ML20211N749
| ML20211N749 | |
| Person / Time | |
|---|---|
| Issue date: | 02/25/1987 |
| From: | NRC COMMISSION (OCM) |
| To: | |
| References | |
| REF-10CFR9.7 NUDOCS 8703020212 | |
| Download: ML20211N749 (94) | |
Text
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F ORIGINAL , ~. UNITED STATES OF AMERICA NUCLEAR REGULATORY COMMISSION l l
Title:
Briefing on Status of EEO Program (Public Meeting) { l Location: Washington, D. C. Date: Wednesday, February 18, 1987 Pages: 1 - 76 l l Ann Riley & Associates Court Reporters 1625 i Street, N.W., Suite 921 Washington, D.C. 20006 (202) 293-3950
e D 1 SCLA I MER 1 2 3 4 5 6 This is an unofficial transcript of a meeting of the 7 United States Nuclear Regulatory Commission held on s 2/18/87 in the Commission's office at 1717 H Street, 9 'i4. W., Washington, D.C. The meeting was open to public 10 attendance and observation. This transcript has not been 11 reviewed, corrected, or edited, and it may contain ? 12 inaccuracies. -g 13 The transcript is intended solely for general 14 informational purposes. As provided by 10 CFR 9.10S, it is 15 not part of the formal or informal record of decision of the 16 matters discussed. Expressions of opinion in this transcript 17 do not necessarily reflect final determination or beliefs. No 18 ple& ding or other paper may be filed with the Commission in 19 any proceeding as the result of or addressed to any statement 20 or argument contained herein, except as the Commission may 21 authori=e. 22 23 24 25
o 1 X 1 UNITED STATES OF AMERICA 2 NUCLEAR REGULATORY COMMISSION 3 4 BRIEFING ON STATUS OF EEO PROGRAM S 6 [PUBLIC MEETING] 7 8 Nuclear Regulatory Commission 9 Room 1130 10 1717 H Street, Northwest 11 Washington, D.C. 12 13 Wednesday, February 18, 1987 14 15 The Commission met in open session, pursuant to 16 notice, at 2:33 p.m., the Honorable LANDO W. ZECH, JR., 17 Chairman of the Commission, presiding. 18 COMMISSIONERS PRESENT: 19 LANDO W. ZECH, JR., Chairman of the commission 20 THOMAS M. ROBERTS, Member of the Commission 21 JAMES K. ASSELSTINE, Member of the Commission 22 FREDERICK M. BERNTHAL, Member of the Commission 23 STAFF AND PRESENTERS SEATED AT COMMISSION TABLE: 24 VICTOR STELLO 25 WILLIAM KERR
2 A 1 PATRICIA NORRY 2 JONA SOUDER 3 CHERIE SIEGEL 4 N. PRASAD KADAMBI 5 LEE DEWEY 6 SAMUEL PETTIJOHN 7 SEBASTIAN ALOOT c 8 AUDIENCE SPEAKERS: 9 JORGE MESTRE 10 WINNIE BENGELSDORF 11 JAMES McDERMOTT 12 13 14 15 16 17 j i l 18 19 20 21 22 l 23 24 25 l
. = -. 1 o. 1 PROCE3 DINGS 2 CHAIRMAN ZECH: Good afternoon, ladies and 3 gentlemen. This afternoon we'll have our semi-annual briefing 4 on the NRC's Equal Employment Opportunity Program. 5 Commissioner Carr is on travel this afternoon and will not be 6 with us today. 7 This is an important time for our agency in its use 8 and development of our human resources. We're entering a 9 period of great change through our reorganization. It's also 10 a time of declining personnel resources. During this period l 11 of change, I believe we should seize on the opportunity to 12 improve in all of our EEO programs if possible. 13 It should be clear that the NRC should not lose 14 ground in any area where we have gains in the past in our EEO 15 efforts. In fact, during this period of change, there's not 16 only an added challenge to our efforts to do better, but in my 17 view, there's an added opportunity for us to do better. And I 18 believe we should make the best of these opportunities. 19 We need to work together constructively and 20 positively during the coming months to be sure that those 21 programs currently underway continue to be effective and that 22 progress is not impeded by any facet of the organization. As 23 reorganization is meant to improve our, ability to carry out 24 our mission, we should at the same time focus our 25 responsibilities on the tremendous contributions of the people
4 4c. 1 of our organization. 2 Do any of my fellow Commissioners have any opening 3 remarks? 4 COMMISSIONER ASSELSTINE: Just a quick comment, 5 Lando. I agree with your excellent statement and it brings to 6 mind the question that I hope both the Staff and the advisory 7 committees could comment on during the course of the 8 presentations. I think you're absolutely right that the 9 organization that is now underway is a time for change. 10 It also strikes me, as I think you mentioned, that 11 it's a real opportunity. It's an opportunity not only to 12 maintain the gains that we've been able to make, but hopefully 13 to achieve some additional real advances with the number of 14 positions that are changing hands. 15 And I guess what I would like to hear both from the 16 Staff and from the advisory committees is how we're using the 17 reorganization as a real opportunity for improvement. An 18 opportunity to fill these positions with qualified women and 19 minority employees, and help not only consolidate but expand 20 the progress in these areas. 21 CHAIRMAN ZECH: Thank you. Any other comments? 22 [No response.] 23 CHAIRMAN ZECH: Mr. Stello, would you proceed? 24 MR. STELLO: Thank you, Mr. Chairman. Let me 25 address the comment that was just made by Commissioner
O 5 ) 1 Asselstine briefly, talk about one thing that I wanted to at 2 least get up front that we're not prepared to talk about at 3 this meeting, which the Commission is aware of. You got a 4 report on the 1985 NRR RIF a couple of weeks ago. We're not 5 finished with it and we're not prepared at this meeting to 6 talk about any of the recommendations and the reaction to them 7 in that report until we've had an opportunity for the 8 thoughtful kind of study and analysis that we need before we 9 want to comment on it. 10 CHAIRMAN ZECH: Perhaps you can give us some general 11 comments, though maybe not specific ones. 12 MR. STELLO: We'll attempt to do so. 13 CHAIRMAN ZECH: All right. 14 MR. STELLO: With respect to the reorganization, as l 15 the Commission is aware, most of the senior jobs at the agency 16 have now been filled. The Commission has reviewed those and 17 approved branch chief and up supergrades. They are now what 18 uhey are. 19 I guess the most significant result of that is the { l 20 addition of a woman in the senior ranks of the agency at the 21 SES level, and that is significant. And I guess in terms of 22 percentages -- yoty could say it's one, but I guess it's 15 23 percent increase. It is one. 24 And as we go through the rest of the organization 25 now, which is in fact going on now at the lower grades, we are l
