ML19276D943
| ML19276D943 | |
| Person / Time | |
|---|---|
| Issue date: | 02/01/1979 |
| From: | Gilinsky V, Hendrie J, Kennedy R NRC COMMISSION (OCM) |
| To: | |
| References | |
| REF-10CFR9.7 NUDOCS 7903020005 | |
| Download: ML19276D943 (39) | |
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NUCLEAR REGULATORY COMMISSION -
IN THE MATTER OF.
PUBLIC MEETING BRIEFING ON EEO PROGRAM
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Placa -Washington, D. C.
Date - Thursday,1 February 1979 Pages l'- 38 1
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DISC!. AIMER -
This is an unofficial transcript of a meeting of the United States Nuclear Regulatory Commission held on 1 Februarv 1979 in the The Comission's offices at 1717 H Street, it. W., Wasnington, D. C.
meeting was open to public attendance and observation.
Th'is transcript has not been reviewed, corrected, or edited, and it may contain inaccuracles.
. The transcript is intended solely for general infoma'tfonal purposes.
As provided by 10 CFR 9.103, it is not part of the femal or infomal record of decision of the matters discussed.
Expressions of opinion in this transcript do not necessarily reflect final determinations or beliefs.
'to pleading or other paper may be filed with the Comission in any proceeding as the result of or addressed to any statement or arg.: ment contained herein, except as the Comission may authorize.
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1 UNITED STATES OF AMERICA 2
NUCLEAR REGULATORY COMMISSION l
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PUBLIC MEETING l
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BRIEFING ON EEO PROGRAM l
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Room 1130 7
1717 H Street, N. W.
Washington, D. C.
8 Thursday, 1 February 1979 l
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The Commission met, pursuant to notice, at 9:45 a.m.
10 i BEFORE:
11 DR. JOSEPH M. HENDRIE, ChairmMn 12 VICTOR GILINSKY, Commissioner RICHARD T. KENNEDY, Commissioner i
14 PETER A. BRADFORD, Commissioner 15 JOHN F. AHEARNE, Commissioner 16 PRESENT:
17 Messrs. Donoghue, Gossick, Ong, Kelley, Stoiber and Rowe.
18 Ms. Anderson, Ms. Reitan, Ms. Norry.
19 20 l l
21 22 23 l
24 km, sat Rmorun, lm.
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PRQQEEglEQE 2
CHAIRMAN HENDRIE:
If we could cone to order.
3 The first thing that I would like to note this 4
morning, before we Inove on to the first subject on the agenda, 5
is that I am going to cancel the scheduled briefing on the 6
Waste Management Program, and we will reschedule that for an 7
early time.
I need some opporttinity to talk to the Cormis-8 sioners about various matters this morning, and I'm sure they 9
all have a number of important things they will want to do, 10 too.
II Our subject, then, our first subject on the agenda, 12 th en, is a briefing on the Equal Opportunity Employment Program.
13 Ed, welcome.
I4 MR. GOSSICK: Thank you, Mr. Chairman.
15 CHAIRMAN HEUDRIE:
Please go ahead.
16 MR. GOSSICK: As you know, the fiscal year 1979 17 authorization legislation vnquires that we provide a semi-18 annual briefing to the Commission on our Equal Employment I9 Opportunity Program.
This is actually the second of these briefings.
Mr. Tucker will proceed now.
20 21 MR. TUCKER:
Mr. Chairman, the purpose of this 22 briefing, of course, is to provide the Commission with the 23 current status of the program.
Specifically, this morning I 24 will primarily focus upon the activities of the staff following I c.
w a. con n. anc.
25 the June 20th -- rather, 21 -- Commission briefing, at which I
to 2 '
4 r
I time the Commission was reauested to consider approval of a 2
number of initiatives that could possibly improve the perfor-3 mance of the agency in the area of Ecual Employment opportunity.
4 Following approval of the initiatin as which were 5
contained in SECY 78-376, the staff was instructed by the 6
Executive Director to formulate an action plan for implementa-7 tion of the new or modified procedures.
In implementing the 8
action plan, we have become more aware of certain problem 9
areas, particularly in the area of applicant flow.
This I will 10 discuss later on in more detail.
11 The first two sheets in the package you have before 12 you contain information relative to the status of each of the 13 initiatives approved by the Commission and the segment of the 14 organization which has primary responsibility for each of the 15 ac tion items.
16 I should point out here that, with all of these 17 action items, the Office of EEO will, of course, try to, even 18 though the focus is on minorities and women, we will try to 19 implement all of the action items taken into account and the 20 need to assure equal employment opportunity for all of the 21 staff.
22 As you will note,1r i-tction plan -- I will jus t 23 go over some of the major items that vs have actually been 24 involved in in terns of die implementation of the action items.
Ace erst Rwrtm, Inc.
25 As you will note, we have made initial contact uith the l
te 3 5
I National Science Foundation with re!pect to their program to 2
develop research centers for science and information.
The 3
first such center has opened in Atlanta, Georgia, and we will 4
be getting more involved in their activities with respect to 5
conferences and meetings and what-not.
And it will, of course, 6
focus on improving efforts at this center at Atlanta University.
7 We have made initial contact with the staff concerning visits 8
by management officials to minority colleges and universities.
9 We have a preliminary list or determination as to the staff 10 of the various parts of the organization who will be available II to participate in this activity.
12 We will be working with personnel to actually further 13 determine exactly the extent of our participation, who will 14 go where.
15 CO!?iISSIONER KENNEDY:
Will you give me a one-word 16 characteri::ation of the effectiveness of staff participation 17 in this?
Has it been good?
18
?iR. TUCKER:
Basically, the response we have gotten 19 from staff has been good.
Various segments of the organization 20 have indicated their support of the program and have indicated 21 that they will make people available to participate in the 22 program.
23 What we need to do row is to contact the various 24 minority colleges and universitzes to more or less get a firm ete Jral Reporten, Inc.
25 Edea as to when they will be willing to see our staff.
l
te 4 5 -A 1
Also, we have been working with the Urban League 2
with respect to their executive exchange program.
We have 3
been in contact with black professional employees on the staf f 4
to determine their interest in assisting the Urban League in 5
their program of visiting minority colleges or black institu-6 tions to present lectures on their area of expertise.
This 7
is basically a two-day venture on d1e part of the staff.
8 We have also worked with personnel to develop a list 9
of the skills, the skills of the minorities and women on the 10 staff, in an attempt to make certain that those skills are 11 matched against any vacancies that occur, to make sure that we 12 consider minorities and women, even those daat do not apply for 13 the vacancy, for various positions that become available.
14 COf2iISSIONER AHEARNE:
Ed, your chart identifies tha t 15 as the identification has been completed.
Is there a product 16 that care about as a result of that?
17 MR. TUCKER:
Yes, there is.
The product is -- the 18 list is the product, the list of the skills of the minorities 19 and women which each PMS has retained.
And whenever there is 20 a vacancy, they match the skills against those vacancies.
21 COMMISSIONER AIIEARNE:
And these are skills charac-22 terized by?
What is the listing?
23 MR. TUCKER:
I think it is basically the 702s on each 24 employee, with a listing of the various types of occupations g,srel Reporters, Inc.
25 that would cualify.
