ML19310A874
| ML19310A874 | |
| Person / Time | |
|---|---|
| Issue date: | 05/02/1980 |
| From: | Ahearne J, Dircks W, Tucker E NRC COMMISSION (OCM), NRC OFFICE OF EQUAL EMPLOYMENT OPPORTUNITY, NRC OFFICE OF THE EXECUTIVE DIRECTOR FOR OPERATIONS (EDO) |
| To: | |
| Shared Package | |
| ML19310A872 | List: |
| References | |
| NUDOCS 8006300617 | |
| Download: ML19310A874 (71) | |
Text
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EUQAL EMPLOYMENT OPPORTUNITY PLAN e
m FISCAL YEAR 1980
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C
'O.
W U.S. NUCLEAR REGULATORY COMMISSION WASHINGTON, D.C.
20555 APR 2 81980
.y g
Edward E. Tucker Date Director, Office of Equal Employment Opportunity do APR 2 8 man William J. Dircks v
Date Acting Executive Director for Operations v -
May 7. 1QRn JohnF.Ahyane Date Chairman i
,' j 1
4 TABLE OF CONTENTS Page Introduction Policy 1
Organization 1
Regional Locations 3
Policy Statement 5 '-
Directive to the Staff 6
Certification Statement 7
EE0 and Organization and Personnel Profile 8
Step A - Workforce Profile 9
Step B-- Determination of Underrepresentaiton 20 Step C - Targeting Occupations for Affirmative Action Goals 28'
' Step D.- Analysis of Impediments 30
4
~
Step E'- Staffing and Recruitment Strategies 44
^
. Step F-- Establishment of Transition-Year Goals 52.
- Step G~- Staffing and Recruitment Strategies 59
. Step H - Sununary of the Affirmative Action Program Plan 60 F
V W
INTRODUCTION I.
POLICY The policy of the U.S. Nuclear Regulatory Commission (NRC) is to provide an equal employment opportunity' to all persons regardless of race, creed, color, national origin, age, sex or handicap. This policy is.
in accordance with Executive Order 11478, the Equal Employment Opportunity Act of 1972 (P. L.92-261) and implementing regulations and directives issued by the Equal Employment Opportunity Commission and the Office of Personnel Management Figure 1 is the NRC Policy Statement on Equal Employment Opportunity and Figure 2 is.the agency directive to the staff regarding EE0 matters.
II.
ORGANIZATION The NRC equal employment opportunity implementing program officials are:
A.
Director of Equal Employment Opportunity The Director of Equal Employment Opportunity reports directly to the Executive Director for Operations and has the responsibility to develop and recommend to the Executive Director, overall NRC policy which will provide for equal employment opportunity in every aspect of NRC personnel ~ practice.
This includes reviewing with the Director of Organization and Personnel current employment, inoividual development, and employee advancement policies and practices; promoting the full realization of equal employment opportunity through a continuing affirmative action program; assuring that. existing 1
- o practices prohibit discrimination based on race, creed, color, national origin, age, sex or handicap;
- O providing advice and assistance to the Commission and to the Executive Director on.the status of the equal employment opportunity and civil rights program matters;, assisting the Executive Director to,
assure compliance with NRC and Federal policy on equal employment opportunity; serving as the focal point in the agency for EE0 and civil rights interactions with outside organizations; developing contacts with local and national organizations, both public and private, which are' concerned with equal opportunity and civil righ?.s matters; developing, with the advice and assistance of the Division of Organizatior and Personnel, the NRC Equal Employment Opportunity Plan for the approval of the Chairman.
B.
Federal Women's Program Manager
'The Federal Women's Program Manager is assigned to the staff of the Director of Administration. This-is a full time specialist position established when the NRC became an independent agency in 1975.
The Federal Women's Program Manager is the principal advisor on the special concerns of women, and is responsible for assuring that equal employment opportunity for all female employees is an integral part of the equal employment opportunity program.
The primary role assigned to the FWPM is to monitor and evaluate those items in the. equal employment opportunity program with are most directly addressed-toward women.
2
C.
Director of the Division of Organization and Personnel The Director, Division of Organization and Personnel (0&P), is on the staff of the Director, Office of Administration.
The Director of 0&P has an obligation to work closely with the Directc r of Equal Employment Opportunity in order to coordinate the development of programs, procedures and regulations; carry out the EE0 program as it relates to personnel administration within the frame-work of the independent NRC merit system; and establish employment procedures along the guidelines and regulations issued by the Office of Personnel Management consistent with the requirements of NRC's excepted status. The Director of 0&P provides for specialized assistance and staff support to the Director, Office of Administration and the Director of Equal Employment Opportunity in evaluating the program and in resolving individual and general complaints.
In cooperation with Directors of Offices, Divisions and Regional Offices, the Division of Organization and Personnel (1) evaluates job structure and employment practices, (2) participates with the Director,. Management Development and Training Staff in initiating and maintaining responsive training programs, (3) performs position management studies, and (4) fosters equal opportunity throughout the management structure of the NRC.
The Director manages the agency's Upward Mobility Program with the assistance of the DARE Coordinator.
The Chief, Recruitment Branch, has been designated to serve as the focal point for coordination of personnel management efforts in the development and implemen-tation of the EE0 program, and serves as the contact point and provides liaison with EE0 and other 3
NRC staff on program matters.. The Chief, Recruitment Branch is also responsible for carrying out
~;
certain aspects of the Federal Equal Opportunity Recruitment Progran.
Figure 3 is a copy of the Certification Statement on EE0 Progrdm Officials.
Figure 4 shows the personnel profile available to carry out the equal employment opportunity program.
III.
REGIONAL LOCATIONS On August 31, 1979 the NRC workforce consisted of 2,684 full-time permanent employees, distributed among five (5) regional offices and Headquarters facilities in the Washington metropolitan area. The regional office locations and numbers of employees are:
Locations Number of Employees Region I, King of Prussia, Pa.
144 Region II, Atlanta, GA.
160 Region III, Glen Ellyn, Illinois 140 Region IU, Arlington, Texas 76 Region V, Walnut Creek, California 65 Since NRC regional locations do not meet the minimum requirements for submission of EE0 plans in that there are fewer than 500 employees in each region, separate EE0 plans are not being prepared.
1
pa at:oq pg UNITED STATES
[7 7>
NUCLEAR REGULATORY COMMISSION
- h If WASHIN GTON. D.C. 20555 o$
',***** s May 2,1980 cFFK:E OF THE CHAIRMAN U. S. NUCLEAR REGULATORY COMMISSION EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT i
It is the policy of the U. S. Nuclear Regulatory Commission to carry out a meaningful affirmative action program to promote equal employment opportu-nities in accordance with U. S. Government policy as provided in Executive Order 11478, the 1972 amendments to Title VII of the Civil Rights Act of 1964 (P.L.92-261) and implementing regulations and directives of the U.S.
Equal Employment Opportunity Commission.
To implement this policy, the U. S. Nuclear Regulatory Commission will:
1.
Provide equal opportunity in Federal employment for all persons; to prohibit discrimination in employment because of race, creed, color, national origin, age, sex or handicap.
2.
Achieve increased representation of minorities and women in each job category and grade in the workforce of the NRC, particularly in those areas where underrepresentation exists.
3.
Ensure that equal employment opportunity applies to and is an integral part of every personnel policy and practice in the employment, development, advancement and treatment of all NRC employees.
4.
Provide for the prompt, fair and impartial consideration of all complaints involving issues of discrimination from NRC employees or prospective employees.
These requirements will be enforced by the Commission and other top management officials of the U. S. Nuclear Regulatory Commission.
John F. Ahearne 4
UNITED STATES
,"y
- j NUCLEAR REGULATORY COMMISSION
't WASHIN GTON, D.C. 20555
+9
,o OFF CE OFTHE CHAIRMAN MEMORANDUM FOR: Office Directors FROM:
John F. Ahearne, Chairman
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, national origin, age, sex or handicap.
In order to overcome the past effects of discrimination, special affirmative action is required at all levels of management.
Our commitment to equal employment opportunity cannot be merely a " neutral" policy, but will require new innovative goal-setting programs with measurement and evaluation factors similar to 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 (EE0C) has been assigned overall authority to enforce Congressional directives for equal employment opportu-nity through requirements for agency affirmative action programs 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 action planning and program development.
This will be a results-oriented 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 goals.
Management performance will be evaluated on these, as on other major agency goals.
The Commission expects your full cooperation in order that we may continue
-to promote an effective EE0 program in the NRC.
John F. Ahearne
CERTIFICATION OF QUALIFICATIONS OF PRINCIPAL EE0 0FFICIALS I certify that the qualifications of all staff officials, full-time or part-timei concerned with admin-istration of the EE0 Program, including the D; rector of Equal Employment Opportunity, EE0 Officers, and Federal '.40 men's Program Managers have been reviewed by competent authority and the incumbents of these positions meet the standards outlined in Qualifications Standards Handbook X-ll8 under " Equal Opportunity Specialist GS-160" or " Qualifications Guide for Collateral Assignments Involving Equal Employment Opportunity Duties." Evidence that the review has been made and its findings are on file and available for review by EE0C officials.
I further certify that the provisions of FPM Letter 713-37, Documentir.g EE0 Collateral Duties in Official Positions Descriptions have been met.
