ML20203H934
| ML20203H934 | |
| Person / Time | |
|---|---|
| Issue date: | 02/20/1998 |
| From: | Shirley Ann Jackson, The Chairman NRC COMMISSION (OCM) |
| To: | Casellas G EQUAL EMPLOYMENT OPPORTUNITY COMMISSION |
| References | |
| NUDOCS 9803030366 | |
| Download: ML20203H934 (29) | |
Text
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UNITED STATES NUCLEAR REGULATORY COMMISSION WASHIN3 TON, D.C. 200M-0001 g }
%..,,,) February 20, 1998 1
ownnam The Honorable Gilbert F. Casellas Chairman Equal Employment Opportunity Commisalon 1801 L Street, N.W.
WashNon, D.C. 20507
Dear Mr. Case llas:
I am pleased to provide 'ne U.S. Nuclear Regulatory Commission's (NRC) ' Annual Affirmetive Employment Program Accomplishment Report" for Fiscad Year 1997. The enclosed twportl which was developed in accordana with EEOC's Management Directive No. ic. IMD-714),
reflects the accomplishments of the NRC in providing equal opportunities for its minonty and women employees.
As with all Federal agencies, downsizing has 3mpacted our extemal recniitment and hiring.
However, we have continued to engage in an aggressive outreach to highly qualified women and minorities. We also engage in special efforts to ensure that our downsizing actions do not have a disproportionate adverse impact on minorities nr women.
Of significant note this reperting period is that the number of women in the Senior Executive Service (SEG) and Senior Level Service has increased from 23 in FY 1996 to 29 it 7 1997.
This includes t% first NRC minority female (African American) in the SES Addition j, we are implementing a Managing Diversity Program within the Agency to ensure that NRO's systems, processes, approaches, and lead 6mhip styles promote fair opportunity and full productivity for allits employees.
If you have any questions regarding this report, please contact Mrs. Irene P. Little, Director, Offics of Small Business and Civil Rights, at (301) 415-7380.
Sincerely, l
{ }- Q w Shirley Ann Jackson
Enclosure:
As stated 9003030366 980220 PDR COMMS NRE:
CORRESPONDENCh'PDR
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J
MD-714 AFTIRNATIVE EMP!4YMENT PROGRAM FOR MINORITIES AND WOMEN AantDAL AFFDt)tATIVE MiiF# 1-T Panammu arvvmot.TapannsT BRM 1
FOR FISCAL YEAR 19,92
SUMMARY
ANALYSIS OF WORK FORCE
- A000NPLISIDEENT REPORT ON OBJECTIVES AND ACTION ITEMS
- NOFEWORTNY ACTIVITIES AND INITIATIVE 6 -
United States Nuclear Regulatory Commission NAME OF ORGANIZATION Washington, DC 20555 ADDRESS OF ORGANIZATION ORGANIEATIONAL LEVEL: AGENCY _ L MOC REGION CONNAND INSTALLATION _
HEADQUARTERS TOTAL 3047 NUMBER OF EMPI4YEES COVERED BY PLhN:
PROFESSIONAL 1875 ADMINISFRATIVE 587 TECHNICAL 249 '
CLERICAL 325 OTHER 0 BIDE COLLAR 11 _
tra A. Radden (301)415-7385
- NAME OF CONTACT, PERSON / PERSON PREPARING M TELEPBONE NO.
Irene P. Little, Directo.r. Office of Small Business and Civil Rights NAME OF ITLE OF PRINC pEB0 OFFICIAL-t w. ach abo DhTE '
h f SI 0F PRINCIP EBO OFFICIAL
, FIES THAT THIS PORT IS IN COMPLIANCE WITH EBO-KD-714.
Shirlev Ann Jackson, Chairman..U.S; Nuclear Reaulatory ca-ittien NAME AND TITLE OF HEAD OF ORGANIEATION OR DESIGNATED OFFICIAL l & : -
SIGNATURE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL CERTIFIES THAT THIS REPORT IS IN COMPLIANCE WITH EE0-MD-714.
PAGE 1 EEOC FORN 568 (8/87)
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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.
The iNRC's work force analysis was conducted, focusing on major occupations, grade levels, and occupational categories. The following narrative summarizes the ro6ults of this analysis and the charts that follow provide the detail data.
MAJOR OCCUPATIONS The NRC workforce for FY g7 totaled 3047 in comparison to 3104 in FY g6. The reduction in the workforce for this period was absorbsd across the-board and has not unduly impacted women or minorities. It is noteworthy, in comparing the FY g6 and FY-97 data, that in spite of i downsizing, there was a slight increase in the representation of woraen and minorities in many i of the (PATCOB) categories. In the Professional category African American men increased by four, African American women increased by two, Asian Pacific American men increased by two, and Asian Facific American women increased by one, in the Administrative category African American women increased by five, in the Technical category white women increased by three, African American men increaseu by one, and Hispanic men increased by one. This data is -
reflected on page 6.
We compared NRC's wor 6 force in the major occupational series (343, 801, 840,1301 and 1306) to the 1990 Census Availability Data (CAD). The Management / Program Analyst (343) series shows an under-representation of white males (12.53%), Black males (2.73%), Hispanic males (1.73%), Hispanic females (1.73%) Asian males (1,4%), Asian females ( f 3%) and Native _
American females (0.3%). The under-representation of white males in this category must be viewed in light of their predominance in the hi ther level management and Execu*ive positions.
This data is reflected in the Tab's on page 7.
The General Engineers (801) series reflects an under representation of white male- (4.43%),
- white females (.53%), Hispanic males (1.gi%), Hispanic females (.23%), Native American males
(.06%) and Native American females (0.3%). The largest change reflected here is an added under-representation in the white female category that did not ex4t in FY g6. This data is reflected on page 7, in the Nuclear Engineering (840) series, there is minor under-representation of Asian females (0.1g%) and Native American females (0.07%). The only area of severe under representation is of Asian males (1.0g%). This data is reflected on Page 8.
