Text

Affirmative Employment Program for Minorities & Women, Multi-Yr Affirmative Employment Program Plan
	ML20205T484
Person / Time
Issue date:	11/02/1988
From:	; NRC OFFICE OF SMALL & DISADVANTAGED BUSINESS UTILIZATION (OSDBU)
To:	;
Shared Package
ML20205T481	List: ML20205T477; ML20205T484;
References
	PROC-881102, NUDOCS 8811140267
	Download: ML20205T484 (36)
	v • d • e

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AFFIRMATIVE EMPI.OYMENT PROGRAM FOR MINORITIES AND WOWEN MULTI-YEAR AFFIRMATIVE EMPLOYMENT PROGRAM PLAN _

POLICY STATEMENT STATEMENT OF ADEQUATE DELEGATION OF AUTHORITY MONITORING / EVALUATION SYSTEM ORGANIZATIONAL CHART PROGRAM ANALYSIS CERTIFICATION OF PROBLEM / BARRIER QUALIFICATIONS IDENTIFICATION PLAN FOR THE PREVENTION REPORT OF OIL 7ECTIVES AND OF SEXUAL HARASSMENT ACT i

........................................ ION ITEMS U.S. Nuclear Regulatory Comission NAME OF ORGANIZATION Washington, DC 20555 ADDRESS OF ORGANIZATION ORGANIZATIONAL LEVEL:

AGENCY X MOC REGION COMMAND INSTALLATION HEADQUARTERS NUMBER OF EMPLOYEES COVERED BY PLAN:

TOTAL 3,536 PROFESSIONAL 1,910 ADMINISTRATIVE 585 TEC NICAL 92 CLERICAL _943 OTHER 1

BLUE COLLAR Jorae flestre 492-8870 NAME OF CONTACT PERSON / PERSON PREPARING FORM TELEPHONE NO.

W. B. Kerr, Director, Office of small & Disadvantaged Business l

NAME OF TITLE OF PRINCIPAL EEO OFFICIAL Utilintion/ Civil Rights

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SI'GNATM / ffRINCIPAL EEO OFFICIAL O

DATE CERTIFIES THAT THIS PLAN IS IN COMPLIANCE WITH EEO-MD-714.

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N.

jiman, U.S. Nuclear Regulatory Comission l

L'ando W. Zech, r.,

NAME AND TITLE of HEAD (/OF ORGANIZATION OR DESIGNATED OFFICIAL SIGNATURE OF HEAD OF ORGANIZATION OR DESIGNATED OFFICIAL l

CERTIFIES THAT THIS PIAN IS IN COMPLIANCE WITH EE0-MD-714.

i EEOC FORM 566 (8/87) 8811140267 881102 PDa COMhs NRCt CORRESPONDENCE FDC

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t AFFIRMATIVE EMP14YMENT PROGRAM FOR MINORITIES AND WOMEN j

EEC POLICY STATEMENT

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The U.S. Nuclear Regulatory Cosuission (NRC) is fully comitted to equal employment opportunity and the implementation of a strong affirmative employment program without regard to race, sex, religion, color, national origin, age, or handicap.

It is the policy of the NRC to provide equal opportunity in employment for all persons in its work force or being recruited for its work lj force and to prohibit discrimination in all aspects of its personnel policies, program practices and operations < and in all j

its working conditions and relationships with employees and i

applicants for employment.

I strongly promote the full j

realtration of equal opportunity in employment through continuing j

programs of affirmative employment at every management level within the agency. The NRC subscribes to and itplements the requirements of Title VII Of the Civil Rights Act of l

1964, as amended; Executive Order 11478, as amended; Age

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Discrimination in Employment Act of 1967; the Equal Pay Act of 1962, as amended; and the Vocational Rehabilitation Act of 1973 j

as amended.

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The multi-year Affirmative Employment Plan will assist the agency i

in fulfilling its mission by having all of its employees j

contribute to our objectives. We will continue to develop a strong chain of comunication and coordination among all levels of i

management in order to reach and. achieve the objectives of our l

AEP.

To this end, all managers and supervisors are expected to take an active, ongoing part in promoting and implementing the Plan and to dedicate themselves to the policy of meeting their EE0 responsibilities in a manner that yields results.

If all l

levels of supervision undertake the responsibility of affirmative i

employment with the same leadership and real as other organizational responsib?lities, th result will be a continuing I

i system of equal opportunity as required by law.

I I expect full support from each manager and supervisor in meeting the objectives of this program.

Periodic evaluations will be made l

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l EEOC FORM 566 (8/87) 4

ATTIRMATIVE EMPMYMENT PROGRAM TOR MINORITIES AND WOMEN EEO POLICY STATEMENT EE0 POLICY STATEMENT - PAGE 2 to measure program accomplishments, and where imbalances or lack of progress are evident, necessary measures will be taken to remedy the problem.

Qs/41(A W-

% ll#3 N SIGNATUREOFAgCtHEp DATE Lando W. Zech, Jr., Chaiman NAME AND TITLE OF AGEtiCY HEAD 4

EEOC TORM $66 (8/87)

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AFFIRitATIVE EMP14YMENT PROGRAM FOR MINORITIES AND WOMEN DELEGATION OF AUTMORITY (EXPIANATION OF RESPONSIBILITIES OF EE0 PROGRAM OFFICIALS)

The Chairman and the Comission provide the leadership and personal comitment to ensure that MRC maintains a positive and active program of equal employment. opportunity.

