local progress in meeting goals and submit appropriate reports to SPPSD; and
• Create an awareness among all managers and supervisors of their affirmative action
responsibilities under the provisions of this program, and special appointing authorities available
for use under this program.
CURRENT STATUS OF DISABLED VETERAN EMPLOYMENT
Currently, the total number of disabled veterans in EPA, including those who are 30% or more
disabled, represents less than 1% of the Agency's employee population. In response to the Executive
Order, Increasing the Opportunities for Individuals with Disabilities to be Employed by the
Federal Government, EPA is trying to increase the number of individuals with disabilities in its
workforce. The EPA Plan To Increase Employment Opportunities for Individuals with
Disabilities outlines the efforts EPA is undertaking in this endeavor. The number of disabled veterans
the Agency employs is certain to increase as a result of these efforts.
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RECRUITMENT STRATEGY
Recruitment methods to seek out disabled veterans include:
Cooperation with: selective placement program staffs concerned with affirmative action for the
disabled; the Veteran's Employment Service of the Department of Labor; state and local
employment agencies; private veteran assistance centers; the Department of Veterans Affairs
hospitals; organizations fostering the employment of the disabled; and other Federal agencies;
• Work with the Department of Veterans Affairs' Vocational Rehabilitation and Employment
Program (VREP) to create career opportunities and explore on-the-job training programs for
disabled veterans;
Out reach programs;
Skills banks and applicant pools;
• Career seminars; and
• Use of reemployment priority lists.
Additionally, refer to pages 2 through 7 of the EPA Plan To Increase Employment Opportunities for
Individuals with Disabilities.
APPOINTING AUTHORITIES
EPA will use the Veteran's Readjustment Appointment authority as well as authorities listed on pages 4
and 5 of the EPA Plan To Increase Employment Opportunities for Individuals with Disabilities.
REASONABLE ACCOMMODATION
Refer to pages 10 and 11 of the EPA Plan To Increase Employment Opportunities for Individuals
with Disabilities.
CAREER DEVELOPMENT OPPORTUNITIES
Refer to pages 8 through 10 of the EPA Plan To Increase Employment Opportunities for
Individuals with Disabilities.
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ATTACHMENT B
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JO02/2(«•«.. I-1 ?
Regulatory Requirements
This FY 2002/2003 Plan of the US Environmental Protection Agency's Federal Equal
Opportunity Recruitment Program (FEORP) is prepared pursuant to 5 CFR 720.205. It is
incorporated in EPA's FY 2001 Affirmative Employment Program (AEP) Plan Accomplishment
Report for Minorities and Women and FY 2002 Plan Update, which present EPA's progress in
improving employment and advancement opportunities for women and minorities and document
the status of significant program objectives and action items directed towards achieving work
force representations as previously outlined in EPA's Multi-Year (FY 1987-FY 1994) AEP. They
are prepared pursuant to Section 717, Title VII of the Civil Rights Act of 1964, as amended, and
Executive Order 11478, as amended by Executive Order 12106. EPA also prepares and
submits to OPM an annual FEORP Accomplishments Report that describes recruiting
strategies and training used in support of FEORP goals. The Hispanic Employment Initiative:
Nine-Point Plan accompanies this report.
Introduction
As EPA strives to create a work force that is reflective of all of the citizens it serves, a
major focus of both national and local recruitment efforts is to increase the representation of
minorities, women, and people with disabilities in the applicant pool from which the Agency
selects qualified individuals. These efforts are informed by annual assessments by EPA
Headquarters and Regional offices of under representation in occupational categories and
grade groups (as identified in the AEP Plan Update). The FEORP Plan describes the actions
EPA programs are taking to try to address this under representation.
Diversity Efforts
Investing In Our People: EPA's Strategy for Human Capital presents EPA's visions,
values, goals, and strategies to support and enhance its workforce and its work environments.
Its first goal is to "attract and retain a diverse and highly skilled workforce." To that end, EPA
has undertaken a number of diversity efforts over the past several years that build on or are
incorporated within its human capital foundation. Responsibility for human capital investment
and effective human resources management is shared by all Offices and Regions, managers
and supervisors, and staff across the Agency. These efforts as well as new or planned efforts
are summarized in the table below.