PAGE 2
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__ _- _ - _ . . . . _ _ _ _ . _ . _ _ _ _ . _ _ _ ~ .__ _ _ . _ _ - _
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM,AC.COMPLISHMENT 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.
Based on the advice of the EEOC, the General Physical Science (1301) ar d Health Physicists (1306) series have been combined for reporting purposes. In this category the only significant under-representation is of white females (6.7%). This data is reflected on page 8.
The charts on pages 913 reflect a distribution of each EEOC group by grtde levels in the major occupational areas: GG 343, GG 801, GG 840, GG 1301 and GG 1306. White women make up the bulk of employees in the higher grade levels in the GG 343 occupational series.
Although white men make up the bulk of employees in higher grades of the GG P01 and GG 804 ceries, Asian males are well represented in the GG-801 series at grade GG 14 and GG 15 snd in the GG 840 series at grade GG-15. Although wh4e males make up the bulk of employees in the higher grade levels in occupational areas GG 1301 and GG-1306, white women are well represented in the GG 1306 series at the GG 13 and GG 14 grade levels. This trend also prevailed in FY 96, in each of these occupational areas all other groups are concentrated in the middle to lower grade levels. 1 IEEMDS FOR NRC EMPLOYEES IN THE EEO GROUPS FOP. GG 14 SES/SLS LEVEL The chart on page 14 reflects FY-96 vs FY-97 employment accomplishments for all employees grades 1 through SES/SLS. Trends for grades 14 through SES/SLS are reflected below:
White men and women This chart indicates that the number of white men in grade GG 14 decreased by 8 (from 548 in FY 96 to 540 in FY 97), and white men in Orade GG 15 decreased by 11 (from 519 in FY 96 to 508 in FY-97). White men at the SES/SLS level decreased by 6 (from 192 in FY 96 to 186 in FY 97). White women at grade GG-14 decreased by 6 (from 138 in FY 96 to 132 in FY 97).
White women in grade GG-15 increased by 3 (from 67 in FY 96 to 70 in FY 97), and white women at the SES/SLS level increased by 4 (from 20 in FY 96 to 24 in FY 97).
PAGE 3
{
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVEIMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT
SUMMARY
ANALYSIS OF WORK FORCE PROVIDE A NARRATIVU WORK FORCE ANALYSIS USING THE RELEVANT CIVILIAN LABOR FORCE. ANALYZE OCCUPATIONAL CATEGORIES, GRADE GROUPINGS, nND MAJOR OCCUPATIONS.
African AmcIlcan men and women African American men in grade 14 increased by 1 (27 in FY 96 and 28 in FY 97), and remained constant at the GG 15 level (19 in FY 96 and FY-97). African American men at the SES/SLS levelincreased by 1 (7 in FY 96 and 8 in FY 97). African American women in grade GG 14 increased by 1 (18 in FY 96 and 19 in FY 97), and remained constant at the GG 15 level (14 in F 696 and FY 97). African Amt,rican women at the SES/SLS tevelincreased by 2 (0 in FY 96 and 2 in FY 97).
Hiscanic men and women Hispan:c men in grade GG-14 increased by 2 (from 13 in FY 96 to 15 in FY 97) and remained constant at the GG 15 level (5 for FY 96 and FY 97) as well as the SES/SLS level (3 for FY-96 and FY 97). Hispanic women at the GG 14 levelincreased by 1 (from 2 in FY 96 to 3 in FY 97),
and remained constant at the GG-15 level (1 for FY 96 and FY-97) as well as the SES/SLS level (1 for FY 96 and FY-97).
Asian Pacific American men and women Asian men in grade GG-14 increased by 1 (from 58 in FY 96 to 59 in FY 97) and remained constant at the GO-15 level (58 for FY-96 and FY 97). They increased by 2 at the SES/SLS level (from 8 in FY-96 to 10 in FY 97). Asian women at the GG-14 levelincreased by 1 (from 11 in FY-96 to 12 in FY 97) and remained constant rit the GG 15 level (4 for FY-96 si..d FY 97).
They also remained constant at the SES/SLS level (1 for FY-96 and FY 97).
Ma gf;nerican men and women a
Native American men in grade GG-14 and GG 15 remained constant (1 GG 14 for FY 96 and FY 97; 2 GG 15 men for FY 96 and FY-97). There are no Native American men at the SES/SLS level. There are no Native American women at either the GG-14, GG 15 nor SES/SLS level.
PAGE4
)
l
O AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMEN1 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.
COMPARISON OF NRC TO GOVERNMENT WIDE EMPLOYEES IN THE EEO GROUPS FOR GG 13 - SESISLS EMPLOYEES We have compared the number of NRC minorities and women to government wide representation in grades GG 13 through SES/SLS.
l As indicated in the chart on page 15, similar to FY 96 statistics, FY 97 representation of Asian / Pacific Americans in allievels continue to greatly outnumber similar representation l
govemment-wide. At tho executive and SES levels, Asian / Pacific Americans are above the l government wide level by a factor of ;.66% or 11 out of 236 Asian / Pacific American empicyees
! at the NRC vs.1.85% or 258 out of 13,956 government wide employees. Similar to the FY 96 statistics, FY 97 data indicates in the following other categories NRC continues to be below the Govemment wide level; women (12.29% NRC vs. 20.89% govemment wide), Blacks (4.66%
NRC vs. 6.49% government- wide), Hispanics (1.69% NRC vs. 2.63% government wide), and Native Americans (0% NRC vs. 0.65% govemment wide).
At the GG-15 level, the reptesentation of Asian / Pacific Americans significantly exceed the govemment wide level (9.10% NRC vs 5.14% government widtA. In all other EEO categories at this level, the NRC is substantially lower than the govemment wide level: women (13.07% NRC vs. 21.07% government-wide, Blacks (4.85% NRC - *i.54M govemment-wide), H'spanics
(.88% NRC vc. 2.92% govemment wide), Native / , cans (.29% NRC vs. 74% govemment-wide).
