ML20128M728

Affirmative Employment Program for Minorities & Women Annual Affirmative Employment Program Accomplishment Rept for FY92

ML20128M728
Person / Time
Issue date:	01/26/1993
From:	Rogers K NRC COMMISSION (OCM)
To:
Shared Package
ML20128M663	List: ML20128M658 ML20128M728
References
NUDOCS 9302220257
Download: ML20128M728 (18)

Text

. _ _ _ - . __ _. _

s AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT FOR FISCAL YEAR 19_9_2

. . . . . . . . . . . . . - . - . . . = - - - -----_

SUMMARY

ANALYSIS OF WORK FORCE

• ACCOMPLISHMENT REPORT ON OBJECTIVES AND ACTION ITEMS

• NOTEWORTHY ACTIVITIES AND INITIATIVES

__.. .....= ..==__ _ __ _...- -_...

UNITED STATES NUCLEAR REGULATORY C0fiftlSS10N NAME OF ORGANIZATION UASHINGTON, DC 20555 ADDRESS OF ORGANIZATION ORGANIZATIONAL LEVEL: AGENCY x MOC REGION COMMAND INSTALLATION HEADQUARTERS NUMBER OF EMPLOYEES COVERED BY PLAN: TOTAL 3450 PROFESSIONAL 2023 ADMINISTRATIVE 67s TECHNICAL M CLERICAL 668 OTHER 0 BLUE COLLlR 0 JORGE L1ESTRE (301 ) 0.42 M70 NAME OF CONTACT PERSON / PERSON PREPARING FORM TELEPHONE NO.

U.S. Kerr, Director, Office of Small and Disadvantaned Business I:tilization NAME OF TITLE OF PRINCIPAL EEO OFFICIAL and Civil Rights

/

4)/( ,

,J W SIGNATUf&-CF PI(IffCIPAL EEO OFFICIAL

//M/93 DATE CERTIFIES THAT THIS REPORT IS IN COMPLIANCE WITH EEO-MD-714.

N.

Kenneth C. Roger . Acting Choirtaan. U.S. Nuclear Regulatory Commission NAME AND TITLE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL SIGNATURE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL CERTIFIES THAT THIS REPORT IS IN COMPLIANCE WITH EEO-MD-714.

EEOC FORM 568 (8/87) PAGE 1 9302220257 930212 PDR COMMS NRCC CORRESPONDENCE PDR

A:

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN.-

ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT

SUMMARY

ANALYSIS OF WORK FORCE PROVIDE A NARRATIVE WORK FORCE ANALYSIS USING THE RELEVANT CIVILIAN LABOR FORCE. ANALYZE OCCUPATIONAL CATEGORIES, GRADE GROUPINGS, AND MAJOR OCCUPATIONS.

A summary-analysis of NRC's work force was conducted, focusing.on.

major occupations, grade levels, and occupational categories.

MAJOR OCCUPATIONS (Pages 3 and 4)

The Management / Program Analyst category (343-345 ) shows-an imbalance of Black males (1.3%), Hispanic males (1.3%). Hispanic females (0.5%), Asian males-(1.1%) and Native American females (0.2%).

In the Engineering occupations (General - 801 and Nuclear - 840 series) there is an imbalance of Hispanic males (1.6%) in the General Engineering series. There is also an imbalance of Hispanic-males (0.8%) and Asian males (1.4%) in the Nuclear. Engineering sertas.

General Physicists (1301) show an imbalance of Black males-(2.1%).

Hispanic females (0.5%) and Asian males and females (2.6% and 1.5%),

respectively..

In Health Physics (1306) the groups showing an inbalance'are Hispanic females (0.5%), Asians males (0.5%) and Asian females ,

(1.1%).

GRADE LEVELS (Pages 5 and'6)

A chart was prepared, showing the comparative . representation- of NRC minority and women employees vis a vis the government-wide.

representation, at grade levels 13 through 15 and SES.

Minority employees are at or above the. government-wide level-in all categories. Women employees are under'at-the'SES.and GG-15-levels only.