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Asian American & Pacific Islander (AAPI) Initiative that reflects a good balance of internal and
external activities and strategies under goals such as ensuring adequate representation of AAPIs
in the workforce. « www.epa.gov/aapi/ »
Cooperative Agreements with organizations like the National Association for Equal Opportunity
in Higher Education (NAFEO) that enrich the academic experiences of students and faculty from
Historically Black Colleges and Universities (HBCUs) through training and research opportunities.
Diversity Action Plans which are directed at strengthening local diversity efforts and offering
employees the opportunity to raise fairness issues, structure solutions, and promote diversity
awareness. « intranet.epa.qov/diversitv/eeo-dap.htm »
Diversity Managers/Advocates, Special Emphasis Program Managers, human resources
specialists, and selecting officials, who work together to target organizations, professional
societies, and organizations providing job opportunity networks for people of minority heritage,
people with disabilities, and veterans to fill critical jobs.
EPA Intern Program which was one of the initiatives set forth in the Agency's 1997 Diversity
Action Plan. EPA recruits actively in the Hispanic and predominantly African American college
and university networks. In fact, EPA has hired 111 Interns since the Program's inception in
1998 of which about half were minorities or people with disabilities; and many were outstanding
scholars in college.«intranet.epa.gov/institute/wds/intern.htm »
A Manager's Toolkit for Hispanic Recruitment which represents a practical and
com prehensive resource for Agency supervisors and other decision-makers as they strive to
overcome the deficit of skilled Hispanic workers in the EPA workforce.
« www.epa.gov/hispanicoutreach/proiects/rtools.htm »
National Hispanic Outreach Strategy which sets out a comprehensive approach to promoting
greater access to economic and employment opportunities with the Agency and increasing EPA
support for Hispanic-Serving Institutions (HSI's) of higher education.
« www.epa.qov/hispanicoutreach/index.html »
Native American Employment Strategy that will identify activities and share best practices
aimed at promoting recruitment and career advancement for Native Americans.
Partnerships with Minority Institutions as well as with institutions populated with high numbers
of diverse students in order to establish relationships with professors, department chairs, and
faculty advisors to promote environmental studies majors and advise on curriculum development;
provide fellowships for students pursing degrees in environmental and engineering disciplines;
host students for summer internships; and/or sponsor faculty on Intergovernmental Personnel Act
(IPA) assignments.
Plan to Increase Employment Opportunities for Individuals with Disabilities that describes
how EPA's recruitment, career development and other employee assistance programs and
strategies support its commitment to provide hiring, placement, and advancement opportunities
for individuals with disabilities. « http://intranet.epa.gov/epahriis/policy/pdfs/eodisab.pdf »
Recruiter's Handbook which contains information that a recruiter needs to successfully market
EPA programs to attract high quality, diverse applicants to EPA.
Veterans' Recruitment Strategy which will seek to maximize employment opportunities for
veterans in EPA and complement EPA's Disabled Veterans Affirmative Action Plan.
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National and Local Recruitment
EPA's national recruitment program - - a key component in EPA's Strategy for Human
Capital - - serves as the focal point for coordinating and planning recruitment activities Agency-
wide. Its objectives are to: support offices in implementing Diversity Action Plans; implement
recruitment aspects of outreach strategies; locate the best qualified applicants while adhering to
merit system principles and EEO requirements; establish a framework for HR offices to
implement recruitment initiatives; and help reestablish relations with HBCUs, HSIs and other
minority organizations and groups. Integral to the program are the development and
dissemination of tools, development and implementation of outreach strategies, and monitoring
and evaluation of results. These include development of training materials for recruiters and
on-line tools to assist managers in their recruiting efforts; enhancement of the Web site to
attract and inform applicants about job opportunities; participation at national recruiting events
« intranet.epa.qov/epahriis/policv/recruiters.htm »; and the production and maintenance of
state-of-the-art recruitment booths and materials
« intranet.epa.gov/epahriis/policy/pdfs/brochure.pdf» to use at these events.
EPA also will devise a strategy to develop a competitive advantage in recruiting,
orienting and retaining high-performing employees with critical skills. Products and tools that
will be produced include a pilot outreach and recruiting program targeted toward candidates
with desirable or special skills and competencies and carried out through a multi-media
approach, including targeted electronic recruitment linked with one of the leaders in private-
sector electronic recruitment. A professionally produced electronic multi-media — web-based
and/or CD-ROM - tool will be useful Agency-wide to supplement orientation programs for
existing employees and as a leading-edge recruiting product for potential new employees. This
will complement EPA's targeted recruitment efforts to enhance workforce diversity.