Again, at the GG 14 level the representation of Asian / Pacific American employees at the NRC is significantly above the govemment wide level (8.78% NRC vs. 3.32% government wide). The following other categories are below the govemment wide level: women (20.52% NRC vs.
23.98% governrnent wide), Blacks (5.80% NRC vs. 7.06% govemment wide), His,nanics (2.22%
NRC vs. 3.25% government wide), and Native Americans (.12% NRC vs. 94% government- {
wide).
At the GG 13 level, the Asian Pacific American employees at the NRC are represented at a
- higher rate than government wide (5.60% NRC vs. 4.01% government wide). African Americans at NRC are also represented at a higher rate than govemrr,ent-wide (12.16% NRC vs. 9.69%
govemment wide).
An assessment of progress made in achieving the EEO objectives identified in the Multi year Affirmative Employment Progrem Plan is displayed on pages 17 through 28. All initiatives
- identified in the original Multi-year Affirmative Employment Program Plan have been 4 accomplished and we are continuing our efforts to improve in these areas.
PAGE5 w _
e U
E DISTRIBUTION OF NRC EEO GROUPS BY PATCOB CATEGORIES HISPANIC l ASIAN PAC AM NATIVE AM OCCUPATIONAL - ' TOTAL WHITE '
AFRICAN AM MEN WOMEN MEN WOMEN ! MEN LWOMEN MEN IWOMEN CATEGORY MEN l WOMEN .
147 24 2 0 FY-96 1904 1350 236 62 44 32 7 PROFESSIONAL 5 149 25 2 0 FY-97 1875 1322 229 66 46 . 31.
4 0 9 2 0 FY-96 592 252 212 34 71 8 AO!tNISTRATNE 3 C. 9 2 0 FY-97 587 247 208 34 76 8 6 1 11 0' 2
!TECHN CAL FY-96 258 22 129 7 79 1 6 10 0 2 FY-97 249 16 132 8 72 2 1 l
0 8 0 4 0 1 CLER! CAL FY-96 339 9 240 9 68 0 8 0 3 0 1 i FY-97 325 13 226 7 67 0 0 0 0 0 FY-96 11 6 2 3 0 0 f BLUE COLLAR 0 0 0 0
!FY-97 11 6 2 3 0 0 0 148 48 4 3 FY-96 3104 1639 819 115 262 . 41 25
[ TOTAL 41 22 150 47 4 3 FY-97 3047 1604 797 118 261
-12.0% 1.4% -2.1% 0.0% 1 0.0%
PERCENT CHANGE -1.8% ! -2.1% '! -2.7% i 2.6% -- -0.4% 0.0% -
CA12394WEEO\EEOC.WK4
- /
4, .-
PERCENTAGE OF UNDER REPRESENTATION (U/R) OF MINORITIES AND WOMEN 4
, (NRC WORKFORCE VS. U.S. CENSUS AVAILABILITY DATA (CAD))
L FISCAL YEAR 1997 r e
MANAGEMENT / PROGRAM ANALYST (343)
NATIVE :
TOTAL WHITE BLACK HISPANIC ASIAN AMERICAN Male Fem Male Fem Male Fem Male Fem Male Fem ALL.
NRC # 34 62 1 13 1 1 0 1 2 0 -
%'29.57 53.91 0.87 11.30 0.87 ~0.67 0 0.87 1.74 0 (115) 0.3 0.3 CAD % 42.1 40.4 3.60 5.30 2.6 2.6 1.4 1.4
- U/R % 12.53 2.73 1.73 1,73 1.4 .53 0.3 ll l GENERAL.ENGINEERSl801)
I NATIVE TOTAL WHITE ~ BLACK . HISPANIC ASIAN AMERICAN Male Fem Male- Fem Male Fem Male -Fem Male Fem
, ALL.
4 62 14 0 NRC # 435 44 24 8 1 1
% 73.36 7.42 4.05 1.35 0.67 0.17 10.46 2.36 0.17 0 (593)
L CAD # 266,021 27,183 9,597 2,131 8,828 1,370 23,081 2,608 785 118 7.95- 0.62 2.58 0.40 6.75 -0.76 0.23 0.03 (341,963) % 77.79 2.81 1
1.91 0.23 0.06 0.03
-U/R' % 4.43 0.53 h
Y
- PAGE 7 l
. PERCENTAGE OF UNDER REPRESENTATION (U/R) OF MINORITIES AND WOMEN (NRC WORKFORCE VS. U.S. CENSUS AVAILABILITY DATA (CAD))*
FISCAL YEAR 1997 NUCLEAR ENGINEERS (840)
NATIVE -
-TOTAL WHITE BLACK HISPANIC ASIAN AMERICAN ALL Male Fem Male Fem- Male Fem Male Fem Male Fem. 3 NRC # 428 32 10 2 14 1 26 1 1 0
- (523) % 83.11 6.21 1.94 0.39 2.72 0.19 5.05 0.19 0.19 0 CAD # 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 % 0.27 1.09 0.19 0.07 l.
GENERAL PHYSICAL SCIENTISTS (1301) & HEALTH PHYSICISTS (1306)*
TOTAL WHITE BLACK HISPANIC ASIAN AMERICAN
. ALL Male Fem .- Male Fem Male Fem . Male Fem Male Fem.
- NRC- # 245 67 9 11 7 1 10 1 0 0 (369) % 67.87 18.56 2.49 3.05 1.94 0.28 2.77 0.28 0 0 CAD. # 12,098 4,745 433 433 295 68 455 158 44 40 (18,?) % 64.41 25.26 2.31 2.31 1.57 0.36 2.42 0.84 0.23 0.21 U/h % 6.70 0.08 0.56 0.23 0.21
' General Physical Scientists and Health Physicists are included in the same category (Physica' Scientists) under the census occupations. Therefore, for comparison purposes, the NRC data for these two series has clso been combined.
PAGE 8
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR ,
MAJOR OCCUPATION GG-343 a 2
GRADE FISCAL TOTAL WHITE AFRICAN AM HISPANIC ASIAN PAC AM NATIVE AM YEAR MEN i WOMEN MEN WOMEN MEN i WOMEN MEN i WOMEN MEN WOMEN i .