The Executive Director for Opera', ions is responsible for the following:

(a) serves as the head of the agency in matters relating to equal employment opportunity; (b) provides for the establishment and maintenance of an affimative action program for equal employment opportunity; (c) ensures that sufficient resources are provided to administer and implerent the EE0 Program in a positive and effective mantier; (d) designates Equal Employment Opportunity (EEO) Officers; (e) makes the final agency decision on EE0 complaints, including those arising in Comission-level offices, filed under provisions of NRC Manual Chapter 4140 and 29 CFR Part 1613; (f) approves the NRC Affimative Employment Plan; and (g) charters or authorizes the operation of EE0 advisory groups or comittees.

The Director, Office of Small and Disadvantaged Business Utilization and Civil Rights (050BU/CR) is responsible for the following:

(a) advises and assists the Chairman, the Executive Director for Operations (EDO).and senior agency officials on equal employment opportunity matters; (b) provides overall direction for the development and implementation of NRC's EE0 program; (c) in coordination with the Office of Personnel (0P), assures that EE0 training is provided; EEOC FORM 566 (8/87)

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AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN r

DELEGATION oF AUTHORITY (EXPIANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS) 3 I

a del.EGATION OF AUTHORITY - PAGE 2 i

(d) accepts, rejects or cancels complaints under provisions of NRC Hanual Chapter 4140 and 29 CFR Part 1613, i

Section 1613.215; (e) providesdirection,adviceandguidancetoNRp'sEE0 Officers; and (f) maintains engoing contact with the EE0 Advisory Committees.

The Civil Rights Program Manager, 05DBU/CR, is responsible for the following:

i (a) develops NRC's Affinnative Employment Plan in coordination l

with Office Directors, and Regional Administrators. Provides periodic reports to the Director, OSDP.U/CR, on status of the EE0 Program 2

(b) recoerends chan$cs in NRC's Affirr.ative Erployrent Plan; (c) coordinates with the Directer, OP, regardino plans, procedures, regulations, reports, and activities for l

implementing the NRC's Affinnative Fnployrent Program;

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(d) evaluates management's efforts to comoly with the provisions i

and goals established in the affinnative empicyment plans and by equal employrent oprortunity laws and regulations, and advises the Director. 050BU/CR, of any corrective action that might be needed; i

1 (e) provides direction to NPC EE0 Officers to ensure that they are properly perforving their functions in accordance with 29 CFR Part 1613, Section 1613.211 et seq., and NRC Hanual l

Chapter 4140;

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(f) provides advice and guidance to NRC EE0 Officers in their review and analysis of reports of investigations en l

complaints filed; k

EEOC FORM 566 (5/87) w

e AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN DELEGATION OF AUTH0R3TY l

(EXPIANATION OF RESPONSIBILITIES OF EE0 PROGRAM OFFICIALS) j DELEGATION OF AUTHORITY - PAGE 3 i

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(g) considers the recomendations of the Affinnative Action l

Advisory Consnittee (AAAC) in the selection of EE0 Counselors; (h) appoints and provides for the training of EE0 counselors to l

f advise any employee or applicant for employment who believes i

that he/she has been discriminated against bedause of race, color religion. age, sex (including sexual harassment),

national origin, or handicap; (i) receives, acknowledges, and processes, where appropriate, complaints of discrimination filed under 29 CFR Part 1613; (j) as appropriate, arranges for the investigation of complaints of discrimination, which includes authorizing the investigation, in some cases, to require witnesses in the investigation to provide verbatim, en-the-record interviews l

by tape recording or court reporter; I

(k) reviews the record on ray individual corplaint before a final i

decision is made by the EDO ano makes recomendations. as appropriate, to the EDO throuch the Director. OSDSU/CR; (1) prepares reports or statistical data required by the Equal Employment Opportunity Comission (EEOC). Office of Personnel l

Management (OPM).orotherappropriateauthority;

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l (m) recomends changes in program emphasis on matters of concern to all employees in accordance with changing needs anc circumstances within NRC and the Federal governmtnt, 4

utilizing NRC and applicable Federal regulations concerning personnel management, including the grievance process. labor relations, training, recruitment, and the merit sclection and t

i promotion process; l

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(n) as required by appropriate authority, identifies imbalances 1

in the representation of minorities and women in the NRC work i

force, i

EEOC FORM 566 (8/87) l i

i, AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN DELEGATION OF A"THORITY (EXPIANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)

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del.EGATION OF AVIHORITY - PAGE 4 (o) assists and advises management in the forwal or infomal resolution of EE0 complaints; l

(p) serves as agency representative in consultation with public and private groups and individuals concerned wi,th the improvement of employment opportunities for minorities; and (q) supervises the activities of Hispanic Program Coordinator and Black Program Coordinator.

i The Federal Women's Program Manager is responsible for the i

following:

(a) develops and manages the agency-wide Federal Women's Program (FWP), including establishing the basic content and character of the program, such as program planning, management and evaluation; (b) recemends to the Director. 0508U/CR, FWP policies and i

develops procedures, including NRC directives, te;,hnical instructions and guidelines; i