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t 1
COMMISSIONER AHEARNE:
Is the list in such a way 2
that if a vacancy occurred and if there were some key skills 3
recuired, that one could go to a cross-cut of daat list and 4
matrix and ask for those skills and get a list of names?
5 MR. TUCKER:
I'm not certain that it goes that far.
6 COMMISSIONER AHEARNE:
That would probably make it 7
additionally useful.
8 MR. TUCKER:
We have also been trying to c ome to 9
grips with information on applicant flow.
He certainly feel 10 this is essential in evaluating the program, because the 11 obvious intent of the program is to increase the pool of 12 qualified applicants that we have.
And we recognize, we have 13 always recognized, that there is a dirth of applicants that 14 we can consider for various vacancies.
15 We have -- if I could have the first chart, please, 16 the first viewgraph.
2 17 (Viewgraph.)
18 This first chart more or less summarizes the recruit-19 ment activities for fiscal year
'78.
This is something that l
20 this procedure for collecting this data was instituted by the 21 EEO about two years ago --
22 COMMISSIONER KENNEDY:
Before we go too far with 23 that, can you give me in a capsule of what dae effect of the 24 hiring freeze has been on our programs for minorities and A s w neoon m,Inc.
25 women?
l
te 6 7
1 MR. TUCKER:
Well, I think that basically what has 2
happened is that personnel has continued to recruit people for 3
whatever vacancies are there, and the hiring freeze has j us t 4
more or less precluded us from hiring at that particular time.
5 But it certainly has not stopped us from continuing our efforts 6
to recruit people.
7 MR. GOSSICK:
The freeze has been lifted.
It is off 8
now.
But it has had a deleterious effect, obviously.
9 C0124ISSIONER KENIEDY:
The hope was to bank them, 10 but people can sit in the bank just so long until the bank 11 wants a check.
12 Im. GOSSICK:
It certainly has been a negative factor.
13 MR. TUCKER:
As I indicated, the EEO did establish 14 the procedure of each office reporting on the number of minori-15 ties and women considered for all vacancies.
This procedure 16 has been in effect for about two years.
It does provide some 17 useful information.
18 But the reason why I have used this chart is more or 19 less to point up some of the deficiencies that we have, some 20 of the problem areas that we have in following this kind of 21 information.
For one thing, the information we had, it is 22 basically a double count, because as far as women and 23 minorities are concerned it is a double count.
The data isn't 24 reliable.
i
. m e nepon m inc.
25 As you can see, the kind of information that is I
.te 7' 8-9 I
reported by Inspection and Enforcement, there is no breakdown 2
as far as professional and clerical.
3 COft"ISSIONER AHEARNE:
Any particular reason why?
4 Why doesn't I & E report like everybody else does?
5 tiR. GOSSICK:
I'm sorry, what is it, Ed?
6
?iR. TUCKER:
Well, the thing is, I & E only reports 7
gross numbers.
They don't have their breakout.
8 COliMISSIONER AHEARIE:
It hardly -seems to be an 9
insurmountable problem.
10 MR. GOSSICK:
I can't bring to mind exactly what II it was.
I2 COf2iISSIONER AHEARNE :
Perhaps you could do something 13 about that.
I4 tiR. GOSSICK:
I think we can.
15 CHAIR'iAN HENDRIE:
They probably had difficulty in 16 deciding in those regional offices who was professional and 17 who was clerical.
18 tiR. GOSSICK:
Well, I'm not sure whether that was it.
19 But now that you ask, I will find out.
20 11R. TUCKER:
Well, even though the information is not 21 that reliable, it does give us some indication as to actually 22 what is happening within the agency with respect to minorities 23 and women.
24 Now, what we have done -- and this ties in with the i
W,arat Reporters, Inc.
25 initiatives that were approved by the Commission back in June --
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mte 8 10 I
is, we have --
2' COMMISSIONER AHEARNE:
Before you leave the chart, 3
I would like to at least point out that NMSS looks very good, 4
particularly in contrast with the others.
5 MR. TUCKER:
What we have done, we have been working 6
with personnel --
7 CHAIRMAN HENDRIE:
Standards looks pretty good, too, 8
but it is almost a f actor of two.
9 MR. TUCKER:
What we have done is, we have developed, 10 along with personnel and along with the EEO staff, a chart for Il a procedure to get a better handle on the applicant data.
And 12 that is the next chart that is underneath or in your packets.
13 It isn't refined yet, but it will give us, we hope, a better 14 feel for the applicant flow data, full-time permanent, for 15 minorities and women in the various areas, like the internal 16 candidates, the outside candidates, minorities and women.
17 We hope to have this new procedure in effect somewhere 18 around end of June.
19 The next chart --
20 (Viewgraph.)
21
-- provides information on applicant flow data for 22 the first quarter of fiscal year 1979 for internal candidates, 23 that is, individuals, people that are already on board that 24 appli for jobs.
What we have found is that basically 25 percent e w n pon m,inc.
25 of those who apply for jobs -- ninorities, nonminorities,
I i
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nonminority men and what-not -- 25 percent of the applicants 2
are certified.
And this basically --
3 COMMISSIONER KENUEDY:
25 percent?
4 MR. TUCKER:
25 percent.
For instance, the total 5
number of applicants -- well, in the first quarter it was 6
845, and as you can see, nonminority men, daat represents 7
about 58.3 percent of the total of 845; and for minority men 8
it is about 8.2 percent; for nonminority females it is about 9
26.6 percent; and minority f emales is about 12 percent, 12 10 percent of all of the applicants.
Il But what we have done is to conpare, as I said bafore, 12 for instance, the number of minority men, 69 -- well, the 13 number of minority nen that applied for jobs, the number of 14 ninority men that are certified as cualified for those jobs.
15 Here again, our procedures have to be a little better refined, 16 and of course, we need some sort of better analysis of the 17 data to get a better feel.
18 COMMISSIONER KRINEDY:
What does " certification" 19 comply as contrasted with "cualification"?
20 MR. TUCKER:
You have qualified individuals who meet 21 the basic reauirenents for the job.
Certified are the individu 22 als that are the best-aualified individuals for that position.
23 COINISSIONER AHEARNE:
It is a set of ranking of 24 qualified?
u n.pon m inc.
25 MR. TUCKER:
That's right.
I
te 10 12 a
1 COttiISSIONER ITNNEDY:
And how is that accomplished, 2
that ranking?
3 MR. TCCKER:
How is it accomplished?
4 CO!2iISSIONER KENNEDY:
Yes.
5 MR. TUCKER:
It is accomplished -- well, the initial 6
determination of cuali'fication is determined by Personnel.
7 Personnel, along with the hiring official, would make a deter-8 mination as to who should be certified, based on their evalua-9 tion of the individuals and ranking, A, B, C.
10 COMMISSIONER AHEARNE:
It is not necessarily a panel II that does it?
12
!!R. TUCKER:
Not necessarily, no.
13 COffiISSIONER AHEARNE:
Is certification usually of 14 individuals or is it equivalent to the choice -- let's say, 15 five people are being qualified; would the certification 16 typically be three or one?
h 17 MR. TUCKER:
It could be three, it could be one.
18 MR. GOSSICK:
Normally, though, it is the number of 19 people who would be on the back.
20 MR. DONAHUE:
It would be the ones who would be on 21 the back, they would say best qualified.
It ranges sonewhere 22 from one to five, us ually.