EPA's comprehensive recruitment program incorporates both national and local diversity
efforts with the use of outreach, special hiring authorities, incentives, internships, fellowships, or
other programs to identify and hire entry-level people to senior specialists as described below.
/use of paid advertisements in national journals.
/sending vacancy announcements to organizations that reach out to or include people
with the special skills and interests associated with EPA work.
/forming partnerships with national or local organizations (e.g.,Office of Disability
Employment Policy/DOL, National Hispanic Environmental Council, Greater Boston Federal
Executive Board, etc.).
/participation in national and local recruiting events (sponsored by, e.g., American
Indian Science & Engineering Society, Careers and the DISabled/The National Business &
Disability Council, National Association of Asian American Professionals, National
Organization of Black Chemists & Chemical Engineers, Society of Hispanic Professional
Engineers, Society of Women Engineers, The Retired Officers Association etc.).
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/Schedule A, 5 CFR 213.3102(t) for Hiring People with Mental Retardation; Schedule A, 5
CFR 213.3102(u) for Hiring People With Severe Physical Disabilities; Schedule B, 5 CFR
213.3202(k) for Hiring People Who Have Recovered from Mental Illness; Schedule A, 5 CFR
213.3102(11) for Hiring Readers, Interpreters, and Other Personal Assistants; 5 CFR
316.302(b)(4) or 5 CFR 316.402(b)(4) for Hiring 30 Percent or More Disabled Veterans; 5
CFR 315.604 for Hiring Disabled Veterans Enrolled in VA Training Programs; and 5 CFR
316.201 (b) for Hiring Worker Trainees for programs such as the Welfare to Work program.
/Bi-lingual/Bi-cultural, a special authority to hire persons, who have proficiency in Spanish
and/or knowledge of Hispanic culture, in positions in which interaction with the public or job
performance would be enhanced by having bilingual and/or bi-cultural skills. (This authority is
authorized under the terms of the Luevano Consent Decree.)
/EPA Intern Program, a comprehensive entry level, permanent employment and career
development program designed to recruit and nurture the next generation of EPA leaders.
Interns enter a two year process to help them develop their potential. Their positions are
centrally-funded for two years, after which time their home base offices assume the funding.
/EPA Post-Doctoral Program, excepted service appointments for two to three years for
Ph.D. candidates to conduct scientific research at EPA's research facilities.
/EPA Summer Honors Law Clerk Program, summer clerkships to approximately ten
second year law school students to introduce them to the work of EPA. The focus of this
summer program is to include schools with national reputations for environmental law,
schools with significant minority populations, and the Historically Black Colleges and
Universities that have law schools.
/Federal Career Intern Program, excepted service appointments (Schedule B) not to
exceed two years. Individuals are hired at grades GS-5, GS-7 or GS-9, and upon successful
completion of the program, including a two-year formal training component, are eligible for
noncompetitive conversion to career or career-conditional appointments.
/Outstanding Scholar, a special hiring authority established for entry-level administrative
positions at the GS-5 and GS-7 level for college graduates with a GPA of 3.45 or better or
who have graduated in the upper 10 percent of their class. (This authority, authorized under
the terms of the Luevano Consent Decree, can only be used for specific series and job titles).
/Peace Corps Personnel, special authority to appoint Peace Corps staff (not volunteers) with
36 continuous months of service within 3 years of separation from Peace Corps.
/Peace Corps (Former) and VISTA Volunteers (Former), a special authority to appoint
returned volunteers usually within one year after they complete the qualifying service.
/Presidential Management Intern Program, established to attract to Federal service
outstanding graduate students from a variety of academic disciplines who have an interest in,
and commitment to, a career in the analysis and management of public policies and
programs. Graduate students participate in a competitive nomination process devised by
their college or university.
/Student Career Experience Program (SCEP), a work-study program that provides
opportunity for students in academic institutions to blend periods of study with periods of
career-related employment. Besides being able to non-competitively convert students to
permanent positions once they graduate, EPA can foster a working relationship with the
academic institutions that will enhance the success of EPA's college recruitment.
/Veterans' Readjustment Appointment (VRA), an excepted service appointment for
positions up to GS-11. After two years, employee may be converted to competitive service.
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/Recruitment Bonus, onetime payment of up to 25% of base pay for a newly appointed
employee when it is determined that, in the absence of such a bonus, difficulty would be
encountered in filling the position.
/Relocation Expense, may be authorized for the expenses of a new hire's travel and
transportation of household goods to their first duty station.
