ML20134L760
| ML20134L760 | |
| Person / Time | |
|---|---|
| Issue date: | 02/11/1997 |
| From: | Shirley Ann Jackson, The Chairman NRC COMMISSION (OCM) |
| To: | Casellas G AFFILIATION NOT ASSIGNED |
| References | |
| NUDOCS 9702190273 | |
| Download: ML20134L760 (25) | |
Text
_ _ _
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- '4 Ib [2 953 UNITED STATES C4 e"
t NUCLEAR REGULATORY COMMISSION
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2 g
WASHINGTON. D.C. 2055MM1 i
o e
g February 11, 1997 CHAIRMAN 4
i The Honorable Gilbert F. Casellas Chairman 4.
Equal Employment Opportunity Commission 1801 L Street, N.W.
Washington, D.C.
20507 1
Dear Mr. Case 11as:
I am pleased to provide the U.S. Nuclear Regulatory Commission's (NRC) " Annual Affirmative Employment Program Accomplishment Report" for Fiscal Year 1996.
The enclosed report, which was developed in accordance with EE0C's Management Directive No.14 (MD-714), reflects the accomplishments of the NRC in j
providing equal opportunities for its minority and women employees.
i-As with all Federal agencies, downsizing has impacted our external recruitment and hiring. However, we have continued to engage in an aggressive outreach to highly qualified women and minorities. Of the 66 professional positions filled from external sources, approximately 40 percent are women or minorities.
If you have any questions regarding this report, please contact 'Mrs. Irene P.
Little, Director, Office of Small Business and Civil Rights at (301) 415-7380.
Sincerely,
$~ )~l~
Enclosure:
As stated tov 100009 D
1 9702190273 970211 PDR COMMS NRCC I
CORRESPONDENCE PDR 1
i
. -. _ ~..
d MD-714 e
AFFIRMATIVE EMPIDYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPIDYMENT PROGRAM ACCOMPLISHMENT REPORT FOR FISCAL YEAR 1996
SUMMARY
ANALYSIS OF WORK FORCE ACCOMPLISHMENT REPORT ON OBJECTIVES AND ACTION ITEMS NOTEWORTHY ACTIVITIES AND INITIATIVES United States Nuclear Regulatory Commission NAME OF ORGANIZATION Washington, D.C.
20555 ADDRESS OF ORGANIZATION X
ORGANIZATIONAL LEVEL:
AGENCY MOC REGION COMMAND INSTALLATION HEADQUARTERS NUMBER OF EMPIDYEES COVERED BY PLAN:
TOTAL 3104 PROFESSIONAL 1904 ADMINISTRATIVE 592 TECHNICAL 258 i
CLERICAL 339 OTHER 0
BLUE COLLAR 11 Ira A. Radden (301) 415-7385 NAME OF CONTACT PERSON / PERSON PREPARING FORM TELEPHONE NO.
Irene P. Little, Director, Office of Small Bus & Civil Rights (301) 415-7380 NAME OF, TITLE OF PRI CIPAL EEO OFFICIAL
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. / ff~l ?
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i SIGN TURE OF'PR'IN9fPAL EEO OFFICIAL
'DAT8 i
CER F ES THAT TRI.S REPORT IS IN COMPLIANCE WITH EEO-MD-714.
N SY l~
7 Shirley Ann 7 ackson, Chairman, U. S. Nuclear Regulatory Commission
//77 J
NAME AND TITLE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL I
SIGNATURE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL CERTIFIES THAT THIS REPORT IS IN COMPLIANCE WITH EEO-MD-714.
PAGE 1 EEOC FORM 568 (8/87)
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 j
FORCE. ANALYZE OCCUPATIONAL CATEGORIES, GRADE GROUPINGS, AND NAJOR I
OCCUPATIONS.
The NRC's work force analysis was conducted, focusing on major occupations, 6
grade levels, and occupational categories. The following narrative summarizes the results of this analysis and the charts that follow provide the detailed data.
MAJOR OCCUPATIONS The NRC workforce for FY-96 totaled 3104 in comparison to 3161 in FY-95.
The reduction in the workforce for this period was absorbed across-the-board and has not unduly impacted women or minorities.
It is noteworthy, in comparing the FY-95 and FY-96 data, that in spite of downsizing, there was a slight increase in the representation of women and minorities in many of the (PATCOB) categories.
In the Professional category, the number of white women increased by five, African American men by three, Hispanic women by one, Asian Pacific American men by two, Asian Pacific American women by two, and Native American men by one.
In the Administrative category, Hispanic men increased by four.
In the Technical category, Hispanic women increased by two and Asian Pacific American women increased by one.
In the Clerical category, African American women increased by five. This data is reflected in the Chart on Page 5.
We compared NRC's workforce in the major occupational series (343, 801, 840, 1301 and 1306) to the 1991 Census Availability Data (CAD). The Management / Program Analyst (343) series shows an underrepresentation of White j
females (11.86%), Black males (1.10%), Hispanic males (0.71%), Hispanic females (3.34%), Asian / Pacific American males (0.72%), Asian / Pacific American females (0.21%), and Native American females (0.43%). This reflects minor changes in underrepresentation for FY-96, except with respect to white females.