9 FY-% 0 C .
0 0 0 0l 0 0 0 0j 0 FY-96 0 0 0 0 0 Oi 0 0 0 0j 0 0
FY-97 2 0 l 2 0 0 0i 0 0 O O!
11 FY-95 16 4 6 0 5 0 . 1 0 0 0[ 0 FY-96 13 2 : 7 0 4 0 0 0 0 0! O 5 4 0 0 0 Oi 0 FY-97 11 2.- 0, 01 f
12 FY-95 13 3 8 0' 1 0 -
0 C. ;1 0) 0 FY-96 15 2. 9 0 3 0 0 1 O! O Og FY-97 17 10 0- 3 0; O 0; 1 0 .: 0 3l 13 FY-95 28 9 16 0 3 0j 0 0 0 0l 0 FY-96 25 7J 16 1 1 0 0 0 0 01 0 FY-97 29 6 19 1 3 0 :
0 0 3 0 O! 0 i
14 FY-95 45 18i 22 1 ': 2 1 1 0 2 0 O! O 1l 0 0 O! O FY-96 40 17 20 0 1 1 FY-97 41 20 0 1 1 1 0 0 O! 0 18) 15 FY-95 17 .
Sj- 5 0l 2 O ! 0 Oi 0 2i 0 .
FY-96 18 5 O! 2 0 0 0 1 2l 0 8[
FY-97 15 Si 6 O! 2 0 -
0 0 0 2i 0 i
TOTAL FY-95 119 42) 57 1, 13 1 2 0l 1 2! O Ff-96 111 36! 57 il 11 1. 1 Oj 2 2i C FY-97 115 34l 62 1! 13 1 1 0! 1 2? O C:\123R4WE.XRADE2.WK4 h
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR i MAJOR OCCUPATION GG-801 w
..- - 1@
ASIAN PAC AM NATNE AM WMTE AFRICAN AM ttSPADAC _
GRADE FISCAL TOTAL MEN WC3 MEN i WOMEN MEN i WOMEN YY.AR MEN i WOGREN MEN I WOMEN i i j 0 0! O l 0 0 0 0 1 7 FY-95 5 3 1 0 0 0 0 1 0 0 ?
FY-96 8 4l 1 2 0 0 0 5; 0 0 0 0 0
- FY-97 7 i 0 0 1
8 il 1 1 2 0 1 1
! 9 FY-95 0 0 2' O. O 12 4! 5 1 0 0 J i
FY-96 0 0' 1 0 6 2 1 1 1 0 FY-97
, 0 Oj 0 1
1 0 2 0 1 j 11 FY-95 11 6P 14 1 Oi 0 9 2 2 1i 1 0 1 1 O
FY-96 0 0 0 2 0}
FY-97 11 3 5 0 1 2 0 0 0 4 0 1 1 1 0 l 12 FY-95 9 i 0 1 0 0 5! 0 0 0 0 FY-96 7 1 1 1 0 0 1 1 0 ', 0 FY-97 7 2'j t.
1! O 4 3 0f 0 71 47 9 3 4 0 13 FY-95 7 2 0 FY-96 69 40 6 4 -
5 5' O 0
4 4 1 0 7 3 0i FY-97 69 45 5l 2 0'. O 15 5 1 2 0 25 14 FY-95 168 118 ;
5 1, O 17 5* 1 3 0 20 FY-96 175 122 5 0 15 7 1 3 1 20 1l FY-97 173 120 2 O 9 7 0 0l 0 26 O!
184; 15 FY-95 228 26l 2 O! O 12 8 -
0 0 0 FY-96 253 205 2 O! 0 FY-97 245' 197 -
13 7-~ 0 0; O 26l t
3 0 0- 0 60 6 1 0 0 ;
0
>15 FY.95 70 -
4 0 0 C 70 59s 5 2! 0 0j 0 ,
0 FY-96 0 0 6 0 0l
. FY-97 75 61l 5 3 'l 0j i i 0,i 0 62 9 TOTAL FY-95 570 423 42 191 8 6l 1 13 1- 0 22j 8 8) 1 60 4
FY-06 603 441{ 49 14 1J 0 FY-97 593 435! 44 241 8 4i 1 62 C.4123R4WEEO\ GRADE 2.WK4
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR MAJOR OCCUPATION GG-840 u MSPAPAC ASIAN PAC AM NATNE AM GRADE FRSCAL TOTAL WHITE AFMCAN AM MEN i WOMEN i WOMEN MEN i WOMEN MEN WOMEN YEAR MEN WOMEN MEN i
I 0 OI O 0 0 0 0~
FY-95 1 0 1 0 0 7 0 0 0 0 0: 1 0 : 0 Oj FY-96 1 0 0 0. O FY-07 1 0' 1 0* 0 0' 0
- l 01 0 0 : 0 0g 1 Oj 0 0 0 9 FY-95 1 5 0' 0 0 0 if 0 O! 0 0 : 0 FY-96 1 0 0 0 0 0 0 0 3 FY-97 2 1 1 Oj
! 0 0 Oi 0 0 0 11 F (-95 4 2! 1 05 1
- 0. 4 0 OL 0 FY-96 2 O! 1 0 : 1 Of 0 0
0 0 0 0 0 O!
FY-97 2 1 1 0l l 0 0 0 0 Oi 6 3 2 0 0 il 12 FY-95 0 0 0 Ol O l
FY-96 5 3 1 0 0 1 0
05 0 0 0 0 FY-97 4 2 1 0 1 105I 12 6 1 4 3 3 2 ti 0 13 FY-95 137 -
3 3 1 1j 0 FY-96 134 100i 14 6: 1 5 1! 0 96' 14 SI 1 7I 1 2 1 FY-97 128 8 0l 0 175 9 2 0 4 0 1 14 FY-95 199 l 0 0l 0 3 0 2 0 9 FY-96 201 176t 11 0 0 11 4 0 4 0 11 0l FY-97 207 177-12 0 0 0 3 0 0 0 15 FY-95 138 122: 1 0 O! 0
~
0 0 12 FY-96 114 99 2 0 1 :
0 0 0 0 1, 0 11 O!