T William 7.~ Dircks Acting Executive Director for Operations APR 211980 Date 7
Figure 3
O..
NUCLEAR REGULATORY COMMISSION FULL-TIME PERftANENT PERSONNEL PROFILE
~
AS of March 14, 1980
~
llHITE BLACK HISPANIC'
' ASIAN OFFICE' GRADE MALE FEMALE F1 ALE FEfMLE iMLE -
FEtMLE MALE' FEMALE PERSONNEL ~
L GG-16 1
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0 0
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WORK FORCE ANALYSIS AGENCYWIDE
.08/31/79 MALES FEMALES Pay Total System Number of Native Total Native Total
& Grade Employees White Black Hispanic A/PI American Males White Black Hispanic A/PI American Women
[
- (%)
- (%)
e(%)
- N e(%)
- (%)
- (%)
e(%)
e(%)
- (%)
- (%)
s(%)
i
~ 11 2 (18 2) 9 (812) 0 0
0 11 (100) 0 0
0 0
0 0
WB AD (Cler) 1 0
0 0
0 0
0 1 (100) 0 0
0 0
1 (100)
GS-02 7
0 0
0 0
0 0
6 (853) 1 (14 2) 0 0
0 7 (100)
GS-03 16 0
2 (125) 1 (6.2) 0 0
3 (183) 10 (62 5) 3 (183) 0 0
0 13 (81.2)
GS-04 40 5 (12.5) 0 1(25) 0 0
6 (15D) 20 (50.0) 13 (32 5) 1(25) 0 0
34 (85D)
GS-05 110 7(63) 2 (1.8) 0 0
0 9 (8.1) 69 (623) 30(273) 1(03) 0 1(03) 101 (91.8)
GS-06 178 10 (5.61 4 (2.2) 0 0
0 14 (7 2) 126 (70.8) 35 (19.6) 3(13) 0 0
164 (92.1)
GS-07 156 15(9.6) 3(13) 1 (0.6) 0 0
19 (12 2) 106 (672) 29 (18.6) 0 2(12) 0 137 (872)
GS-08 66 4 (6D) 3 (4.5) 0 0
0 7 (10.6) 48 (72J) 11 (16.6) 0 0
0 59 (89 A)
GS-09 121 25 (20.6) 5(43) 2 (1.6) 1(02) 0 33 (27.2) 76(622) 10 (8 2) 0 2 (131 0
88 (72 3)
GS-10 12 2 (16.6) 0 0
0 0
2 (16 S1 9 (75D) 0 1(83) 0 0
10 (83 3)
GS-11 138 64 (46.4) 10 (7 2) 1(03) 5 (3.6) 0 80 (573) 44 (312) 11 (8D) 1 (0J) 2 (1 A) 0 58 (42.0)
GS-12 197 129 (65.5) 7 (3.5) 5 (2.5) 4(2D) 0 145 (73 S) 43 (21.8) 7(35) 2 (ID) 0 0
52 (26A)
GS-13 331 261 (78.8) 18 (SA) 5 (1.5) 10 (3D) 0 294 (88 2) 29 (83) 7 (2.1) 0 1(03) 0 37 (11.1)
GS-14 592 521 (882) 12 (2 2) 7 (1.2) 31 (5.2) 1(02) 572 (96.6) 18 (3D) 2(03) 0 0-0 20 (3A)
GS-15 480 447 (93.1) 11 (2 3) 4(02) 9(13) 0 471 (98.1) 9 (1.8) 0 0
0 0
9(13)
GS-16 123 120 (975) 1 (0.8) 0 0
0 121 (98.4) 2 (1.6) 0 0
0 0
2(13)
GS-17 58 54 (93.1) 0 0
2 (3A) 0 56 (965) 2 (3A) 0 0
0 0
2 (3A)
GS-18 22 22 (100) 0 0
0 0
22 (100) 0 0
0 0
0 0
AD (Prof) 2 1 (50.0) 0 0
0 0
1 (504) 1 (502) 0 0
0 0
1 (50.0)
ST 9
9 (100) 0 0
0 0
9 (100) 0 0
0 0
0 0
EX 14 14 (1001 0
0 0
0 14 (100) 0 0
0 0
0 0-
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- F i
DISTRIBUTION OF RACE, SEX, NATIONAL ORIGIN IN THE-TWENTY MOST POPULOUS SERIES ~
. n 08/31/79 s
- e-MALES.
FEMALES.
~ Total '
Number of Native Total
. Native '
Tetel Employees
' White Black Hispanic A/Pi American Males White '
Black Hissemc 'A/PI' American LWomen sN-
- 5) e(%):
s (%)
sN e(%)
s(%)-
- N
.*N.
'# N
- M
.'s N 1
00840 800 738 (92.2) 13 (1.6) 13 (I A) 24 (3 Al-0 788 (98.5)
- 11 (1.4) 0-
,O-1 lo,1) 0
.12 (1.5) 00318' 321 0
0 0
0 0
0 273(855) 42 (13.1) 3103) 2(461 1 (A3) -
321 (100)
~
15 (7J)
O E
2 (I A)
O' i17 (8.7)'
~ <
01306 194 164(845) 8 (4.1) 1(0.5) 4 (2.1) 0 177 51.2) 00301(A) 111 43 (38J) 5 (4.5) 0 1(03) 0 49 (44.1) 46 (41.4) 15 (135)
. s (o.9) 0-0:
62 (55Al 00905-1102
' 83 (81.4) 3(23) 0 0
0 86 (84 3) 16 (153) 0 0
0 0:
16 (15 3) 00301(C) 87 17 (19.5) 9 (10J) 2(23) 0 0
28 (32.2) 34 (30.1) 25 (28J) 0-0-
0.
59 (67A).
00080 82 66 (80.5) 7 (8.5) 0 0
0 73 (89D) 9 (lla) 0' 0,
0.
0 9 (11 A1 00801 66 57 (863) 1 (1.5) 2 OAl 2 OA) 0 62(933) 4 (6.1) 0 0-0 0
4 (6.1):
00322 54 1 (1.8) '
O 0
0 0
1 (I A) 38 (70.4) 15 (27A) 0 0
0 53 (98.4) 00345 53 38 (71.7) 2 0.8) 0 0
- 1 (12)
-41 (77.4) 10 (18 3) 1(13) 1(13) 0 0
12 (27.8) 00830-49 33 (67 3) 1 (2A) 1 (2A) 14 (28.6) 0-49 (100) 0 0
0 0
l0-0 01301 43 39 (90.7) 0' O
2 14.6) 0' 41 (953) 0 0
2 (4A) 0 0:
' 2(4 Al.
00510 36 26 (72.2)
'2(5.6) 0 1 (2 A) 0 29 (80.6) 4 (11.1) 3 (83) -
0 0
0'
' 7 (19.4)
I 00810 36 25 (69.4) 0 1 (2.8)
' 9 (25 Al O
35 (97.2) 1(22) 0 0
0:
0
.1 (2 A) :
I 00343 36 20(W.6) 2 (5 A) 0 0
0 22 (61.1)
.10 (27 A) 3 (83) '
O 1(22) 10.
' 14 (38 2) 00334-32 17 (53.1)
~ 3 (9.4) 10.1) 0 0
21 (65.6) 10 01.2) 10.1) 0-0 0
11 04.4)
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00305 30*
6 (202) 4 (13 3) 0
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10 033) 8 (263) 12 (40 3) 0.
0.
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I-01102(A) 28' 13 (46.4) 5 (17.8) 0.
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01515 25 21 (84A) 2 (8A)
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'o L ur analysis reflects that as the grade level increases, the proportion of women employed at each grade level 0
1
~
decreases.
For example, women represent about 90.4% of the GS 5 to 8 positions, whereas they' represent less than 4% of the SES management positions. Also minority males represent an insignificant percent of the SES level position within NRC. There are fewer women employed as professionals as compared to those employed as clerical or non-professional. On the other hand, there are more men employed as professionals than those employed as clerical.or non-professional.
The same holds true for minority women and men.
~ Figures 7 through 12 comprise the statistical analysis of the six most populous occupations.
F "nt 13 indicates a lack of women and minority nanagers virtually across the board in the populous occupations. Dr.y the administrative occupation shcv any women managers.
Supervisory representation is somewhat better with wa in the administrative and program analysis areas. Only one Black male was identified as a manager in the security administration area; however, there were Black and Asisn/ Pacific Islander. men supervisors in the.
administrative and program analysis areas.
12
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C A
A T
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G G
G G
G G
G A
S E
T
CURREllT WORKFORCE DISPERSIOff FOR POPULOUS OCCUPATI0llS
~
OY GRADE OR PAY l.EVEL Figure 8.
OCCUPATION: 01306 - !!EALTil PHYSICS TARGETED FOR PAllSE I:.
TARGETED.FOR PilASE II:
'iOTAL WillTE BLACK llISPAtlIC A/PI NATIVE AMER.