In this category the underrepresentation percentage decreased by 3.45%. This data is reflected in the Table on page 6.
The General Engineers (801) series reflects an underrepresentation of White males (4.66%), Hispanic males (1.25%), Hispanic females (0.23%), Native American males (0.07%) and Native American females (0.03%). The only change reflected here is a slight increase in underrepresentation of white males.
This data is reflected in the Table on page 6.
i PAGE 2
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
SUMMARY
ANALYSIS OF WORK FORCE PROVIDE A NARRATIVE WOFX FORCE ANALYSIS USING THE RELEVANT CIVILIAN LABOR FORCE. ANALYZE OCCUPATIONAL CATEGORIES, GRADE GROUPINGS, AND MAJOR OCCUPATIONS.
a In the Nuclear Engineering (840) series, there is an underrepresentation of Hispanic males (0.05%), Asian males (1.17%), Asian females (0.19%), and Native American females (0.07%). These figures reflect an improvement over FY-95 data in that White females had an underrepresentation of 0.34% and in FY-96 the underrepresentation has been totally eliminated.
Black males had an underrepresentation of 0.09% in FY-95 vs. no underrepresentation in FY-96.
In FY-96, the Asian Pacific American Wale underrepresentation of 1.17% is an improvement over 1.59%. This data is reflected in the Table on Page 7.
Based on the advice of the EEOC, the General Physical Science (1301) and Health Physicists (1306) series have been combined for reporting purposes.
These combined categories show only slight changes in underrepresentation in comparison to FY-95. This data is reflected in the Table on Page 7.
The charts on pages 8-12 respond to the EEOC's request to include a breakout of each EE0 group by grade level (e.g. GG-1-4, 5-8, 9-12,13-15 and 16-SES).
These charts show that white males make up the bulk of employees at the higher grade levels in the three major categories (Program Analyst, Engineer and Physical Science), white females are heavily represented in the Program Analyst category, and Asian Pacific American males are well represented in the Engineering series. All other groups are concentrated in the middle and lower grade levels.
An additional chart has been added at page 13, as a continuing response to an FY-93 EE0C request. This chart reflects FY-95 vs FY-96 employment accomplishments for all employees grades 1 through SES.
It indicates that the number of white males in the GG-15 grade levels has decreased by 13 or (0.1%).
The pool of women and minority employees eligible for supervisory, management, executive, and Senior Level positions shows an increase. Minorities and women at the GG-15 level increased by 7.
Women in grades GG-13 through GG-15 decreased from 434 to 431; and rainorities at the same grade levels increased from 339 to 345.
The number of women in the Senior Executive Service (SES) increased from 14 to 15 and the number of minorities in the SES/SLS increased from 18 to 21.
PAGE 3
(.
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
SUMMARY
ANALYSIS OF WORK FORCE J
PROVIDE A NARRATIVE WORK FORCE ANALYSIS USING THE RELEVANT CIVILIAN LABOR FORCE. ANALYZE OCCUPATIONAL CATEGORIES, GRADE GROUPINGS, AND MAJOR l
i OCCUPATIONS.
GRADE LEVELS We have compared the number of NRC minorities and women in grades GG-13 through SES to the government-wide representation at these levels.
As indicated in the chart on page 14, representation of Asian / Pacific Americans in all levels continue to greatly outnumber similar representation government-wide. At the exe::utive and SES levels, Asian /Pacif'c Americans are above the government-wide level by a factor of 3.86% or 9 out of 7,33 Asian / Pacific American employees at the NRC vs. 1.35% or 181 out of 13,385 government-wide.
In the following other categories t!RC is below the Government-wide level: women (9.81% vs. 16.35%), Blacks (3.43% vs. 5.68%),
j Hispanics (1.72% vs. 2.18%), and Native Americans (0% vs. 0.60%).
i At the GG-15 level, the representation of Asian / Pacific Americans signifi-cantly exceed the Government-Wide level (9.00% vs. 4.70%).
Blacks at this level show a slight increase (4.79% vs. 4.'/2%).
The following other categories are below the Government-wide level: Women (12.48% vs. 17.44%),
Hispanics (0.87% vs. 2.57%), and Native Americans (0.29% NRC vs. 0.65%
)
i government-wide).
j i
At the GG-14 level, again the representation of Asian / Pacific American i
i employees at the NRC is significantly above the Government-wide level (8.46%
vs. 2.87%). The following other categories are below the Government-wide i
level: women (20.71% vs. 21.12%), Blacks (5.51% vs. 6.54%), Hispanics (1.84%
2 vs. 2.77%), and Native Americans (0.12% vs. 0.88%).
At the GG-13 level, with the exception of Native Americans, NRC representation i
of all groups is above government-wide representation.
Specifically, women (33.08% NRC vs. 26.13% government-wide), Blacks (11.84% vs. 8.80%), and Asians (5.64% vs. 3.49%). Although not a markedly high difference, Hispanics at NRC 5
in this grade level show a large-representation over government-wide i
i representation (3.57% vs. 3.52%)
An assessment of progress made in achieving the EE0 objectives identified in 4
the Multi-year Affirmative Employment Program Plan is displayed on pages 16 i
through 24. All initiatives identified in the original Multi-year Affirmative Employment Program Plan have been accomplished and we are continuing our efforts to improve in these areas.