FY-97 111 96 3 3 l !
0 2j 0 0 O I
2 63 58. 1 0 0 0
>15 FY-95 0 2! 0 Oj 65 60, 1 0 0 2 0 FY-96 0 2 0 0 60 55' 1 0 0 22 FY-97 3 1l 0 9 12 3 25 TOTAL FY-95 549 465 30 1 O
439 31 9 l 2 11l 3 26 1 1l FY-96 523 26; 1 1: O 515 428- 32 10l 2 14f 1t FY-97 CA123R4WEEO\ GRADE 2.WK4
+ .,
x - i
1 1
2 DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR a MAJOR OCCUPATION GG-1301 I HBSPANIC ASIAN PAC AM NATIVE AM l GRADE FISCAL TOTAL WHITE AFRICAN AM MEN WOMEN WOMEN MEN iWOMEN MEN 4 WOMEN MEN iWOMEN YEAR MEN 0 0 0l 0 0 0 0 1 0 0 11 FY-95 1 0 0 0 0j 0 0 0 0 0 0 0 FY-96 .
0 0 0 0! 0 0 0 0 0 0 FY-97 0j 0 0 0l Of 2 01 1 O! 0 '
12 FY-95 4 1:
0 O 1 01 0 0 O!
FY-96 2 0 1 Of 0 0 0 0 0 0 01 FY-97 1 ') 1 0!
i 0 0 0! O 16 5 1' 1 0 0 13 FY-95 23 0 0 0j 0 13 5 1 1 0l 0 -
FY-96 20 1 04 0 FY-97 17 10 4 0 2 0I O O -
1 0 3 -
0 0! O 14 FY-95 45 33 8 0 1 0l 0 0i 0 7 0 0 11 1 3 FY-96 48 36 0 Oi 0 7 0 0 1I 1 2 FY-97 46 35 0 O! O 44 8 OI O 1 0 1 15 FY-95 54 '
O Oj 0 60 47 10 0 0 1' 1 1 FY-96 2 0 0! 0 62 12 1 0 1 1 FY-97 45; l 0 0i 0 11 3 0' 1 0 0 1
>15 FY-95 16 0 Oi 0 10 3 0 1 0 0 1 15 FY-96 .
0 0 0 4 0 1 O! O 1 FY-97 17 11l 1 105 26 -1 5 1! O 5' O O! O TOTAL FY-95 143 0 O! O 106 26 1 3 2! 2 5-FY96 145 ,
2 5: 1 Oi 0 FY-97 143 1011 28 1 3 21 C:5123R4WEEOr>RADE2.Wr(4
DISTRIBUTION OF NRC EEO GROUPS BY GRADE FOR 2 MAJOR OCCUPATION GG-1306 &
~
WHITE AFRICAN AM i HISPANIC WOMEN t G KDE FISCAL TOTAL i WOMEN MEN i WOMEN MEN YEAR MEN i WOMEN MEN ! WOMEN MEN I .
0 Oj 0 l 0: 1 0 0 0 .
0 0'. 0 7 FY-95 1 0 0l 0 0l l
0 1 0 0 OL 0 i FY-96 1 0 O Oi 0 O O 0]
l FY-97 1 1 0l 0 0 0 0; O 2 1 0 0 1 0
9 FY-95 Os 3 0 0 Oi 3 0 0 0 FY-96 5 2! 0 0 0 0 Oj 0 l 1 0 0 0 FY-97 1l O
0 0 0 0 O!
1 3 1 2 0 0 Oi 0 11 FY-95 0 0 0 4 1 2 0 l 0 1 0; O FY-96 3 0' O O 0 0
FY-97 6 2i 4 O!
) i :
O 1- 0 0; O FY-95 6 4[ 0 1I O 0; 0; O i 12 0 0 O 3 1 1 0: 0 fi 0
FY-96 0 0 O!
l 03 0 1 0 FY-97 4 2- 1 4' 1 Oi 0 86 52; 19 4I 3 2 1 O
13 FY-95 5 : 1 O!
87 52 i 18 Sj 3 2 .
1 0
FY-96 3 5 1 O!
13 5! 3 ; 1 FY-97 81 50l 3 O DI O 14 2! 2 3 -
0 ;
14 FY-95 85 61l 0 0 0l 0 FY-96 87 63! 14 2' 3 2J 3l 05 0 3 2 0 3: 0 FY-97 83 57: 15 3 ;
2! 0 Ci 0 8 Oj 2 1. 0 15 FY-95 38 25: 2 0 O! O 5 0! 2 13 0 FY-96 32 22i 1; O 2 0 Di 0 FY-97 36 27 '. 4 Ol 2 0 0l 0