23 COM'1ISSIONER KENNEDY:
That is for that specific 24 position?
e mi n corms enc.
25 MR. DONANUE:
Right.
I
mte 11 13 1
COMMISSIOUER KENNEDY:
But those people are conceiva-2 bly qualified for a lot of other Saings too.
3 MR. DONAHUE:
Yes.
4 COMMISSIONER KENUEDY:
Does that cross-indexing take 5
place?
6 MR. DONAHUE:
Not in the context which he is 7
discussing here.
They are only looking at the particular 8
position for which the person applies, for which he was 9
considered qualified, and daen possibly ultimately certified.
10 Whether he can be qualified for other positions would not come 11 out in this kind of breakout and analysis.
12 COMMISSIONER KEUNEDY:
Does it come out somewhere 13 else?
What I'm thinking about is the recruiting effort that 14 is involved in getting somebody to apply.- If he doesn't nake 15 it for: Position A, but indeed is certainly cualified for 16 Position B, why spend more effort going out trying to recruit 17 again, when you already have a large number of people?
18 MR. TUCKER:
Well, I think what happens, Commissioner, 19 is once we get applicants in, even though an individual may 20 not be hired for a particular vacancy, we do maintain a record 21 of the applications, and then when we do have future vacancies 22 we consider those individuals.
We look at the pool of appli-23 cants that we have.
24 COMMISSIONER KENNEDY:
That 's what I'm trying to get Acesjel Reporters, Inc.
25 at.
I
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MR. DONAHUE:
We've had situations where one appli-2 cant has been selected for two or three dif ferent jobs because 3
of the wide range of his abilities, and Ehen it is a question 4
of how we decide to select.
5 COMMISSIONER AHEARNE:
I gather that for the term 6
you used, it is only for men that that occurs?
7 MR. GOSSICK:
The 450 is not necessarily 450 different 8
individuals.
9 COMMISSIONER AHEARNE:
Right.
Would you care to 10 comment on the fact that in the certification, the two numbers 11 that seem to be disparate in there are the minority men in 12 scientific and technical and the nonminority female in other 13 professional?
The percentages seen to be much lower going 14 to certification from qualification.
15 ME. TUCKER:
What do you mean, comment on it?
Why 16 dae disparity?
2 17 COMMISSIONER AHEARNE:
Yes.
18 MR. TUCKER:
Well, you are talking about a situation 19 where basically, based on experience, you are going to find 20 more white males that have more experience that exceed the 21 qualifications necessary for the job.
So that their competing 22 will be evaluated against these white males and their quali-23 fications, and you obviously are going to have fewer individuals 24 that are going to be certified, minorities and women.
m-huerel Reporten, Inc.
25 The next chart provides information on applicant flow l
te 13*
15 I
for external candidates, those applications we received from 2
individuals outside of the agency, not on the agency staff.
3 (Viewgraph.)
4 Here again, this just reinforces our assertion, of 5
co urs e, the foregone conclusion that we need to increase the 6
applicant flow with respect to minorities and f emales.
7 COleiISSIONER AHEARNE:
On that chart, I was having a 8
little difficulty trying to do any kind of comparison between 9
the internal and external.
Is it possible to have, similarly, 10 the internal.
The slicing then goes, af ter the applicants it II goes to the qualified and certified, and the external slicing 12 goes to initial interest interview and scheduled interviews.
13 Is diere, I guess -- is there an equivalent amount I4 of data so you could do the cualification and certification?
15 MR. TUCKER:
We will do that in die future.
This is 16 only information on the first cuarter of
'79.
So in many 17 cases we do not have the number of people that are qualified 18 or people that have been certified or people that have been 19 ultimately selected for a position.
20 COM!iISSIONER AHEARNE:
It would be certainly useful 21 to see, is there a distinction between internal and external, 22 the way it is treated.
23 MR. TUCKER:
Right.
24 CO!EiISSIONER AHEARNE:
What does " initial interest" 4eral Reporters, Inc.
25 mean?
What action takes place?
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MR. TUCKER:
The initial interest can be determined 2
by Personnel.
And here again, I'm going to have to defer to 3
Mr. Donahue.
The initial interest could be determined by the 4
personnel specialist or it could be determined by the office 5
involved.
The major offices in particular do have individuals 6
to more or less examine the applications that do come in to 7
Personnel, and they make a determination as to those individuals 8
that they are interested in considering further for vacancies.
9 But as I said before, it could be done by Personnel, 10 the first cut, or it could be done by the major offices, 11 COMMISSIONER AHEARNE:
Is there some action that 12 takes place if you are interested?
If there is initial interest 13 a letter goes saying, we are interested; or there is no 14 interest and a letter goes saying, thank you?
15 liR. TUCKER:
That's correct.
16 The next chart --
A 17 (Viewgraph.)
18
-- provides information on the employment of minorities 19 and women from the time we began in January '75 through 12/31478.
20 And as you can see, there has been a consistent increase in 21 the percentage of minorities and women on staff from 11.3 for 22 minorities up to about 12.5 percent as of 12/31/78.
23 Now, as far as women are concerned, the percentage 24 is not correct.
It should be 29.7 percent rather than 29.9 as m A Reporters, Inc.
25 of 12/31/78.
But even going down two-tenths of a percent, I
mte 15 17 P
I don't personally feel that that is significant, especially 2
when one considers the turnover rate with respect to women in 3
the lower grade levels, 1 to 8, possibly.
But basically, it 4
does show that the agency has not only increased the numbers 5
or the participation rate of minorities and women, but the 6
percentage is going up also, recognizing that we do have room
-l 7
for improvement across the board.
8 9
10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 m_..r s n.conm. inc.
25 I
18 35*.02.1 1
(Viewgraph.)
2 The next chart provides information on the 3
promotion rate in an RC-4 women and minorities comparing 4
fiscal '77 with fiscal '78.
And as you can see, basically, 5
the promotion rate, the percentage has more or less 6
remained constant with some increase, say, for minorities --
7 say for women, rather, at GS.11 and above from 14.9 to 16.0, 8
although overall, it has gone down from 46.4 to 41.3 9
percent.
And for minorities, it will show the same decrease 10 in '78 down to 12.1 from 14.6.
Il COMMISSIONER KENNEDY What eff ect on all of this 12 is likely to be felt from our program to control grade 13 spread and lower the average grade?
14 MR. GOSSICK My view is it will have some e.ff ect.
15 But we are trying to minimize it in not holding up 16 promotions that are honestly warranted.
17 COMMISSIONER KENNEDY: dell, I hope all promotions 18 are hone stly warranted.
Let's start with that assumption.
a 19 MR. GOSSICK: I would say that in the past, there 20 has been sort of a feeling that I've served my year; 21 whe reas, my promotion, in sort of an automatic promotion 22 outlook, if you will. But we ar c.not stopping promotions.
23 But in the sense that we are trying to hold the grade 24 average in mind and stop the sort of automatic thing that 25 perhaps hasn't been as carefully looked at as it might have in
19 35'.02.,2 I
all cases that it might have some effect.
2 COMMISSIONER GILINSKY: Are you asking about the 3
total or the mix?
4 COMMISSIONER KENNEDY: I was particularly ref erring 5
to the minorities and women and what the e ff ect of this 6
program, what the e ffect will be on those particular groups.
7 It could have a dispropor.tlonate effect.
8 conce ivably.