PAGE 4
t DISTRIBUTION OF NRC EEO GROUPS BY PATCOB CATEGORIES OCCUPATIONAL l TOTAL WHITE
~ AFRICAN AM HISPANIC ASIAN PAC AM NATIVE AM CATEGORY MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN 1 WOMEN PROFESSIONAL FY-95 1916 1373 231 59 46 33 6
145 22 1
0 FY-96 1904 1350 236 62 44 32 7
147 24 2
0 ADMINISTRATIVE FY-95 608 265 215 35 72 4
5 0
10 2
0 FY-96 592 252 212 34 71 8
4 0
9 2
0 TECHNICAL FY-95 275 24 138 9
86 1
4 1
10 0
2 FY-96 258 22 129 7
79 1
6 1
11 0
2 CLERICAL FY-95 350 10 249 11 63 0
12 0
4 0
1 FY-96 339 9
240 9
68 0
8 0
4 0
1 BLUE COLLAR FY-95 12 6
2 4
0 0
0 0
0 0
0 FY-96 11 6
2 3
0 0
0 0
O O
O TOTAL FY-95 3161 1678 835 118 267 38 27 146 46 3
3 FY-96 3104 1639 819 115 262 41 25 148 48 4
3
- PERCENT CHANGE
-1.8%
-2.3%
-1.9%
-2.5%
-1.9%
7.9%
-7.4%
1.4%
4.3%
33.3 %
0.0%
5; e
EEOC.WK4
4 PERCENTAGE OF UNDERREPRESENTATION (U/R) OF MINORITIES AND WOMEN l
(NRC WORKFORCE VS. U.S. CENSUS AVAILABILITY DATA (CAD))
1 FISCAL YEAR 1996 I
MANAGEMENT / PROGRAM ANALYST (343)
NATIVE-TOTAL WHITE BLACK HISPANIC ASIAN AMERICAN ALL Male Fem Male Fem Male Fem Male Fem Male Fem NRC 36 57 1
11 1
1 0
2 2
0 (111)-
% 35.43 51.35 0.90 9.90 0.90 0.90 0
1.80 1.80 0
- 66,257 232,663 7,383 28,018 5,921 15,589 2,642 7,414 351 1,586 (368,073)
% 18.00 63.21 2.00 7.61 1.61 4.24 0.72 2.01 0.10 0.43 U/R 11.86 1.10 0.71 3.34 0.72 0.21 0.43 GENERAL ENGINEERS (801)
NATIVE TOTAL WHITE 8 LACK HISPANIC ASrAN AMERICAN ALL Male Fem Male Fem Male Fem Male fe, Male Fem NRC
- 441 49 22 8
8 1
60 13 1
0 (603)
% 73.13 8.13 3.65 1.33 1.33 0.17 0.95 2.16 0.16 0
_# 266,021 27,183 9,597 2,131 8,828 1,370 23,081 2,608 785 118 (341,963)
% 77.79 7.95 2.81 0.62 2.58' O.40 6.75 0.76 0.23 0.03 U/R 4.66 1.25 0.23 0.07 0.03 l
PAGE 6
PERCENTAGE OF UNDERREPRESENTATION (U/R) 0F MINORITIES AND WOMEN (NRC WORKFORCE VS. U.S. CENSUS AVAILABILITY DATA (CAD))*
FISCAL YEAR 1996 NUCLEAR ENGINEERS (840)
NATIVE i
TOTAL WHITL BLACK HISPANIC ASIAN AMERICAN ALL Male Fem Male Fem Male Fem Male Fem Male Fem NRC
- 439 31 9
2 11 3
26 1
1 0
(523)
% 83.94 5.93 1.72 0.38 2.10 0.57 4.97 0.19 0.19 0
- 9,006 626 186 5
232 13 663 41 21 8
(10,801)
% 83.38 5.80 1.72 0.05 2.15 0.12 6.14 0.38 0.19 0.07 U/R 0.05 1.17 0.19 0.07 GENERAL PHYSICAL SCIENTISTS (1301) & HEALTH PHYSICISTS /1306)*
1
' NATIVE L
TOTAL WHITE BLACK HISPANIC ASIAN AMERICAN ALL Male Fem Male Fem Male Fem Male Fem Male Fem NRC
- 251 71 8
11 9
3 15 1
0 0
(369)
% 68.02 19.24 2.17 2.98 2.44 0.81 4.07 0.27 0
0 4
- 12,098 4,745 433 433 295 68 455 158 44 40 '
(18,782)
% 64.41 25.26 2.31 2.31 1.57 0.36 2.42 0.84 0.23 0.21 U/R 6.02 0.14 0.57 0.23 0.21 i i
OGeneral Physical Scientists and Health Physicists are included in the same category (Physical Scientists) under the census occupations.
Therefore, for comparison purposes, the NRC data for s
these two series have also been combined.
3 I
i e
PAtiE 7
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR MAJOR OCCUPATION GG-343 GRADE FISCAL TOTAL WHITE AFRICAN AMER HISPANIC ASIAN PAC AMER NATIVE AMER YEAR MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN 9
FY-94 3
O!
0 O!
~ 3 O!