/Student Loan Program, authorizes agencies to repay Federally insured student loans as a
recruitment or retention incentive to attract or retain highly qualified General Schedule (GS)
employees in professional, technical, or administrative positions. (EPA's Program is going
through the Agency's formal review process.)
/Superior Qualifications Appointment, provides pay at a higher step within the grade rate
range to candidates with unusually high or unique qualifications EPA needs.
/Environmental Career Organization (ECO) Internships, promote the development of
diverse leaders in environmental careers.
/EPA National Network for Environmental Management Studies, a comprehensive
fellowship program that provides students with practical research opportunities and
experiences at EPA. « www.epa.gov/enviroed/NNEMS/»
/Hispanic Association of Colleges and Universities (HACU) National Internship
Program (HNIP), recruits college students for paid summer- and semester-long internships
providing direct environmental experience at EPA.
/National Research Council Research Associate-ship Programs, make awards to
doctorate level scientists and engineers who can bring their special knowledge and research
talents to work in research areas of interest to them at Federal agencies.
/Science and Technology Policy Fellowships, sponsored by the American Association
for the Advancement of Science (AAAS), offers qualified science or engineering candidates
one-year of unique public-policy learning experience and the opportunity to bring technical
backgrounds and external perspectives to decision-making in the US Government.
In addition to utilizing the recruitment methods listed above, EPA has implemented a
Web-based recruitment system called eZhire @ EPA « www.epa.qov/ezhire/». This new
system permits EPA employees and outside job seekers to apply for EPA's jobs online. It
electronically qualifies, rates and ranks job applicants and produces a list of quality candidates
for selecting officials in record time. Since it is being used Agency-wide, eZhire @ EPA will
bring consistency to the recruitment process as well as significantly improve EPA's
competitiveness in the job market.
As an outgrowth of the Diversity Action Plans, a number of offices have established
Diversity Steering Groups, Recruitment Councils, or Position Review Panels which perform a
variety of tasks to promote diversity awareness and initiatives or process changes to increase
diversity in the organization. Actions focusing on recruitment include:
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/ attending job fairs which creates the opportunity to develop a pool of applicants
by collecting applications and disseminating them to managers when vacancies
arise,
/ reviewing potential vacancies and jobs prior to posting to enhance opportunities,
/ developing and implementing a targeted approach for recruitment,
/ contacting diverse organizations about job opportunities,
/ monitoring the receipt of applications,
/ talking with selecting officials to emphasize the importance of diversity, and
/ reviewing selections before making a final recommendation to senior
management about the quality of the recruitment process.
Actions focusing on career development and/or advancement include:
/ competing detail, reassignment and/or rotational opportunities, and
/ establishing internal upward mobility programs to provide support staff with the
opportunity to move into two-grade interval positions.
Work Life Programs
Family-friendly, work life quality options also help make EPA more competitive. Those
currently available, or under consideration, include: alternative and flexible work schedules;
part-time employment and job sharing; telecommuting and flexi-place; transportation subsidies;
business casual dress policy; child and elder care services; on-site child development centers
and lactation stations; on-site health and fitness centers; leave bank/transfer programs; career
assessment counseling; and employee counseling and assistance programs. EPA leads the
Government, and in some cases, the private sector, in many of these areas.
Hispanic Employment Initiative (FY2001)
1. Support and implement the White House Initiative on Educational Excellence for
Hispanic Americans. To support this initiative a number of EPA human resources offices
have established Memoranda of Understanding (MOU)with colleges and universities with large
Hispanic student populations. These relationships provide opportunities to work closely with
career centers to plan targeted recruiting trips, and identify and prepare Hispanic students for
environmental careers through the initiation of environmental education programs with the
schools.
2. Provide employment information to students, faculty, and the Hispanic community.
Employment information in both English and Spanish (e.g., Environmental Careers
« www.epa.gov/hispanicoutreach/proiects/profesiones.pdf») can be found at the Web sites
of EPA's National Hispanic Outreach Strategy and A Manager's Toolkit for Hispanic
Recruitment. EPA also provides employment information at national career fairs sponsored by
Hispanic organizations and at the local level through school and community partnerships.