9 MR. TUCKER: Well, I don't know about that.
But it 10 would probably have -- it could ha.ve, at J1 and above, it J1 very well could have.
12 COMMISSIONER KENNEDY:
That's what I'm talking 13 abo ut.
14 MR. TUCKER: But when you look at average grade, 15 though, and our efforts to lower average grade have 16 probably helped minorities and women because we will be 17 focusing on bringing people in at the entry level to lower 18 the average grade.
19 And we know that if we focus on entry level, that 20 we have more individuals to select from where the 21 applicant pool is larger for minorities and women at the 22 e try level.
n 23 And so, therefore, it will help us with respect to 24 the number of. minorities and women that can be considered for 25 entry level positions.
9
5.02.3 20 1
(Viewgraph.)
2 The next chart provides information on new 3
hires f or fiscal '77 compared to fiscal '78.
- And, 4
e ss e ntia lly, the promotion rate and the hire rate.
5 percentage-wise, is just about the same.
Here, again, it 6
points out the need to increase our app 11 cant pool.-
7 COMMISSIONER AHEARNE: Particularly at the higher 8
gr.a'de s.
9 MR. TUCKER: Exactly.
10 (Viewgraph.)
.11 The next chart is Information on activities during 12 the first quarter, the quarter ending 12/31/78.
It is the 1.3
.first quarter of the fiscal year and this is actually the 14 informatlon we will be sending to Congress sometime within 15 the next two weeks or so in connection with our requirements 16 to provide them with 1nformation on hiring and promotions 17 for each quarter.
18 CHAIRMAN HENDRIE2 It looks like we had a bulb burn i
19 out.
20 (Viewgraph.)
21 MR. TUCKER: Let me point out one thing that will 22 probably be of interest to you.
23 We have looked at, we compared the percentage of 24 minoritles and women at all grades and at GS.ll and above, 25
. comparing December 31, '.77 with December 31,
'78.
And this
21 35'.02.,4 1
is ln full-time permanent employment.
And the total 2
employment as of December 31 was 2551.
Full-time permanent 3
in December 31, '78 has gora up to 2674.
As far as the 4
minorities and women, have increased percentage-wise over 5
the yeart whereas, the employment of. white males has 6
decreased percentage-wise.
That is at GS.Il and above, and 7
the total.
8 So there is really a shift in the work force, which 9
ls good.
This is what we would hope would happen, that we 10 would be hiring more minoritles and women and slowly 11 increasing their percentage of the work force, and with a 12 decrease in the percentage of white males on the staf f.
13 So that, again, points up some of the progress 14 that we are making in that area.
15 I would like to just-touch upon the Civil Service 16 Commission. Reform Act.
17 As it stands right now,. for EE0 purposes, we report 18 to the Equal Employment opportunity Commission on 2
19 discrimination matters, the Federal Women's Program manager, 20 and. the Hispanic Employment Program coordinator, report 21 basically to the Office of Personnel Management.
22 The guidelines are provided by the OPM rather than 23 the Equal Employment Opportunity Comm tssion.
24 Also, what has happened, and this chart is kind of 25 complicated -- Section 7201 of the Civil Service Comnission, or
22 5 02.5 I
the Civil Service Ref orm Act, required minority female 2
underrepresentation determinations, programs designed to 3
develop a program, a recruitment program to increase the 4
appilcant pool.
And the Equal Employment Opportunity 5
Commission is charged with the responsibility as a result 6
of the Act to determine minority f emale underrepresentation.
7 Now what they have done initially is to come up 8
with this chart, which looks at the percentage of minorities 9
and women in the civilian labor force.
And say, for 10 women, for instance, it is 41 percent.
41 percent of the
.11 labor force is female.
12 They look at all grade le vels in the federal 13 establishment and they make a determination as to where the 14 cut-off point 1.s.
Where is it that women are less than 41
~
15 percent?
16 And as you can see from the chart, from GS-9 and 17 above, women are less than 41 percent.
And say, for black IS females, they represent 4.6 percent of the work force, 19 civilian work force, and at.Il and above, they are 20 underrepresented in the federal service.
21 Now we have tried to f actor in, or look at the NRC 22 to see where we are underrepresented with respect to minorities 23 and women.
And as you can s.ee, women overall, they are 24 underrepresented in NRC at GS-12 and above.
25 COMMISSIONER KENNEDY 2 dhich means that, in fact, the
35'.02.6 23 1
NRC then is in a better posture than the Federal Government 2
as a whole.
3 MR. TUCKER: That's right.
4 COMMISSIONER AHEARNE: What does the 2 there mean?
5 MR. TUCKER: That is GS-2 and 12 and above.
But 6
between 3, 4,
5, up to 12, we are okay.
7 COMMISSIONER AHEARNE:
So tnen also in the Federal 8
Government, then, it is sort of a uniform profile, and then 9
it is just 11 and above.
10 MR. TUCKER Right.
J1 MR. GOSSICK: How would you interpret being behind 12 the rest of the government at Grade 2? We don't have very 13 many Grade 2s.
14 CHAIRMAN HENDRIE Maybe that is the problem with 15 being so highly gradsd.
't c don't
- h. eve many places for 16 Grade 2s.
And that is also the basic reason why we are sort 17 of up one grade level before you get to the place where you 18 go under.
19 COMMISSIONER KENNEDY: But it is on a percentage 20 bas is.
21 COMMISSIONER BRADFORD2 Right.
The number of 22 positions we have should not make that much of a diff erence.
23 MR. TUCKER: Now what will ha ppen, what is supposed 24 to happen as a result of the reform act is that EEOC 25 determines initial underrepresentation. EEOC, along with the
./
24 35'.02.,7 I
office of Personnel Management, will f urther refine this 2
underrepresentation in terms of geographical location and 3
occupation.
4 Now, the way the. reform act is written, it indicates 5
that EEDC, along with OPM, may f urther refine.
Certainly, we 6
hope that they will because this certainly does not give you 7
too much to work with in establishing goals for hiring, 8
because this just gives you a general idea as to what is in 9
the work force. But when you get into specifics, as to, say, 10 the number of nuclear engineers you can hire that are female,
.11 then that 41 percent would be much lower and it would be a 12 much more realistic basis for determining what your goal 13 should be.
14 COMMISSIONER KENNEDY Can you tell me what the 15 bottom line means?
What is the significance of those 16 numbers?
17 It says, in the f ederal schedule, in Grades I to 8, 18 there are less than 50 percent wnite males.
19 MR. TUCKER: Right.
20 COMMISSIONER KENNEDY: And in NRC, there are less 21 than 50 percent. white malas in Grades i through Jl.
22 MR. TUCKER 2 Right.
23 COMMISSIONER BRADFORD: If I'm reading that thing 24 correctly, at Grade J 1, NRC is below the 7201 level in every 25 category except black women.
Is that the right way to read
35'.0 2.8 25 I
that?
And if so, how is it possible?
2 CHAIRMAN HENDRIE: No. We are better.
3 MR. TUCKER: Are you looking at white women?
4 COMMISSIONER BRADFORD: No, I'm looking at the entire 5
NRC grades.
And it seems to me, what that chart says is that 6
we are below the 7201 level at Grade 11 in every single 7
category except black women.
8 CHAIRMAN HENDRIE What do you mean "below"?
How 9
are you using "below"?