i 6 1 4 1 doing the best we can to advance everywhere we can EEO causes. 2 Of course, the number of people that we have at the agency are 3 the number of people that we'd basically be dealing with. We 4 aren't, as a result of the reorganization hiring, as you are 5 well aware, any new people. 6 So the overall status of where we are in the agency 7 is not going to change significantly in terms of where we 8 are. After the organization we're going to have exactly -- at 9 least approximately the same number of women and minorities, 10 and roughly the same grades. I don't want to make it sound 11 like it's going to be significantly different, because I don't 12 think it can be in a short time. 13 I think what we want to do today is to tell you what 14 our status in the EEO programs are. And I'll ask Mr. Kerr to l 15 start, and I think you have a copy of the viewgraphs from 16 which he'll be briefing you from. l 17 CHAIRMAN ZECH: Before you go on let me just say, 18 too, I agree that we've got a real challenge and we don't want 19 to fall back in any of the gains we've made. And we have made 20 some gains. They're slow, but we have made some. 21 But I think we should really try to recognize that 22 the challenge is in front of us to -- yes, we are cutting back 23 numbers of people, everyone knows that. But when we do that, 24 that doesn't -- I would hope that the percentages and perhaps 25 even the absolute numbers of qualified blacks and minorities
7 4 1 would have the opportunity to compete for the senior jobs. 2 And we could make a better effort. 3 We know we're a technical agency. We've heard that 4 before. We all appreciate that. But I think we should be 5 mindful of the fact that this is really an opportunity to do 6 what we can. We recognize it's hard, and we, the Commission, 7 have given EDO and his senior Staff members a challenge 8 because when we're reducing in numbers, when we're 9 reorganizing, we recognize it's difficult. 10 But by the same token, we have a lot of quality 11 people across the board in our organization; blacks and 12 minorities as well as others. And we should focus on trying 13 to make our organization more mission-oriented, better, 14 capable. And I think if we keep in mind -- it's a challenge. 15 If we just let it go I think we could perhaps have more 16 problems. 17 So it is a challenge for the leadership of our 18 agency. And I think that's all that I'm trying to say. I 19 think you're trying to do that, but I know it's a challenge 20 and not easy, and we're going to try to help you with that. 21 But those are the things that I think I'm focusing on. I 22 think that's what Commissioner Asselstine was saying, too. 23 MR. STELLO: Our commitment is to do the best that 24 we can. What I didn't want to leave is projections or 25 anticipations in terms of changes that can be made without the
4 1 conviction. We've made them. 2 CHAIRMAN ZECH: No, we want to see the commitments. 3 MR. STELLO: I think what I'd rather do is report on 4 progress rather than promises. 5 CHAIRMAN ZECH: We recognize that, I think we 6 certainly do. But it's worth talking about. That's why we're 7 here today. 8 MR. STELLO: Okay. 9 COMMISSIONER ASSELSTINE: In fact, let me if I can 10 just offer a follow-up on what Lando said with a suggestion on 11 how, perhaps the reorganization can be used as a way to help 12 further our efforts in this area. 13 My recollection was there were a lot of those blocks 14 that we signed off on where we had people in acting jobs. 15 MR. STELLO: That's correct. 16 COMMISSIONER ASSELSTINE: One of the things that I 17 want to hear a good deal more about in the presentation from 18 your submittal is the rotation program that you had in mind. 19 It strikes me that there might be a real opportunity with so 20 many people in acting positions to rotate some people into 21 those jobs, to see how they do, to give them a chance to 22 perform, and to get people some more experience in various 23 different parts of the agency, improve their visibility, 24 improve the opportunity of a wide range of senior managers to 25 see how people perform.
9 4, 1 MR. STELLO:- Now that I can warmly endorse. 2 COMMISSIONER ASSELSTINE: Great, good. 3 MR. STELLO: Wholeheartedly. That's exactly what we 4 want to do at all levels. 5 CHAIRMAN ZECH: But again, those are opportunities. 6 COMMISSIONER ASSELSTINE: That's right. 7 MR. STELLO: Yes. 8 COMMISSIONER ASSELSTINE: What I hope you're thinking 9 about are those kinds of opportunities that we can use to 10 expand the opportunities for our people. 11 MR. STELLO: Yes, exactly; precisely. 12 COMMISSIONER ASSELSTINE: Great. 13 CHAIRMAN ZECH: Okay, let's proceed. 14 MR. KERR: Mr. Chairman, as we go through your 15 handouts you'll see that we have made some improvement, albeit 16 very, very modest. 17 If you look at the first page you'll see the 18 full-time permanent staff and the increases over the previous 19 fiscal year. 20 CHAIRMAN ZECH: Has everybody got your handout, or 21 do we need slides? 22 MR. KERR: No, we have handouts. j 23 CHAIRMAN ZECH: Everybody got a handout in the i l 24 audience, too? 25 MR. STELLO: There were enough in the back.