(c) recofmends changes in program erphasis on matters of concern i

to women employees in accordance with changing needs and 1

circumstances within NRC and the Federal goverment, utilizing NRC and applicable Federal regulations concerning personnel management, including grievance process, labor i

relations, training, and recruitment and selection process; l

(d) provides recommendations to monitor and institutionalize specific improvements in all areas of equal employment opportunity for women, including recruitment, career counseling, and hiring and promotion of women employees; i

(e) assists and advises manageeent in the infomal and femal resolution of EE0 complaints; i

EEOC FORM 566 (8/87) i I

AFFIRMATIVE EMP14YMENT PROGRAM FOR MINORITIES AND WOMEN DELEGATION OF AUTHORITY (EXPIANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIAIJ

............................................................)......

l DELEGATION OF AUTHORITY - PAGE 5 1

(f) recomends training programs to the Office of Personnel that are designed to assist the career advancement of women; (g) provides authoritative program guidance to NRC Regional FWP i

Coordinators to ensure that they properly perfpm their i

functions in accardance with 29 CFP 1613 and NRC Manual Chapter 4140; (h) develops Affimative Emplopent Plan input to assure that the i

j plan has properly identified and addressed systemic barriers and areas of underrepresentation for women employees; (1) evaluates periedically the adequacy of the total agency program emphasis on concerns of women employees and reports thereon with recomendations for improvement;

'i (j) serves as agency representative in consultation with public and private groups and individuals concerned with the

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improvement of employT ent opportunities for women; and (k) recomends special studies concerning women such as surveys of employment patterns in v&rieus levels and occupations, l

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The Director, Office of Personnel is responsible for the I

following:

(a) takes action to ensure that the policies and standards of the I

NRC's Affimative Employment Plan for equal emplopent

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opportunity are incorporated in all pertinent directives of the NRC personnel management program and that all cersonnel actions are in compliance with these policies; I

(b) ensures that printed employment information distributed to I

applicants and sources of applicants contain a statement of i

NRC's equal emplcyment opportunity policy; l

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EEOC FORM 566 (8/87)

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AFFIRMATIVE EMPI.OYMENT PROGRAM FOR MINORITIES AND WOMIN DELEGATION OF AUT IoRITY (EXPIANATION OF RESPONSIBILITIES OF EE0 PROGRAM OFFICIALS

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i DELEGATION OF AUTHORITY - PAGE 6 l

(c) thrcugh the maintenance of the Autceated Personnel System, pmvides emplopent statistical information to the Civil Rights Pregram Manager to be used in assessing the status of the PAC EE0 Program and in affinnative action plan develos9. d.;

(d) takes po.itive action to recruit minorities arid women in coordination with the Civil Rights Program Manager and FWP Manager; (e) maintains ongoing contact with the EE0 Advisory Cocnittees; and (f) provides for periodic special training cf managers / supervisors of NRC for th9 purpose of improving their understanding and recognition of their responsibility fer asturing equal errplopent oppor:. unity for NRC empicyees and applicants for esplopent.

Office Directors and Regional Administrators are responsible for the following:

(a) provide the necessary directives and instructions for implementation of the NRC Affirmative Employment Plan for equal emplopent opportunityi (b) carry out the Affirmative Emplopent Plan within their respective areas of responsibility, and submit current EE0 plans and reportt to the Civil Rights Program Manager; (c) in coordination with the Directors. 050B0/CR, and 'OP, ensure attendance of supervisors at EE0 training sessions to assure their understanding of equal erplopent opportunity cencepts and practiccs, including those geared to women's rights and concerns; EEOC FORM 566 (8/87)

ATTIRMATIVE EMPI4YMENT PROGRAM TOR MINORITIES AND WOMEN DELEGATION OF AUTHORITY

,=,===(==============FRESPONSIBILITIES OF EE0 PROGRAM OTTICIALS)

EXPIANATION O

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.mm m======mme==============amas DELEGATION OF AUTHORITY - PAGE 7 (d) take action to assure that evaluation of supervisory perforinance is effectively used to achieve a continuing application of the equal employinent opportunity policies; i

(e) fully cooperate with and arrange for a reasonable amount of

ime for employees with assigned collateral EE0 duties to perform their functions and to attend sanctioned agency i

awareness activities; (f) take positive action to recruit minorities and women; and (g) in cet ation with the FWP Manager Regional Administrators will seitet and provide for the guidance, review, and training of the Regional FWP Coordinators to assure proper performance of their collateral duties.

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Equal Employment Opportunity Counselors are appointed by the Civil Rights Program Manager, after consultation with their supervisors. for collateral duties under this program and are i

responsible for the following:

(a) make inquiries and conduct interviews relating to alleged l

acts of discrimination based on race, color, religion, sex

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(including sexual harassment) national origin, age or t

handicap, with employees, supervisors and t,thers who can contribute information to assist in infomal resolution of complaints; (b) gather facts about problems involving alleged discririination for the purpose of attempting to infonnally securt resolutions of thete problems at the lowest organizational i

level possible; I

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t EEOC 10RM 566 (8/87)

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ATTIRMATIVE EMPI4YMENT PROGRAM TOR MINORITIES AND WOMEN DELEGATION OF AUTHORITY (EXPIANATION OT RESPONSIBILITIES OF EEO PROGRAM OTTICIALS) i DELEGATION OF AUTHORITY - PAGE 8 t

(c) submit written reports to the Civil Rights Program Manager for each case in which the complaint.nt files a formal Complaint of Discrimination.