QQCUPATIONAL' CATEGORIES (Page 7)

As can be seen-on EEOC Form 568. " Accomplishments by-PATCOB", the-total agency population grew by 191 employees in the report period.-

Tlere was growth in the minority and women agency population.

EEOC FORM 568 (8/87) PAGE 2-

~

e PERCENTAGE OF UNDERREPRESENTATION (U/R)'OF MINORITIES AND WOMEN (NRC WORKFORCE/U.S.-CENSUS AVAILABILITY-DATA)

FISCAL YEAR 1992 MANAGEMENT / PROGRAM ANALYSTS (343 & 345)

NATIVE WHITE BLACK HISPANIC -ASIAN AMERICAN Male Fem Male Fem Male Fem Male Fem Male Fem-NRC(%)* 35.1 47.3 2.3 11.5 1.5 0.8 0 0.8 0.8 0-CLF* 60.4 26.6 3.6 3.1 2.8 1.3 1.1 0.5' O.3- 0.2 U/R 1.3 1.3 0.5 1.1 0.2 GENERAL ENGINEERS (801)

NATIVE WHITE BLACK F.IS PANIC ASIAN AMERICAN Male Fem Male Fem Hale Fem Hale Fem Male Fem NRC(%)* 78.3 6.4 3.1 1 0.6 0.3 9.2 1 0.2 0 CLF* 86.8 3.2' 2.3 0.3 2.2 0.1 4.7 0.2 0 0 U/R 1.6 NUCLEAR-ENGINEERS (840)

NATIVE WHITE BLACK HISPANIC ASIAN AMERICAN Male Fem Male. Fem Male Fem Male Fem Hale Fem 1.5 0.2 1.2 0.2- 5.1 0.6 0.2 0 NRC(%)* 86.8 4.2 86 1.4 0.1 2 0.2 6.5 0.2 0.2 0 CLF* 3.2 U/R 0.8 1.4 PAGE 3

4.

a GEEEBAL PHYSICAL SCIENTISTS (1301) 1 NATIVE WHITE BLACK HISPANIC ASIAN AMERICAN Male-Fem Male Fem Male Fem- Male Fem- Male -Fem-NRC(%)* 78.3 15.8 0.5 1.6 2.2 0 1.6 0 0 0 CLF* 76 12.7 2.6 1 1.7 0.5 4.2. 1.5 0 0 U/R 2.1 0.5 2.6 1.5_

ILEALTH PHYSICISTS (1306)

NATIVE WHITE BLACK HISPANIC ASIAN- AMERICAN Male Fem Male Fem Male Fem Male Fem Male Fem NRC(%)* 68.6 18.8 3.3 2.9 2.4 0- 3.7 0.4~ 0 0 CLF* 76 12.7 2.6 1 1.7 0.5 4.2 1.5 0' O U/R 0.5 0.5 1.1

• NOTE: NRC = Representation at NRC as of' September 30, 1992 CLF = Civilian Labor Force, 1980 U.S. Census U/R = Percentage of Underrepresentation PAGE 4-

PERCENTAGE OF REPRESENTATION BY GRADE LEVEL OF MINORITIES AND WOMEN (NRC VS. GOVERNMENT-WIDE)

SES NRC WOMEN - 4.7%

GOVERNMENT-WIDE -12%

NRC MINORITIES -7%

GOVERNMENT-WIDE -7%

GG-15 NRC WOMEN - 10.4%

GOVERNMENT-WIDE -11.2%

NRC MINORITIES 11.1%

GOVERNMENT-WIDE - 7.9%

.S o.

NRC Data as of 09/30/92 J

.-l GG-14 i

NRC WOMEN -18.1%

GOVERNMENT-WIDE -14.7%

~

.NRC MINORITIES -16.1%

GOVERNMENT-WIDE- -10.4%

CaG-13 i, . NRC . WOMEN -30.8%

l GOVERNMENT-WIDE -20%

>m

$ 'NRC MINORITIES -17.1%

GOVERNMENT-WIDE -13.6%:

- NRC Data as of 09/30/92

o l .'