>15 FY-95 4. (j 0 0 : 0 0 l 0
0 O!
O! 0 0! O 5 4j 1 Oi 0 Of FY-96 0 0 0 O! O 2 0 0 FY-97 6 4! Oj 10 1 0: 0 225 147f 45 7l 7 7 1 0
TOTAL FY-95 8 7 .10 1 0:
FY-96 224 145! 45 7 1 0' O 10-1 144! 39 8: 8 7L 1 FY-97 218 C.1123R4WEEOGRADE2.WK4
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n n n n o n n n o n n n n n in U o22322I22
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t o . _ a r ,
l NRC VS. GOVLRNMENT MIDE PERCENTAGE Of FY 97 REPRESENTATION OF MINORITIES AND WOMEN BY GRADE LEVELS GG 13 THROUGH SES/SLS NRC EXECUTIVES. GOVERNMENT WIDE TOTAL = 236 NRC SES/SLS Women = 12.29% (29) TOTAL = 13.956 GOVERNMENT WIDE EXECtJTIVE WOMEN = 20.09% (2,916)
GOVERNMEN1 WIDE-NRC MINORITIES MINORITIES BLACKS = 4.66% (11) BLACKS = 6.49% (906)
-HISPANICS = 1.694-(4) HISPANICS = 2.63% (367)
ASIAN PAC M = 4.66% (11) ASIAN PAC M = 1.85% (258)
NATIVE M = 0 (0) NATIVE M = 0.652 (91)
TOTAL = 11.011 (26) TOTAL = 11.624(1.622)
NRC GG 15 GOVERN ENT WIDE
, TOTAL = 681 NRC WOMEN = 13.072 (89) TOTAL = 50.596 GOVERNMENT WIDE WOMEN = 21.072 (10.659)
GOVER MENT WIDE NRC MINORITIES ,,
MINORITIES _,
ILACKS = 4.85% '33) BLACKS = 5.54% (2,802)
HISPANICS = 0.88% L5) HISPANICS = 2.922 (1,478)
ASIAN PAC AN = 9,101 (62) ASIAN PAC M = 5.142 (2,602)
NATIVE M -= 0.291 (2) NAT1'iE M = 0.741 (375)
TOTAL = 15.12% (103) ISTAL = 14.34% (7.2P )
NRC G3 14 GOVERNMENT WIDE NRC WOMEN = 20.521 (166) TOTAL = 89,016 TOTAL = 809 GOVERWENT WIDE WOMEN = 23.982 (21,347):
' GOVER WENT WIDE-JtC MINORITIES MINORITIES BtKKS = 5.80% (47) BLACU = 1.062 (6,284) .
HISPANICS = 2.222 (18) HISPANICS a 3.25% (2,890) l ASIAN PAC M = 8.78% (71) ASIAN PAC M = 3.32% (2,%6)
NATIVE M = 0.121 (1) NATIVE M = 0.94F (838)
TOTAL = 16.922 (137) TOTAL = 14.57% (12,968)
NRC GG 13 GOVERNMENT WIDE TOTAL = 518 NRC WOMEN = W.05% (166) TOTAL = 174.810 GOVERMENT WIDE WOME.4 = 29.142 (50.940)
GOVERNMENT WIDE NRC HINORITIES ._,
MINORITIES
= 12.16% (63) Bi.ACKS = 9.69% (16,933)
. BLACKS-HISPANICS = 3.092 (16) HISPANICS = 4.00t (6.998)
ASIAN PAC AM = 5.60% (29) ASIAN PAC AH =
4.01% (7.015)
NATIVE AH =_ 0.19% (1) NATIVE M =
0.98%.a.2Q61 TOTAL = 21.04% (109) TOTAL = 18.68% (32.6E2)
PAGE 15 l
2 DISTRIBUTION OF NRC EEO GROUPS BY MAJOR OCCUPA'!ONS ASIAN PAC AM NATIVE AM Wr.?TE AFRICAN AM HISPANIC SERIES NA'.-
i TOTAL MEN WOMEN MEN :
WOMEN MEN WOMEN MEN WOMEN MEN WOMEN CATEGO ,
0 1 0 2 2 .
57 11 1 FY-96 111 36 1 0 1 2 G GG-343 82 13 1 1 34 1
' lMGMT& PROG FY-97 115 ANALYSTS 13 1 0 6 8 1 60 FY-96 603 441 49 22 14 1 0 GG-801 8 4 1 82 593 435 44 24 GENERAL FY-97 ENGINEERS 1 1 0 9 2 11 e 26 1 FY-96 523 439 31 1 0 GG-840 2 14 1 26 1 FY-97 515 428 32 10 NUCLEAR l ENGINEERS 0 0 2 5 0
' 145 106 26 1 3 2 0 0 GG-1301 FY-96 2 5 1 143 101 28 1 3 2 GENERAL FY-97 PHYSICISTS 0 0 6 7 1 10 1 FY-96 224 146 44 7 1 0 0 GG-1306 6 5 7 -
1 10 FY 218 144 39 HEALTH
. PHYSICISTS _
e CA123R4W\EEOEEOC2.WK4
._ ._..___..m _ _ _ _ _ _ _ _ _ _ _ ~
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: RECRulTMENT AND HIRING PROBLEMIBARRIER STATEMENT: There is under-representation of Hispane cmployees in all occupational groups at the NRC.
OBJECTIVE: Increase the number of Hispanic employees in all occupations.
RESPONSIBLE OFFICIAL: Managers and Supervisors TARGET DATE: FY 1998 RESPONS;3LE ACTION ITEMS: OFFICIAL TARGET DATE Explore developing a Memorandum of Office of Human Resources FY 1998 understanding with the HACU to facili-tate recruitment, encourage faculty g and employee exchanges, and target NRC positions for which HACU students and professors might qualify. <
Continue advertisirig for secretarial Office of Human Resources FY 1998 positions in Hispan i c newspapers.
REPORT ON ACCOMPLISHMENT OF OBJECTIVE:
Recruitment activity for Hispanics has been extensive. During FY 1997, the NRC participated in 12 recruitment events ??ecifically 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, schools with large I-litpanic populations, and other Hispanic organizations. In addition, the NRC advertised in various p, blications targeted for Hispanics 12 times during FY 1997 including one advertisement on the Internet.
PAGE 17 4 m , .
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT NOTEWORTHY ACTIVITIESIINITIATIVES WHICH HAVE BEEN SUCCESSFUL IN INCREASING THE NUMBER OF HISPANIC EMPLOYEES IN ALL OCCUPATIONS
- Featuung Hispanic employees in recruitment brochures and other NRC material
- Advertising in Hispanic newspapers
- Recruiting at Hispanic serving Institutions and other Universities that have at least 10%
Hispanic enrollment. Recruitment includes campus visits, mailings and advertisements placed in campus publications.
PAGE 18 1
1
.m- -~
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITENLS PROGRAM ELEMENT: RECRUlTMENT AND HIRING CONTINUED PROBLEMIBARRIER STATEMENT: There is an under-representation of women ar.d minorities in professional cccupations at the NRC. '
OBJECTIVE: Enhance opportunities for advancament of minorities and women in professional positions.