. - _. ~. 10 1 CHAIRMAN ZECH: Good, all right, fine. We're with r 2 you, go ahead. 3 MR. KERR: You'll see on the.first page -- t 4 CHAIRMAN ZECH: Just tell us the pages you're on, 5 the numbers, if you would so we're all looking at the same. 4 6 one. 7 MR. KERR: This is page number 3. Increased the 8 number of minorities during the fiscal year from 529 to 552, 9 as well as an increase in the number of women on board from 10 1062 to 1073. This obviously was done in the face of a i 11 reduced FTE throughout the year. 12 CHAIRMAN ZECH: I think that's something that you 13 can log in as a small improvement. It not only shows, as I 14 see it, as we're kind of reducing our Staff that you've 15 increased the total number of women in absolute number, but 16 ,you've also increased the percentage slightly. Is that right? i 17 MR. KERR: Yes, that's true. 18 CHAIRMAN ZECH: It's not grand, but at least it's l 19 a move in the right direction. f 20 MR. KERR: On page 4 we illustrate GG-ll and above, 21 full-time permanent staff. The increase in minorities is only 22 one over the fiscal year period, 288 to 289. Whereas we 23 increased the number of women, GG-11 and above, from 340 to i 24 367. 25 CHAIRMAN ZECH: One is in the right direction, just i 11 ,n ,-----------7 we-,,y..._. -,m._,7,mw.,,,,p.,,,, en_,,, -, ,,--,--,_4.,-._...,.x .------,-n.,-
11 1 barely. We can perhaps do a little better than that, I'd 2 hope. 3 COMMISSIONER ASSELSTINE: I guess those two charts 4 sort of highlight the problem though, don't they? Fifty { 5 percent of the agency, or almost 50 percent, are women and 6 minorities. But the problem is, when you get to those upper 7 grades, that's when the percentages start to drop down. 8 MR. KERR: You'll see it more on the next pages, 5 9 and 6. It's a stratification of the agency's GG-13 through 10 18. And you'll see that out of 1,986 persons GG-13 through 11 18, 88.9 percent are man, 11.1 percent are female. 12 COMMISSIONER BERNTHAL: Where's -- 13 COMMISSIONER ASSELSTINE: It 's 'cn1 page 6. 14 MR. KERR: On the second page, page 6. 15 COMMISSIONER ASSELSTINE: On the bottom line. l l 16 CHAIRMAN ZECH: On the left. 17 COMMISSIONER BERNTHAL: I guess without getting into 18 all these percentages somewhere here is the number -- maybe 19 you can give it to me. How many women and minorities do we 20 have in this agency in any capacity that are -- I don't know 21 -- GG-13 and above, let's say? Or GG-ll and above, for 22 example. 23 In other words, what I'm trying to get at is, how 24 big is the pool that if one set out tomorrow and said, let's 25 start looking in a pool and find people that are good and l
12 1 bright that we want to try and promote rapidly, how big a pool 2 do we have to work with? What are the numbers there? 3 MR. KERR: Well, as indicated on the previous chart 4 5 MR. STELLO: Page 6, the GG-13 to 18 -- 6 COMMISSIONER ASSELSTINE: 656. 7 MR. KERR: Yes, but he indicated GG-ll and above. 8 COMMISSIONER ASSELSTINE: Eleven and above, 656 are 9 women and minorities. 10 COMMISSIONER BERNTHAL: Thirteen and above are how 11 many? 12 MR. KERR: 220. 13 COMMISSIONER ASSELSTINE: Obviously some of those 14 are being double counted. 15 COMMISSIONER BERNTHAL: I guess my point is, there's 16 a pool of at least a couple hundred people there, or 600 17 depending on where the cut-off is. I assume that somebody is, 18 from time to time, sitting back and trying to identify some 19 people that ought to be pushed along rapidly. Are we doing 20 that? 21 MR. KERR: Part of the problem, as you can see by 22 looking at the charts, is,that a considerable number of our 23 women are in the administrative area. If you look at Admin 24 you'll see 37 or 49 women in the Office.of Administration 25 alone. Whereas, most of our positions in the agency at the
13 i. 1 grades you're indicating are in technical fields. So there is 2 a little bit of difficulty making a match. 3 COMMISSIONER BERNTHAL: Maybe we ought to go at it 4 from both directions. Now I've been sitting.here -- not as 5 long as Jim and some others have, I guess -- hearing about 6 percentages for a long time. But maybe if we really asked 7 ourselves, what is the pool then of technically qualified 8 women and minorities, and what is the pool in other areas? 9 And also, whether top-heavy as we are with engineers, 10 whether some of the positions that are " technical" really 11 require engineering credentials, per se, and cannot, for 12 example be filled with physicists or chemists or areas where at 13 least it enlarges the recruitment pool from the outside and 14 maybe from the inside as well in the technical areas. Maybe 15 the problem is that we just have very, very few in the l 16 technical areas and need to go out and really get aggressive. 17 Not just in schools of engineering but in the sciences in 18 general in some of these technical areas. I 19 I don't know. I don't have the answers. I'm just l 20 sort of probing and tossing out ideas. 1 21 MR. STELLO: Let me give you one answer. To do 22 that, we've gone out and targeted schools, tried to recruit 23 degrees other than engineering degrees and had a -- still have 24 a program to bring them in and run them through a rather long 25 training program, through the chattanooga Center and then l
f k N A%- o n ~ 14 .t 1 on-the-job training. And we're doing that. But that's still / 2 slow. c, u: 3 You're eventually getting back to the issue of the 4 number of people that are available tc' draw on, too. That is y n. ~ 5 not an easy matter to deal with. 6 MS. NORRY: The other anchanisms that are used to 7 try to get at what you're saying is, are programs such as the 8 women's executive leadership pregam forswhich we,have nominated e, 9 people. And those are intendedjto focus on bringing people up, 10 singling out people who have some special talents and giving 11 them the kind of expc6hra and the kind of assignments that will 12 bring them up throuch the system. So those are the kinds ~of 13 things that we're trying to focus on. I 14 COMMISSIONER BERNTHAL: Dowehaveanactiveprohrem, 15 an effort to do job analysis though and identify areas where a 16 physicist might work, for example, where previously we've 17 tended to look for an engineer? Or a chemist might scrk at 18 some level? Maybewhereyou'd-{tiredbeforeadegreedengineer, ^ 19 a bachelor's engineer, or maybe a master's o.; a Ph.D. chemist s 20 or physicist can surely do the job. And maybe that enlarges 21 the pool then where you can find women and Sinorities. 22 Have we really tried to do that in a systomatic way? i. l 23 MS. NORRY: In response to scae concerns that had 24 been expressed a couple of years ago, we did institute a e s 25 rather systematic review of requirements to positions to make l
sy. o+ {f. %., QF ,.M< 15 s h1 sure that they were not being overstated, and to question r 2 those which appeared to go beyond those which were essential ^ 3 to the nature of the jobs. So yes, we have done and are doing U4 that as a regular part of our review of the jobs. I
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";j s5 COMMISSIONER ASSELSTINE: Are all vacancy /: I.G announcements now being reviewed -- ~^ '/ c 7 MS. NORRY: Yes, I believe -- 8 COMMISSIONER ASSELSTINE: -- to ensure that the ,e o n9 description fits the job and isn't overly-specific? 10 MS. NORRY: We're doing it routinely. 11 COMMISSIONER ASSELSTINE: So you don't say nuclear l 12 engineer if you don't really need a nuclear engineer to do av 13 that job? (' 14 MS. NORRY: That'a right. 1 [ 15 MR. KERR: Let me give you a little data to show 16 part of the difficulty we're having in that respect. And I'll l, just speak from nuclear engineers from data provided to us by 17 j, 18 Oak Ridge-associated universities. Out of all nuclear 19 engineers -- 20 CHAIRMAN ZECH: By who again? 1 - 21 MR. KERR: Oak Ridge-associated universities. Of } l 22 all nuclear engineers 88.86 -- 88.8 are white males; 5.2 are 23 white females;.32 are black males; and.09 percent are black 24 females. So this is part of the problem we're running into, i 25 COMMISSIONER BERNTHAL: This is nuclear engineers i f