Such reports are to be i

submitted fifteen (15) working days after the formal complaint is filed, in a brief, concise manner which j

identifies the problem, coeplainant's name location and grade, issues involved, the specific agency policy er practice challe.iged, remedial action requested by the complainant, and accomplished or attempted resolution; and (d) maintain current records on all cases counseled and provide t

the Civil Rights Program Manager with data regarding them.

1 as requested, and provide the Civil Rights Program Manager with a copy of all r.otices to counseled individuals.

I Equal Emplo> rent Opportunity Officars are designated by the EDO and are responsible for the following:

(a) receive direction, advice, ana guidance from the Director.

OSBDU/CR, in the performance of their duties.

(b) receive the report of investigation and. after reviewing it and the investigative file. schedule an informal adjustment session with the ccmplainant in order to discuss the case i

and attempt to resolve it; t

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(c) reduce the terms to writing, if an agreement is reached; and (d) submit proposed disposition of the complaint for censideration

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j by the EDO in determining final agency decision. if agreement is not accomplished.

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I EEOC TORM 566 (8/87)

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AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND nvMEN ORGANIZATIONAL CHART AGENCIES SHALL SUBMIT AN ORGANIZATIONAL CHAl'.T OF THEIR AGENCY AND INCLUDE A LIST OF COMMANDS, MAJOR OPERATING COMPONENTS, REGIONAL OFFICES, AND INSTALIATIONS.

i m a a m m a m a mm as s a m a m m es s e m a s s a m m a m m e ss a mm a maa m m as a m u ra m as se ss as so m m as s a m m m m m m a m e se l

i The organizational chart, attached, shows how the agency is organized by Offices and Regior.ai Offices, and gives the nsaber of employees in each l

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EEOC FORM 566 (8/87) l l

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C.5. NUCLEAR REGULATORY COtetetSSION

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4 AFFIRMATIVE EMPLOYMENT PROGRAM FOR KINORITIES AND E2 TEN CERTIFICATION OF CUALIFICATIONS OF EEO OFFIcfif2 a

.............................................................--__2; I CERTIFY THAT THE QUALIFICATIONS OF ALL STAFF OFFICIALS, FULL-TIME OR PART-TIME, RESPONSIBLE FOR THE ADMINISTRATION OF THE EQUAL EMPICYMENT OPPORTUNITY PROGRAM AND AFFIRMATIVE

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EMPI4YMENT PROGRAM HAVE BEEN REVIEWED BY COMPETENT AUTHORITY AND MEET THE QUALIFICATION STANDARDS IN THE HAND,800K X-118.

k SIGNATURE Director.

1 Office of Personnel

'1f2o BB DATE l

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l EEOC FORM 566 (8/87)

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L AFFIRMATIVE EMPICMENT PROGRAM FOR MINORITIES AND WOMEN l

FJAM FOR THE PREVENTION OF SEXUAL RARASSMENT

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Issuance of Pnlicy statement:

i The U.S. Nuclear Regulatory Comission is comitted to providing a work environment free of sexual harassment.

The following statement regarding the 49ency's policy on sexual harassment was issued on August 5,1987 to all NRC enployees.

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"It is the policy of the Nuclear Regulatory Comission to provide equal employment opportunity for all employees and

j to prohibit discrimination in employment based op race, color, religion, sex, national origin, age, and physical or j

mental handicap, s

Sexuel harassment is a form of sex discrimination which j

violates Title VII of the Civil Rights Act of 1964, as i

emended. Sexual herassment undermines the integrity of the l

eeplopwnt celationship, debilitates morale, and adversely i

affects acceptable personnel practices as outlined in the Civil Service Refonn Act of 1978.

It is also detrimental to areating and maintaining a work environment that is conducive to a cooperative and productive workforce.

To fulfill our obligation to the Anerican People, who expect

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us to obey the law and perfom the business for which we are 4

erployed, we cannot allcw such practices in this Agency.

Sexual harassment is against the law and cannot be tolerated.

Accordingly, appropriate disciplinary action will be taken promptly against tnose who engage in sexual harassment.

All supervisors and maneers must t.iemonstrate their comitment to this policy and advise those in their charge against sexual harassment."

!ssuance of Appropriate Sancticns:

An explanation of sexual harassment and guidelines on how to seek redress has L*en included in NRC Manual Chapter 4140 Part !!.

EEOC FORM 566 (8/87)

o AFFIRMATIVE EMPI4YMENT pgocpAM FOR MINORITIES AND WOMEN I

J PIAN FOR THE PREVENTION OF SEXUAL MARASSMEM 1

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PLAN FOR THE PREVENTION OF SEXUAL HARAS$HENT - PAGE 2 s

_Trainino Managers / Supervisors / Employees:

i A segment on sexual harassment has been incorporated into the NRC

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EE0 training for managers and supervisors, and disseminated to Heacquarters and Regional offices for training managers.

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supervisors. and employees. All managers and supervisors are required to take the training.

I Other Acti_.is; i

(a) Sper.tal meetings with all managers, supervisors and employees i

to assure an understanding of the policy were held during j

FY-1987 and FY-1988.