10 COMMISSIONER BRADFORD: Well, the chart is headed, J1 NRC Grades Below 7201 Level.
12 As Vic just pointed out. As ian-Americans and black 13 women, if I'm reading it correctly, are the only grades -- are 14 the only categories at which we are at or above the 7201
(
15 level as to Grade J1.
16 COMMISSIONER GILINSKY:
Well, you can't be above 17 the lev 31 in all categories.
18 COMMISSIONER AHEARNE: But you can in all but one.
19 MR. TUCKER: We are below the 7201 level at 12 20 and above for women and 11 and above for black women at 21 Grades 2 and 12 and above for black women.
22 For Hispanics, Hispanic women at Grade 2 and 4 23 and above, we are below the percentage of 1.7 for Hispanic 24 women. They are not 1.7 percent at GS-4 and above, or at 25 GS-2.
35.'02.9 26 1
That last column just tells you what grade level.
2 We are below the national percentage.
3 COMMISSIONER BRADFORD: I understand that.
I think 4
what is puzzling me is at Grade li, I think it's going to 5
be hard to make the NRC numbers add up to 100 percent.
6 COMMISSIONER AHEARNE: Why?
Because white men are 7
significantly below.
That is a large block there.
8 COMMISSIONER BRADFORD: Well, look at it this way:
9 All of the numbers in the first column sum to 100 percent, 10 I assume.
.11 As to Grade J1, the NRC is going to be below the 12 equivalent number of the first column in every category, 13 except black women and Aslan-Americans. And I suppose what 14 that says is we must be way above it in those two categories.
. hy do you say that?
15 CHAIRMAN HENDRIE:
W 16 COMMISSIONER BR ADFORD: Because if you assume that, 17 in fact, we were talking about 1.00 people, and that each of 18 those --
a 19 COMMISSIONER GILINSKY:
Well, what if it's just a 20 l Lttle o f f ?
21 COMMISSIONER BRADFORD: Well, that must be the case.
22 COMMISSIONER KENNEDY: You are correct in your 23 assumption.
The number of Asian-Americans in the total 24 percentage of the labor force is so small, though.
It seems 25 almost impossible, given the numbers, the percentages in the
35.02.,10 27 I
work force of those two groups, which is so small.
2 COMMISSIONER GILINSKY: But the dif f erence might be 3
in their decimal place.
4 CGMMISSIONER KENNEDY That may be true on the 5
big ones.
That may be very, ver y small.
6 COMMISSIONER BRADFORD Well, I was just curious 7
as to whether I was reading it co.rrectly, 8
COMMISSIONER AHEARNE: It seems to be right in the 9
margin line because the two dominant numbers there are 10 white women and. white men.
And, obviously, 11 is the marginal
.11 number there.
12 (Viewgraph.)
13 MR. TUCKER: The last sheet in the handout, I wanted 14 to basically give the commission some idea as to the 15 availabillty of minorities and women, particularly in the 16 nuclear engineering area.
And.the last sheet, of course, 17 just provides information as to the percentage of minorities 18 and women that are graduating in nuclear engineering, 4
19 bachelors, masters, and doctorate level for '75, '76, and '.77.
20 And as you can see, the percentages are fairly 21 low, especially with respect to minorities.
With women, it 22 is not too bad, or it is much better than the percentage of 23 minorities.
24 And this points up the need to increase our 25 recruitment efforts to take advantage of the availability of
5.02.11
^
28 1
women in the engineering field.
2 COMMISSIONER AHEARNE: What percentage, position 3
openings, applicant hires, et cetera -- what percentage are 4
nuclear engineering graduates?
5 MR. TUCKER: Do you mean of our new hires?
6 COMMISSIONER AHEARNE:
Yes, for example.
7 MR. TUCKER: In fiscal '70, we hired 166 engineers.
8 That is nuclear. No, I'm so rry, 166 total.
17, or 2 percent, 9
were m.inority males.
10 MR. G(ISSICK: How many were nuclear engineers?
J1 MR. TUCKER: We hired 99 and 7 were minority males, 12 7.1 percent.
89 we re nonminorities or 89.9.
13 COMMISSIONER AHEARNE:
So approximately a little 14 more than one-third of our engineering hires are not 15 nuclear engineers.
16 MR. TUCKER: Correct.
17 COMMISSIONER AHEARNE: Which may end up saying that 18 that might be a place to focus.
i 19 MR. GOSSICK: I think t.ere are opportunities in 20 other career fields, certainly.
21 MR. TUCKER: But the percentage of hires, the 22 percentage of nuclear engineers that we hired is higher 23 than the percentage of nuclear engineers that are being 24 graduated, or graduated in 19.77.
25 COMMISSIONER BRADFORD: No women got doctorates in
35 02.12 29 1
nuclear engineering in 1977?
2 MR. TUCKER 2 That's right. I would like to point 3
out that the Equal Employment Ocportunity Plan of the 4
agency was approved by the Civil Service Commission in 5
December. Also that the staff has been working with the 6
Justice Department, which has been charged with the 7
responsibility to exsmine sex discrimination in the 8
Federal Government.
9 We have -- a preliminary report has been sent to 10 the White House on the activities of the task force.
.11 Unfortunately, they seem to misinterpret some of our data and 12 they have indicated in the White House report that the re has 13 been an overall decrease in the percentage of women rather 14 than an increase.
15 We have gotten that straightened out with the 16 Justice Department.
17 I would assume that when they sent in the final 18 report to the White House that they will correct that mistake 4
19 and certainly indicate that there has been an increase in 20 the percentage of women.
21 Also, as far as the Justice Department is concerned, 22 the sex discrimination task force has been looking at all 23 of our regulations, like all other agencies, to determine 24 whether or not there are some distinctions based on sex that 25 are unnecessary.
35.02.13 30 1
They have looked at our Title IV of the Energy 2
Reorganization Act of '74 Title IV speaks specifically to 3
prohibitions against sex discrimination by our licensess.
4 It requires that we enforce that prohibition in the same way 5
we handle Title VI matters, Title VI of the Civil Rights Act 6
of '64, which is concerned with federal financial 7
assistance.
8 Now our sex discrimination prohibitions are broader.
9 The application is broader than just Title VI for federal 10 financial assistance because it involves the activities of J1 our licensees.
12 What the Justice Department wants us to do is to 13 look at our enforcement mechanism, the regulations that we 14 have to enforce sex discrimination and revise some of those 15 procedures to bring them more in line with the procedures 16 that they require to handle it.
17 It is going to be a complicated proposition to 18 really, to deal with it.
de haven't dealt with it in the 4
19 past and it is one thing that gives the Justice Department 20 concern.
21 COMMISSI0 DER AHEARNE: Is Title IV restricted to 22 sex discrimination, or is there also race discrimination?
23 MR. TUCKER:
Title IV is just sex discrimination.
24 And, of course, Title VI is sex, race, whatnot.
That is just 25 federal financial assistance which just involves state programs
35'.02.14 l
31 I
and in radiological health.
2 Also, I would llke to mention that we are in 3
receipt of another class complaint of discrimination on 4
behalf of women.
It basically picks up the issues that 5
were initially rejected by the former Civil Service Commission.