16 l 1 now? 2 MR. KERR: Yes. 3 COMMISSIONER BERNTHAL: What about physicists and 4 chemists? Do you have that? I 5 MR. KERR: I don't have chemists? I have health 6 physics. It's just about the same. 7 COMMISSIONER BERNTHAL: Let's get the numbers for 8 physicists and chemists and see what they look like. 9 COMMISSIONER ASSELSTINE: Also, Bill, is the Oak 10 Ridge data getting kind of out of date now? Doesn't that go 11 back about five or six years now, or longer? 12 MR. KERR: No, we get the data on an annual basis. 13 We have a contract with them that provides us the data on an 14 annual basis. 15 COMMISSIONER ASSELSTINE: Okay, so it's not based 16 upon past census information or something like that? 17 MR. KERR: No, it's based on n number of factors, 18 which one of my people can explait, "ut keep in mind though, 19 the data they give us is based upon car hiring at 75 versus l 20 25; 25 peucent at the entry level. 1 21 COMMISSIONER ASSELSTINE: Okay. 22 CHAIRMAN ZECH: All right, can,we move along, 23 please? 24 MR. KERR: Yes, page 7. It shows a breakout of our 25 SES. What's interesting is since 1984 we've been going down l
i 17 t t 1 in the total number of SES on board, but we've been able to i u 2 hold our own with either women and -- both women and 3 minorities. It's still dismal concerning women SES. And'if 4 we want.to compare that with other agencies, we still have a 5 lot to do. But as you can see at the bottom of the chart, 6 there it shows how we stand against other technical agencies. 7 MR. STELLO: That's why I made the point that the 8 underrepresentation you see from this kind of information, as 9 overall minorities we're not too bad off, but the 10 underrepresentation is in the area of women in the SES. So I 11 kind of felt that if there's anywhere we should feel good 12 about making some progress it's -- at least these data suggest 13 it's in the area of getting more women into the SES. 14 COMMISSIONER BERNTHAL: This is really the statistics 15 of small numbers here. 16 COMMISSIONER ASSELSTINE: Yes, it really is. 17 CHAIRMAN ZECH: All right. 18 MR. KERR: We'll go to page 8. Page 8 will show our 19 hiring goals for FY '86 and accomplishments. Now keep in 20 mind, hiring goals are goals and not quotas, even though we 21 try our best to achieve. 22 We had a goal of 12 for FY '86 to try to alleviate 23 the agency's underrepresentation, and we hired four; two Asian 24 males, one Hispanic male and one black female. 25 COMMISSIONER ASSELSTINE: Does this sort of highlight
18 I the problem that in terms of bringing people in from outside 2 we're really not -- even a modest goal like 12, we're really 3 not doing all that well in meeting it. Doesn't that sort of 4 emphasize the problem that, if we're going to accomplish 5 anything it's going to have to be using the resources we have 6 ~now, the people we have now, and moving them up through the 7 process and building on what we have? 8 MR. KERR: I agree with that, yes. 9 COMMISSIONER ASSELSTINE: You shouldn't not try on 10 recruitment, but the fact is we're a shrinking agency rather i 11 than a growing agency. And the difficulty is, we're not 12 attracting all that many people that fit in in the areas that 13 we'd like to help expand. And that means what we have to do 14 is build with the people we have as much as we possibly can. 1 15 MR. KERR: That's certainly true. 16 Page 9 shows our '87 hiring goals. And interesting i 17 enough, we've already met four of the goals. We've hired two 18 persons in Region I against our goals, and two persons in 19 Region II, which already meets all of our total FY '86 20 accomplishments. 21 COMMISSIONER ASSELSTINE: What grades were they that 22 you hired at, do you remember, Bill? 23 MR. KERR: I'm not sure of the grades. We hired one 24 white female, 840 series in Region I; one Asian male; one 25 white female, 1306 in Region II; and an Hispanic male in 1 a ~ -, -.-- - - - - - - - - - - -
19 1 Region II. 2 COMMISSIONER ASSELSTINE: Okay. 3 MR. KERR: The next page shows you where we're doing 4 our recruiting. This is the first six-month schedule. And as ~ 5 you can see by looking at the schedule, we targeted four 6 historically black colleges and universities. That being 7 Howard University, Tennessee State, and North Carolina A&T. 8 COMMISSIONER BERNTHAL: Does the category chemist 9 not even appear on our periscope in this agency? 10 MR. KERR: No, we only establish hiring goals at 11 certain levels, and it depends on the number of incumbents we 12 have and particular operational field. 13 COMMISSIONER BERNTHAL: I should be addressing this 14 to Mr. McDermett I guess. But again, it seems to me that in 15 the areas of NMSS, the waste program, things like the fuel 16 cycle, to pick a random example, surely that we must have a 17 home for some well-trained chemist, physical chemist, nuclear j 18 chemist at advanced degree levels in those areas. I wonder if 19 we may not be missing there. But, just a thought. 20 MR. KERR: I'm sure we're hiring -- I believe we're 21 hiring chemists. However, if we're speaking about hiring 22 goals, our requirement is to establish a goal for 100 or more 23 incumbents in a particular area. However, we of our own 24 volition have decided to move that down to 50 or more 25 incumbents, of which we establish hiring goals. So we do not
20 1 have 50 chemists in the agency. 2 COMMISSIONER BERNTHAL: That I am sure you're right 3 about. 4 COMMISSIONER ASSELSTINE: Is that a self-imposed 5 limitation? Could we set goals for say groups that have 10 6 instead of 50? 7 MR. KERR: I'm sure that we could. I don't know 8 where we would go with that. 9 COMMISSIONER ASSELSTINE: Would that bring in some 10 additional disciplines like Fred has in mind; earth scientists 11 and the other sciences? 12 MR. KERR: I don't know. 13 COMMISSIONER ASSELSTINE: Would that be worth 14 looking at? 15 MR. MESTRE: The Equal Emp'loyment Opportunity, 16 Commission requires that -- 17 CHAIRMAN ZECH: Will you step to the microphone and 18 give your name, please, for the reporter? 19 MR. MESTRE: Yes, sir. I'm Jorge Mestre. I was 20 mentioning that the Equal Employment Opportunity Commission 21 requires us to set goals for those occupational series with 22 100 or more incumbents. The commission last year required us 23 also to go ahead and go down to 50 or more incumbents. But 24 there's no limit on what internally the Commission can set for j 25 the agency. l
21 e-1 Now as far as we go when we report to EEOC, we're 2 reporting on the goals of 100 or more occupational series. 3 COMMISSIONER ASSELSTINE: Maybe we'could just get a 4 list of what occupational series would be included if we went 5 down to, say, 10 and get an idea whether we could get some 6 bigger target groups. 7 MR. KERR: That's certainly possible. 8 COMMISSIONER BERNTHAL: I guess -- not to belabor 9 the point -- but we don't want to be distracted, I think, by 10 artificial bins or numbers. But the real question is, are 11 there smart people out there? There might be smart 12 microbiologists. I think, we obviously don't want to hire 13 people who are manifestly unqualified to do a job that has to 14 be done. 15 But on the other hand, a bright, aggr,essive person 16 in a related discipline, oftentimes if we happen to find women 17 and minorities in those related disciplines, they'll learn 18 very quickly and very quickly be able to do many of the jobs, 19 I suspect, that we have to have done. They may not become 20 structural engineers overnight to check out welding and I-beam 21 bracing in a plant, but there aren't very many of us that do 22 that anyway. It's something to think about. 23 MR. KERR: The last two pages of your packet speaks 24 to our discrimination complaint system. Commissioner Roberts 25 asked some time ago how we were doing concerning other
22 1 agencies. And if you will page 11, this is an EEOC report 2 that shows agencies with 2-to 5,000 employees. And of the 11 3 agencies indicated here, we're the third lowest in the total 4 number of complaints filed in FY '84. And if you go over to 5 your right, you'll also see that we're the third lowest in the 6 number of complaints filed per thousand persons. 7 CHAIRMAN ZECH: How about '85 and '86? 8 MR. KERR: Well, EEOC puts out this report, and this 9 comparative data they don't put out -- it comes out on a 10 sporadic basis. 11 CHAIRMAN ZECH: Say two years behind schedule? 12 MR. KERR: It looks that way. 13 COMMISSIONER ASSELSTINE: Their performance is a 14 little questionable, isn't it? EEOC is the worst. 15 [ Laughter.] 16 MR. KERR: They know the system. 17 COMMISSIONER ASSELSTINE: By a fair margin. No 18 wonder they don't want to put the data out. 19 CHAIRMAN ZECH: When will we get the next '85 20 report, '86? 21 MR. KERR: This is the last one they've published. 22 CHAIRMAN ZECH: Is it really that much behind? 23 MR. KERR: Yes, this is the last one they've 24 published. As soon as we get it we present it to the 25 Commission.