IMLE FEIMLE iMLE FEiMLE IMLE
' FEfMLE iMLE FElMLE IMLE FEMALE HALE FEMALE TOTAL FH GRADE
- (%)'
f(%)
1(%)
f(%)
- (%)
- (%)
f(%)'
- (%)
f(%)
- (%)
- (%)
-f(%)
IN GRAD 1 GS-07 4(100) 4(100) 4 GS-09 2(50) 2(50) 2(50) 2(50) 4 GS-II 12(92) 1(8) 11(84) 1(8) 1(8) 13 GS-12 22(85) 4(15) 19(73) 4(15) 2(8) 1(4) 26 GS-13 48(96) 2(4) 43(86) 1(2) 3(8) 1(2) 1(2) 1(2) 50 GS-14 51(94) 3(5) 48(89) 3(5) 1(2) 2(8) 54 GS-15 33(97) 1(3) 32(94) 1(3) 1(3) 34 GS-16 6(100) 6(100 6
GS-17 2(100) 2(100
.2 GS-16 1(100) 1(100 l'
TOTAL 177(91) 17(9) 164(84) 15(8) 8(4) 1(.5) 4(2) 2(1) 194.
4 m
CURRENT WORKFORCE DISPERSION FOR POPULOUS OCCUPATIONS
'~
BY GRADE,0R PAY 1.EVEL Figure 9.
OCCUPATION: 00905 - ATTORNEY TARGETED FOR PAHSE I:
TARGETED FOR PilASE II:
. TOTAL WillTE BLACK llISPANIC A/PI NATIVE AMER.T 11 ALE FEIMLE iMLE FEllALE iMLE FEfMLE IMLE FEMALE iMLE FEMALE MALE FEiMLE-TOTAL iK GRADE f(%)*
- (%)
f(%)
f(%)
f(%)
- (%)
f(%)'
f(%)
f(%)
f(%)
f(%)
f(%)
~Iri GRADI GS-Il 2(67) 1(33) 1(33) 1(33) 1(33) 3 GS-12 4(57) 3(43) 3(.43) 3(43) 1(14) 7 GS-13 10(62) 6(37) 10(62) 6(37)
.16 ~
GS-14 6(67) 3(33) 6(67) 3(33) 9 GS-15 39(97) 1(2) 38(95) 1(2) 1(2)
D40
'15 GS-16 14(93) 1(7) 14(93) 1(7)
GS-17 7(87) 1(12) 7(87) 1(12) 8 GS-18 2(100 2(100 2
1 EXEC-2(100 2(100 2~
TOTAL 86(84) 16(16) 83(81)
.16(16) 3(3) 102
s CURREllT WORKFORCE DISPERSI0ft FOR POPULOUS OCCUPATI0f15
~
BY GRADE OR PAY LEVEL Figure 10.
OCCUPATION: 00310 - GENERAL ADMINISTRATIVE TARGETED FOR PAHSE I:
TARGETED FOR PilASE II:
TOTAL WilliE BLACK llISPANIC A/PI ilATIVE AMER.
MALE FEMALE f1 ALE FEfMLL MALE FEMALE MALE FEMALE IMLE FEMALE MALE FElMLE TOTAL NO GRADE
- (%)
- (%)
- (%)
- (%)
- (%)
- (%)
- (%)
- (%)
- (%)
- (%)
- (%)
- (%)
IN GRADE GS-09 4(16) 21(84) 4(16) 18(72) 3(12) 25 GS-10 1(50) 1(50) 1(50) 1(50) 2 GS-ll 7(28) 18(72) 6(24) 13(52) 1(4) 5(20) 25 GS-12 5(28) 13(72) 5(28) 9(50) 4(22) 18 GS-13 7(58) 5(42) 4(33) 2(17) 3(25) 3(25) 12 d5-14 8(80) 2(20) 7(70) 2(20) 1(10) 10 GS-15 8(89) 1(11) 7(78) 1(11) 1(11) 9 GS-16 6(100) 6(100 6
2 GS-17 1(50) 1(50) 1(50) 1(50) 2 GS-18 2(100 2(100 1(.9) 1(.9) 111 TOTAL 49(44) 62(56) 43(39) 46(41) 5(5) 15(13)
CURREllT WORKFORCE DISPERSI0fl FOR POPULOUS OCCllPATIONS
~
BY GRADE OR PAY LEVEL Figure 11.
OCCUPATION: 00080 - SECURITY ADMINISTRATION TARGETED FOR PAllSE 1:
TARGETED FOR PilASE II:
TOTAL WillTE BLACK llISPAlllC A/PI
!!ATIVE AMER.
MALE FEftALE iMLE FEfMLE MALE FEIMLE
- IMLE, FEMALE IMLE FEMALE IMLE FEiMLE TOTAL lit GRADE
- (%)~
- (%)
- (%)
f(%)
- (%)
f(%)
f(%)
f(%)
f(%)
f(%)
f(%)
- (%)
lii GRADI GS-05 1(100) 1(100) 1 GS-07 1(25) 3(75) 3(75) 1(25) 4 GS-09 3(50) 3(50) 3(50) 3(50) 6 GS-ll 6(86) 1(14) 4(57) 1(14) 2(28) 7 GS-12 12(92) 1(8) 12(92) 1(8) 13 GS-13 22(100) 20(91) 2(9) 22 GS-14 16(100) 15(94) 1(6) 16 GS-15 8(100) 7(87) 1(13) 8 GS-16 3(100) 3(100) 3 GS-17 2(100) 2(100) 2 TOTAL 73(89) 9(11) 66(80) 9(11) 7(8) 82
1 CURREllT WORKFORCE DISPERSI0fl FOR POPULOUS OCCUPAT10 IS BY GRADE OR PAY LEVEL Figure 12.
OCCUPATI0ft: 00345 - PROGRAM ANALYSIS TARGETED FOR PAllSE 1:
TARGETED FOR PilASE II:
TOTAL WillTE
- BLACV, IllSPAfilC A/PI ilATIVE AMER.
IMLE FElMLE 11 ALE FEtMLE iMLE FEMALE IMLE.
FElMLE IMLE FEMALE IMLE FElMLE TOTAL il(
GRADE
- (%)*
- (%)
- (%)
- (%)
- (%)
- (%)
f(%)
f(%)
- (%)
f(%)
f(%)
f(%)
Ill GRADE GS-08 1(100) 1(100; 1
GS-09 1(50) 1(50) 1(50) 1(50) 2 GS-Il 4(100) 3(75) 1(25) 4 GS-12 1(33) 2(66) 1(33) 2(66) 3 GS-13 2(100) 2(100 2
GS-14 8(61) 5(38) 7(54) 4(31) 1(8) 1(8) 13 GS-15 23(100) 21(91) 2(9) 23 GS-16 4(100) 4(100 4
GS-17 1(100) 1(100 1
TOTAL 41(77) 12(28) 38(72) 10(19) 2(4) 1(2) 1(2) 1(2) 53
Current !! ark Fc rc Occupations by LE.ve Occupa tion Tota
?. l.evel o f Male Au thori ty Total y,
0840 800 M
53 6.6 S
116 14.5 0
619 77.4 i
1306 194 i
M 7
3.6 !
S 24 12.4 0
146 75.2j 0905 102 I
M 14 13.7 5
5 4.9 0
67 65.7 0301 198 M
6 3.0 S
13 6.6 0
58 29.3 1
~
0080 82 M
7 8.5 S
13 15.9 0
53 64.6 0345 53 M
'3 5.7 S
8 15.1 i
0 30
~5.6 i
TOTALS 1429 1242 86.9 1
M = Jianager S = Supervisor
'O=t)(her
[.
)isper sion' for ' Populous-Occul a tions: - ~0840,:1306, 0905 0301','0030, 0345--
?
i liof Authority:
Targeted.for Phase I:
Targeted - for Phase,I1:
~
Asian American/
Amcrican Indiang White Black llispanic Pacific Islander Alaska NTtive-
~'emale Male Female Male female Hale I emale Male.
L Female- 'I
~ Male
! Female'I!
I l
-l-L'A' I.
m..
-l tj 53 6.6 l~-.
11.
.1 113 14.1 1
.1 2
.3
-;f-:
.J-1
.1 01-
.1. 4 572 '71.5 10 1.3 11.
1.4.
l 's 1.6 23-2.9
'l
.1:.
1-
- o
- i -
7 3.6 c-1-
.5 22 11.3 l'
. 5'
- -:ll..-
37- ;8.8 135 69.6 15 7.7
'7-3.6
'3.
'l.5
'2: :1.0-1
.5 1 -
I I
-d-14 13.7 5
4.9
---_ l-06'.15.7 64 62.7 16 15.7 3
.2.9
-- ]
-~l:-
~-
2-1.0 6
3.0 2
1.0 8
15:
7.6 12 6.1 7
3.5
'l
.5 8
4.0 T--
04' 52*.5 42 21.2 71 35.9 13 6.6 32 16;2
.2 1.0 1
.5 1
.5l
.g.
.;-lt-6 7.3 1
1.2 x--
13 15.9 Ei -
p: 11.0 47 57.3 9
11.0 6f 7.3f 9
j.;,-
_.-. c...
'l.
~
i.:-
3 5.7 1
1.9 7 13.2 1
1.9 l
1.9-
-8 E-
- 11.-.l9'I
'l l 20.7 28 52.8 9
17.0 1
. l.9 l-1.9.
1 1.9 -
C -. __ w 29 12.0 3,
.2-il
.07[-;'-_..
87 13.1-1149 80.4 141 9.9 47-3.3:
41 2.9.
