ML19296C550
| ML19296C550 | |
| Person / Time | |
|---|---|
| Issue date: | 11/26/1979 |
| From: | Hendrie J NRC COMMISSION (OCM) |
| To: | NRC COMMISSION (OCM) |
| Shared Package | |
| ML19296C542 | List: |
| References | |
| NUDOCS 8002260634 | |
| Download: ML19296C550 (27) | |
Text
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UNITED STATES E'
b NUCLEAR REGULATORY COMMISSION
{,
uI WASHINGTON, D, C. 20555 o,
?
November 26, 1979 CHAf RMAN I
MEMORANDUM FOR:
Office Directors FROM:
Joseph M. Hendrie, Chairman t
SUBJECT:
EQUAL EMPLOYMENT OPPORTUNITY
{
It is the policy of the Nuclear Regulatory Commission to provide equality of opportunity for all persons regardless of race, creed, color, sex, national origin, age or handicap.
In order to overcome the past effects of discrimination, special affirmative
~
action is required at all levels of management.
Our commitment to EE0 cannot be merely a " neutral" policy, but will require new innovative c
goal-setting programs with measurement and evaluation factors similar to b
other major NRC programs.
We will apply affirmative action to all NRC employment practices, including recruiting, hiring, assignments, transfers, promotions, training, layoffs and terminations.
=
As a result of the Civil Rights Reorganization Plan No.1 of 1978, the U.S. Equal Employment Opportunity Commission (EEOC) has been assigned overall authority to enforce Congressional directives for equal employment opportunity through requirements for agency affirmative action programs t
under Section 717 of Title VII of the Civil Rights Act of 1964 as amended,
[
and Executive Order 11478.
In addition, the Reorganization plan gave the EE0C lead coordinating responsibility for all Federal EE0 programs
?
and authorities.
The EE0C has established that Fiscal Year 1980 will be
?
a transition year designed to introduce a systematic approach to affirmative 7
action planning and program development..
This will be a results-oriented h
process, with emphasis on quantifiable programs.
The Director of the Office of EE0 with the assistance of the Division of Organization and Personnel has lead responsibility for these efforts.
All levels of management, however, share this responsibility and will be held accountable for advancement of the Agency's affirmative action t
goals. Management performance will be evaluated on these, as on other k
major agency goals.
The Commission expects your full, cooperation in order that we may continue to' promote an effective EE0 program in the NRC.
c
(.Q
/
Josep3M.Henrie b 3/[
'8002260
[
s OUTLINE OF THE RECRUITMENT PORTION OF TiiE NRC FEORP A.
BACKGROUND AND ASSUMPTIONS The recruitment portion of the NRC plan assumes NRC should strive to locate and consider qualified women and minorities for all available positions in all occupation areas.
The agency notes that the methodology required by FEORP poses particular problems for a technical agency such as NRC which typically staffs over i
two-thirds of its positions with engineering and other technical special-ists, such as health physicists.
Comparing the NRC workforce participation by women and minorities to the civilian workforce to determine possible underrepresentation does not provide sufficient consideration of the availability in the workforce of the scientific and technical qualifica-
~
tions required by NRC to fill its mainstream occupations and to accomplish its missions.
For example, women may constitute over 40 percent of the total workforce, but women nuclear engineers constitute an infinitesimal percent of the total workforce.
Specifically, between 1947 and 1976, although over one million earned engineering degrees were conferred, less than one percent went to women.
In order to be meaningful, any FEORP comparisons should consider NRC's proportion of women and minorities to those in the workforce who are qualified to perform agency functions.
We also anticipate that NRC recruitment will be affected by significant decreases in college enrollment in nuclear engineering.
The primary staffing demand of the NRC, because of the highly technical nature of its responsibilities, continues to be in the engineering and certain scientific areas.
Therefore, external recruitment programs must necessarily concentrate on attracting engineers and other technical specialists.
Minorities and women in the engineering and most scientific disciplines contir.ue to be in extremely short supply, particularly when position quali-fications require nuclear industry or closely related experience.
Extensive recruitment effort 3, for experienced minority and women engineers and other technical specialists, have only been marginally successful since the private sectors of the nuclear industry are among the highe.st paid; their fringe benefit programs are roughly equivalent to that of the Government employee and the large companies and National laboratories offer stable employment projections, thus, satisfying most career employment i
objectives.
Orientals represent raost gains achieved by the NRC for experienced minority technical professionals.