6 And it is currently being reviewed by the Of fice of the 7
Executive Legal Director, and more than likely, we will be 8
forwardlng, or we will be forwarding the class compleint once 9
a determination is made by our legal staff to the Equal 10 Employment Opportunity Commission.
11 That's it.
12 CHAIRMAN HENDRIE: Very good.
13 COMMISSIONER AHEARNE: I have a couple of questions.
14 If I could go back to the status report on the action items, 15 on I-A, the executive development program, you have then 16 been working with Goldman and company on that document.
17 I s.tha t c o rre c t ?
18 MR. TUCKER: Well, let me say this.
I have been 19 in contact with the management development training staff to 20 make sure they are aware of the provisions in SECY.78-376, 21 and that we want to focus on identifying minorities and 22 women for the program.
23 I don't know how it's going to come out in the 24 final paper.
You have to consider also the Section 720i 25 determination by EEOC, where they are focusing on minority and
5.02.15 32 I
female underrepresentation.
2 So if you're going to talk about tieing in 3
executive development programs to the SCS and the like, 4
you certainly have to take into considerat. ion that Section 5
7201 does certainly focus on the fact that you have 6
unde rre prese ntation, and this has got to be f actored in in 7
an/ kind of training program that we have.
8 COMMISSIONER KENNEDY 2 dell, is it not?
9 MR. TUCKER: No, it is not.
10 COMMISSIONER AHEARNE2 dould you look at that 11 paper because we do have the paper now.
Would you take a 12 look at it and see how it tracks?
13 MR. TUCKER : We are doing that now.
We are 14 preparing a memo to Mr. Goldman concerning that.
15 COMMISSIONER AHEARNE: Fine.
16 17 18 19 20 21 22 23 24 25
35.b3.1 33 J1 i
On the 2-A,. which the increasing visits to. colleges 2
and universities with significant minorities and women and 3
scientific fields, you say the action is completed?
4 MR. TUCKER:
Well, it should be partially comple ted.
5 It is not totally completed, because it has to be ccordinated 6
with personnel, and.we have to make the initlal contact with 7
the universities.
8 COMMISSIONER AHEARNE2 Now, would the completion of 9
that action be.a formal program of some kind, or at least a proc dure whereby there.will be recurrent visits?
10 e
.Il CHAIRMAN HENDRIE It is sort of an ongoing 12 proposition.
13 COMMISSIONER AHEARNE:
But you do intend.then to try 14 to set up some sort of procedure that we would just continue?
15 MR. TUCKER:
Exactly.
16 COMMISSIONER AHEARNE:
On number 4, where you have 17 the job restructuring to permit greater upward mobility of 18 employees at lower and mid-level positions, to what extent do 19 those actions, guidelines, et cetera have to be coordinated 20_
with, or developed with, or have consultation with the union?
21 MR. DONOGHUE:
We have to consult with them.
22 COMMISSIONER AHEARNE:
On number 16, the short-tern 23 appointments of professors, with the guaranteed return 24 provision, they mentioned that it was suspended for the 25 duration of the hiring freeze.
34 35.03.2 jl
.One of the concerns I had with that particular one 2
was how do we go about developing a guaranteed return 3
provision.
Have any further developments taken place as far 4
as that part of it goes?
5 MR. TUCKER:
No, I don't think that we can actually 6
get involved in quoting a guaranteed return, but in any 7
negotiations with the university "+ will, of course, take into 8
consideration the needs of the stafling requirements of the 9
university.
10 The approach would be certainly not to encourage
.11 individuals to leave the university.
Of course, we would 12 have not.. control over whether or not they did, but that would 13 not be our intent in bringing people in.
14 Our purpose would just be to bring them in for 15 short-term assignments with the hope that they would go back 16 to the university.
17 MR. GOSSICK:
We would make a promise that we would 15 not try to recruit them.
19 COMMI SSIONER AHEARNE:
I think my last question --
20 CHAIRMAN HENDRIE:
Just a minute.
If I can comment 21 on that, one of the. things that we had in mind was that 22 faculty members are able to take sabbatical leaves, and the 23 point here was to make sure that we weren't taking a dim view 24 of the fact that a person was on sabbatical leave,.where we 25 are discouraging people from coming here.
35.03.3 35 jl 1
COMMISSIONER AHEARNE I understand that.
It was 2
the guaranteed return provision that I'm having difficulty 3
understanding how we could go about.
4 CHAIRMAN HENDRIE:
That is not something that we 5
would do, but rather Prof essor X has got a sabbatical, so he 6
does have -- his arrangement with his university is a 7
guaranteed return, and we want to make sure that we don't have 8
some provisions that make it impossible for us to hire him for 9
six months or a year just because he is.
10 COMMISSIONER KENNEDY 2 I assumed it meant something
.11 slightly different.
I sssumed that it meant that we were 12 taking some sort of action, in respect to relationships with 13 the university, to encourage them to make them available on a 14 sabbatical with a guaranteed return by the university.
15 That is what I thought it meant.
16 I must say, other than that, I'm not sure what 17 purpose it serves anyway, because it's true that they have 18 sabbaticals.
And if they have sabbaticals, presumably they 2
19 have some reaonable return rights.
20 COMMISSIONER AHEARNE Of course, also, many 21 universities don't give sabbaticals until seven years, for 22 example.
And I thought that we were trying to come up with a 23 program here where we would try to get some mechanism with 24 the university to guarantee the person could take that time 25 off much before that.
36 3 5.' 3.,4 jl 1
That is why I have been having difficulty seeing 2
what " guaranteed return" meant.
3 MR. TUCKER:
Well, I think certainly that would be 4
a consideration, what you say.
We would have to do it on an 5
ad hoc basis, but I. think e ssentially -- obviously, what we're 6
talking about is that we would try to give the university 7
some insurance that we would not make any ef forts to recruit 8
their staff, and we would certainly try to encourage them to 9
release people for sabbaticals -- if the normal practice is 10 seven years, to possibly get them to release them before that
.11 seven-year period, recognizing that it would be of benefit to 12 the university and to the NRC.
13 COMMISSIONER AHEARNE:
If I look at your chart of 14 summary of recruitment activities for the fiscal year 1978 --
15 I am, again, asking more for comment -- I would have thought 16 that research was an area in which one might have been able to 17 find professional women, perhaps more readily than those that 18 are more specifically oriented towards nuclear engineering 19 a cpl ic a tio n, reactor safeguards, and such.
20 But I am surprised to see that there is zero f or the 21 29 prof e ssionals.
Do you have any comment?
22 MR. TUCKER 2 The only thing that I can assume from 23 that ls that it was the kind of position that they were 24 filling.
I don't know.
25 MR. GOSSICK:
Do you know how many were interviewed?
35.03.5 37 J1 1
MR. TUCKER:
No, we don't have that inf o rma t io n.
2 That is one of the problems with the data, and that is one 3
reason why we are refining our procedures for collecting the 4
data, to get a better idea as to the number of people we look 5
at.
6 CHAIRMAN HENDRIE:
Any questions?
7 COMMISSIONER AHEARNE:
I would like to make my 8
comment, Joe.
9 I thought it was very good, a very important area, 10 and I'm glad we had the opportunity to set this up.
J1 MR. BICKWIT2 Under the equal enployment 12 reorganization, where is the adjudicatory authority against 13 federal agencies?
It lies now with a new board; is that 14 correct?