For example, EPA Region 2 (New York) conducted 11 recruitment trips: five were made to the
University of Puerto Rico and the other trips included recruitment at the IMAGE Conference and
visits to schools in New York with large Hispanic student populations. Region 6 (Dallas) has
developed an MOU for coordinating outreach and strengthening partnership with the University
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of Texas at Brownsville. A workgroup meets bi-weekly with representatives from the University
to establish a rapport and general guidelines; and conference calls are made to establish and
set priorities for training, grants, internships, etc. Region 9 (San Francisco) established an
MOU with the San Diego State University (SDSU) and had the opportunity to meet with the
SDSU Dean of the Imperial Valley Campus to discuss environmental education programs,
student opportunities programs, mentoring and internships.
3. Use the Presidential Management Intern (PMI) Program for recruiting, converting and
advancing Hispanic college students. EPA encourages management to utilize the PMI
program as well as other programs, such as the Outstanding Scholar Program, for recruiting,
converting and advancing Hispanic college graduates. For example, Region 3 (Philadelphia)
hired a PMI who is fluent in Spanish. The PMI became a member of the Region's Hispanic
Employment Program and volunteered to conduct Spanish classes for the workforce.
4. Participate in the HACU National Internship Program. Each year EPA participates in the
HACU Job Fair. Students from HACU institutions have been identified and hired through the
EPA Intern Program. Region 6 attempted to hire a student from the HACU National Internship
Program to work in the Superfund Division, however, HACU did not have any referrals at the
time the student was needed.
5. Use the flexibilities of the Student Employment Program to bring Hispanic students
into the Agency's shortage category occupations, as well as other occupations. During
the summer of 2001, two Hispanic students were hired to work in Region 7 (Kansas City). Both
students were hired in collaboration with IMAGE de Kansas City. One student was converted
from the Student Temporary Employment program to the Student Career Experience program.
The other student was noncompetitively converted from the Student Career Experience
program to a career-conditional appointment.
6. Develop mentoring programs to motivate young people to pursue higher education
and Federal careers. To develop students for environmental careers and to promote
environmental studies, EPA managers and human resources specialists are developing and
reinforcing relationships with high schools and universities. The Agency is particularly focusing
on schools with large minority populations. A significant number of agreements and MOU's
have been signed with HSI's.
EPA offices participate in a variety of mentoring programs. For example, Region 2 sponsors
an employee mentoring program and encourages its Hispanic employees to attend. Region 3
conducts a six-week shadowing and mentoring summer program for Philadelphia's participating
high schools which have a high Hispanic student population. The Regional office also works
with the schools throughout the year.
7. Promote participation of Hispanic employees in career development programs. The
EPA Intern Program, a comprehensive, entry level, permanent employment and career
development program, is one route to include Hispanic employees in career development
programs. Individual Development Plans (IDP's) serve as road maps for the Intern's
professional and personal development. Although there are only a limited number of
internships available each year, all EPA employees can take advantage of IDP's. EPA's
Performance Planning, Employee Rating, Feedback, Opportunity, & Recognition Management
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System (PERFORMS) encourages employees to create IDP's that describe employees' career
objectives that support their organization's goals and identify relevant work assignments, self-
development activities and formal training. Training courses promoting career development
include "Leadership Skills for the 21st Century" sponsored by Region 2. It was designed to
explain what is entailed in applying for a position in the Senior Executive Service. Several
Hispanic employees attended this course.
EPA's various Hispanic Employment Programs (HEP) also promote career development. For
example, the HEP Manager in Region I (Boston) is a member of the Regional Mentor Program
and meets regularly with the HEP constituents where career development is discussed and
encouraged. In Region 7, the HEP Manager meets regularly with HEP constituents to discuss
their needs, interests, and rotational opportunities and reports back to management to make
recommendations regarding professional development, promotions and fairness in the
workplace. Other examples of career development activities include Region 10's (Seattle)
participation - - for the seventh year - - in the PLAN Hispanic Career Fair sponsored by the
Professional Latino Action Network. The Fair brings together Hispanic students and community
members, and employees for hiring, career advice and sharing information.
8. Assess agency needs for full-time, part-time or collateral Hispanic Employment
Program (HEP) Managers and assure that HEP Managers are integral members of the
Agency's management team. HEP Managers play an integral part in EPA's recruitment
strategy. Headquarters and Regional human resources officers consult with HEP Managers
concerning potential referrals, community applicant sources, and appropriate recruitment
approaches. Some serve as recruiters at job fairs. In some of the Regional offices, the HEP
Manager works closely with the Diversity Manager and the Regional Office of Civil Rights
(OCR) Director. Other examples of HEP Manager activity appear under # 7 above.
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