'L

,..s -

y ,g, g -

_ _ri gi. p-

ACCOMPLISilHENTS Dr PA'It'0D

. l l l ASIAH AMERICAN/ IAMERICAH INDIAHl ICCCUPATIONALl TOTAL WillTC I BLACK lilSPANIC PACITIC ISLANDERIALASKAH HATIVE l 1 CArtcCar i I ______1.__.___. .______. 1 I i l A L t. I Macc trenAs.cl nAr.c if.____tnar.r: MAI.C rEMALCl MALC rEMALE I MALC I TEMALE l l t I I i l t i e a e 1  :  : a il I i _.__l...___l._____._ _ _ _ _ _ . _ _ _ _ . . _ 'I I l PacressionAL fY-91 IL 958 1J.13_' ,_1SD,iI, , ,5,1._, iI ,25 ,l,,2,5 I ,1, 6 138 14 2 __

0 l .

8 I FY-92 2.923 .1J.22.1. 21Z 56_l,g8,__l,,28 5 143 17 ,__ l 2 l 0 l ADMINISTRATIVE FY-91._ ._525 . . A8.3. . .aal._ . 3,6. . . 6 8 .. , ,,,,6 i.,_,3 0 7 l_).._!_.0___'

FY-92__ . 623 _ _235_ 2 51_ . . ,3 6, , , 81_,, , , , 4 ,, l, ,, 4 0 8 l,_ =2 _

, _,,,1 TtCuntCAL IFY-91 ,__JQ ,___1, 10__j 4 25 0 l 0 0 3 l 0 0. j

__ lFY-92 I ,gg .. . _1,p, I , ,} 4 I 9. . . . .

.z4. . . . . 0. . l . . . 0....g 3 o d'

! CLenicAL FY-91 595 38 359-j 21 155 2 11 0 9 0 0-I I I 1

FY-92 658 39 428 I 22 1 146 1 14 0 14 1 1._ 3 I-

~

l o uta, -lFY-91 o I -

o l....o...l. ..o.. . . .o. . . o. . . l . o I

o o l0 I I. ,f ' j '

- lFY-92. . . . . o. l I

o. . . . o l . . o, o o olc o 'I.l...o..... ... 0___I 1

I FY-91 NRC'hASONL / ARE IlpC,LU.DE0!,WITij_CJ E,R1,C A,l._,, l , , , _ _, ,_,, , , __ l et.uc Cor.t.Aa 6 P0dITIONS!.- THEY I I I I lFY-92

__ . . . . _ . . . . _ ._..__i... ....._. ......l.._... . . _ . . _ . .....___l__..____l--- l s- To'Tr . lFY-91 3,259 123,48_ l 7,98 , l . tj 2.,, l,2,73,,,, j , ,3 3, , l, , 2.0,, 33

! 134 8 !,_,0 l lR '

,s,,I !^'44s2'!

jfY-92 3 45.o_ 1,,868 ' 5 __!'

^ I rr.nCtHT s t I 930 s I

,! 123,,.!,2,79,..

s' s 's l,,33,, sI.I, _2,3_,, s l sI 1,4,3 1 5.9 1.1 116.5 i 9.8 '

2.2 --

'15.0 i3.6 27 1 p s r, i I croC ronn 56n 'lo/an .

e J

-I

ACCCMPl.IS!IMENTS DY MAJCR OCCUPATIONS I i l i I . I IAsIAN AMERICAw/ lAMcatCan tuotAMI l SERIES l (TOTALI HillTE l * !!!.ACK I IIISPAHIC l PACIFIC ISLANDERIALASKAN HATIVE ' '

_l NAME i i i ____ I. - - - - - . I' . I CATEconY I l ALI. I MA1.E t r tMat.C l mas.t . t rEMAI.E l M8 Al.E .)EMALE l MALE l rEMALE l MALE l FEMALE I i i I i i 8 i i 1 8 1 I e i e I e i I; 1 i _ i_____.l__ l ._ . .. _ l . . = 1. l_____I_ i ,