23 1 CHAIRMAN ZECH: All right. 2 MR. KERR: The last page in your packet shows our 3 status as of September 30th with our discrimination 4 complaints. We have 13 we're working through, seven of which 5 were based on race -- or are based on race because still 6 working through the various complaints. 7 We would like to now respond to some of the SRM 8 requirements that evolved from the last Commission briefing. 9 That was the SRM dated 21 August, I believe. 10 The first one I'll talk to is, ynn were asked to 11 examine the appraisal ratings of NRC managers in their EEO 12 performance element and give some information concerning 13 that. I looked at the ratings for all managers for the period 14 7/85 through 6/86 in the EEO subelement. And I found that 26 15 percent of our managers were rated as outstanding, 61 percent 16 were rated as excellent, and 11 percent were rated as fully 17 successful. That seems to be a fairly good spread in the 18 ratings. In fact, it's probably somewhat lower, it was 19 significantly lower from the total summary ratings that the i 20 managers have been receiving. 21 You're looking on your desk. You don't have anything j 22 on this unless you have the SRM responses in front of you. l l 23 CHAIRMAN ZECH: Okay, go ahead. I 24 COMMISSIONER ASSELSTINE: Bill, when I looked 25 through that I saw that information. I guess my question
t 24 . would be, if 87 percent of our SES managers are doing either '2 outstanding or excellent on their performance appraisals on 3 EEO matters, why aren't we seeing more results? Do you really 4 think that they're all that good? If this is the best we can 5 come up and these guys are being rated 87 percent, are the 6 ratings too high, or shouldn't the results be higher? 7 MR. KERR:, I could probably look at some of the 8 other elements and say the same thing. However, I am not 9 giving the rating, but my analysis is, some are somewhat 10 high. I can't say some of them are too low, but some are 11 somewhat high, yes. 12 COMMISSIONER ASSELSTINE: It's just that was sort of i 13 the reaction I had is that if 87 percent of our managers are 14 doing either outstanding or excellent on the EEO matters the 15 results ought to be there. We ought to be seeing more progress 16 and more success than we're seeing. And I guess what I wonder 17 is maybe those ratings might be a little high. 18 MR. KERR: They may be somewhat high, but -- 19 MR. STELLO: I guess I'm not so sure I agree with ( 20 you. I listen to people. I listen to what they're trying to 21 do, see what they're trying to do, and they're trying very, l 22 very hard. l 23 (Commissioner Bernthal left the room.] j 24 MR. STELLO: To make selections for people you have I l 25 to have people to make selections from. They're out doing l l i -m ,,. ~. - - - - ~ - - - - - -
1 1 25 1 their best as managers.to try to do it and genuinely interested 2 ~in trying to do better. And I think they are, in fact, doing 3 excellent and outstanding work and trying to do better. It's 4 not an easy area. 5 It isn't clear to me that if you rated the overall 6 progress in our agency that we have anything to really be 7 ashamed of, overall. I think we're doing a fairly good job. 8 This is not an easy problem to deal with, and I think the i 9 energy and the sincerity of the managers is really there. You 10 need to talk to them, and I think you'll find that that's l 11 real. There is a genuine interest in doing everything they l 12 can. It's not easy. 13 CHAIRMAN ZECH: I think you're absolutely right. I 14 think generally our managers are very supportive of EEO 15 programs,across the board. I really believe that. On the 16 other hand, I think Commissioner Asselstine has got a point 17 because if we do think they're that good -- I recognize we're 18 dealing with some of these matters on a daily basis and they 19 do reflect good leadership and so forth. But it would be nice 20 to see us improving a little bit faster and I think that's all 21 Commissioner Asselstine is trying to say, and I kind of agree 22 with that. 23 On the other hand, I don't want to say that our 24 managers aren't doing well. It's just that we think they're 25 that good. We'd like to see a little more results.
26 1 [ Commissioner Bernthal returned to the room.] 2 CHAIRMAN ZECH: I think that's fair enough.