Our employment gains reflect
~
the significantly higher national representatica of oriental engineers and scientists graduated each year, over other minorities.
Given the above, the
~
NRC will continue to recruit experienced minorities and women technical pro-i fessional but it is unlikely that any degree of ef fort wili produce signifi-cantly higher percentage representation in the near or reasonable near future.
Hiring emphasis for experienced minorities and women professionals in the NRC work force population will concentrate on non-technical positions as well as
s.
engineers outside the nuclear field, if noticeable gains are to be realized.
Major recruitment emphasis to meet the objectives of FEORP will be at the entry levels where the potential workforce is more readily identifiable and where Federal career employment is more attractive.
B.
EXTERNAL RECRUITMENT PLAN--EXPERIENCED PERSONNEL E
1.
Advertising Continue to advertise in producing national technical magazines a.
and journals (Nuclear News, Power, journals of the national tech-nical societies, etc.).
Advertise in predominately minority and
[
womens' magazines where technical readership is in evidence (NTA, SWE, NUESTRO, etc.).
b.
Continue newspaper advertising in geographical locations where qualified candidates are known to exist.
Continue to advertise in minority newspapers having sufficient circulation to attract quali-fied employment applicants.
Advertise in meeting and conference programs (distributed to all c.
attendees) conducted by minority and womens' engineering and tech-nical organizations.
2.
Attendance at Technical Society Meetings Be represented (and participate, as appropriate) at Technical a.
Society meetings conducted by minorities and women organizations.
Recruitment team carries out " initial contact" and interviewing as appropriate.
3.
External Mailing Lists Distribute to the organizations, listed in Attachment A, copies of
~
a.
the " Engineering and Scientific Employment Opportunities" booklets, as issues with a supply of employment applications.
Samples of letters already sent in this endeavor are attached (Attachment ~B).
4.
Participation in Federal Recruitment Clearinghouse Programs NRC will participate, to the extent' practical, in Federal 5
a.
Recruitment Clearinghouse programs in the Washington metropolitan area.
C.
EXTERNAL RECRUITMENT PLAN--ENTRY-LEVEL PROFESSIONALS 1.
Conduct College Recruitment Program Recogni, zing the primary importance of viable college recruitment a.
program in the hiring of minorities and women, schedule campus visits to approximately 50 colleges and universities.
Of the 6
. institutions scheduled, emphasis will be placed on those where a good engineering curriculum is evidenced and where a good repre-sentation of minorities and women students exist.
NRC will also attempt to attract college graduates in such fields as Economics, Computer Science, Political Science and Business Administration to be utilized in some administrative positions.
Overall agency e
staffing demand for a given year will be considered when scheduling the total number of schools to be visited.
b.
Mail recruitment material to college placement offices and faculty depart. ment heads to acquaint them with NRC staf fing requirements and to emphasize the Commission's commitment to meeting the objectives of the EE0 Program.
Mail recruitment material to student chapters of the various c.
technical societies and to minority and womens' groups announcing the NRC college recruitment program and to urge their members to take interviews during NRC's campus visit or to mail applications directly to the NRC.
d.
Participate in college campus job fairs emphasizing predominately minority schools.
Make initial contact with students to acquaint them with (1) employment possibilities upon graduation (2) the Cooperative Education Program and (3) the Summer Technical Intern Program.
Monitor progress of minority and women applicants once received by e.
the NRC.
Be alert to " match up" situations and refer minority and women applicants in all possible situations.
D.
MAINTENANCE OF EE0 RECP.UITMENT FILES 1.
Monitor control log of all applications received from identifiable minorities and women which will include occupational code designations.
Log will provide data on program office interest, interviews and final disposition.
2.
Have EE0 recruitment files available for quick referral to operating personnel.
E.
RECRUITMENT PLAN
{
1.
Talent Bank A new program has been developed in the Recruitment Branch whict, identifies qualified minority and women arolicants by occupational code.
Staffing specialists review each pc sted vacancy announcement and screen the minority and women file to ascertsin if minority /
women candidates exists who appear qualified for the posted vacancy.
The files of the identified individuals are forwarded to the appropriate f
e
p V
E Personnel Management Specialist for consideration and transmittal to the selecting official.
This program provides the mechanism to give better assurance that individuals held in the applicant system are continuously considered against posted vacancies consistent with their D
qualifications.
2.
Career Counseling E
The Commission contracts for a professional career counseling service to counsel between 80 to 100 employees annually.