'16 1.1 -
'2-
.l~
d' a
b i
6 a
a
~
em STEP B ~-DETERMINATION OF UNDERREPRESENTATION The percentage of each group in the overall national civilian laborforce was used to determine underrepresentation. This approach is consistent with our national recruitment efforts and the preparation of the plan on an agency-wide basis since there are fewer than 500 employees in each of the ~ regional offices.
In determining the degree of underrepresentation for the six most populous occupations, underrepresentation was not found in _the following areas:
OCCUPATION MALE FEMALE Nuclear Engineering Hispanic Asian / Pacific Islander Health Physics Black Asian / Pacific Islander Asian / Pacific Islander General Administrative Asian / Pacific Islander Whi te Black Security Administration Black Program Analysis Native American Hispanic-As you will note in Figures 14 through 19, overrepresentation exist in many areas for some groups; i.e.,
Asian / Pacific Islander men in. nuclear engineering; Asian / Pacific Islander men and women and Black men in health physics; White'and Black women in the administrative category; and Native American men in program an3 lysis.
Figure 20 shows the vacancy projections for the six most populous occupations.
20.
.-u
e DETERMIflAT10fl 0F UtlDERREPRESEllTATIOff Figure 14.
UtlDERREPRESEilTATI0ft
% OF GROUP
% OF GROUP If1 IllDEX (UI)
UNDER-PROFESSI0ilAL Ill OCCUPA.
PROFESSIOflAL
(
x 100 = UI))
(100 - UI = UR)
BOARD REPRESENTATION REPRESEflTAT10ft(UR) fl0. Oft NO. FOR EQUAL OCCUPATI0ft (a)
CLF (b)
(
00840-- NUC.
EllGR.
All Women 1.5 34.6 x 100 = 4 100 - 4 = %
M M
3 Black 3.1 100 0
25 llispanic
.9 100 0
7 Native Am.
.1 100 0
1 A/PI
.1
.3 x 100 = 33 100 - 33 = 67 1
3 Black Men 1.6 3.4 1.6 x 100 = 47 100 - 47 = 53 13 27 3.4 llispanic Men 1.6 1.6 1.6 x 100 = 100 Equal Rep.
13 13
,,6 flative Am. Mer 0
.1 100 0
1 A/PI Men 3.0
.8 3.0 x 100 = 167 Over Rep.
24 14 1.8 I
DETERMillATI0ff 0F UllDERREPRESEllTATIO_ft Figure 15.
UllDERREPRESEllTATI0ff
% OF GROUP
% OF GROUP Ill IflDEX (Ul)
UflDER-al REPRESEilTATI0fl (UR) 110. Oil N0. FOR ECUAL
((lgx100=UI)
PROFESS 10llAL lll OCCUPA.
PROFESS 10flAL
((
)
(100 - UI = UR) 00ARD REPRESEllTATION OCC11 PAT 10fl (a)
CLF (b) 01306 - IIEALTil PilYSICS All Women 8.7 34.6 x 100 = 25 100 - 25 = 75 17 67 3.6 Black 3.1 100 0
6 Ilispanic
.9 100 0
2 fla tive Amer.
.1 100 0
1 I;0 x 100 = 333 Over 2
1 A/PI 1.0
.3 3
4; Black Men 4.1 3.4 x 100 = 121 Over 8
6 3
Ilispanic Men
.5 1.6 j, x 100-= 31 100 - 31 = 69 1
3 100 0
1 fla tive Amer. Men
.1 A/PI Men 2.1 1.8 x 100 = 117 Over 4
3 e
DETLRillflA110ft Of lillDI.RRI.PRI.5ErlTAT10fl Figure 16.
UllDERREPRESEllTATI0ff
%.0F GROUP
% OF GROUP Ifl IflDEX (UI)
' Ufl0ER-a REPRESEllTATI0ft (UR) fl0. Oft fl0. FOR EQUAL
({li)), x 100 _ UI)
PROFE5510flAL lll OCCUPA.
PROFESS 10flAL
((
)
(100 - UI = UR)
BOARD REPRESEllTAT10fl OCCUI'AT 10ll (a)
CLF (b) 00905 - ATT0RilEY All Women 15.7 34.6 x 100 =.45 100 - 45 = 55 16 35 6
Black 3.1 100 0
3 llispanic
.9 100 0
1 flative Amer.
.1 100 0
1 A/PI
.3 100 0
1 2.9 Black fien 2.9 3.4 x 100 = 85 100 - 85 = 15 3
4
_q llispanic fien 1.6 100 0
2 flative Amer.flen
.1 100 0
1 A/PI lien 1.8 100 0-2
DFTERillilATI0ff 0F UllDERREPRESEllTATI0ff Figure 17.
UtlDERREPRESEllTATI0ft
% OF GROUP
% OF GROUP Ill IfiDEX (UI)
UtlDER-al REPRESEllTATI0ff (UR) tt0. Oil fl0. FOR EQUAL.
((Ti/ x 100 = UI))
(100 - UI = UR)
BOARD REPRESEllTATION ADrilflISTRATIVE Ill OCCUPA.
CLF OCCUPATIO!!
(a)
(b)
((
e 00301 - GEllERAL ADfilfl.
5.
All Women 55.9 41.7 x 100 = 134 Over 62 46 4,
.5 Black 13.5 4.8 x 100 = 281 Over 15 5
4,8 llispanic
.9 1.9 x 100 = 47 100 - 47 = 53 1
2 j
flative Amer.
.2 100 0
1
. /PI
.6 100 0
1 A
4 Black lien 4.5 5.3 x 100 = 85 100 - 85 = 15 5
6 5.
J llispanic lien 2.9 100 0
3 flative Amer. Men
.2 100 0
1 jx100=113 Equal Rep.
l ~
l A/PI lien
.9
.8 l
" DETERillilAT10fl 0F UflDERREPREstilTATI0ft Figure 18.
UflDERREPRESEllTATI0ft
% OF GROUP
% OF GROUP Ill IflDEX (UI)
UtIDER-ADillfilSTRATIVE
.Ill OCCUPA.
CLF
(~(Igx 100=UI))
al REPRESENTATI0fl(UR)
.NO. ON N0. FOR EQUAL OCCUPATI0fl (a)
(b)
((
(100 - UI = UR)
BOARD REPRESEllTAT10t<
00080 - SECURITY ADMiti.
All.'Komen 11.0 41.7 x 100 = 2'6 100 - 26 = 74 9
34 Black 4.8 100 0
4 Ilispanic 1.9 100 0
2 fla tive Amer.
.2 100 0
1-A/PI
.6 100 0
1 5
I}1ack Men 8.5 5.3 x 100 = 160 Over
-7
'4 3
Ilispanic Men 2.9 100 0
3 flative Amer. Men
,2 100 0
1 A/PI lien
.8 100 0
1 9
4 e
S O
O
DETERitillAT10fl Of Ufl0ERREPRI:SEllTATI0fl Figure 19.
Uf10ERREPRESEilTATI0tl
% OF GROUP
% OF GROUP Ill lilDEX (UI)
' Ull0ER-((a?j-
- 100 = UI))
REPRESEilTATI0ff(UR) ti0. Oil il0. FOR EQUAL.
ADril: ISTRATIVE If1 OCCUPA.
OCCUPATI0ll (a)
CL(Fb)
('(E (100 - UI = UR)
BOARD REPRESEllTATIOil 00345 - PROGRArt AtlALYSIS 274jx100=66 All Women 27.6 41.7 100 - 66 = 34 12 22 jx100=40 Black 1.9 4.8 100 - 40 = 60 1
2 llispanic 1.9 1.9 x 100 = 100 Equal Rep.
I 1
ila tive Amer.
.2 100 0
1 A/PI
.6 100 0
1 Sjx100=72 Black lien 3.8 5.3 100 - 72 = 28 2
3 llispanic fien 2.9 100 0
1 Ijx100=950 flative Amer. Men 1.9
.2 Over 1
1 A/PI lien
.8 100 0
_1 O
C '
~.
VACANCY PROJECTIONS FIGURE 20 The vacancy projections are based on anticipated retirements, separations and new positions-to be filled for the period January 1,.1980 to October 1,1980.
It should be noted that there is a considerable time.. lag between selection for an NRC position and entry on duty because of the security clearance requirements.
ESTIMATED VACANCIES BY ENTRY, MID, SENIOR AND SES LEVEL (1/1/80 - 9/30/80)
Occupations-GS 5-7 GS 9-12 GS 13-15 SES
. TOTAL 00840 - Nuclear Engineering 19 88 99 11 217
' 01306 - Health Physics 6-39 40 1
86 00905 - General Attorney 0
6 11 2
19 00301 - General Administrative 6
9 2
1 18 00080 - Security Administration 6
10 8
2 26 00345 - Program Analysis 3
6 8
1 18 27.
j
STEP C - TARGETING OCCUPATIONS FOR AFFIRMATIVE ACTION GOAL.S The NRC is a very small and highly technical organization. As the analysis reveals, approximately 30% of the staff is in the nuclear engineeri1g area; 6% in other engineering disciplines; 7% in health physics and another 2% in general physical science.
Not only does this represent 54% of' the twenty most populous occupations, t represents 45% of the total staff. These occupational areas have the widest grade range, substantial vacancies, and high degrees of underrepresentation.