- Okay, 3
go ahead. 4 MR. KERR: We were also asked to examine the 5 disparity and performance ratings between'ainorities and 6 non-minorities, and Mrs. Norry will speak to that. 7 MS. NORRY: Yes, we have the results now for two 8 performance cycles, fiscal yea'r '85 and fiscal year '86. 9 CHAIRMAN ZECH: Are we looking at any papers or not? 10 MR. KERR: No. 11 CHAIRMAN ZECH: Okay, go ahead. 12 MS. NORRY: In fiscal year '85 the minority employees 13 received 30 percent outstanding ratings and more fully 14 successful ratings, 21 percent, than non-minorities. In 15 fiscal year '86 the picture got just a little bit better in ~ 16 that minorities continued to receive a lower percentage but 17 the percentage was 34 percent outstanding ratings. But 16 18 percent of minorities received fully successful ratings, as 19 opposed to 12 percent non-minorities. 20 So the figures continue to show that minorities 21 receive fewer outstanding ratings and more fully successful 22 ratings than non-minorities. 23 What we did is we asked each office -- the EDO 24 signed a memo to each office asking each office to examine its 25 own results to look for reasons that could be causing this to -e--- ~.m, ,w----w,--.. -. - --m--e -..,m ..w
27 6 1 decide in his or her own office what the factors might be that it 2 are contributing to this. And the offices all responded with 3 a variety of replies. 4 There was concern that there perhaps was a need for 5 more training in performance appraisals overall. That would 6 not appear to get at the particular problem, but there was a 7 feeling that perhaps there are some managers who just simply 8 are not that well trained on how to perform performance 9 appraisals. So that was a fairly common theme. 4 10 There was a feeling that in some cases, offices I 11 analyzed the results and felt that what was operating here was 12 people in less visible positions and those which were not out 13 front, as it were, and perhaps just did not have enough 14 opportunity to demonstrate in ways which appeared visible, an 15 outstanding performance. 16 There were concerns that we really needed to look in 17 each office and to find, are there certain places, are there l l 18 certain divisions, are there certain branches, are there 19 certain specific locations where these problems are occurring? 20 And do people need training? Do we need to reemphasize EEO 21 training in certain areas, to find exactly what can be causing 22 this? 23 And that is ongoing. The results now will be 24 combined with the analysis of the 86 appraisals, and we will 25 be having a memo for the EDO to sign out which instructs all .m--.c,- ,mm-w, ,p.w. ,y y__,--..p .,.__.,.,w7 _.y-,,,--.,.-.---,-.,c7 -.---y_ ,_g %-~3.,.c.--m%-. ,.---..__..e.-.- -e.
4 28 1 offices that it is the branch director's responsibility to 4 2 make sure that this problem is addressed where it-is a problem, 3 and that office directors are going to be held personally 4 accountable to seeking solutions to this problem where it 5 exists. 6 COMMISSIONER ASSELSTINE: Pat, is it a problem in 7 particular offices, do you think? And if so, which ones do 8 you think are the ones that have the greatest disparity? 9 MS. NORRY: There are different patterns of the i 10 problem. I don't know that we identified particular offices 11 that were that much worse than others. Do we have that kind 12 of data? 13 MS. BENGELSDORF: We have it, but not here. 14 CHAIRMAN ZECH: Would you step up to the microphone, 15 please, and identify yourself? Thank you very much. 16 MS. BENGELSDORF: Winnie Bengel'sdorf, division of 17 Organization and Personnel. We did indeed send to each office 18 director and regional administrator a sheet analyzing the i 19 disparities, if they occurred, for each office so that each 20 person knew where he stood. And then these people responded 21 to the EDO with their reasons or explanations. So the data is 22 available, but not here. 23 CHAIRMAN ZECH: Thank you very much. 24 COMMISSIONER ASSELSTINE: Also I noticed that there 25 were about three or four -- five, I guess -- offices or
29 1 regions that said that there really weren't any disparities in 'o 2 their offices or their regions. Did you take a look to see if 3 that's the case? And if it is, have you tried to find out why 4 those offices seem to be very successful in terms of not 5 having this kind of discrepancy between considerably higher 6 ratings for white males and lower ratings for women and 7 minorities? 8 It strikes me it might be useful to look at the 9 positive side. What is it that those offices and groups are 10 doing right that others could learn from? 11 MR. McDERMOTT: I'm Jim McDermott..We didn't look 12 at all of them, but I looked at two regions that interested j 13 me. What we found they were doing different is, they were 14 rating everybody more conservatively than the offices 15 generally. And with that conservative bent, fewer outstandings 16 and excellents, more fully successfuls, the disparity tended to 17 be much smaller. I can't say without going back to the numbers i l 18 that it disappeared, but it was quite a bit smaller. i j 19 MS. NORRY: I was going to add another point because 20 a question came up about the possible correlation of these 21 results with length of service. There were some offices that i 22 responded that they believed that this was a factor in their I 23 particular situation. 24 So we took a look at the result's, and it does show a i 25 pattern that says, at the beginning in your first three years . -,,-.-,.,..-,--------,,,-,.- ~, --
.-. =- -_ 30 1 of service there tends to be fewer outstandings, as you might 2 expect. People are just learning and so forth. Then at the 3 four to six-yeati period, that tends to be the period of the 4 higher outstanding ratings. And then this tends to kind of go h 5 on down as you go out into the total years of service. 6 Now the extent to which this correlates with the i 7 minority versus non-minority and so forth, we haven't gotten 8 down to that level of analysis yet. But these are just some 9 figures which put another dimension on the whole question of 10 appraisals and how you are viewed over the length of your 11 service. 12 COMMISSIONER ASSELSTINE: One of the reasons that 13 was cited by two offices that bothered me a little, quite 1 14 frankly, was that minority employees were in the lower grade j 15 positions. And I guess my initial reaction on seeing that l 16 was, if an employee is a GG-5 clerk / typist and a crackerjack 17 clerk / typist, I don't see why they're any less deserving of an 18 outstanding or an excellent than an office director. I 19 MS. NORRY: They're absolutely not. 20 COMMISSIONER ASSELSTINE: That really kind of 21 troubled me. l 22 MS. NORRY: And you're right, that is troubling. If 23 anybody really thinks that the way it's stated, that's wrong. I 24 But what I think they may have been getting at -- or at least 25 I personally hope they're getting at -- is what I think can
1 31 3. 1 sometimes be a problem. And that is, there is sometimes a 2 tendency for a person who is lower-graded say, to be in a less 3 visible position. 4-Now, sure, if they're doing an outstanding job they 4 5 ought to be getting an outstanding rating. But if they're 6 back in the file room, there aren't the.t many opportunities 7 for people to see they're doing an outstanding job., Now, is 8 it their supervisor's responsibility to make sure that not 9 withstanding that they get an outstanding rating if they i 10 deserve it? 11 COMMISSIONER ASSELSTINE: Exactly, yes. 12 MS. NORRY: Absolutely. 13 COMMISSIONER ASSELSTINE: It seems to me the failure 14 is on the supervisor's part rather than on the employee's 15 part. i 16 MS. NORRY: Yes, I agree with that. l 17 COMMISSIONER ASSELSTINE: I hope that's one that's 18 getting across to managers. 19 MS. NORRY: And we need to make that that's clear, 20 because it certainly is not an appropriate answer to say, 21 they're lower graded so therefore they get -- 22 CHAIRMAN ZECH: But this is something that is almost l 23 traditional and it's something that needs constant attention, 24 especially to our more junior supervisors. My experience has i l 25 been that junior supervisors are inclined to mark the hardest, i
9 32 1 and that's maybe good and maybe bad. 2 But the fact is, if you have that individual in the file room that is really doing a superb job and you have a 3 i 4 junior supervisor, perhaps the junior supervisors needs a 5 little bit of instruction to recognize that it's not unfair -- 6 in fact, it's appropriate to mark that individual in the 7 highest category if he thinks he or she deserves that kind of 8 a mark. So I think it's a constant thing, training of our 9 young supervisors, too. 10 MS. NORRY: That was the one consistent thing that 11 we saw, the need for training and the need to make office 12 directors and then all successive levels of management down I 13 the chain accountable for seeing to it that everyone is 14 appropriately trained. ~ 15 COMMISSIONER 'BERNTHAL: The rating for women and 16 minorities as a group, if the ratings have tended to be low, 17 if you break it out, let's say GS-ll and above or GS-13 and i 18 above, does the same pattern hold true for the ratings at the 19 higher level? 20 MS. NORRY: Do you have that, Jim? 21 MS. BENGELSDORF: This is from memory. But we do do 22 the analysis in grade groupings, grade 8 and below, 9 through 23 12, 13 through 15. And when you group them that way, there is 24 no statistically significant difference in the pattern of 25 ratings.