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(b) The EE0 complaint report is reviewed by the Federal Women's Program ttanager to keep inferred on the number of employees being counseled prior to the filing of a formal EE0 complaint.

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as well as the number of forwal complaints that are being filed in this area.

Follow-up action, as appropriate, will i

be taken by the Federal Women's Program Manager.

(c) An explanation of NRC's seFual harassment policy is included I

as part of the orientation of new erployees.

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EEOC FORM 566 (8/87)

. I AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN STATUU.NT OF APEOUATE MONITORING /EVAnfATION Eifsiri Within the first quarter of each fiscal year, an internal evaluation will be conducted by the agency covering accomplishments made during the previous fiscal year in equal employment opportunity and affirmative employment.

Office of Small and Disadvantaged Business Utilization and CivilThe Rights the rev(1w.OSDBU/CR), will have overall responsibility for conducting In addition to covering the topics and data required for reporting annus11y to the Ecual Employment Opportunity Conunission, as set forth in the banagement Directive, the review system will take into secount the following.

(a) An automated Information system will be utilized to provide data, on at least an annual (fiscal year) basis, shewing of the end of the review period. representation of each EEC (b)

The evaluation report will sunparize in narrative form the trends reflected in the data, apparent reasons for gains or losses, and reconnendations for addressing lingering problems of manifest imbalance.

(c) An assessment will be made of the extent to which ide barriers to representative employment are relevant and within control of the agency.

The effectiveness of innovative staffing techniques and revisions to agency selection procedures, as they relate to such barriers, will also be addressed.

(d)

An assessment will be made of the effectiveness of joint planning for affirrative emplopnent on the part of personnel office staff, budgat staff, and other management staff.

(e)

Quarterly updates of egency) Initiatives will be provided the Office of Personnel (OP and OSDBU/LR to the Executive Director for Operations.

I EEOC FORM 566 (8/87)

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4 AFFIRMATIVE EMP!4YMENT PROGRAM FOR MINORITIES AND WOlGN STATEMENT OF ADEOUATE MONITORING /EVAfDATION BYSTEM

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

STATEMEhi 9F ADE00 ATE MONITORING / EVALUATION SYSTEM (f)

No EE0 btiefine will be conducted each year to appraise the fell Comission of the state of the agency's Affirmative Employmnt Program.

The Directors of OP and OSDBU/CR, and tha Chairpersons of the EE0 Advisory Comittees will par *.icipate in the bi tefings.

(g) Ongoiq contact will be maintained by OSDBU/CR and 0F with the NL EED Advisory Cemittees throughout the year.

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4 EEOC FORM 566 (8/87) 1

AFFIRMATIVE EMPZ4YMENT PROGRAM FOR MINORITIES AND WOMIN PROGRAM ANALYSIS

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1. ORGANIZATION AND RESOURCES The Nuclear Regulatory Cornission's Equal Opportunity Program is a major function within the agency's management structure.

the Office of Small anu Disadvantaged Business Utilization and Civil Rights (OSDEU/CR) is located at headquarters and provides centralized leadership, coordination, monitoring, and evaluation of agency-wide EE0 activities. OSDEU/CR establishes broad administrative policies in EE0 and sets requirements and standards for implementation by managers and supervisors.

The Director, OSDBU/CR, reports directly to the Executive Director for Operations. With a staff compierent of five (S) full-time pemanent employees in the Civil Rights Program.

0508U/CR advises and assists senior managecent nfficial:; at the headquarters and regional offices in establishing, maintaining and conducting programs to prorote equal opportunity for erployees and applicants for employment with the agency.

The Director. OSDBU/CR, participates in senior staff meetings and planning sessions where significant management issues, stafting plans and other canagement problems are discussed. He also assists ranagers and supervisors in resolving problers which irpact upon equal coportunity progress.

The agency's total work force in permanent positions includes 3,536 employees as of 09/30/87.

OSDBU/CR has a Civil Rights Program staff, reporting directly to i

the Civil Rights Program Manager. The corplaints investigation function is centralized and is or.e of the main functions of a dentor EE0 Specialist. Tne Senior EE0 Specialist serves as the

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collateral duty Black Program Coordinator. This Specialist also coerdinates the agency's EE0 counseling activities. All EE0 Counselors are physically located at headcuarters and regio'nal offices and they provide counseling to potential coeplainants.

A Senior Program Analyst coordinates and develops the agency-wide Af fimative Erployvent Plan. He also provides guidance to EEOC FORM 566 (8/87)

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AFFIRMATIVE EMPI4YMEh? PROGRAM FOR MINORITIES AND WOMEN PaoGRAM ANALYSIS

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!. ORGANIZATION AND RESCURCES, PROGRAM ANAL YS15 - PAGE 2 i

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regional offices in all areas of affirmative employment and serves as the collateral duty Hispanic Employenent Program Coordinator.

Special Emphasis Program functions are handled by a full-time Federal Women's Pro Director. 05DBU/CR. gram Mara;er who reports directly to the Employees have received suf/icient training in their areas of responsibility, lurveys of the training needs of EE0 staff are 1

conducted on an.igoing basis, i'

OSDBU/CR maintains control of its own operating budget. Funds are

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j provided for special erphasis program travel expenses and program L

development. Analysis of the operating budgat reveals that the i

budget is sufficient to meet the needs of the office.