The counseling is available to any NRC employee but it is targeted towards providing minorities and women counseling help in career p?anning and to establish work career goals.
It has been very effective in that a number of employees return to academic pursuits working towards degree programs consistent with their established goals.
In addition, Personnel Management Specialists have been and will continue to be available for individual placement and career counseling services to employees.
Generally, such counseling includes a review of the employee's education, experience and career interests and analysis of NRC vacancies for which the employee may qualify.
Should an employee's opportunities for career advancement be enhanced through additional training and job experience, the Personnel Management Specialist refers him or her to training officials and line managers for further aavice.
F.
UPWARD MOBILITY The Nuclear Regulatory Commission recognizes that its employees are an excellent source of candidates for advar.coment to professional positions,
~;
especially in the administrative areas.
The cornerstone of the program, to provide for upward movement of women and minurities into professional jobs, is the NRC Development and Advancement for Regulatory Employees (DARE) Program.
Since the inception of the program in 1976, virtually all participants have been women,. including some minority women.
The Agency intends to continue to use.this program to provide upward mobility for women and minorities and, thus, increase their overall representation in its professional ranks.
1.
Skills inventory The Agency will use its automated personnel system to identify women and minorities with underutilized skills each time that a professional-level position becomes vacant.
The current automated personnel system allows each employee to list up to four skill areas for retrieval and, in addition, provides curent information on an employee's work experience and education.
Following a period of record updating by employees, it is planned to use the automated data base to assist in matching employees' skills and interest with available vacancies.
e s,
5-2.
Vacancy Annoucements A viable identification.cource of vacant positions is the NRC Vacancy Annoucement System.
Vacancy notices are preparad and posted so that I
all employees have access to the vacancy announcement.
Employees may apply for specific positions under this system and receive full review g
of their qualification.
Those found to be qualified are referred to
['
selecting officials for further consideration, interview, evaluation, etc.
The Vacancy Announement System has proven to be an effective communication tool for all employees in their quest +a be knowledgeable of promotional opportunities.
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~~ 7 UNDERREPRESENTATION
SUMMARY
CHARTS AND
- -~ ' '
WORKFORCE DATA UflDE'lREPRESEfiTATI0ft SUff1ARY CliART AGENCYWIDE SEX / RACE HRC PAY SYSTEMS 11ATI0flAL
% OF CIVILIAft AND GRADES OF ORIGIfl LABOR FORCE UNDERREPRESENTATI0fl WOMEll 41.7 WB, 12t White 34.3 WB,llt Black 4.8 WB, 10, 12+
litspante 1.9 WB, 2, 3, 5-9, 11+
Asian /Paciff.cIslanders
.6 WB, 2-6, 8, 10, 12+
flative Americans
.2 WB, 2-4, 6+
HEfl
'58.3 2-11 White 49.1 WB, 2-11 Black 5.3 2, 4-10, 12, 14t Illspante 2.9 ifB, 2-4t Asian / Pacific Islandgrs
.8 WB, 2-8,10,16,18&
flative Americans
.2 HB, 2-13,15F t
a m.u:.
a..,
4: n
.am Uf1DERREPRESENTATI0ft
SUMMARY
CIIART llEADQUARTERS SEX / RACE NRC PAY SYSTEMS NATI0flAL
% OF CIVILIAN AND GRADES OF ORIGIfl LABOR FORCE UNDERREPRESEf1TATI0fl WOMEf1 48.7(D.C)
WB, 12+
Whi te
- 34. 3(fla t ' l )
WB, 12+
Black 32.5(D.C.)
ALL Hispanic 1.9(fla t 'l )
WB, 2-3, 6-9, 11+
Asian / Pacific Islanders
.6(fla t ' 1 )
WB, 2-6, 8, 10, 12+
tlative Americans
. 2(fla t' l )
ALL ME:1 61.3(MD) 2-11 White 51.2(MD)
WB, 2-11 Black 35.0(D.C.)