33 1 Among women, the women tend to do better than men 2 overall. And we have figured that results from secretaries 3 being rated higher than others. When we delete from our data 4 4 the secretaries, the remaining women,'there's no significant 5 difference between the remaining women and the men. 6 COMMISSIONER BERNTHAL: So what you're telling us is 4 7 that this issue of lower ratings of minorities -- 8 MS. BENGELSDORF: Is not credible. 9 COMMISSIONER BERNTHAL: -- is not an issue. 10 MS. BENGELSDORF: Exactly. f 11 COMMISSIONER BERNTHAL: That the problem is that the 12 data are being skewed by the fact that people in lower ranks 13 tend to get rated lower. 14 COMMISSIONER ASSELSTINE: Right, and since there are 15 more women an'd minorities proportionally in the lower ranks -- 16 COMMISSIONER BERNTHAL: Exactly. l 17 MS. BENGELSDORF: And I would suggest to you that 18 some of the reasons cited might not have been data based. 19 They might have been explanations that appeared credible but 20 could not be verified. 4 21 CHAIRMAN ZECH: Very good. l 22 COMMISSIONER BERNTHAL: We don't want to be chasing 23 red herrings here. 1 24 MS. BENGELSDORF: Exactly. j 25 CHAIRMAN ZECH: Thank you very much. All right, can 4
+,_-,...-.--,.,.,_ n _,_._..
l 1: 34 I we proceed? 2 MS. NORRY: SES turnover was the next SRM. The 3 question was raised as to the turnover of SES positions, the 4 number filled by women and minorities. And in fiscal year 5 '86, the total number of SES brought on board was 24. Excuse 6 me, the total number of what we call accessions, which includes j 7 reinstatements, conversions, appointments and so forth, 24. 8 That included one male minority. All the rest were white 9 males. There were 34 losses, which all were white males. 10 So the total for '85 -- excuse me, those were '86 11 figures. The total SES on board as of September '86, 191; 12 total females, 6; total male minorities, 10, which represented 13 a change of one male minority from the '85 figures. 14 CHAIRMAN ZECH: Increase? 15 MS. NORRY: Yes, increase from nine to 10. 16 The candidate development program for fiscal year 1 l 17 '86, there are currently total participants in the program, 18 14; three females and one male minority. 19 The next topic is the agency leave policy, and we 20 did put out an announcement -- agency leave policy for 21 maternity purposes. We did put out an announcement on January 22 29, absence for maternity reasons, which specifies that NRC 23 will use flexibility to the maximum extent to allow maternity 24 leave, and also to allow leave for purposes of fathers who 25 wish to take off when a child is born or for adoptions or so
35 1 forth. I think our policy is now pretty clear, and we're not 2 experiencing any problems in that area. 3 COMMISSIONER BERNTHAL: I just want to commend you 4 for taking rapid action in that area. There aren't many 5 places where we can look at something and say, we can do it 6 tomorrow. And this is one of the areas where we can do 7 something right now that, in my judgment, is terribly 8 important. And I can think of nothing better than this agency l 9 being recognized as an enlightened agency in the area of 10 granting maternity leave to women and thereby promoting the 11 careers of women. l 12 In many cases, you'll never see the effect that the 1 13 benighted policy has because women will just stay away. It 14 may help our recruiting if we have a reputation for being a 1$ couple of light years ahead of the rest of society in that 16 area. And believe me, America is very far behind in that area i 17 in general. So I want to command you for that. 18 MR. KERR: We indicated we were going to look at i 19 other agencies to see what they were doing to increase the 20 number of women and minorities in upper grades. Now we've 21 talked about much of this already, but we did look at 25 22 agencies, and we found no programs which are entirely new. 23 They all have the OPM programs the same as we do. They have 24 details, cross-training, rotational assignments. 25 One of the things that was of some concern as we j ,~ _ _ _, _, _ _ _. _. _ _ _ _ _ _ _. _. _.
\\ 36 I 1 talked to the other agencies is, better utilization of people \\ 2 once they complete these programs. That is, don't have a 3 person go through a particular program and they just go back 4 to their desk and do what they were doing before they even 5 started the program. 6 I believe one of the things we are going to be 7 looking at is a possibility of some type of certification 8 similar to the SES certification. 'That is, once a person 9 completes a particular program, is it a. possibility that they 10 can be certified for non-competitive promotion after going 11 through a women's executive leadership program or whatever. I 12 believe that's going to be looked into by OPM. -13 CHAIRMAN ZECH: All right, go ahead. 14 MS. NORRY: The next topic is the rate of promotion. 15 We were asked by the commission, as a result of a previous 16 briefing, to look at the percentages of promotions for 4 17 minorities, non-minorities, women versus men, at grades 12 i 1 18 through 15, during the three-year period after October 1, 19 1983. We have done that. 20 And the figures are that, out of the 739 competitive 21 and non-competitive promotions during that time period to l 22 these grades, 67 percent went to white men who were 70 percent 23 of that population; 26 percent went to women who made up 19 24 percent of that population; and 11 percent went to non-white 25 people who were 14 percent of that population. So as you can i ___..._._._..._,,._,_,___._____._,_._._..___,.-_--___,_._m._..