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The Director. 05080/CR. serves tx officio as a menter of the Perfonrance Review Board which revitws ratings of all Senier l

Executives and rakes SES bonus recorrendations.

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i IEOC FORM 566 (8/87)

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ATTIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN I

PROGRAM ANALYSIS

!!. WORK FORCE An analysis of NRC's work force was conducted by PATCOB and major occur 3tional series for fiscal (Civ)'ianLaborForce)andOakkear1987usingCensu idge Associated University's data l

for cooparison purposes.

PATCOB/0CCUPATIONAL ANALYSIS The analysis revealed that there is an imbalance in the f,ollowing categories:

The analysis for this category is Professional conducted by occupational series since it contains the core of NRC occupations with 100 or more 1

incurbents.

l Adr.inistrative -

Hispanic Males Technical -

Hispanic Males Hispanic Females Asian Males Hispanic Males Clerical 4

Hispanic Ferales

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Asian Males Following are the EE0 groups that show an imbalance in the Professional category by occupationai series:

White Fer. ales NuclearEngineer(840)

White Females i

Physical Scientist (1301)

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White Females f

HealthPhysicist(1306) i i

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Eroc roRM sss (s/s7) f i

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AFFIRMATIVE EMP!4YMENT PROGRAM FOR MINORITIES AND WOMEN PROGPMLANALYSIS II. WORK FORCE, PROGRAM ANALYSIS - PAGE 2 The attached charts show a comparison of EEC groups by PATCOB and Occupational Series and their availability in the Civilian Labor Force (CLF).

NOTE: An imbalance is reported enly on those instances when the representation of the EEC group in the NRC wprk force is more than one percent below its representation in the appropriate work force.

Based on our arslysis of wrrk force data, several problem were uncovered related to the representation of minorities and women as corrpared to their availability in the CLF.

Numerical objectives will be established for the EE0 groups for which an imbalance C shown, whenever possible, taking into account NRC's decrease in i

FTEs.

Barriers that could have contributed to the manifest l

imbalance will be addressed under the appropriate program element.

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EEOC FORM 566 (8/87)

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1 AFFIRMAT7VE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN P.RQGRAM ANALYSIS III.

DISCRIMINATION COMPLAINTS During our analysis of discrimination complaints activities, we examined counseling efforts completed and complaints filed in Fiscal Years 1986 and 1987.

l We note that 89 percent of counseling efforts resulted in resolutions in FY 1986 and 82 percent in FY 1987.

This high resolution rate reflects the efforts of NRC's 26 EE0 Counselors at Headquarters and Regiona 1ffices.

New EE0 Counselors receive l

the required training sponso ed by OPM. After a year of service.

the Counselors may take OPM's advanced counselor training l

courses.

NkC sponsors yearly training seminars attended by all agency EE0 Counselors. The seminars, conducted by OSDBU/CR personnel in conjunction with personnel from OPM, EEOC, and the NRC Chapter of l

Blacks in Government (BIG), provide the EE0 counselors with l

additional training and updates in changes to guidelines and procedures, thus keeping a well trained and infomed EE0 Counselors group that contribute to the high resolution rate of complaints.

NRC had 15 active complaints at the end of FY 19C6 and 20 at the end of FY 1987.

A majority of the complaints ware based on race (Black) ar.d age.

The issues cost frequently raised were promotions and teminations.

There were no findings of dtacrimination in any of the final agency decisions.

The investigstion of EE0 complaints at NRC is conducted by outside contractors.

There is a Senior Equal Employment Opportunity Specialist assigned full time to coordinate the agency's discrimiration complaints program.

He is available to provide guidance to EE0 Counselors and investigators on a-continuous basis.

EEOC FORM 566 (8/87) 1

I AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN PROGRAM ANALYSIS

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IV. RECRUITMENT AND HIRING More than half of NRC employees are engineers and scientists, in scaW.e-supply occupations, with limited availability of women and mincrities. Over 70% of NRC employees are college-educated, including 9% with Doctorates and 28% with Master's and Professional degrees. The need for such a specialized, educated, and experienced staff poses challenges in recruitment.

NRC recruitment strategies include:

Contracting with Oak Ridge Associated Universities (0RAU) to collect current annual information on enrollment and degrees granted in nuclear engineering and health physics, specialized disciplines required by NRC. The information provided includes enrollment of women and minority students with U.S. citizenship in every U.S. university with such degree programs. NRC uses such data to target campus visits to institutions with protected group trembers studying these disciplines.

Aa active college recruitment program focusing on protected For instance, during FY-84 through FY-87, NRC groups.

visited 15 predominantly minority institutions, 9 other institutions with high minority enrollment, as well as predominantly white institutions. During this period, almost one-third of the 100 entry-levels hired were women and minorities.

Attendance at job fairs, plant closings and professional association meetings for recruitment purposes.

Advertising in publications targeted at minority populations.

A Cooperative Education Program, sumer technical a6d sunner faculty hires to support the agency EE0 efforts.

A part-time employment program. Employees (mostlywomen) serve in part-time positions ranging from secretary to l

attorney.

I EEOC FORM $66 (8/87) i

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AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN PROGRAM ANALYSIS

!Y. RECRUITMENT AND HIRING, PROGRAM ANALYSIS - PAGE 2 Outside hiring in FY-88 is severely limited due to cuts in agency staffing levels.