0 O!
0 O!
O FY-95 0
Oi 0
O!
0 O!
0 0[
0 O!
O FY-96 0
O!
0 O!
0 O!
0 O!
0 O!
O 11 FY-94 16 5l 8
0l 2
Of 1
0l 0
0l 0
FY-95 16 4;
6 0;
5 Oj 1
O!
0 Oj 0
FY-96 13 2;
7 O!
4 0l 0
0; 0
0:
0 12 FY-94 14 3!
9 O!
1 O!
0 O!
1 Di 0
FY-95 13 3i 8
Cl 1
O!
0 0l 1
Oi 0
FY-96 15 2
9 O!
3 O!
0 Oj 1
O!
0 13 FY-94 28 10:
15 Ot 3
O.
0 O!
0 0;
O FY-95 28 9-16 O !
3 0:
0 O!
0 0;
O FY-96 25 7!
16 1!
1 0l 0
O!
0 O!
0 14 FY-94 42 17!
21 1;
1 ti 1
0}
O 0:
0 FY-95 45 18!
22 il 2
11 1
O!
0 0
0 FY-96 40 17 20 O!
1 1i 1
O!
0 0;
O 15 FY-94 17 8!
5 Oi 2
O!
0 O!
0 2:
0 FY-95 17 Bi 5
O!
2 O!
0 O!
0 2:
0 FY-96 18 8l 5
Oi 2
O!
0 Oi 1
2!
O TOTAL FY-94 120 43i 58 1!
12 1!
2 0!
1 2l 0
FY-95 119 42l 57 1i 13 1l 2
0!
1 2l 0
FY-96 111 36l 57 1i 11 1i 1
0l 2
2i 0
A$
m C:\\123R4W\\EEO\\ GRADE 2.WK4
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR MAJOR OCCUPATION GG-801 GRADE FISCAL TOTAL WHITE AFRICAN AMER HISPANIC ASIAN PAC AMER NATIVE AMER YEAR MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN 7
FY-94 5
2j 0
O!
1 0l 0
1l 1
O!
O FY-95 5
3i 1
O!
0 0!
0 1l 0
O!
O FY-96 8
4' 1
O!
1 0:
0 2;
O Oi 0
9 FY-94 8
Si 1
1l 0
1l 0
0l 0
Oi 0
4 l; 1
1 1!
2 O!
1 1l 1
O!
O FY-95 8
5 1!
0 0l 0
0l 2
Oj 0
FY-96 12 11 FY-94 14 6j 2
2[
1 1!
0 2l 0
Oi 0
FY-95 11 6l 1
1l 0
2!
0 Oj 1
O!
O FY-96 9
2; 2
1!
1 0;
1 li 1
O!
0 12 FY-94 23 13!
5 O i 2
O!
0 1!
2 O!
O FY-95 9
4i 0
li 1
li 0
2!
0 0l 0
FY-96 7
Sj 1
O!
0 O!
0 Oj 1
O!
0 13 FY-94 58 39 7
3' 2
1; O
4!
2 O!
O FY-95 71 47; 9
3:
4 ti 0
4!
3 0:
0 FY-96 69 40:
6 4:
5 5;
O 7i 2
0' O
14 FY-94 165 117!
14 6!
1 11 0
24l 2
0:
0 FY-95 168 118i 15 5:
1 2i 0
25!
2 0
0 FY-96 175 122l 17 6i 1
3!
0 20l 5
1-0 15 FY-94 241 196; 11 7;
O Di 0
25j 1
1:
0 FY-95 228 184:
9 7!
0 O!
0 26 2
O!
O FY-96 253 205!
12 8!
0 0:
0 26!
2 0;
O
>15 FY-94 78 67!
6 ti 0
01 0
4!
0 0:
0 FY-95 70 60:
6 1l 0
O!
O 3;
O O'
O FY-96 70 59; 5
2i 0
O!
O 4!
0 O!
O TOTAL FY-93 592 445i 46 20]
7 4!
O 61l 8
1l 0
FY-94 570 423 42 19i 8
6 1
62i 9
O!
O FY-96 603 441!
49 22 8
Bi 1
60i 13 1!
0 i
$c C:\\123R4W\\EEO\\ GRADE 2.WK4
L e
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR MAJOR OCCUPATION GG-840 GRADE FISCAL TOTAL WHITE AFRICAN AMER HISPANIC ASIAN PAC AMER NATNE AMER YEAR MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN 7
FY-94 3
1l 2
0l 0
0l 0
0l 0
Ol O
FY-95 1
01 1
0l 0
0l 0
0l 0
Oj 0
FY-96 1
0:
1 0:
0 Oi 0
O!
0 O!
0 9
FY-94 4
1!
1 0l 0
1j 0
O!
1 O!
O FY-95 1
0:
1 0l 0
O!
0 0:!
0 0l 0
FY-96 1
li 0
Oi 0
O!
0 Oj 0
0' O
11 FY-94 3
2!
0 O!
O 1!
0 O!
0 O!
O FY-95 4
2i 1
O!
0 1;
O Oi 0
Oi 0
FY-96 2
0-1 0l 1
0+
0 O!
0 O!
0 12 FY-94 10 4i 1
2!