RESPONSIBLE OFFICIAL: Managers and Supervisors TARGET DATE: FY 1998 RESPONSIBLE ACTION ITEMS: OFFICIAL TARGET DATE Continue advertisino positions using Office of Human Resources FY 1998 broader occupational designations such as general engineer instead of nuclear engineer and using multi-disciplinary occupations to broaden availability pool, thereby increaso-ing acceptance of related academic
( degrees instead of specific degrees, l
Continue targeting recruitment at HBCU Office of Human Resources FY 1998 cnd HACU institutions. Office of Small Business and Civil Rights increase the utilization of Agency Office of Human Resources FY 1998 technical minorit? s and women on Office of Small Businers and recruiting teams. Civil Rights Ofiice Directors and Regional Administrators Continue advertising in puolications Office of Human Resources FY 1998 targeting minorities and women.
PAGE 19 0 - ' -----
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN BEPORT OF OBJECTIVES AND ACTION ITEi(S.
PROGRAM ELEMENT: RECRUITMENT AND HIR!NG CONTINUED REPORT ON ACCOMPLISHMENT OF OBJECTIVE: E.) hance opportamities for advancement of minorities and women in professional positions.
During FY 1997, NRC's recruitment efforts included 48 career fairs: 12 targeted for Hispanics, 10 targeted for African Americans,2 for Asian / Pacific Americans,1 for Native Americans, and 1 for women.
The NRC advertised in media targeted for African Americans 6 times, for women 7 times, for Native Americans 5 times, Hispanics 12 times, and for all minorities 1 time, i
PAGE 20 1
- -___J
AFFlRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRNIATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORI NOTEWORTHY ACTIVITIESilNITIATIVES WHICH HAVE BEEN SUCCESSFUL IN ENHANCING OPPORTUNITIES FOR ADVANCEMENT OF MINORITIES AND WOMEN IN PROFESSIONAL POSITIONS.
-- Recruiting at colleges of the Hispanic Association of Colleges .1d Universities (HACU),
Historically Black Colleges and Universities (HBCU), and at campuses with significant
- diversity among their gradusting 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 Nationa! Association of Colleges and Empioyers l
-- Announcing vacancies externally through the Federal Research Service, the Office of Personnel Management, en the World Wide Web, and in journals and riewspapers with women and minorities as targct audiences Advertising for professional positions in a variety of publications that target women, minorities, and the disabled PAGE 21 m .
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF QBJECTIVES AND ACTION ITEMS P_ROGRAM ELEMENT: INTERNAL,. RECRUITMENT AND CAREER DEVELOPMENT PROBLEMIBARRIER STATEMENT: There is under-repterentation of women and minorities in supervisory, management, executive and senior level positions.
OBJECTIVE: Expand the pool of women and minorities for supervisory, management, Gxecutives, and senior level positions.
RESPONSIBLE OFFICIAL: Office Directors / Regional Administrators TARGET DATE: FY 1998 RESPONSIBLE ACTION ITEMS: OFFICIAL TARGET DATE Continue placing special emphasis on Office of Human Resources FY 1998 development of rating factors and rating Office Directors and criteria to ensure job relatedness Regional Administrators 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 FY 1998 minorities in " Acting" capacities.
Continue puHicizing rotational Office of Human k -curces FY 1998 opportunities to NRC staff.
Continue to broker rotational Office of Small Business and assignments to broaden Civil Rights skills and opportunities for onboard staff.
Continue to require Office Directors Office Directors and FY 1998 and Regional Administrators to review Regional Administrators and assess selection efforts in cases where the pool of qualif:ed applicants does not include women and minor, ties.
Establish an Executive Succession Office of Human Resources Established in Planning process to identify and NRC Executives in FY 1998 --
asser s the management skills and Ongoing competences needed for successful
) executive performance.
PAGE 22 d
AEflRMATIVE EMPLOYMENT PROGRANI FOR MINORITIES AND WOMEN REPORT CF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: INTERNAL RECRUITMENT AND CAREER DEVELOPMENT CONTINUED PROBLEMIBARRIER STATEMENT: There is under representation of women and minorities in
, suoervisory, management, and executive positions.
OBJECTIVE: Increase the representatlon of women and minorities in NRC supervisnry, management, executive, and cenior level positions.
RESPONSIBLE OFFICIAL: Office Directors / Regional Administrators TARGET DATE: FY 1990 RESPONSIBLE ACTION ITEMS: OFFICIAL TARGET DATE Continue to use a panel of manage- Executive Resources Board FY 1998 ment offi-'%s to review best qualified EEO Review Group lists for '.cn-bargaining unit positions (Consists of GESers)
GG 15 and above.
Continue to include women and Office Directors and FY 1998 minorities on rating panels, whenever Regional Administrators possible, to provide a broader perspec- Office of Human Resources tive in the evaluaticn of candidates.
Continue to emphasize the purpose Office Directors and FY 1998 of completing an Individual Regional Administrators Development Plan (IDP). Office of Huraan Resources Office of Small Business and Civil Rights Continue to encoura0e and support Managers and Supervisors FY 1998 the mentoring program and train Office of Small Business mentors and mentees to enhance and Civil Rights their effectiveness.
PAGE 23
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAM ACCOMPLISHMENT REPORT REPORT ON ACCOMPLISHMENT OF OBJECTIVE:
- The number of minorities in grades GG-13-15 increased by 3 from 340 in FY 1996 to 349 in FY 1997, with Asian Pacific Americans increasing by 1, and African Americans increasing by 2.
- The number of women in the Senior Executive Service (SES) increased from 23 in FY 1996 to 29 in FY 1997. This included the first minority female (African American) selected in the SES.
PAGE 24
s o AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN ggPORT OF OBJECTIVES AND ACTION ITEMS r ERQQRAM EuEMENT: INTERNAL RECRUITMENT AND CAREER DEVELOPMENT CONTINUED PROBLEMlBARRIER STATEMENT: P -seption by Agency employees of unfairness and
} preselection in the merit staffing process.