Therefore, efforts are underway to train and better utilize and develop existing staff as outlined in Section V.

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AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN PROGRAM ANALYSIS

.............. - = = = - - = = = = = = = = = = = = = = = = = = = = = = = = = = " = " - - - -

V. EMPLOYEE DEVELOPMENT PROGRAMS NRC is comitted to a new developmental activity, increasing the use of rotational assignments in the interest of the agency and the employee.

Details and reassignments will provide opportunities for employees to broaden their knowledge and experience and to demonstrate their skills and abilities in new arenas.

NRC's active training program includes supervisory and management development courses, pre-supervi 3ry orientation program, supervising human resources and a management workshop, as well as a highly acclaimed administrative skills enhancement program.

EE0 is an important consideration in all training.

NRC participates in the Office of Personnel Management's sponsored training programs, such as the Women's Executive Leadership Prcgram and the Executive Potential Program. Protected group members have been selected for these programs and will continue to be nominated for such programs.

Emphasis has been placed on ensuring that women and minorities participate in executive training, such as the Executive Seminar, the Federal Executive Institute, and Brookings Institute.

NRC's SES Candidate Program allows applications from GG-14 employees to increase the pool of qualified women and minorities.

Protected group members have been selected for this prograe.

NRC has an Upward Mobility Program to provide developmental opportunities to lower-graded employees which qualifies participants for administrative and technical positions.

The agency strongly encourages all employees to prepare Individual Development Plans to identify individual career goals and development needs.

hRC requires EE0 training for new supervisors and managers and for all EE0 counselors.

EEOC FORM 566 (8/87)

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a AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN PROGRAM ANALYSIS VI. PROMOTIONS NRC ne'tes an effort to assure the validity of job requirements by reviewing positions and rating criteria prior to recruitment.

In order to ensure that appropriate promotion opportunities are available to employees at all grade levels and occupational areas, regardless of minority status and sex, the acency makes non-competitive career ladder promotions available to all employees.

The criteria for such promotions to the journeyman level,are performance, conduct, and availability of sufficient work and funds.

Competitive promotions are based on merit selection, unrelated to minority status and sex.

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AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN PROGRAM ANALYSIS

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VII. SEPARATIONS On a voluntary and anonymous basis, NRC collects "Exit Interview Foms" from separating employees. Analysis of these foms over the past two fiscal "EEO-related reason"years indicates no employee has ever checked as a reason for leaving.

NRC has recently produced information on attrition rates comparing turnover rates over the last five fiscal years for women, minorities and white males. Aside from higher attrition for clerical employees (mostly women), no other conclusions could be drawn since rates varied by office, year and occupation, without obvious pattern.

Since its inception in 1975, this agency has had only one RIF in one program office and anticipates no further RIFs in the future.

As an excepted service agency, NRC is not subject to Office of Personnel Management regulations on RIF, which provide for bumping and retreat. For this reason, in the unlikely event of a RIF, NRC believes it could avoid much of the disparate effect on women and minorities which apparently occurs in competitive service agencies with bumping and retreat rights.

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EEOC FORM 566 (8/87)

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AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN PROGRAM ANALYSIS

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VIII.

PROGRAM EVALUATION The NRC's Director of the Office of Small and Disadvantaged Business Utilization and Civil Rights (OSDBU/CR) has the responsibility for implementing the agency's Affimative Employment Program. This Office has a separate budget to assure the administration and implen,entation of a results-oriented program that is involved in every aspect of persennel managerrent, policy, and practice. Adequate < funds are provided for Equal Employment Opportunity (EEO) staff training, travel expenses, and program development.

The agency has several active EE0 advisory comittees, the Affimative Action Advisory Comittee, the Federal Women's Program Advisory Comittee, the Comittee on Age Discrimination, the Joint EE0/ Labor-Management Advisory Comittee, and the NRC Chapter of Blacks in Government. These comittees provide periodic reports of their activities to the Director, OSDBU/CR, who then submits a consolidated report to the NRC's Executive Director for Operations (EDO).

Employees are provided infomation regarding the Affimative Employment Program through agency-wide announcements, OSDBU/CR-sponsored awareness seminars, memoranda, etc. Pictures of the EE0 Counselors and infomation on their office location and telephone numbers are posted at numerous locations throughout Headquarters and Regional offices.

Managers and supervisors are aware of their resnonsibilities in the Affirmative Employment Program.

EE0 is a sub-element in the perfomance elements of managers and supervisors.

In adoition to the training they receive, managers and supervisors are evaluated annually on their EE0 accomplishments.

The EDO maintains an open line of comunication through meetings and correspondence among the EE0 advisory comittees; the Director, OSDBU/CR; the Director Office of Personnel; and Office Directors and Regional Administrators, so that they will be infomed of issues and concerns as they arise.

EEOC FORM 566 (8/87)

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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN PROGRAM ANALYSIS VIII. PROGRAM EVALUATI0fl - PAGE 2 The Director. 05DBU/CR, has lead responsibility in continuously auditing, monitoring, and evaluating the implementation of the Affirmative Employment Program and all NRC EE0 efforts.

Quarterly reports are submitted to the Director, OSDBU/CR, for his evaluation of progress, of how the program is working, and'of where improvement is needed. Top management is infonned on a quarterly basis of the status of the program.