0 O i 3
0 0
Oi 0
FY-95 6
3:
2 0
0 1:
0 O!
0 Oi 0
FY-96 5
3i 1
Oi 0
1!
0 O!
0 O!
0 13 FY-94 135 111i 10 4!
1 4
0 3i 1
1; U
i FY-95 137 105!
12 6i 1
4i 3
3!
2 11 0
FY-96 134 100!
14 6l 1
Sj 3
3l 1
1j 0
14 FY-94 205 178; 10 3j 0
4) 0 9
1 0[
0 FY-95 199 175i 9
2l 0
4j 0
8.
1 Ci 0
FY-96 201 176i 11 3!
0 2l 0
9[
0 0 !.
0 15 FY-94 152 135'i 3
1!
0 O!
0 12!
1 0!
O FY-95 138 122i 3
1!
0 O!
0 12!
0 0l 0
FY-96 114 99i 2
0j 0
1j 0
12i 0
O!
0
>15 FY-94 63 59i 0
0l 0
2) 0 2,
0 Oi 0
FY-95 63 58l 1
Oj 0
2l 0
2j 0
O!
O 4
FY-96 65 60:
1 O!
0 2l 0
2!
0 0;
O TOTAL FY-94 575 4911 27 10l 1
12!
3 26I 4
1; O
FY-95 549 465i 30 9l 1
12!
3 25I 3
1!
O FY-96 523 439) 31 9I 2
11}
3 26I 1
1 i 0
3 S
C:\\123R4W\\EEO\\ GRADE 2.WK4
~
O m
..m
-.. m
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR MAJOR OCCUPATION GG-1301 CRADE FISCAL TOTAL WHITE AFRICAN AMER HISPANIC ASIAN PAC AMER NATIVE AMER YEAR MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN 7
FY-94 1
O!
1 O!
0 O!
0 O!
0 O!
O FY-95 0
Oi 0
Oi 0
0l 0
O!
0 0l 0
FY-96 0
O!
0 O!
0 O!
0 0l 0
O!
O i
i 9
FY-94 0
0l 0
O!
0 O!
0 0 !'
0 O!
O FY-95 0
0; O
Oi 0
O!
0 Oi 0
0; O
FY-96 0
O!
0 0!
0 Oj 0
O!
0 O!
0 11 FY-94 0
O!
0 0l 0
0l 0
0l 0
0l 0
FY-95 1
0l 0
Oi 1
Oj 0
O!
0 0l 0
FY-96 0
O!
0 O!
0 O!
0 Oi 0
0; O
12 FY-94 6
1l 3
15 1
O!
0 O!
0 O !
O FY-95 4
1!
2 0
1 O!
0 Oi 0
0l 0
FY-96 2
0l 1
0l 1
O!
0 0l 0
O!
0 13 FY-94 19 15j 3
0l 1
0l 0
0l 0
0}
O FY-95 23 16!
5 1[
1 0:
0 O!
0 O!
O FY-96 20 13i 5
1l 1
O!
0 Oi 0
0; O
14 FY-94 50 39!
6 1l 1
Ol O
3j 0
0; O
FY-95 45 33; 8
O!
1 0'
O 3i 0
0-0 FY-96 48 36i 7
0l 0
1!
1 3!
0 O!
O 15 FY-94 6;
49l 9
0l 0
1!
0 2l 0
0l 0
FY-95 54 44l 8
Oj 0
1j 0
tj 0
O!
O FY-96 60 47l 10 Oj 0
1!
1 Ij 0
Oj 0
>15 FY-94 16 11l 5
0l 0
0l 0
0l.
0 O!
O 0
O!
O FY-95 16 11; 3
0j 1
0l 0
1l FY-96 15 10 3
0:
1 0l 0
1j 0
O!
O TOTAL FY-94 153 115l 27 2l 3
1!
O 5l 0
0j 0
FY-95 143 105!
26 1;
5 1l 0
Si 0
0l 0
FY-96 145 106i 26 1:
3 2!
2 5!
0 O!
O 5
o C:\\123R4W\\EEO\\ GRADE 2.WK4
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR MAJOR OCCUPATION GG-1306 GRADE FISCAL TOTAL WHITE AFRICAN AMER HISPANIC ASIAN PAC AMER NATIVE AMER YEAR MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN 7
FY-94 0
0:
0 0}
O 0l 0
Oi 0
O!
O FY-95 1
0; 1
Oi 0
0l 0
O!
0 0;
O FY-96 1
0[
1 O!
0 0
0 0l 0
0l 0
1 9
FY-94 2
li 1
OI O
O!
0 01
,0 O!
O FY-95 2
0l 1
O!
0 i l 0
O!
0 O!
O FY-96 5
2i 3
O!
0 Oi 0
0l 0
O!
0 11 FY-94 5
4 1
O!
0 Oi 0
O!
0 0:
0 FY-95 3
1l 2
O!
0 O!
0 O!
0 0l 0
FY-96 4
1.
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0 1l 0
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0 12 FY-94 13 3:
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0 13 FY-94 74 48!