OBJECTIVE: To enhance credibility in the merit staffing system.
RESPONSIBLE OFFICIAL: Office of Human Resources h
TARGET DATE: FY 1999 b
] --
ACTION ITEMS:
RESPONSIBLE OFFICIAL TARGET DATE Expand Agency review of vacancy Office of Humar Resources FY 1998 announcements including the rating factors, to ensure that they are not too narrowly crafted but are as broad as the requirements of the position will permit.
Continue an agency-wica initiative Office of Human Resources FY 1999 to revise position descriptions to ensure that they a:curately reflect the current duties and responsibilities of the positions.
Adopt a merit staffing checklist Office of Human Resources FY 1998 to cssist management officials in thinking through the merit selection process in the early stages.
PAGE 25 1
REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: INTERNAL RECRU!TMENT AND CAREER DEVELOPEF.HI CONTINUED PROBLEMIB RRIER STATEMENT: Perception by Agency employees of unfairness and 2 preselection ir. the merit staffing process.
OBJECTIVE: To enhance c[ edibility in the merit staffing dystem.
RESPONSIBLE OFFICIAL: Office of Human Resources TARGET DATE: FY 1998 RESPONSIBLE ACTION ITEMS: OFFICIAL TARGET DATE Continue " Effective Management Office of Human Resources FY 1998 Participation in Merit Staffing" Course for all supervisors and managers. f Issue publication for all employees Office of Human Resources FY 1998 on the Merit Staffing Process.
Continue to work with the Cifice of Small Business and FY 1998 Agency's six EEO Advisory Civil Rights Committees and the Joint Labor Office of Human Resources Management EEO Advisory Comraittee (JLMEEOC) to identify and resolve issues that may adversely impact the perception of fair opportunity in the workplace.
PAGE 26 4
3
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN-ANNUAL AFFIRMATIVE EMPLOYMENT PROGRAMAGaQMP_ LIST 9AEtLT_BEEQBI NOTEWORTHY ACTIVITIESIINITIATIVES WHICH HAVE BEEN SUCCESSFUL IN '
IMPROVING COMMUNICATION ABOUT EEO AND AFFIRMATIVE ACTION OBJECTIVES, IMPROVING MANAGEMENT RESPONSIVENESS, AND EVALUATING PROGRESS.
Agency Initiatives for Imoroving Management Effectiveness ,
The Agency has instituted several agency-wide initiatives to develop management skills. A course is offered or " Effective Management Participation in Merit Staffing" which provides information about merit staffing policies and procedures. This course, which has been presented five times at Headquarters and three times at Regional Offices, ir.cludes guidance for selecting officials in providing constructive feedback to nonselected job candidates.
The NRC performance elements and standards for evaluating executives has been revised to reflect more emphasis on contributions to organizational effectiveness as well as uutcomes achieved.
Established and implemented a merit selection checklist for use by selecting officials.
The Agency continues to emphasize the desirability of completing an Individual Development -
Plan (IDP). Copies of an instruction package on developing IDPs is available to all employees >
upon request from the Office of Human Resources.
- The Agency continues to encourage and support + mentoring program and train mentors and mentees in enhancing their effectiveness in this p.. cess.
Agency EEO Briefings for the Commission The Agency holds briefings twice a year to communicate the status of the equal employment opportunity program to the Chairman and Commissioners. These briefings are held as an open meeting and all employees are invited to attend. Regional employees may participate by telephone or video teleconferencing. ,
Office Directors provide presentations on implemertation of EEO program policy. (At a recent briefing, Office Directors addressed their efforts to eliminate employee perception of pre-selection and management skills development).
The EEO Advisory Committees and the Joint Labor Management EEO Advisory Committee
- participate in these briefings.
PAGE 27
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g AFFIRMATIVE EMPLOYMEN'i PROGRAM FOR MINORITIES AND WOMEN ANMUAL AFFlRMATIVF,ElitP10XNIENT PROGRAM ACCOMPI,LSHMENT REPORT NOTEWORTHY ACTIVITIESilNITIATIVES WHICH HAVE BEEN SUCCESSFUL IN IMPROVING COMMUNICATION ABOUT EEO AND AFFIRMATIVF ACTION OBJECTIVES, IMPROVING MANAGEMENT RESPONSIVENESS, AND EVALUt 7lNG PROGRESS.
Action items raised by the Chairman and Commissioners resulting from the EEO briefings are documented in an Agency Staff Requirements Memorandum (SRM) and assigned to bt addressed by the appropriate responsible parties during the following EEO Commission Briefing.
Activity of the EEO Advisory Committees The staffs of the Office of Small Business and Civil Rights and the Office of Human Resources worked closely with members of the six EEO Advisory Committees and the JLMEEO Committee 4 to reach consensus on three areas of primary concern to the EEO Adviscry Committees: 3 (1) the perception of preselection,(2) implementing a managing diversity process, and (3) monitoring the programs which are already in place to facilitate equal employment opportunity.
Three Subcommittees of the Advisory Committees reviewed and made recommendatione on the above l areas. Significant recommendations agreed upon for implementation are:
(1) Utilization of a merit staffing checklist designed by the Selection Subcommittee to assist management officials in addressing the steps in the merit selection process to assure that
- selection criteria are not unduly restrictive and that candidates are considered in a fair and equitable manner.
(2). Implementation of a managing diversity process. The Managing Diversity Subcommittee supports the Agency's goal to effectively manage a culturally diverse work force as it adjusts to mission and resource changes and improvas regulatory excellence.
(3) Publication of additional information for all employees on the merit staffing process, including guidance for addressing rating factors and a contact person from the Office of Human Resources to answer questions regarding the process.
Spapial Emohasis Proarams The Agency sponsors Special Emphasis Programs to provide awareness of significant contributions of minorities and women. The annual programs commemorate Women's History Month, Black History Month, Native American Heritage Month, Hispanic Heritage Month, and Asian / Pacific American Hentage Month.
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