Reconnendations are then made to improve employment profiles in identified program a rea s.

The work force has been apprised of the EE0 complaint processing system and receives updates of any changes in complaint procedures, as necessary. An adequate number of fully trained EE0 Counselors who are representative of our organizational and work force composition are available throughout the agency.

Recocrendations from management and employees have been taken into full consideration in the development of this plan.

l LEOC FORM 566 (8/87) 1 0

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AFFIRMATIVE EMPIDYMENT PROGRAN FOR MINORITIES AND WOMEN REPORT OF 01LTECTIVES AND ACTION ITEMS PROGRAM E

'T IV. RECRUITMENT AND HIRING PROBLEM specific / BARRIER STATDIENT:

The agency recruits for technical background (e.g.4 nuclear engineering) positions requiring where there is limited availability of minorities and women.

OMECTIVE:

Increase the pool of minorities and women that can compete for these vacancies.

RESPONSIBLE OFFICIAL: Office Directors and Regional Administrators TARGET DATE:

RESPONSIBLE TARGET DATE ACTION ITEMS:

OFFICIAL Advertise positions using broader occupa-Offic.e Directors Ongoing tional designations (e.g., advertise for and Regional general engineer instead of nuclear Administrators engineer for appropriate positions).

Advertise some positions using multi-Office Directors Ongoing disciplinary occupations to broaden the and Regional availnbility pool (e.g., advertise for Administrators either a candidate with a degree in mathematics, operations research or engineering for a position such as Operaticns Analyst).

Advertise some positions accepting related Office Directors Ongoing academic degrees instead of a specific and Regional degree (e.g., accept degrees in physics, Administrators chemistry, biology, meoical physics, medical radiation technology or other related degree as qualifying for positions suchasHealthPhysicist).

O EEOC FORM 506 (8/87)

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AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: IV. RECRUITMENT AND HIRING PROBLEM / BARRIER STATEMENT: Relying, wholly or in part, on past associations and institutions by some selecting officials in some hiring decisions (e.g., prefering to employ known individuals without considering the full field of Dotential candidates).

OBJECTIVE: To expand the pool of individuals considered by selecting officials.

RESPONSIBLE OFFICIAL: Directors, Offices of Personnel and Small and Dis-TARGET DATE:

advantaged Business Utilization and Civil Richts RESPONSIBLE TARGET DATE ACTION ITEMS:

OFFICIAL Continue to provide the appropriate merit Directors Offices Ongoing selection system and monitoring of of Personnel and selections to ensure that bona fide Small and Dis-objective consideration and equal treat-advantaged ment is given to all applicants.

Bus! ness Utiliza-tion and Civil Rights Heet periodically with Office Directors Director, Office Ongoing and Regional Administrators to provide of Small and Dis-information on the NRC Affimative advantaged Employment Program.

Business Utiliza-tion and Civil Rights EEOC FORN 566 (8/87)

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AFFIRMATIVE INPIDEMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF N ICTIVES AND ACTION ITEMS PROGRAM ELEMENTa IV. RECRUITMENT AND HIRING PROBLEM / BARRIER STATEMENT:

The agency hires for most Ecant professional positions at the experienced level,. where minorities and worren are conspicuous-ly absent, rather than at entry level where such groups are better represented.

OE7ECTIVE:

To increase :the number of entry level hires.

RESPONSIBLE OFFICIAL-Es,ecutive Director for Operations TARGET DATE:

RESPONSIBLE TARGET OkTE ACTION ITEMS:

OFFICIAL Establish goal for FYBS to increase the Executive Director 10/01/88 percentage of new hires at the entry level for Operations to at least 20% of zH hires Ensure speedier selecticm of entry level Office Directors Ongoing hires (e.g., prior to graduation, if ahi Regional possible).

Admlristrators Recruit minority sumrer facuMy and Director, Office 06/01/89 interns from minority schools in order to of Personnel secure interest and possible comitment to NRC employment.

Continue the Cooperative Education Program Office Directors Ongoing and the noncompetitive conversion of and Regional graduating students to pennantnt employ-Administrators ment at NRC option.

Track the reasons for der.mations of Director, Office 10/01/89 employment offers to entry levels to of Personnel determine whether such dec11 nations are attributable to any factor (s') within agency control, and take appropriate action.

EEOC FORM 566 (8/87) l

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AFFIRMATIVE EMPI4YMENT PROGRAM FOR MINORITIES AND WOMEN REPORT OF OBJECTIVES AND ACTION ITEMS PROGRAM ELEMENT: IV. RECRUITMENT AND HIRING PROBLEM / BARRIER 5ATEMENT: Decreasing FTEs (outside agency control) hampers the ability to hire from outside the agency to increase the number of minorities and women at the mid-and senior-levels.

Or 'ofDE: To provide assignments that will enable minorities and women already i~ the agencys ' work force to compete more effectively for agency position' RESPoht:RLE OFFICIAL:

Office Directors and Regional Administrators TARGET DATE:

RESPONSIBLE TARGET DATE ACTION ITEMS:

OFFICIAL Implement a rotational assignment process Office Directors Ongoing to provide for reassignments to broaden the and Regional skills and opportunities for onboard staff.

Administrators 1

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EEOC FORM 566 (8/87)

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