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NRC VS. GOVERNMENT-WIDE PERCENTAGE OF FY-96 REPRESENTATION OF MINORITIES AND WOMEN BY GRADE LEVELS GG-13 THROUGH SES/SLS NRC EXECUTIVES GOVERNMENT-WIDE TOTAL = 233 TOTAL - 13,385 9.87% (23)*
NRC SES/SLS WOMEN
=
16.35% (2,188)
GOVERNMENT-WIDE EXECUTIVE WOMEN GOVERNMENT-WIDE NRC MINORITIES MINORITIES DLACKS
- 3.43% (8)
BLACKS
- 5.68% (760)
HISPANICS
- 1.72% (4)
HISPANICS
- 2.18% (292)
ASIAN PAC AM
- 3.86% (9)
ASIAN PAC AM
- 1.35% (181) 0 (0)
NATIVE AM
- 0.60% (80)
NATIVE AM TOTAL - 9.01% (21)
TOTAL
= 9.81% (1,313)
- In this category 16 are SES (15 white, 1 African American); and 7 are SLS (5 white, i Hispanic and 1 Asian American.)
i NRC GG-15 GOVERNMENT-WIDE 4
TOTAL - 689 TOTAL - 50,668 12.48% (86)
NRC WOMEN
=
GOVERNMENT-WIDE WOMEN - 17.44% (8,834)
I GOVERNMENT-WIDE NRC MINORITIES MINORITIES j
i 4.72% (2,393) i 4.79% (33)
BLACKS BLACKS 2.57% (1,302) 0.87% (6)
HISPANICS HISPANICS 4.70% (2,383) 9.00% (62)
=
0.65% (331) 0.29% (2)
NATIVE AM NATIVE AM TOTAL - 14.95% (103)
TOTAL - 12.64% (6,409)
NRC GC3-14 GOVERNMENT-WIDE TOTAL - 816 TOTAL - 90,572 NRC WOMEN = 20.71% (169)
GOVERNMENT-WIDE WOMEN - 21.12% (19,128)
GOVERNMENT-WIDE NRC MINORITIES MINORITIES BLACKS
- 5.51% (45)
BLACKS
- 6.54% (5,925)
HISPANICS
= 1.84% (15)
HISPANICS
- 2.77% (2,509)
ASIAN PAC AM
- 8.46% (69)
ASIAN PAC AM
- 2.87% (2,602)
NATIVE AM
- 0.12% (1)
NATIVE AM
- 0.88% (797)
TOTAL - 15.93% (130)
TOTAL = 13.06% (11,833)
NRC GCi-13 GOVERNMENT-WIDE TOTAL - 167,340 TOTAL - 532 NRC UOMEN = 33.08% (17C)
GOVERNMENT-WIDE WOMEN = 26.13% (43,734)
GOVERNMENT-WIDE NRC MINORITIES HINORITIES 8.80% (14,734)
BLACKS
- 11.84% (63)
BLACKS 3.52% (5,884) 3.57% (19)
HISPANICS HISPANICS 3.49% (5,835) 5.64% (30)
ASIAN PAC AM ASIAN PAC AM 0.90% (1.512) 0.19% (1)
=
TOTAL = 21.24% (113)
TOTAL - 16.71% (27,965)
PAGE 14
4 DISTRIBUTION OF NRC EEO GROUPS BY MAJOR OCCUPATIONS SERIES NAME TOTAL WHITE AFRICAN AM HISPANIC ASIAN PAC AM NATIVE AM CATEGORY MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN GG-343 FY-95 119 42 57 1
13 1
2 0
1 2
0 MGMT& PROG FY-96 111 36 57 1
11 1
1 0
2 2
0 ANALYSTS GG-801 FY-95 570 423 42 19 8
6 1
62 9
0 0
GENERAL FY-96 603 441 49 22 8
8 1
60 13 1
0 ENGINEERS GG-840 FY-95 549 465 30 9
1 12 3
25 3
1 0
NUCLEAR FY-96 523 439 31 9
2 11 3
26 1
1 0
ENGINEERS GG-1301 FY-95 143 105 26 1
5 1
0 5
0 0
0 GENERAL FY-96 145 106 26 1
3 2
2 5
0 0
0 PHYSICISTS GG-1306 FY-95 225 147 45 7
7 7
1 10 1
0 0
HEALTH FY-96 224 146 44 7
8 7
1 10 1
0 0
PHYSICISTS
'u N
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: RECRUITMENT AND HIRING PROBLEM /8ARRIER STATEMENT: There is an underrepresentation of Hispanic employees in all occupational groups at the NRC.
OBJECTIVE:
Increase the number of Hispanic employees in all occupations.
RESPONSIBLE OFFICIAL: Managers and Supervisors TARGET DATE:
Ongoing RESPONSIBLE ACTION ITEMS:
OFFICIAL TARGET DATE Participate in the Hispanic Office of Personnel 09/30/96 Association of Colleges and i
1 Universities (HACU) Intern Program.
Maintain a Memorandum of Office of Small Business Ongoing understanding with the HACU and Civil Rights to facilitate recruitment, encourage faculty and employee exchanges, and target NRC positions for which HACU students and professors might qualify.
Advertise for secretarial Office of Personnel Ongoing positions in Hispanic newspapers.
REPORT ON ACCOMPLISHMENT OF OBJECTIVE:
In FY 1996 the NRC hired 7 Hispanic employees:
3 men in Administrative positions, 3 men and I woman in Professional positions.