However, our affirmative action targets will' not be limited to nuclear engineering and health physics, but will be distributed among the six most populous occupations for Phase I with some targets continuing into Phase II, and a few are b'eing targeted for multi-year planning. We feel that in some of the occupations underrepresentation can be eliminated during Phase I, but the degree to which equal representation can be achieved in others is minimal.
For instance, it would be unrealistic tc assume that women can achieve equal representation of 34.2% of the agency's engineering workforce in the foreseeable future, since according to the Scientific Manpower Commission only 1.14% of the over one million earned engineering degrees were conferred upon women between 1947 and 1978.
In addition, only a total of 90 women received Bachelor's and 47 received Masters' degrees in nuclear engineering between 1973 and 1978.
During this same period, 1973-1978, a total of 30 Black, 20 Hispanic and 16 Asian / Pacific Islander, men and women, received Bachelor's degrees in nuclear engineering.
Further, the overall enrollment in nuclear engineering began to decrease during the 1977/78 school year, with greater decreases expected in coming years.
Moreover, in 1979, women made up only 2.4% of the engineering civilian workforce, and Black and other minority groups made up 6.3%.
28
L The outlook for women and minorities in health physics is equally bleak.
Between 1973 and'1978, a total of 87 ',
wonen ad40 minorities, non and wonen, were granted Bachelor's degrees (25 Blacks, 6 Hispanics and 9 Asiani Pacific Islanders).
During the 1977/78 schosi year, not only did the number of Female and Black enrollment.
decrease-significantly, the enrollment of other minority groups remained low.
Thus, the agency has a very small pool from which to hire women and minorities in nuclear engineering and
~
health physics.
SOURCES:
U.S. Department of Labor Special Labor Force Report #225, Educational Attainment of Workers from 1973-1978.
U.S. Department of Energy Radiation Protection Enrollments and Degrees,1978 DOE /IR-0052.
~ U.S. Department of Energy Nuclear Engineering Enrollment and Degrees,1978 DOE /IR-0053.
P/RA Research Inc.
Statistical Data prepared for ERDA and updated by D0E.
Atomic Industrial Forum Ltr to NRC from AIF Policy Committee concerning the follow-up to the TMI accident.
Sciencific Manpower Commission Professional Women and Minorities.
29
~
x
.~
. STEP D - ANALYSIS OF IMPEDIMENTS
~
1.
The Recruitment Process
.The major recruitment sources are listed below in order of their effectiveness in generating minority4 and female applicants.
External Internal College' Recruitment Program Vacancy Announcement System Mailing Lists Attendance at technical Society Meetings Advertising in technical journals and newspapers Our college recruitment schedule includes a number of predominately minority colleges and universities, and.is centered around those institutions across the country having sound engineering curricula and a-good representation of minority and women students. This effort has been our major source.of generating ~
applications for entry-level and intern positions in the engineering a -
scientific occupations 1 the 2
agency.
It has also. been our major source of identifying persons for the limited number of management intern positicns in the agency.
Since this effort is conducted during career day activities,. we. have also been able to attract a number of applicants for placement in other occupational categories, such
~
as secretaries, typists, accountants, etc. Through this effort we have also been able to identify-and hire persons for the summer intern and co-op programs, as well as' provide summer employment for college. students in other areas.
30.
Our. Mailing List includes minority and women technical organizations, and supplements the College
~ '
Recruitment Program.
Information on job opportunities at the NRC is distributed at National Technical Society meetings, as well as those conducted by minority groups and women.
Information is also sentL to college placement offices, chapters of various technical and professional societies, and.to minority and women student groups.
The NRC advertises in technical journals, publications directed towards minorities and women and in newspapers in geographic areas where there is a significant minority population. This, too, keeps us-highly visible and generates a number of qualified candidates. Our vacancy announcement system is the primary source of generating interest of internal candidates.
We feel that some improvement can be made in our recruitment efforts by expanding our mailing list to include other Federal agencies and minority and female civic and placement organizations.
2.
Thd Selection Process
' A detailed analysis of the NRC employee selection process has not yet been completed. The agency is now in the process of evaluating all of its personnel policies and procedures to determine if any _ group of employees is being adversely affected. However, we have been able to determine for.the six most populous occupations, those procedures and practices which could possibly have an. adverse impact on -
minority groups and women.
Those barriers, along with alternative procc. ares, are outlined in Figures.21 through 24.
31
~-
'b.
3.
Promotion Trend' Figures'25.through'30 provide details on promotions for calendar year 1978 and nine months of calendar
~ year.1979.
Data on promotions by race / sex / national origin dating before calendar year 1978 'is not-available. at this: time.- We will, therefore, focus on improvement of our computerized data base in
' fiscal year.1980.
9 f
e 32.
HARRIER ANALYSIS FOR TARGETED OCCUPATIONS
~
Figure 21.
00840 OCCUPATION (S): NUCLEAR ENGR.
VT306 HEALTH PHYSICS.
IINDERREPRESEllTED OCCllPATI0flAL PRESEllT SELECTI0ff PROCEDURES TilAT ALTERilATIVE SELECTION PROCEDURES GROUP LEVEL.S ARE BARRIERS TO G0AL AClllEVEMENT TilAT Will. DE UTILIZED ENGINEERING
- 1. Required high grade point average
- 1. Relax heavy reliance on high grade point for entry-level positions.
average.
Female
- 2. Requirement of nuclear engineering 2.
Use of technician series for entry leve White 5-7 college courses, nuclear engineer-positions to allow' for OJT in order to Black 5-7 ing or health physics degrees.
improve qualifications.
Nispanic 5-7 Substitute credentials of other engineer Asian /Paci fic ing'and physical science disciplines as Islander 5-7 qualifications for nuclear engineers and health physicists.
Male Black 5-7
- 3. Ileavy reliance on the screening
- 3. Mandatory requirement that a selecting ~
process.
official interview all minority and llEAL11I.PilYSICS women designated to have high potential as a result of FEORP recruitment efforts Female White 9-12 Black 9-12 llispanic 9-12 Asian / Pacific Islander 9-12 Male llispanic 9-12
7 k'
w BARRIER. ANALYSIS FOR TARGETED OCCUPATIONS FIGURE 22.
OCCUPATION (S): 00905 ATTORNEY lillDI.RRr.I'RESEtll r 0 OCCllPATIONAl.
.PRESEflT SELECTIOff PROCEDURES TilAT ALTERflATIVE SEl.ECTION PROCEDURES GR0llP 1.EVEl.S ARE BARRIERS 10 G0AL AClllEVEMENT TilAT WILL BE UTILIZED 1.
A general requirement that 1.
Waiver of, requirement for applican't -
FEMALE attorney applicants graduate in with compensating qualification.
the upper 30% of their law school White 9-15 class.
Black 9-12 2.
A general requirement that 2.
Waiver of requirement for applicant =.
attorney applicants have law with compensating qualification.
.llispanic 9-12 review or moot court experience 8'
Asian / Pacific Islander 9-12 3.
A general requirement that 3.
None.
This'is such an. essential attorney applicants exhibit.high element that there is no suitable quality writing skills.
alternative.
4.
A general requirement that 4.
Waiver of requirement for applicants '
attorney applicants for GS-12 with potential for rapid assimilation MALE and above positions have of knowledge.
experience in the fields of law llispanic 9-12 practiced by NRC attorneys.
Asian / Pacific Islander 9-12 o
HARRIER AflALYSIS FOR TARGETED OCCtlPATI0fl5 Figure 23.
00301 0CCUPATION(S): GENERAL ADMIN.
UUJ45 PROGRAM ANALYSIS' liflDI:RRI:PRESEllTED OCCllPATIOflAL
.PRESEllT SELECT 10ft PROCEDURES TIIAT ALTERilATIVE SELECTIO'l PROCEDURES GR0tlP LEVELS ARE BAru!!ERS 10 GOAL AClllEVEMEllT TliAT WILL BE UTILIZED GEllERAL ADMIfl.
Female 1.
Inconsistent use of panels.
1.
Mandatory use of panels for filling llispanic 9-12
.aH vacancies.
Asian / Pacific 2.
Policy regarding first consider-2.
Where insufficient numbers of under-Islander 9-12 ation of in-house candidates.
represented groups exist in-house, hol flative American 5-7 position vacancies open until minority women candidates can be identified.
N IU 3.
Vacancy announcements system.
- 3. -Review each job vacancy to assure thaG Black 9-12 only critical job elements are require Ilispanic 9-12 ments for fiH ing vacancies.
Asian / Pacific Assure that Certification Islander 9-12 list only critical elements posted in flative American 5-7 vacancy.
PROGRAM ANALYSIS Female White 13-15 Black 9-12 Hispanic 9-12 Asian / Pacific Islander 9-12 Native American 5-7
S E
R S
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BARRIER AllALYSIS FOR TARGETED OCCUPATI0flS Figure 24.
OCCUPATION (S): 00080 - SECURITY IJilDERREPRESEllTED OCCUPATl0flAL PRESEllT SELECTI0li PROCEDURES TIlAT ALTERilATIVE SELECTION PROCEDURES GR0tiP LEVELS
'ARE BARRIERS TO G0AL ACllIEVEMEllT TilAT WII.L BE UTILIZED FEMALE White 9-15 1.