2+
llispanic 2.9(fla t' 1)
WB, 2, 4+
Asian / Pacific Islanders
. 8(fla t' l )
WB, 2-10, 16, 18+
ilative Americans
. 2(fla t' l )
WB, 2-13, 15+
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UflDEP.REPRESEflTATI0ft SUf41ARY CIIART REGI0fl I SEX / RACE flRC PAY SYSTEMS flATI0flAL
% OF CIVILIAtl Afl0 GRADES OF ORIGIll LABOR FORCE UtlDERREPRESEtlTATI0ft WOMEil 41.7(fla t'1 )
11+
White
- 34. 3(fla t'l) 11+
Black 7.4(SMSA) 2, 5, 7+
llispanic 1.9(fla t'l)
ALL Asian / Pacific Islanders
.6 (fla t' l )
ALL flative Americans
.2 (fla t' l )
ALL MEll 61.9(SMSA) 2-9 White 58.1(PA) 2-9 Black 8.8(SMSA) 2-9,12+
llispanic 2.9(th t'1) 2, 5-13', 15+
Asian / Pacific Islanders
.8(fla t'1 )
ALL ilative Americans
.2(fla t'1 )
ALL
UNDERREPRESEtlTATI0fl
SUMMARY
CilART s
REGI0ft II flRC PAY SYSTEils SEX / RACE flATI0tlAL
% OF CIVILIAft Af1D GRADES OF ORIGIfl LABOR FORCE UflDERREPRESEf1TATI0fl WOMEfi 41.7(fla t'l) 11+
White 34.3(fla t'1 )
4, 5, 7+
Black 10.6(GA) 11+
llispanic 1.9(flat'l)
ALL Asian / Pacific Islanders
.6(fla t'l )
A_LL flative Americans
.2(fla t' l )
ALL MEN
'60.0(SMSA) 2-7 White 49.l(flat'l) 2-9 Black 12.2(GA) 2-7, 12+
111spantc 2.9(fla t' 1)
ALL Asian / Pacific Islan.ders
.8(fla t' l )
2-9, 12+
flative Americans
. 2 (fla t ' l ALL
2:
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U!!DERREPRESEllTATI0fl
SUMMARY
CilART REGI0ft III flRC PAY SYSTEMS SEX / RACE fiATI0flAL
% OF CIVILIAfl Afl0 GRADES OF ORIGIll LABOR FORCE UllDERREPRESEffTATI0ft WOMEfl 41.7(fla t' l) 9+
White 34.3(flat'l) 11+
Black 6.4(SMSA) 2-4, 9&
Hispanic 1.9(fla t'l)
ALL Asian / Pacific Islanders
. 6(fla t'l )
ALL flative Americans
.2(flat'l)
ALL MEll 61.9(ILL) 2-9 White 53.6(ILL) 2-9 Black 8.3(StiSA)
ALL Hispante 2.9(fla t'1) 2-12,14+
Asian /PacificIslanders
.8(flat'll 2-7, 11, 12, 15+
2(flat'l]
ALL flattye Americans i
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UflDERREPRESEllTATI0ft
SUMMARY
CilART REGI0il IV SEX / RACE flRC PAY SYSTEMS flATIONAL
% OF CIVILIAfl Afl0 GRADES OF' ORIGIll LABOR FORCE UtlDERREPRESEtlTATI0tt WOMEft
- 41. 7(fla t'1 )
11+
Whlte 34.3(fla t'l )
11+
Black 6.0(SMSA) 4+
lifspanic 5.0(TX) 3, 5t Asian / Pacific Islanders
.6(fla t ' 1 )
ALL flative Americans
.2(fla t'l )
ALL MEN 62.8(TX) 3-9 White 50.7(SMSA) 3-9, 12 Black 6.6(SMSA) 3-12, l_4+
llispanic 9.8(TX) 3-11,,13&
Asian / Pacific Islanders.
.8(flat'l)
ALL
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.2(fla t' 1 ) -
ALL
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w UtlDEr<REPRESEf1TATI0tl
SUMMARY
CliART, REGI0tl V SEX / RACE 11RC PAY SYSTEMS ffATI0flAL
% OF CIVILIAff AtlD GRADES OF ORIGIti LABOR FORCE Ut1DERREPRESEllTATI0tl WOMEtt
- 41. 7(fla t'l )
9+
White 34.3(itat 'l )
7, 9, ll, 13t Black
- 4. 8(fla t' l) 5, 6, 8+
llispanic 4.8(CA)
ALL Asian /Pactfic Islanders
'2. 4(StiSA)
ALL tlative Americans
.2(fla t'l )
4, 6t MEft 62.0(CA) 4-8 White
- 49. l (fla t'l )
4-8 Black 5.3(flat'l) 4-13,'15t liispanic 8.9(CA) 4-8,11,13+
Asian / Pacific Islanders 3.l(SMSA) 4-12, 13t fiative Americans
.2(fla t'l)
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