Recruitment activity for Hispanics has been extensive. The NRC participated in 17 recruitment events specifically targeted to attract Hispanic applicants.
These events were sponsored by Chapters of the Society of Hispanic Professional Engineers, the Hispanic Association of Colleges and Universities, the National Association of Hispanic Executives, and other Hispanic organizations.
PAGE 16
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT NOTEWORTHY ACTIVITIES / INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN INCREASIN NUMBER OF HISPANIC EMPLOYEES IN ALL OCCUPATIONS Featuring Hispanic employees in recruitment brochures and other NRC material Advertising in Hispanic newspapers j
Recruiting at Hispanic serving Institutions and other Universities that have at i
l least 10% Hispanic enrollment.
(Recruitment should include campus visits, mailings and advertisements placed in campus publications.)
t I
I e
PAGE 17
l AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT:
RECRUITMENT AND HIRING CONTINUED PROBLEM / BARRIER STATEMENT: There is an underrepresentation of women and minoritie:; in professional occupations at the NRC.
OBJECTIVE:
Increase the number of women and minorities in professional positions at the NRC.
RESPONSIBLE OFFICIAL: Managers and Supervisors i
TARGET DATE:
Ongoing RESPONSIBLE ACTION ITEMS:
OFFICIAL TARGET DATE Advertise positions using broader Office of Personnel Ongoing occupational designations such as general engineer instead of nuclear engineer and using multi-disciplinary occupations to broaden availability pool, thereby increas-ing acceptance of related academic degrees instead of specific degrees.
Target recruiting at HBCU and HACU Office of Personnel Ongoing institutions.
Office of Small Business and Civil Rights Advertise in publications targeting Office of Personnel Ongoing minorities and women.
Increase minority representation Office of Personnel Ongoing in the Cooperative Education Program and continue the non-competitive option of converting graduating students to permanent employment at NRC.
I PAGE 18
~ _ _ _. -
l i
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: RECRUITMENT AND HIRING CONTINUED l
REPORT ON ACCOMPLISHMENT OF OBJECTIVE:
During FY 1996, 66 employees were hired for Professional positions including 13 white women,1 African American woman, 3 African American men, 2 Asian Pacific American men, 2 Asian Pacific American women, I Hispanic woman, and 3 Hispanic men.
Five employees were hired for the NRC Reactor Engineer Intern Program including 1 African American woman and 4 white women.
There were 12 selections for the Resident Inspector Development Program which included one white woman and 1 Hispanic man. Among 15 candidates selected for the Senior Resident Inspector Development Program, there were 2 white women, 1 African American woman, 1 Asian Pacific American man, and 1 African American man.
Recruiting for entry-level Health Physicists and Physical Scientists was conducted primarily at colleges and universities with established reputations for strong engineering and science programs. Ten selections were made including 2 white women, 1 Asian Pacific American woman, and 1 African American man.
NOTEWORTHY ACTIVITIES / INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN INCREASING THE REPRESENTATION OF WOMEN AND MINORITIES IN PROFESSIONAL OCCUPATIONS Recruiting at colleges of the Hispanic Association of Colleges and Universities (HACU), Historically Black Colleges and Universities (HBCU), and at campuses with significant diversity among their graduating engineers and scientists Having women and minority professional employees serve as members of recruitment teams Networking with engineering and science faculty and societies on campus Advertising for entry-level engineers and scientists on the World Wide Web through coordination with the National Association of Colleges and Employers Announcing vacancies externally through the Federal Research Service, the Office af Personnel Management, on the World Wide Web, and in journals and newspapers with women and minorities as target audiences Advertising for professional positions in a variety of publications that target women, minorities, and the disabled PAGE 19
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT:
RECRUITMENT AND HIRING CONTINUED PROBLEM / BARRIER STATEMENT: The NRC hires for many positions at the experienced level requiring a specific technical background (e.g., nuclear engineering) for which availability of disabled applicants is limited.
OBJECTIVE:
Increase the number of disabled employees hired and retained.
RESPONSIBLE OFFICIAL: Managers and Supervisors TARGET DATE: Ongoing RESPONSIBLE ACTION ITEMS:
OFFICIAL TARGET DATE Publish a brochure that identi-Office of Personnel Completed fies and communicates the special services and reasonable acconnoda-tion services available to potential applicants and disabled employees.
Develop an information sheet on Office of Personnel Completed interviewing the disabled employees new to the NRC to ensure a smooth transition.
Encourage mentors for disabled Office of Personnel Ongoing employees new to the NRC to ensure a smooth transition.
Recruit for persons with disabili-Office of Personnel ongoing ties through several sources:
the Job Ready Disabled Veterans Connec-tion (JRDVC), Able Beneficiaries' Link to Employees (ABLE), Gallaudet University, Coordinators for Disabled Services on Campuses, and State Rehabilitation Services Offices.
f Advertise in professional magazines l
and newspapers.
l REPORT ON ACCOMPLISHMENT OF OBJECTIVE:
{
During FY 1996, the NRC hired 8 disabled employees:
5 in Professional positions, 1 in an Administrative position, and 2 in Clerical positions.
i i
All NRC employees were surveyed in order to identify numbers and types of f
disabilities.