15 Is It the Merit System Protection Board or is it 16 another board that deals with equal employment matters?
17 MR. TUCKER:
Do you mean as f ar as appeals are 18 concerned?
4 19 MR. BICKWIT:
Yes.
20 MR. MAYNARD:
For equal employment now, it is now 21 the EEOC.
It has been transf erred from the Civil Service 22 CommLssion to the Equal Opportunity Ccmmission.
23 MR. BICKWIT:
That authority is totally transf erred 24 to the Equal Employment ocportunity Commission?
25 VOICE:
Yes.
.q '
38 35.03.6
._ J1 1
CHAIRMAN HENDRIE2 Thank you.
2 (Whereupon, at 10: 45 a.m.,
the meeting was
. t.3 3
adjourned.)
4 5
6 7
8 9
10
.11 12 13 14
(
15 16 17 IS 4
19 20 21 22 23 24 25
['
bd. TO g_\\- % NW tEC %"f" BRIEFUlG OUTLUtE - STATUS OF EE0 ?ROGRAM i.
ACTION PLAN TO D'PLEMENT SECT 73-376 1.
Responsi5fif tfes for Action f tens 2.
Progress reports (E00/CommistfonJ II. PROGRESS TO DATE 1.
NSF Minority Centerr 2.
Visitt By management officials to minorf ty colleges and Ontversities 3.
Urcan Leagus Black Executive Exchange Program
['
4 Identification of skills of minorities and women r
5.
Applicant flow data (vugraph) a.
problem areas b.
proposed revision in data collection III. DATA ON INTERNAL JOB APPLICANTS DATA ON EXTERNAL J03 APPLICANTS IV.
SUMMARY
OF FY 1978' ACTIVITIES 1.
Bar chart 2.
Promotfons (77-78) 3.
New Hfr'es -
p
~-
4.
1st Quarterly Report to Congress
[.,
V. 'CSC REFORM 1.
Reporting requirements (EEO, PdPC, HEPC)'
2.
Minority / Women underrepresentation
~ VI.
ENGINEERING DEGREES GRANTED WOMEN AND MINORITIES s
4 m
v SECY 70-376 METil00S TO IMPROVE Tile flRC EE0 pH0GHAM STATUS rep 0RT
' ACTIOil ITEM TARGET DATE STATUS l.
Managerial and Executive Training Opportunities for llonen and Minoritics:
g_ N A
Executive Development program should emphasize 01/79 Under review by EE0/HDTS.
need to focus on identification of minoriti6s and wonen for the program.
O.
Individual development plans for al.1 employees 03/79 Guidelina will be circulated by 0&P at Line of annual perfonnance appraisals.
at the time of perfonnance appraisals.
2.
Identify minority and female candidates for
~
vacancies:
A.
Increase visitatilons to colleges and 03/79 Action completed.
universities with significant minorities and women in physical sciences, engineering and related fields.
t O.
Increased involvement of technical and 03/79 Follow-up with staff - 03/01/79.
professional staff, particularly minorities and women, in meetings of minority and female technical and professional organizations.
C. Involvenent with the activities of' the flational 02/79 Initial contact with tiSF in December 1978.
Science Fouridation (tiSF) resource centers.
e am..
s
~5tCY ))}-J/6 STAlllS REpultT pAGt. 2 ACT10tl ITEM TARGET DATE SlATUS D.
Visits tyy inanageinent to minori ty colleges 12/78 First phase completed; initial :un tac t and universities for the purpose of pre-with Office Directors, details for senting technical.seniinars, or general participation being developed.
infonnation on flRC programs.
E.
Expand participation in the flational-12/78 Action coinpleted.
Urban League's Black Executive Exchange Program (BElp).
3.
Broader use of cooperative employment and Continuing Item held in suspense until elimination ecucation programs, of hiring freeze.
4.
Job restructuring to pennit greater upward fur.s inobility of employees in lower arid mid-levelp positions:
A.. ldentification of growth potential of 06/79 Guidelines for annual performance employees (particularly GS-1 to GS-8) appraisal being develoled.
i during annual appraisal, and fonnulation of possib.le training activities.
D.
Liberalize training policy to pennit training 03/79 under review by EE0 and MDTS.
not directly job-related.
5.
Identification of skills and abilities of 12/78 Action completed.
employees already in flRC's workforce, and development of a system to ritatch skills with the agency's needs.
e g
e e
e t*=T*e-=****r**t*e==9
"= **
- -e*e*
e
s
~
SiCY 7H-376 STAluS llEp0RT PAR 3 ACTIOf[ITtti TARGET DATE RATUS 6.
Increased responsibility of EE0 for day-to-day 12/78 Action conipleted; procedures in process.
contact with managers and supervisors.
7.
Improved systeni of monitoring progress of EE0 objectives and goals:
A.
Quarterly report to EE0 from 0&p on the 12/78
' The first. report has been received by EEO.
agency's applicant flow data by scientific /-
technical, professional /adniinistrative and clerical for each position filled during the quarter.
B.
Blannual meeting with the flRC Conmission to 02/79 On target.
. discuss hiring practices and promotions
~
based on applicant flow data.
9.
Invest responsibility in EE0 Director to suspend 11/78 Action completed.
hiring autliority and establish applicant rating panels to review.
10.
Review personnel documents by office of EE0 prior 01/79 Action completed.
to fonnal offer of employment to intern candidates.
- 12. Job sharing.'
12/78 pr'ocedures in process.
13.
periodic advice to principal staff on changes in Continuing Action to be initiated as necessary.
ECO requirements ~, individual responsibilities; new procedures, and a,ffirnative Action policy.
e g
o S
e O
p 6 49
i s
~
SLCY 711-3/6 SI Al.tlS Itti'OltT l'A(;L 4 ACTI0ff ITEM TARGET DATE STATUS 16.
Short-term appointments of professors from _
12/78 Action under review; suspended for duration minority scliools to fiRC staff willi a guarasiteed of hirfng freeze.
return provision.
t 9
t e
9 m
9 8
9 6
8 9
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9 a
4 9
9
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- B*
O4#9 9 4
$ _... t e r* 0 4 et
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s
SUMMARY
OF RECR.UITMENT ACTIVITIES FOR FISCAL YEAR 1978 NUMBER OF POSITIONS FILLED POSITIONS FILLED _
POSITIONS FILLED BY WOMEN BY MINORITIES Professional Clerical Professional.
Clerical Professional Clerical Standards 17 5
3 (17.6%)
5 (100%)
0 0
Nuclear Reactor Regulation 54 30 3 ( 5.6%)
29 (96.7%)
7 (13.0%)
2 ( G.7%)
Nuclear Materials Safety.&
SafcGuards 27
.19 8 (29.6%)-
17 (89.5%)
2 ( 7.4%)
0 Research 29 21 0
17 (81.0%)
3 (10.3%)
4 (19.0%)
Inspection & Enforcement 148" 5 ( 3.4%)
40 (27.0%)
8 ( 5.4%)
13 ( 8.8%)
Total NRC 464*
53 (11.4%),
'i36 (29.3%)
30 ( 6.5%)
25 ( 5.4%)
"Breakous of number of professional and clerical positions not available. Percentages are base rather than type of position.
SOURCE: NRC Performance Appraisal Report, September 1978.