I i I I I I I I GG_001 I ,

lFY-91__I3,52.0._I3,4g__ ,,JR__Ii,,15 _II .,__ 5 i, , _4_ Ii,__3 52 6 i 1 0 IG

!{eneralggineers!FY-92 !.6R _!.445 40 .l !. 17. ,! ,,,6.. ,!, .4 , !... 2,_,!_,,5 L ! 6 l_ _1 0 o-c40 fuclear l irv-91 13.m i.sst l.. 2.s . .t l 11 . i. ._2__ l ..t..!. .1.__ gi --34 i.-- 3 li g

0 l

l 4 0 Eng i nnert i FY-92__ lIML ll.5E1 . l . _27. ._ l. 10. . ll. ...1.l. _ l1 . . .fL_ l . . 3.3_g__ l l__ 1 -- 1 I

GG-1301 .EY-91_. ! 1.6.1, ! 127. . !. . 23 !. 2 !..2, !.4__!.O,,,.l,,3_.!.,_0,__l i i 0 'li 0 l peneral  : i,__,0 g 0 l thysJchtst El_9L_!.!E4_ il.l.4_4 il. 2_9 ,, i _ , ,L_ ig , , ,,3,.,_ig , ,,4 ,_ ii,, 0 l 3 g ___0 l, ,,6,, _ l,_.,7, _ l 0 l 0__l 0 l hG-130Glf_Y-91_ l 2,1,6,_ ! 150, , l, _3,8_, .,8,., l. __7 I

O i .

i jHeal th I I

,0,,_I., 9,,,3,,,_1 12bysirisf.sl FY-92 I1 245 :I ,168_I 46 ,,I ,8_I .,,,7 ,,i ,,6 i g, 0 :. Ig__ 0 g i i 1 I

g__ 1-1 0 I

g r3G-343 FY-9L_ ll,1,1_3__ i, _3 9_, Ii, , 5,7 _. I3, _3 , , Ig , , , 9, ,,_ Ig , , _3 , , Ig,,_0, _ Ii _ _ 0, f

i $y$8l.El-92 j.1_3.L l__4L_ l. !. .f .2.3. . l . 15 ,_ l, , ,2 _ ,l_,, L,,, l___{,_1 1 -I -l..._l.....I. . ...l I

. l.......l I I

. . ( . . . . .. l . . . . ._ _ l . . . _ ___ _ l .

I I I i 0___l___,1 l_, O l I

i l

I I 1 l l ._ . ._1j....j....._.[....l... .j ....j......_.l.........j..- I -.

j- l sm i_...____.l...__l .....l.... . l . l .. ..l.. . l . . __ _ l . I I I I.....

I I l 1 I I I I I I I I I l . . _ _ . _ _ . 1. .l.... .I I I I i .I. l. . . . . l .' __ - 3 _. -

co .. ___

EtoC ronM 560 10/07)

( _-

ATFIRMATIVE DIPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF ORTFCTIVE3 AND ACTION ITEMS PROGRAM ELEMENT IV. RECRUITMENT AND HIRIN3 _-

PROBLEM / BARRIER STATEMENT:

There is an underrepresentation of women and minorities in professional occupations at the NRC. _

OMECTIVE:

Increase the number of women and imnorities in professional positions at the NRC.

RESPONSIBLE OFFICIAL: Managers and Supervisors TARGET DATE! 9/30/93 _

RESPONSIBLE TARGET DATE 0"FICIAL ACTION ITEMS:

Develop enhancements to the Applicant Office of Ongoing-Review System that provide for tracking Personnel the sources of minority and women applicants.

Managers and Ongoing Advertise positions using broader occup4tional designations such as Supervi sors general engineer instead of nuclear engineeer and using multi-disciplinary occupations to broaden availability pool, thereby increasing acceptance of related academic degrees instead of specific degrees.

Target recruiting at 1BCU and HACU Office of Ongoing institutions. Personnel Advertise in publications targeting Office of Oggging minorities and women. Personnel Increase minority r epresentation in the Managers and 09/01/93 Cooperative Education Program and Supervisors continue the noncompetitive conversion of graduating students to permanent employment at NRC option.

PAGE 9 EEOC FORM 566 (8/87)

1 ~

AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF ORTECTIVES AND ACTION ITEMS PROGRAM ELIKENTt IV. RECRUITMENT AND HlRING _

PROBLEM / BARRIER STATEMENT:

There is an underrepresentation of Hispanic employees in all occupational groups at the NRC.