Policy regarding in-house 1.
Where insufficient numbers of under-candidate who are qualified represented groups exist in the agency Black 5-7 must be given first consideration workforce, position vacancies will be:
held open until minority / woman
'll'i spanic 5-7 candidates can be identified.
Asian / Pacific 2.
Critical elements generally 2.
Assur'e that critical elements of Islander 5-7 reflect position at higher position are the requirements at entry-level.
level.
Restructure position to allow for MALE upward mobility and on-the-job training llispanic 9-12 Asian / Pacific Islander 9-12 flative American 5-7 1
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Asian / Pacific Other fla tive islantler
- (Whi te) -
G r.nles
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_ _ 3mcr_' carl __ _
- CY 79*
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~.
. STEP E - IDENTIFICATION OF QUALIFIED /QUALIFIABLE APPLICANTS The NRC's efforts to identify qualified candidates include:
1.
Internal The agency's automated personnel system allows each employee to list up to four skill areas,'and provides current information on an employee's work experience and education. This system will be used to, identify women and minorities with underutilized skills each time a professional level position becomes vacant.
NRC Development and Advancement for Regulatory Employees (DARE) program is an on-going upward mobility program for lower-level employees.
It has provided opportunity for many women and minority employees to advance into professional jobs. This program will be used to identify qualifiable employees.
The agency contracts for a professional career counseiling service to counsel between 80 to 100 employees.
annually. While counseling is available to all NRC employees, its target is to provide minorities and women help in career planning.
In addition, Personnel Management Specallists will continue to provide individual placement and career counselling services to employees.
2.
Federal Workforce The agency will use the Office of Personnel Management's central personnel data file to identify potential applicant sources within other Federal agencies. ;We also intend to use interagency clearinghouses as another source of identifying Federal employees available for NRC employment.
44
13.
Civilian Labor Force The problem of availability of nuclear personnel.is of exceptionally critical importance to this agency.
In its " Action Plan lfor Implementing Recommendations of the President's Commission and Other St'udies of:
.Three 11ile Island 2 Accident," the NRC is considering having a study undertaken on technical manpower resource limitations. The objective is to determine the technical manpower resources.available in the nation over the next five years, and compare.this with the needs in the nuclear industry and the NRC to accomplish the overall NRC safety improvement action plans wb.ile at' the same time maintaining an
~
adequate level of safety at operating reactors.
It has been estimated by industry that over 5100 man-years of additional trained nuclear personnel is needed to staff 70 nuclear facilities.. Thus, the competition-with' industry for already scarce nuclear personnel will be exacerbated, and-the NRC will not be able to '
hire significant numbers of women and minority nuclear engineers unless and until they are available in the, workforce.
-There is also an acute shortage of trained health physicists in the current job market.
Peterson's Annual Guides to Graduate Study, published by Peterson's Guides of Princeton, N.J., has listed health. physics as an occupational area where shortages exist.
In addition to this, the Placement Center of~the Health-i Physics Society announced in its January 1980 Newsletter that it receives several-calls a week requesting.
information regarding possible job candidates.
Thus, even the most diligent of recruitment efforts will~
not produce candidates who are not available.
Speci f.te strategies for all the targeted occupations, including nuclear engineering and health physics are detailed in Figures 31 through 35.
45
AFFIRilATIVERECRllllMr.NTPLAtl(FEORP)
Figure 31 l
TARGETED OCCUPATI0th 00840 - NUCLEAR ENGINEERING l
01306 - IIEALTil PilYSICS N ED IJilDERREPRESEllTED C IJ l
TARGETED RECRUIT!1EilT PRIORITIES GR0llP LEVELS AGCilCY FEDERAL CIVILIAN RECRUITING STRATEGIES TO DE UTILIZED HUCLEAR EflGillEER-ENTERNAL - ENTRY LEVEL IflG 1.
Continue use of the cooperative education program.
Female 2.
Continued participation in the Urban White All 2
I League's Black Executive Exchange
-Program.
' Black All 2
1 3.
On-site visits to minority and women Ilispanic All 2
1 colleges and universities.
Asian / Pacific 4.
Advertisement in newspapers and Islander 7-9, 12+
2 1
college.and national technical magazines.
flative American All 2
1 5*
Participation in job fairs at tech-nical society meetings sponsored by minority and women organizations, Male 6.
Participation in Federal recruitment Black 12+
2 1
clearinghouse programs.
llispanic 14+
2 1
7.
Participation in career day activitiG at minority and women colleges and Asian / Pacific 15+
1 3
2 universities.
Islander 8.
Participation in theNational SciencG Foundadon's Scknce MW tlative Ancrican All 2
1 activities.
AITIRIMTIVE RECRU11MEili PLAft (FEORP) flVCLEAR ErlGINEERING; ilEALTil PilYSICS liflDERREPRESEllTED llilDERREPRESEllTED GECllPATI0tlAL TARGETED RECRUITMEilT PRIORITIES GR0llP LEVELS AGEllC /
FEDERAL CIVILIAfl RECRUITIllG STRATEGIES TO DE UTILIZED llEALTil PilYSICS 9.
Utilize mailing lists generated by minority and women organizations.
Female 10.
Distribution of job announcements to-White 11+
2 1
civil rights organizations.
Black All 2
1 IflTERflAL llispanic All 2
1 1.
Effective use of promotions, transfers Asian / Pacific and training.
Islander 7-9, 12, 14 +
2 1
flative American All 2
1 Male Black 14+
2 1
llispanic 7-12, 14+
2 1
Asian / Pacific Islander 7-11, 151-2 1
flative American All 2
1 9
AFFIRMATIVE RECRUITMENT PLAri (FEORP)
~
Figure 32.
TARGETED OCCUPATI0ft: 00905-Attorney TARGETED RECRUITf1EflT PRIORITIES UtiDERREPRESEllTED 0 Cl1 Off GROUP LEVELS AGEllCY FEDERAL CIVILIAN RECRUITIflG STRATEGIES TO DE UTILIZED FEMALE 1.
Expand efforts to contact law schools with substantial numbers of Asian /-
Whi te 15+
3 2
1 Pacific Islanders, Hispanics and/or flative Americans.
Black All 2
1 Ilispanic All 2
1 Asian / Pacific Islander All 2
1 flative American All 2
1 MALE Black 13+
2 1
llispanic All 2
1 Asian / Pacific All 2
1 Islander Native American All
,2 1
AFFIRitATIVERECRUITi1ENTPLAft(FEORP)
Figure 33.
TARGETED OCCUPATI0fl: 00301-General Administrative TARGETED RECRUITMEf1T PRIORITIES UflDERREPRESEllTED OCC fl GROUP LEVELS AGEllCY FEDERAL CIVILIAN RECRUITING STRATEGIES TO BE U11LIZED FEfMLE Mid-and Senior Levels White 1
6, 3
2 1
1.
Wider distribution of vacancy announ-ments.
Black 14+
3 2
1 2.
Use of job referral services.
3.
Use of the Federal referral service.
Ilispanic 11+
2 1
4.
Broader use of newspaper advertise-Asian /Paci fic All 2
1 ments in SMSAs where there are high Islander percentages of underrepresented grouJ Native American All 2
1 Entry Level 1.
College recruitment.
MALE 2.
Federal referral service.
3.
Distreution of vacancy announcemenW White 9-13 1
2 3
Black 9-12, 3
1 2
INTERNAL 15+
1.
Skills survey to identify qualified and qualifiable candidates.
Hispanic All 2
1 Asian / Pacific
' 9-14.
2 1
3.
Fromotions and caree'r development.
Islander 16+
4.
Details of lower graded employees flative American All 2
1 into entry-level professional occupations.
AFFIRfMTIVE RECRUITHEllT PLAff (FEORP).
Figure 34.
TARGETED OCCUPATI0ft: 00080-Security Administration ENTED UllDERREPRESEllTED 0 11 flAL TARGETED RECRUITHEilT PRIORITIES GROUP LEVELS AGErlCY FEDERAL CIVILI Aff RECRUITitlG STRATEGIES TO BE UTILIZED FEf1 ALE EXTERNAL Whi te 11+
2 1
Entry-Level Black All 2
1 1.
College recruitment at minority /
Ilispanic All 2
1 2.
Distributio~n of vacancies to other
' Asian / Pacific All 2
1
_ Federal agencies.
Islander fla tive American All 2
1 Mid-and Senior-Level 1.
Use of talent search organizations.
MALE 2.
Distrit,ution of vacancy announce-Black 12,16+
2 1
ments to minority and women llispanic All 2
1 Asian / Pacific All 2
1 IttTERNAL islander 1.
Effective use of skills survey, Native American All 2
1 promotions and training.
.~
.STEF F - ESTABL'ISilMENT OF TRANSITION YEAR G0ALS Figures 36 through:41'are goals. established for the remainder of.FY 1980,in the'six most populous occupations.^
The gcals have been evaluated taking.into consideration.the barrier analysis and identification"of qualified and qualifiable applicants, and it has been determined that the goals should be set as ' calculated.
Please
~
note that-in some areas the calculations actually result in only a fraction of a person. 'In these cases we' s
fiave rounded.the number up-to one.