.....,,...,,,....n,.......:....y.,....,...
e
/
s APPLICANT FL0W DAIA No. of, Applicants No. of Applicants No. of Applicants No. of Offers No. of Positions
,_ & gly t er*.
Crnside ed Cer,Ifici Declined Filled i
HW fri DW T
htw til OW T
NW Fri OW I
HW HH OW T
HW til UW Engineering NHC Outside Conversions h!1n,ti fic tJRC Outside Conversions A4ainistaative NRC Outside Conversions Lc!!al NRC Outside Converstuns
~
Sec reta r lal
?
side I
'.Iotdl Conversluns e
ini = Hinority Wonen e
N.
fVi = Hinority Men E!F ifl 011 = Other Wouen l
tiRC Outside Conversions e
~..
e 1
e
^
APPLICANT FLOW DATA FIRST QUARTER FY 1979 INTERNAL CANDIDATES NUMBER OF APPLICANTS NUMDER QUALIFIED NUMDEll CEHTIFIED Non-Non-Non.
Non-Non-Non Minority Minority Minority Minority Minority Minority Minority Minority Minority Minority Minoa sty Minority Men Men Female Female Men Men Female Female Men Men Female Fenule Scientific &
Tecimical 295
!A G
0 274 62 5
0 80 10 4
0 Other Professional 155 12 44 30 137 0
29 10 45 4
6 7
Clerical 0
3 175 71 0
2 142 50 0
0 69 10 Total 450,
69 225 101 411 G3 176 GG 125 14 79 26 4
e e
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8 e
s APPLICANT FLOW DATA FIRST Q.UARTER FY 1979 EXTERNAL APPLICANTS APPLICATIONS RECEIVED k
. Initial Applicants Other Minority NRC Applicants Sclieduled Total Female Minority Female Interest Interviewed interviews Scientific &
Technical 413 16 19 11 271 51 62 Other Professional -
495 82 24 9
206 19 7
College Intern 129 27 22 10 51 6
11 College Co-op 86 22 15 6
40 0
O Clerical 200 161 51-43, 121 68 11 Total 1,323 308
'131 79 689*
144 91
" Includes: 66 Non-minority female;42 MinoritV; 8 Minority female.
e 4
t e
8 s
PERCENT OF MINORITIES & WOMEN IN FULLTIME PERMANENT STAFF l'LitCL N I 3te e
h MINOltIiY
@ wog(,4 I #5**8 Jj Ji m libil ite t.s (p4g n
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e w t/89/16 3/31/7b 6/30/75 D/30/76 ' 12/JO/75 3/31/16 G/Jo/70 0/30/76 12/31/76 3/31//7 6/30/77 9/30/77 12/31/77 3/31/78 6/30//ts 9/30/7u 12/Ja//a e
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PROMOTIONS IN NRC.
FY 1977 FY 1978 WOMEN MINORITIES TOTAL WOMEN MINORITIES TOTAL Number of Promotions 257 81 554 250 73 605 (46.4%)
(14.6%)
(41.3%)
(12.1%)
Promotions at Grade 11 46 32 300 60 31 376 and Above (14.9%)
(10.4%)
(16.0%)
( 8.2%)
Grade to Wiiich Larges:
7 7
13 7
14/11 14 Number of Promotions Occurred 4
s NRC NEW HIRES FY 1977 FY 1978 WOMEN MINORITIES TOTAL WOMEN MINORITIES TOTAL New Hires 137 52 364 165 52 369 (37.6%)
(14.3%)
(44.7%)
(14.1%)
New Hires at Grade 11 20 19 188 25 16 199 and Above (10.6%)
(10.1%)
(12.6%)
( 8.0%)
Grade Witi) Largest 5
5 12 5
5 12 Number of New Hires a
s' t
e t
e
- p
?"* E g
=
__..2.
s PERS0titlEL ACT10 tis AffLCTitlG tiltC FULL-TIME PERMilEllT LMPLOYM1flT RLi' ORT Dil IllRFS NID PROMOT10flS FOR QUARTER rtlDitlG 12/31/78 TOTAL Mifl0RIT1ES tl0tlMIfl0R1 TIES MALE FEMALE MALE FEMA!.E A.
IIIRES GS 1 - 10 33 3
8 7
15
& Ungraded Clerical GS 11 - 15 32 4
0 27 1
GS 16 - 18 4
0 0
4 0
Executive Level
& Ungraded Professional 0
0 0
0 0
GRAfID TOTAL 69 7
8 38 16 o
!!. PROMOTI0 tis GS 1 - 10 64 0
20 S
39
& Ungraded Clerical GS 11 - 15 73 4
4 59 6
GS 16 - 18 '
2 0
0 2
0 Executive Level A Ungraded Professional 1
0 0
1 0
GRAtiD TOTAL' 140 4
24 67 45
..a..
er: - - m : m mm-u --
n-
-.<- m.
s CIVILIAN LABOR FORCE, FEDERAL EMPLOYMENT f u
& NRC GRADES AT WHICH MINORITIES
& WOMEN ARE BELOW THE 7201 LEVEL 1977 9/30/78 SEX / RACE /
FEDERAL GENERAL NRC GRADES NATIONAL
% OF CIVILIAN SCHEDULE GRADES BELOW 7201 ORIGIN LABOR FORCE BELOW 7201 LEVEL Women 41.0 91-12F White 34.0 9F 11+
Black
'4.6 11+
, 2.,12 F llispanic 1.7 6F 2,
4F Asian Americans
.6 1,10F 6,
8+
Native Americans
.7 13F 4,
G F.
Minority Men 8.9 3F 2-8,10-12,141-B' lack 5.3 4,
6F 2-12,14 F Hispanic 2.8 ALL' ALL Asian Americans
.7 1 -8, 10, 16+
2-8, 10,16, 18 (_
-Native Americans
.2 NONE 2-13,15 F Whitemen-50.1 18 1-11
' SOURCES: Bureau of Labor Statistics, ' mployment and Earnings, Vol. 25 No.1, January 1978.
E Equal Employment Opportunity Statistics, November 20,1977 (publication in process).
t NUCLEAR ENGINEERING CEGREES GRANTED s
TO 'CMEN AND MINCRITIES 3Y CEGREE LEVEL CE3REE WOMEN BLACK HISPANIC ASIAN AMERINDIAN.
LEVEL YEAR TOTAL
(%)
(%)
(%)
(4)
(%)
3a:nel:rs 1975 ~
333 12 3
2 2
0 (3.6)
(0.9)
(0.6)
(0.6) 16
'a 3
lh 0
1975 a03
(?.0)
(1. 0)
(G.7)
( 3. 0).
1977 494 16 5
7 8
(0.2) 1 (3.2)
(1.0)
(1.4)
(1.6)
Maste rs 1975 41 6 7
3 3
6 0,
(1.7)
(0.7)
(0.7)
(1.4) 1976 460
' 15 0
2 10 1
(3. 3 )
(0.4)
- (2.2)
(0.2) 1977 488 16 3
8 24 0
(3.3)
(0.6)
(1. 6 )
(4.9)
- ce:: rite 1975 SO 2
0 0
5 0
(2.5)
(6.3) 1976 129 1
0-0 6
0 (0.8)
(4.7) 1977 107 0
1 1
5 0
(0.9)
(0.9)
(4 7)
Scur:e: Telecen.with Betty Vetter, Scientific Mancower Commission on 1/26/79, e
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