Fifty-four employees with identified disabilities responded to the survey: 3 employees have disabilities that are targeted by the EE0C. The number of employees who now identify themselves as having a disability increased to 207.
PAGE 20
+
4 a
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: RECRUITMENT AND HIRING CONTINUED REPORT ON ACCOMPLISHMENT OF OBJECTIVE CONTINUED:
The NRC established a " reasonable accommodation" procedure that will ensure 4
consistency in reviewing requests for accommodations, such as work-site e
modifications.
Information about this procedure has been incorporated in the NRC Information Guide for Peoole with Disabilities pamphlet.
I The agency continues to provide reasonable accommodations in the following computer monitors for the visually impaired, expanded use of sign areas:
language interpreters for the hearing impaired, and modifications to work stations.
1 i
NOTEWORTHY ACTIVITIES / INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN INCREASING THE N 0F DISABLED EMPLOYEES HIRED AND RETAINED i
1 Maintaining contacts with organizations for the disabled and veterans including l
the National Association of the Deaf, American Foundation for the Blind, and Mainstream Utilizing the Internet to locate potential applicants listed under the l
l President's Committee on Employment of People with Disabilities Placing monthly advertisements in the journal, Careers and the Disabled I
Participating in conferences and job fairs such as the National Symposium on Employment of People with Disabilities and the Conference of the President's Committee on Employment of People with Disabilities Encouraging managers and employees to attend training such as " Working with People with Disabilities" i
Providing information to all employees about the availability of services and programs that provide reasonable accommodation to employees with disabilities.
i 4
i PAGE 21 i
4
t AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS l
PROGRAM ELEMENT:
INTERNAL RECRUITMENT AND CAREER DEVELOPMENT PROBLEM /8ARRIER STATEMENT:
There is underrepresentation of women and minorities in supervisory, management, and executive positions.
OBJECTIVE:
Increase the representation of women and minorities in NRC supervisory, management, and executive positions.
RESPONSIBLE OFFICIAL: Office Directors / Regional Administrators TARGET DATE: Ongoing RESPONSIBLE ACTION ITEMS:
OFFICIAL TARGET DATE Place special emphasis on develop-Office of Personnel Ongoing ment of rating factors and rating Office Directors and criteria to ensure job relatedness Regional Administrators Ongoing and consistency in the rating process. This includes establish-ment of mandatory rating factors for supervisory positions.
Increase utilization of women and Managers and Supervisors Ongoing minorities in " Acting" capacities.
Review the balance of technical Managers and Supervisors Ongoing and managerial skills required for management and supervisory l
positions.
Publicize rotational opportunities Office of Personnel Ongoing to NRC staff and continue to broker i
rotational assignments to broaden skills and opportunities for onboard staff.
Require Office Directors and Office Directors and Ongoing l
Regional Administrators to review Regional Administrators and provide clearance before selection efforts can continue in cases where the pool of qualified applicants does not include women and minorities.
PAGE 22 4
~. _.... -. = - - -.
I AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT:
INTERNAL RECRUITMENT AND CAREER DEVELOPMENT CONTINUED 4
r l
l RESPONSIBLE i
ACTION ITEMS CONTINUED:
0FFICIAL TARGET DATE l
l Establish a panel of management Office Directors and Ongoing officials to review best qualified Regional Administrators lists for non-bargaining unit j
positions GG-15 and above.
Include women and minorities on Office Directors and Ongoing rating panels, whenever possible, Regional Administrators l
to provide e broader perspective
)
l in the review of candidates.
Continue to emphasize the Office Directors and Ongoing I
desirability of completing an Regional Administrators Individual Development Plan (IDP).
Increase the utilization of Office Directors and ongoing Agency technical minorities and Regional Administrators women on recruiting teams.
l Encourage and support the Managers and Supervisors Ongoing i
i mentoring program and train Office of Small Business mentors and mentees to enhance and Civil Rights their effectiveness.
)
l l
l I.
\\
PAGE 23 i
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT REPORT ON ACCOMPLISHMENT OF OBJECTIVE:
Two developmental programs were offered which expanded the pool of women and minorities: the Supervisory Development Program for preparing GG-14/ISs for first-line supervisory positions, and the SES Candidate Development Program for identifying and training GG-14/15s for SES positions.
Of the 27 Supervisory Development Program participants who completed the program in February 1995, 7 (3 white women, 1 Asian Pacific American woman, I f
Asian Par.ific American man, and 2 white men) were selected for supervisory positions.
Of the 23 SES Candidate Development Program participants who completed the 4
program in October 1994, 7 (1 white woman, 1 Asian Pacific American man, and 5 l
white men) were appointed to the SES, and 4 (2 white men, I white woman, and 1 African American man) were appointed to the SLS.
NOTEWORTHY ACTIVITIES / INITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING OPPORTUNITIES FOR i'INORITIES AND WOMEN TO MOVE INTO SUPERVISORY, MANAGERIAL, AND EXECUTIVE POSITIONS Expanding the pool of women and minority employees eligible for supervisory, management, executive, and Senior Level positions Enlarging the membership of the Review Group to consist of:
2 white females, I white male,1 Asian Pacific American male, I Hispanic male, and 1 African American male PAGE 24