1 52
~'
AFFIRMATIVE RECRUITMENT PLAN (FEORP)
Figure 35 TARGETED OCCUPATION: 00345-Program Analysis N ED TARGETED RECRUITitENT PRIORITIES UflDERREPRESENTED
.0 C Of GROUP LEVELS AGENCY-FEDERAL CIVILIAN RECRUITING STRATEGIES TO BE UTILIZED-
' FEMAL_E_
EXTERNAL White 14+
1 2
1.
Wider distribution of vacancy announcements.
Black 3-13, 1
2 15+
2.
Contacts with minority / women. talent-Ilispanic 8,9,12+
1 2
3.
Distribution of announcements to m'nority/ women civil rights organiza-Asian / Pacific All 1
2 i
Islander tions.
Native American All 1
2 INTERNAL MALE 1.
Effective use of skills survey, promotions and training.
16+
2.
Targeting entry-level positions as llispanic All 1
2 Asian / Pacific All 1
2 Islander Native American 8-13, 1
2 15+
s-TRANSIT 10fl YEAR G0ALS Figure 36.
TARGETED OCCUPATION: 00840-Nuclear Engineering UNDERREPRESEllTED OCCUPATIONAL PERCENTAGE OF TOTAL ! ESTIMATED COMPUTATION OF G0ALS GROUP LEVEL GROUP IN CLF VACANCIES (a) x (b) =~(c)
GOALS FEMALE White 5-7 30.2 19 30.2 x 19 5
Black 5-7 3.1 19 3.1 x 19 1
llispanic 5-7
.9 19
.9 x 19' 1
Asian / Pacific Islander 5-7
.3 19
.3 x 19' 1
MALE Black 5-7 3.4 19 3.4 x 19 1
O...
TRAtlSITIO!1 YEAR G0ALS Figure 37 TARGETED OCCUPATI0ft: 01306-llcalth Physics Ull0ERREPRESEllTED OCCUPATI0flAL PERCErlTAGE OF TOTAL # ESTIMATED
~ C0f4PUTATION OF GOALS
-GROUP.
LEVEL GROUP Ifi CLF VACAtlCIES (a) x (b) =.(c)
GOALS FEl4 ALE tlhite 9-12 30.2 39 30.2 x 39 11 Black 9-12 3.1 39 3.1 x 39 1
llispanic 9-12
.9 39
.9 x 39 1
Asian / Pac.i fic Islander 9-12
.3 39
.3 x 39 1
MALE liispanic 9-12 1.6 39 1.6 x 39 1
e o
m
s TRANSITI0tl YEAR G0ALS Figure 38.
TARGETED '0CCUPATI0ft: 00905-Attorney UllDERREPRESEllTED OCCUPATI0flAL PERCEllTAGE OF TOTAL # ESTIMATED COMPUTATI0tl 0F G0ALS GROUP LEVEL GROUP Ifl CLF VACAtlCICS (a) x (b) = (c)
GOALS FEllALE White 9-15 30.2 17 30.2 x 17 5
Black 9-12 3.1 6
3.1 x 6 1
llispanic 9-12
.9 6
.9 x 6 1
Asian /Paci fic Islander 9-12
.3 6
.3 x 6 1
FMLES llispanic 9-12 1.6 6
1.6 x 6 1
Asian /Paci fic Islander 9-12 1.8 6
1.8 x 6 1
Black 13-15 3.4 11 3.4 x 11 1
+
1
e e
. k, TRAtlSITI0ff YEAR G0ALS Figure 39.
t.
TARGETED OCCUPATION: 00301-General Administrative LiflDERREPRESEllTED -
OCCUPATI0llAL PERCEllTAGE OF TOTAL f ESTIMATED-C0flPUTATION OF GOALS GROUP LEVEL GROUP Ifl CLE VACAtlCIES (a) x (b) = (c)
G0ALS FEllALE liispanic 9-12 1.9 9
1.9 x 9 1
Asian /Paci fic, Islander 9-12
.6 9
.6 x 9 1
flative American 5-7
.2 6
.2 x 6 1.
MALE' Black 9-12 5.3 9
5.3 x 9 1
llispanic 9-12 2.9 9
-2.9-x 9 1
Asian /Paci fic Islander 9-12
.8 9
.8 x 9 1
Native American
=5-7
.2 6
.2 x 6 1
'a TRAfiSITI0ff YEAR G0ALS Figure 40.
T' RGETED OCCUPATI0ft: 00080-Security Admin.
A UTIDERREPRESEllTED OCCUPATI0flAL PERCEllTAGE OF TOTAL # ESTIMATED COMPUTATI0ff 0F G0ALS GROUP LEVEL GROUP Ill CLF VACAtlCIES (a) x (b) = (c)
G0ALS FEf1 ALE White 9-15 34.2 18 34.2 x 18 6
Black 5-7 4.8 6
4.8 x 6 1
llispanic 5-7 1.9 6
1.9 x 6 1
' Asian /Paci fic Islander 5-7
.6
~6
.6 x 6 1
ItALE llispanic 9-12 2.9 10 2.9 x 10 1-Asian / Pacific 9-12
.8 10
.8 x 10 1
Islander Native Americans 5-7
.2 6
.2 x 6 1
I 8
~
O
- =
TRAflSITI0ff YEAR G0ALS Figure 41.
TARGETED OCCUPATI0ft: 00345-Program Analysis UllDERREPRESEllTED OCCUPAT!0flAL PERCEllTAGE OF TOTAL ! ESTIMATED C0ftPUTATI0ft 0F GOALS GR0tlP LEVEL GROUP If1 CLF VACAflCIES (a) x (b) = (c)
G0ALS FEMALE White 13-15 34.2 8
34.2 x 8 2
Black 9-12 4.8 6
4.8 x 6 1
llispanic 9-12 1.9 6
1.9 x 6 1,
Asian /Paci fic Islander 9-12
.6 6
.6 x 6 1
flative American 5-7
.2 3
.2 x 3 1
fMLE Black 9-12 5.3 6
5.3 x 6 1
Ilispanic 9-12 2.9 6
2.9 x 6 1
Asian / Pacific Islander 9-12
.8 6
.8 x 6 1
flative American 5-7
.2 3
.? x 3 1
e
o
. STEP G:- STAFFING AND RECRUITMENT STRATEGIES As' detailed.in Step E, staffing and recruiting strategies for the targeted occupation include:
l1.
Internal La.
Upward Mobility Program.
-b.
' Training Programs.
c.
Career-Development and Counselling Programs.
2.
External a.. Advertisements in Newspapers and Technical Magazines.
b.
Cooperative Education Program.
c.
Part.icipation in the Urban League's BEEP Program.
d.
On-site Visits, Career Day Activities, and Job Fairs.
~
.e.
Participation in the National Science Foundation' Science Centers' activities.
59
M -
I 9
SUMMARY
OF THE AFFIRMATIVE ACTION PROGRAM PLAN D
9 60
V
SUMMARY
OF AFFIRfMTIVE ACTI0t{ PROGRAM PLAN-N -
QUARTERLY-TARGETED TRANSITION MILESTONES OCCUPATION YEAR. GOALS OBJECTIVES SPECIFIC ACTIONS 2I 3 4
Revieweacbpositiontoassurethat X
.X
~X 00840 - HUCLEAR 1.
Eliminate selection barriers a.
ENGR.
to goal achievement.
Only critical job elements are being evaluated.
men - W te 5-b.
Conduct adverse impact studies..
X B c Hispanic 1
~
Asian /
' Paci fic 2.
Increase the pool of women a.
Distribute job vacancy announcements X
X X'
+
Islander 1
and minority applicants.
to '.ther Federal agencies.
Men --- Black 1
b.
Expand mailing list to include minorit)
X X
and women civic organiations.
O M - HEAUH c.
Assure that adequate numbers of.
X
'X X
PHYSICS minority and women are considered for Women - White 11 all positions in the agency.
Black 1
Hispanic 1
3.
Identify qualified and a.
Conduct a skills survey of the agency X
A a qualifiable applicants.
workfcece.
c fic Islander 1-b.
Use of gross statistical data from i X
- Men --- Hispanic 1
the Central' Personnel Data File (CPDF) in order to identify the available pool in the Federal workforce.
'00905-- ATTORNEY c.
Use of statistical data generated by.
X Women - White 5
personnel resource organizations such-Black 1
as the Scientific Manpower Commission Hispanic 1
in order to identify projected applicarlt A a/
availability-for entry-level positions, f;
Islander 1
Men - Hispanic 1
Asian /
Pacific Islander 1
Black' 1
i
SUMMARY
OF AFFIRMATIVE ACTION PROGRAM PLAN -2 4
QUARTERLY TARGETED TRANSITION HILESTONES OCCUPATION YEAR G0ALS OBJECTIVES SPECIFIC ACTIONS 2
3
'4-00301 ' - GENERAL-4.
Improve EE0 Program a.
Institute procedures for identifying X
ADMIN.
Evaluation efforts.
and recording minority group and w men applicants.
Women - Hispanic 1
Asian /
b.
Computerize data on training, awards, X
Pacific etc. for inclusion in future statisti-Islander 1
cal reports on the EE0 program.
Native c.
Reprogram computerized information so X.
Americar.