O!kTECTIVE:

Increase the number of Hispanic employees in all occupations.

RESP 0HSIBLE OFFICIAL 1 Managers and Supervisors TARGET DATE 9/30/93

~

RESPONSIBLE TARGET DATE OFFICIAL ACTION ITEMS:

Office of 04/01/93 Print a revised recruitment brochure eaturing a culturally diverse group of Personnel w loyees.

Participate in the Co-op in Residence Office of 09/0i/93 Program in which a Co-operative Personnel Education student is hired from a HACU school.

Establish a Memorandum of Understanding Office of Small 09/0i/93 and with the HACU to facilitate Disadvantaged recruitment, encourage faculty and employee exchanges, and target NRC Business positions for which HACU students and Utilization /

Civil Rights professors might qualify.

Advertise for secretarial positions in Office of Ongoing community Hispanic newspapers. Personnel ,

Work with career development offices Office of 05/01/93 and attend job-f airs at multi-cultural Personnel high schools.

PAGE 10 EEOC FORM 566 (8/87)

i l -

AFFIRMATIVE I:HPI4YMENT PROGRAM FOR HIl10RITIES AND WOMEN gyfQRT OF OP)TCTIVES AND ACTION ITNS

=  :-

PROGRAM EIIMENT IV. RECRUITMENT AND HlRING __

PRODLEM/ BARRIER STATEMENT! The NRC hires for many positions at the experienced level requiring a specific technical background (e.g., nuclear engineering) for .iich availability of disabled applicants is limited. -

OILTECTIVE:

Increase the number of disabled employees hired and retained.

RESPONSIBLE OFFICIAL 1 Managers and Supervisors TAR 3ET DATE! 9/30/93 _

RESPCHSIBLE TARGET DATY.

OFFICIAL ACTICH ITDtS Office of 02/01/93 Publish a brochure that identifies and Personnel wnunicates the special services and

.sonable accommodation services silable to potential applicants and t..sabled employees.

Develop an information sheet on Office of 03/01/93 interviewing the disabled to be added Personnel to the recruiter's manual.

Office of Ongoing Encourage mentors for disabled employees new to the NRC to ensure a Personnel smooth transition.

l .

PAGE 11 EEOC FORM 566 (8/87)

1*

l AFFIRMATIVE EMPUJWU2(T PROGRAM FOR HINORITIES AND WCHEN REPORT OF OILTECTIVES AND nCTI_CH ITDiS.

PROGRAH ELEMENTI 'V. INTERNAL RECRUlTMENT ND CAREER DEVEl.0PMENT -

PROBLDf/ BARRIER STATDQ3fT:

There is an underrepresentation of women and minorities in NRC supervisory, management, and executive positions. __

olk7ECTIVE:

Increase representation of women and minorities in NRC supervisory, management, and executive positions.

RESPONSIBLE OFFICIAL 1 Office Directors /Regionel Administrators TARGET DATE Ongoing _

RESPONSIBLE TARGET DATE OFFICIAL ACTION ITEMS:

Office Directors Ongoing Require Office Directors and Regional Administrators to review and provide and Regional clearance before seis ; tion efforts can Administrators continue in cases where the pool of qualified applicants does not include women and minorities.

Office Directors Ongoing Require review of all best qualified and Regional lists and selections for advocement at Administrators grades 14 and 15 and to supervisory and managerial positions by a management official.

Office Directors Ongoing Include women and minorities on and Regional selection panels, whenever possible, to provide a broader ocrspective in the Administrators review of candidates.

Office Directors bn'oing g

Continue to emphasize the desirability of completing an ' individual Development and Regional Plan (IDP). Administrators Office of Ongoing increase the utilization of Agency Personnel, technical minorities and women on Office Directors recruiting teams.

and Regional Administrators PAGE 12 EEOc FORM 566 (0/87) 1

ATFIRMATIVE EMPMYMENT PROGRAM FOR HINORITIES AND WOMEN RfPORT OF 01LTECTIVES AND ACTION ITFHS PROGRAM ELIMENT V. INTERNAL RECRUITMENT *AND CAREER DEVELOPMENT (Cont'd)

PROBLEM / BARRIER STATEMElff There is an underrepresentation of women and minorities in supervisory, management, and executive positions. _

OBJECTIVEt increase representation of women and minorities in supervisory, management, and executive positions.