1 that all EE0 reporting data can be Men --- Black 1
Hispanic 1
Asian /
Pacific Islander 1
Native American 1
00080 - SECURITY ADMIN.
Women - White 6
Black 1
Hispanic 1
Asian /
Pacific Islander 1
Men --- Hispanic 1
Asian /
1 Native 1
4
%i.
SUMMARY
OF AFFIRMATIVE ACTION PROGRAM PLAN - 3 QUARTERLY TARGETED TRANSITION MILESTONES OCCUPATION YEAR-G0ALS OBJECTIVES
' SPECIFIC ACTIONS 2
3 4
~
00345~- PROGRAM ANALYSIS Women - White 2.
Black 1
Hispanic 1
Asian /
Pacific.
Islander 1
Native.
American 1
Men --- Black 1
Hispanic l'
Asian /-
Pacific Islander 1
Native American 1
x
,?
a 1 _1.Jr y-PLAN FOR MONITORING AND EVALUATING PROGRESS ON THE NRC AFFIRMATIVE ACTION PLAN FOR FISCAL YEAR 1980
~
The Nue?,2ar Regulatory Commission (NRC) Affirmative Action Plan for Fiscal Year 1980 targeted 3 professional and 3 administrative occupations for recruiting, staffing and goal-setting pi:13'oses. The six occupations include:
1.
00840 - Nuclear Engineering (P)
,2.
01306 - Health Physics (P) 3.
00905 - General Attorney (P) 4.
00301 - General Administrative (A) 5.
00080 - Security Administration (A) 6.
00345 - Program Analysis (A)
A comprehensive analysis of these six occupational areas was performed, and positive strategies were developed in order to assure that affirmative results would be achieved.
The agency's personnel management system provides for periodic status reports of its workforce for each occupational area and minority / sex group. This system will be used to monitor employment and other historical trend data which will identify increases in the representation of minorities and women.
It will be interfaced with other agency information systems in order to monitor the achievement of affirmative action goals and timetables.
,L A^ ; I 2
Following is-an outline of the monitoring process that has been established.
A.
Recruitment Effort.
l.
Quarterly reports will be generated which will indicate the number and minority / sex status of applications received :s a direct result of each of the following recruitment efforts, a.
on-site visits b.
advertisement in newspapers, magazines and technical journals c.
vacancy announcements B.
Staffing Strategies 1.
Quarterly reports on upward mobility and career development of employees.
2.
Quarterly reports on hires as a direct result of implementing affirmative action strategies.
C.
Quarterly documentation of any barries identified and concommitant revisions.in the selection procedures.
D.
Quarterly reports on the achieveuent of EE0 goals.
E.
Quarterly reports on all hires and promotions as a direct result of FEORP efforts.
4
</
.a -
e 3
F.
Quarterly statistical reports of the agency's workforce at all grades in the six occupational areas.
1 e
. ;. I PLAN OF ACTION - PROHIBITION AGAINST SEXUAL HARRASSMENT The Nuclear Regulatory Commission (NRC) Affirmative Action Plan for Fiscal Year 1980 addresses jrohibitions and. procedures for dealing with sexual harrassment in the following manner:
1.
Training 2.
Policy Statement 3.
NRC Manual Chapter regarding prohibition 4.
Title VII applicability 5.
EE0 Counseling 6.
Advising Management and staff of prohibit'on and procedure for processing
' complaints Following is an outline of how the above steps will be developed and implemented:
A.
Training 1.
Th'e NRC Management and Development and Training Staff has been funded for the first phase of implementing the Office of Personnel Management (0PM) training module which addresses the issue of sexual harrassment and sensitizes NRC employees to the problem.
a.
First phase will include training o' managers, b.
The NRC Division of Contracts currently is seeking a competitive procurement for outside instructors.
2.
Include in managerial and orientation sessions training reference to NRC's policy r. gainst sexual harrassment.
e }. t B.
Policy Statement 1.
Published NRC announcement #16. "U.S. Government Policy on Sexual Harrassment,"
signed by the Chairman on February 15, 1980.
Announcement provide a policy statement as well as notification that a.
alleged sexual harrassment will; be reported, examined, and processed under the provisions of NRC Manual Chapter 0702, " Notification and Investigation of Misconduct."
~
b.
Proven sexual harrassment will be the basis for s'evere disciplinar action.
C.
N'RC Manual Chapter Publish an appropriate NRC Manual Chapter dealing with sexual..harrassment other matters, the finalized guidelines to be issued in 29 CFR Chapter XIX, Section 1604.11.
D.
Title VII Inform employees of their right to raise the issue of sexual harrassment under Title VII, and incorporate procedures for doing so in the NRC Manual Chapter.
This will be accomplished through fornal training sessions, and briefings by.
the Federal Women's Program Coordinator, and other EE0 staff and Agency newsletters, announcements, and memoranda.
E.
EE0 counseling 1.
Special training will be provided EE0 counselors on sexual harrassment 2.
Referral of such matters to EE0 Counselors F.
Advising Management The EE0 Office and FWP will keep management informed of allegations of sexual i
l harrassment, and assist in developing and implementing a methodology to prevent its o'ccurrence.
~
l
1
.i PLAN FOR MONITORING AND-EVALUATING PROGRESS ON THE NRC AFFIRMATIVE ACTION PLAN FOR FISCAL YEAR 1980 The Nuclear Regulatory Commission (NRC) Affirmative Action Plan for Fiscal Year 1980 targeted 3 professional and 3 administrative occupations for recruiting,
. staffing and goal-setting purposes. The six occupations include:
1.
00840~- Nuclear Engineering (P) 2.
01306 - Health Physics (P) 3.
00905 - General Attorney (P) 4.
00301 - General Administrative (A) 5.
00080 - Security Administration (A) 6.
00345 - Program Analysis (A)
A comprehensive analysis of these six occupatienal areas was performed, and positive strategies were developed in order to assure that affirmative results would be achieved.
The agency's personnel management system provides for periodic status reports of its workforce for each occupational area and minority / sex group. This system will be used to monitor employment and other historical trend data which will identify increases in the representation of minorities and women.
It will be interfaced with other. agency information systems in order to monitor the achievement of affirmative action goals and timetables, i
. l 1
S 2
Following is an outline of the monitoring process that has been established.
t' A.. Recruitment Effort 1.
Quarterly reports will be generated which will indicate the number and minority / sex status of applications received as a ' direct result of each of the following recruitment efforts.
a.
on-site visits b'.
advertisement in newspapers, magazines and technical journals c.
vacancy announcements B.
Staffing Strategies-1.
Quarterly reports on upward mobility and career development of employees, 2.
Quarterly reports on hires as a direct result of implementing affirmati /e action strategies.
C.
Quarterly documentation of any barries identified and concommitant revisions in the selection procedures.
D.
Quarterly reports on the achievement of EE0 goals.
E.
Quarterly reports on all hires and promotions as a direct result of FEORP efforts.
3 F.
Quarterly statistical reports of the agency's workforce at all grades in the six occupational areas.
PLAN OF ACTION -'PR0HIBITION AGAINST
-- SEXUAL ilARRASSMENT The Nuclear. Regulatory Commission (NRC) Affirmative Action Plan for Fiscal Year 1980 ad$ esses' prohibitions and. prosedures for dealing with sexual' harrassment in the following manner:
1.
Training 2.
Policy Statement 3.
NRC Manual Chapter regarding prohibition 4.
Title VII app'licability S.
EE0 Couns.eling 6.
Advising Management and staff.of prohibition and procedure for processing complaints Following is an outline of how the above steps will be developed and implemented:
A.
Training 1.
The NRC Management and Development and Training Staff has been funded for the first phase of implementing the Division of Organization and Personnel training module which addresses the issuc cf sexual harrassment and se'nsitizes NRC employees to the problem.
a.
First phase will include training of manacers.
' e NRC Division of Contracts currently is seeking a competitive b.
procurement for outside instructors.
2.
Include in managerial and orientation sessions training reference to NRC's policy against sexual harrtssment.
l l
l
. B.
Policy Statement 1.
Published NRC announcement #16. "U.S. Government Policy on Sexual Harrassment,"
signed by the Chairman on February 15, 1980.
a.
Announcement provide a policy statement'as well as notification that alleged sexual harrassment will. be reported, examined, and processed under the provisions of NRC Manual Chapter 0702, " Notification and Investigation of Misconduct."
b.
Proven sexual harrassment will be the basis for severe disciplinary action.
C.
NRC lbnual Chapter Published an appropriate NRC Manual Chapter de ing with sexual:.harrassment other matters, the finalized guidelines to be issued in 29 CFR Chapter XIX, Section 1604.11.
D.
Title VII Inform employees of their right to raise the issue of sexual harrassment under Title VII, and incorporate procedures for doing so in the NRC Manual Chapter.
This will be accomplished through fornal traini.ng sessions. and briefings by the Federal Women's Program Coordinator, and other EE0 staff and Agency newsletters, announcements, and memoranda.
E.
EE0 Counseling 1.
Special training will be provided EE0 counselors on sexual harrassment 2.
Referral of such matters to EE0 Counselors f.
Advisi.m Management The EE0 Office and RIP will keep management informed of allegations of sexual harrassment, and assist in developing and implementing a methodology to prevent its occurrence.
_