RESPONSIBLE OFFICIAL 1 Managers and Supervisors TARGET DATE Ongoing _

RESPONSIBLE TARGET DATE OFFICIAL ACTION ITEMS Managers and Ongoing Continue to include women and Supervisors minorities on selection panels to provide a broader perspective in the review of candidates, Managers and Ongoing increase utilization of women and minorities in " Acting" capacities. Supervisors Managers and Ongoing Review the balance of technical and managerial skills required for Supervisors management and supervisory positions.

Publicize rotational opportunities to Office of Ongoing NRC staff and continue to broker Personnel rotational assignments to broaden skills and opportunities for onboard staff. 3 .

Managers and Ongoing Continue to emphasize the value of completing and Individual Development Supervisors Plan.

Managers and Ongoing Encourage and support the mentoring program and train mentors and mentees Supervisors to enhance their effectiveness.

PAGE 13 EEOC FORM 566 (8/87)_

HD-714 AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ACCOMPLTSMMENT REPORT OP ORTECTIVEB AND ACTION IT NB m.===========..=======nu=============_-------- =--- - - - - -

r PROGRAM ELEMENT: V. INTERNAL RECRUITMENT AND CAREER DEVELOPMENT (Cont'd)

PROBLEM / BARRIER STATEMENT!

There is an underrepresentation of women and minorities in NRC supervisory .

management and executive positions.

OlkTECTIVE t incrndse representation of women and minorities in NRC supervisory, mana;ement, and executive positions.

RESPONSIBLE OTTICIAL: Office Directors / Regional Administrators TARGET DATE: Ongoing RESPONSIBLE TARGET DATE ACTION ITEMSi OFFICIAL Encourage and support the mentoring Office of Ongoing program and train mentors to enhance Personnel, their effectiveness. Office Directors and Regional Admini strators increase the representation of women Office Directors Ongoing and minorities in NRC supervisory and Regional positions, in which underrepresentation Administrators was determined.

REPORT ON ACCOMPL1SHMENT OF OBJECTIVE Representation of women and minorities in NRC supervisory positions increased from FY 1991 to FY 1992 by 2.

PAGE 14 EECC FORM 568 (8/87)

• i I

MD-714 l l

4  !

l AFFIRMATIVE EMPLOYMENT PROGRAM '70R HINORITIES AND WCHEN 'l ANNUAL AFFIRMATIVE EMPIDYMENT PROGRAM ACCOMPLI 3HMntT REPORT  ;

NOTEWORTHY ACTIVITIES / INITIATIVES LIST NOTEWORTHY ACTIVITIES / INITIATIVES WHICH HAVE BEEN '

SUCCESSFUL IN IMPROVING EMPI4YMENT AND PROMOTIONAL OPPORTUNITIES FOR MINORITIES AND WOMEN.  ;

l Hired four summer faculty members from HBCU or HACU institutions.

Hired a Hispanic nuclear engineering Master's degree candidate for the summer program. i Targeted HACU and HBCU colleges for recruitment efforts that included .

campus visits, mailings, and advertisements in campus publications. l i

Encouraged applicants at high minority enrollment colleges to self-identify '

race and ethnicity so demographic data is more complete.

Targeted minority students through the use of minority role models in advertisements and recruitment publications. ,

increased the use of women and minorities, particularly in technical- i positions, on recruiting teams.

Used an automated Applicant Review System to facilitate the tracking of .

progress in the recruitment, referral, and selection.of minor _ity and women applicants.

Visited law schools with high enrollments of women and minority students in order to attract women and minority applicants for the Honor Law Graduate Program.  ;

Developed personal contacts with engineering and' science faculty and-  :

administrators and members of student engineer.ing societies. '

These efforts attract entry-level, mid- and senior-level minority professionals.

i EIdC FORM 568 (8/87) PAGE 15

- - . - , , . - _ . . . - - . . ..., -.-- ~ , ..~ . - - .-.-..,-+ -- . . . - , . - , - -. . . - . - . ~ ~ - . . ~ .

• 1 i

. i MD-714 AFFIRMATIVE EMPLOYMENT PROGRAM TOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT 1 NOTEWORT11Y ACTIVITIES / INITIATIVES LIST NOTEWORTHY ACTIVITIES / INITIATIVES WHICl! HAVE BEEN SUCCESSFUL IN IMPROVING EMPICYMENT AND PROMOTIONAL OPPORTUNITIES FOR MINORITIES AND WOMEN.

Used the engineering and scientific Intern Program, the Graduate fellcwship i Program, and the Co-operative Education Program to attract women and i minorities to entry-level professional positions.

Participated at professional conferences and advertised in professional journals in order to attract minority employees to mid- and higher-level i professional positions.  ;

As Executive Resources Board Review Group reviewed the rating and selection i processes for all SES, Senior Level, and non-bargaining unit positions at the GG-15 level by examining selection certificates for these positivis.

As a result, selecting officials have been encouraged to broaden their recruitment efforts to attract more applicants from the targeted groups.

Routinely included women and minorities on panels that review and rate applications in order to provide a broader perspective in the review of candidates.

Establish working relationships with local and national organizations for the disabled.

Contacted universities and campus organizations affiliated with disabled students.

Increased employment advertisements at job fairs, colleges, and in publications targeting the disabled.

A Program Coordinator was designated to serve as an agency contact for disabled applicants and as agency liaison for providing special services needed and required for disabled employees.

EEdC FORM 568 (8/87) PAGE 16

MD-714 AFFIPXATIVE EMPI4YMENT PROGRAM 'r0R MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM _ACCOMPLTSHMYNT REPORT NOTEWORTHY ACTIVITIES / INITIATIVES LIST HOTEWORTl!Y ACTIVITIES / INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPLOYMENT AND PROMOTIONAL OPPORTUNITIES FOR MINORITIES AND WOMEN.

................-....==o........==.....=====........-

Special equipment was put in place that allows communication with deaf applican's about career opportunities.

An agency workino group was established to focus on issues related to the disabled and ve ans.

Increased employment advertisements in national technical magazines and journals and in predominantly minority- and women-oriented publications to attract applicants.

Continued managerial training programs and conmunicated availehility of training for professional development.

Broadened occupational skills requirements for various technical positions.

Continued support of, and selection of individuals for, the Administrative Skills Enhancement Program, the Certified Professional Secretaries Program, the Computer Science Development Program, the Executive Potential Program, the Women's Leadership Development Program, the Congressional Fellowship Program, the Management Development Center Programs, the Brookings Institution, and the Federal Executive Institute.

Encouraged and supported the agency mentoring program.

Continued to emphasize th? value of completing an Individual Development Plan (IDP) that is realistic and tied to attainable career goals.

Formalized the rotational assignment process so that rotational opportunities are advertised and supervisors would formally respond to staff requests for rotations.

PAGE 17 EEdCFORM568 (8/87)

. - - - =- . - - . _ - - . .

F3-714 AFFIRMATIVE EMPI4YMENT PROGRAM TOR MINORITIES AND WOMEN AlmUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMINT REPORT NOTEWORTHY ACTIVITIES / INITIATIVES LIST NOTEWORTl!Y ACTIVITIES / INITIATIVES HMICH HAVE BEEN SUCCESSFUL IN IMPROVING EMPI4YMENT AND PROMOTICHAL OPPORTUNITIES FOR MINORITIES AND WOMEN.  ;

increased training and developmental opportunities, with 9,653 instances of training in FY 1992 compared to 7,932 instances in FY 1991.

Continued with a formal career counseling program available to all employees who enroll.

Heightened awareness of equal employment opportunity and affirmative action principles and objectives by offering numerous EEO-related courses including Cultural Diversity at NRC and Sexual Harassment Prevention.

l l

l 1

EEdC FORM 568 (8/87) PAGE 18 -

!