37 1 see, that would indicate that minorities are getting fewer 2 than the expected number of promotions for the percentage of 3 that population that they constitute. 4 We have been asked to do further analysis of this, 5 further statistical analysis of this, and that is now being 6 done. We will be glad to furnish additional information when 7 we have it, which I think will be -- what, in a couple weeks, 8 Jim? 9 MR. McDERMOTT: Yes, I have to talk to Dan Lurie 10 about what he thinks we need to do next. 11 CHAIRMAN ZECH: Would you step to the microphone 12 please, Jim, and give us your answer. 13 MR. McDERMOTT: I have to talk to Dan Lurie, our 14 in-house statistician, to see what the next kind of analysis 15 we ought to do. We've broken the data out in various kinds of 16 indices. Things I call a fair share index that says who is 17 getting promoted. And as Mrs. Norry said, minorities are I 18 trailing. And at some grade levels, minorities and women are 19 trailing because there are so many white males in the 20 population being considered. 21 You have to look at the data very carefully. So Dan 22 and I are going to talk about how we can probe this for useful 23 information and do something about it. 24 CHAIRMAN ZECH: All right, thank you. 25 MS. NORRY: We had been asked to take a look at ,.,-------,--,--v----~,an-- ..-,,-n,
38 1 criteria for judging EEO performance, and the response which 2 has been forwarded on that indicates that we are stressing not just hiring goals -- because hiring goals certainly do not 3 4 tell the whole story in EEO performance -- but the extent to i 5 which training is ensure, the extent to which supervisors, 6 managers, and SES managers particularly create that kind of 7 environment which encourages equal opportunity. And that i 8 subelement is now a part of the managerial evaluation of every 9 supervisor in the agency. So everyone is now rated on EEO 10 performance. 1 11 MR. KERR: We looked at additional criteria that 12 could be used to ensure that the work environment is free of 13 harassment based on race and sex. And really, with only 2.5 14 complaints per thousand persons in the agency, we don't feel 15 as though we have a tremendous problem. But we do have, I 16 think, an adequate complaint system in effect. We have 28 17 counselors, six EEO officers. l 18 Even so, we have done a considerable amount of i 19 training in the last few months, as you know. We have a prevention of sexual harassment refresher training going on in 20 i 21 which we've trained 1,060 people just since October, and EEO j 22 training for managers and supervisors. We trained 60 managers 23 and supervisors in EEO just since last October. 24 So those are the steps we are taking. But as I f 25 indicated, I don't think we have an insurmountable problem. i.
39 1. MS. NORRY: And finally on the women's executive 2 leadership program -- 3 CHAIRMAN ZECH: Let me just interrupt just a second. 4 Let me just make a quick comment on that intimidation and 5 harassment training that you have. I think it's excellent. I 6 took the course myself when it was presented recently, and I've 7 heard lots of similar presentations in the past on similar 4 8 subject, intimida. tion and harassment, sexual harassment and so 9 forth. 10 But I can tell you that I thought the promotion -- 11 the presentation by our people, Eva Marshall and the lawyer 12 her was assisting her, was professional and extremely well i 13 done. And to those of you who haven't had the opportunity to 14 take that, it's just a half an hour, as I recall -- something 15 like that -- take advantage of that course, I commend it to 16 all of our people. 17 Go ahead. 18 MS. NORRY: The executive leadership program. i 19 You'll recall that we participated in the women's executive 20 leadership program when it was first devised by OPM, and we l 21 are still participating. There are now two separate programs 1 l 22 designed for two different grade groups. The women's executive 23 leadership program is for employees in grades 9 through 12. i 24 And this year we have four women who are participating in that 25 and one alternate. 1
.= 4 40 1 The interagency executive potential program for 2 mid-level employees is designed for people in grades 13 and 3 14, and we have seven nominees who are currently participating 4 in that program. And we intend to continue to' nominate i 5 candidates for those two programs. 6 CHAIRMAN ZECH: Very good. 7 MR. KERR: This concludes our remarks. We'd like to 8 now have the committees make comments. 9 CHAIRMAN ZECH: Fine. 10 MR. KERR: I guess we could start at the end and 2 11 work down, if you so desire. Jona? 12 MS. SOUDER: Mr. Chairman and Commissioners, my name 13 is Jona Souder and I'm chairman of the labor management EEO 14 committee. My committee hasn't made presentations in the last 15 couple of briefings, so I would like to take t'his opportunity 16 to make up for some lost time and tell you about our committee 17 and about what we're doing. 18 Unlike some of the other committees whose primary { 19 responsibility is to represent the views and interests of 20 specific groups, people over 40, women, black, the labor 21 management EEO committee represents all NRC employees and our i 22 primary responsibility is to advise management on all matters 23 concerning EEO at the NRC. 24 The committee came into being in 1982 as a result of 25 an addendum to the collective bargaining agreement between the i i
t 41 1 NRC and the NTEW. The committee is made.up of eight 2 headquarters employees, four appointed by the union and four 3 by management, although we don't represent one group or the 4 other. Six of the appointments are for one-year terms. Two 5 members, one from management and one for the union, serve 6 two-year terms. And the chair alternates each year. 7 We can appoint regional liaisons for management and a 8 for the union, but there is no travel between the regions or 9 between headquarters and the regions. And this year we do not 10 have any regional liaisons on our committee. i j 11 The committee was established for the purpose of 12 exchanging information and ideas and discussing matters 13 involving personnel policies and practices, in addition to i 14 matters governing working conditions. Again, I think this is 15 another area, working conditions, the workplace, where our 16 area of responsibility differs from and is broader than some 17 of the other committees. i 18 The collective bargaining agreement states that the 19 labor management EEO committee shall include in its yearly 20 agenda a session on health and safety. And during the session, 21 which we hope to hold in May, we will take a look at accidents 22 that have occurred in the workplace over the last year, hazards 23 identified by employees or during safety inspections, and 24 actions taken or being taken in response to these matters. 25 In addition, we will address the new or revised l
yq p i- [ 42 i, ^ 1 agency policies relating to health,and safety standards. And 2 in this year's session, we hope i;o address the smoking 3 restrictions and drug testing injartictilar. 4 Another annual agenda item -- agai, this one is 5 specified in the collective bargaining agreement -- is employee t 6 development and training. And included in this progrbm, which 7 will be held later on in the year, we hope to have piesented to / usstatisticalinformationonemployeeparticjpationin 8 g 9 voluntary training prcgrams, an overview ofi train.ing progrus g.. 10 currently being planned, the adequacy of recent t' raining 11 programs based on the post-training evaluations that ari 4 12 completed by employees, and ideas for.improvins future l~ 13 training. ~ f' 'l Wemayrecommendthedevelopaentofashortofdce! 14 l 15 EEO awareness training < program for everyone in t$a agency. 'It 16 could be patterned aftier the one racer.tly held in the Office 17 of Research but expended to includo coverage o't affirmacive k i 18 action goals, the consolidated EEO plan, the performance 19 appraisal process, including the EEO performance alement for I j 20 all managers, the role of EEO counselors; the federal women's 1 j 21 program, as well as presentatiens by the various advisory ' l 22 committees. t 23 One of the labor management' committee's major 24 concerns in the arsa of training in retraining, taking the 25 people that we have and train'ing and adapting them. to fit into I i i .--,.-n,-,,-----~,.,.--,--.~.~.-_,n,,...__,.-,n._-...
~~ yc o. .g 43 r, Y " l]yhe Xinds of areas that we are moving into as an agency. -h l The l .. i. Y g,' 2 ! SRh of January 21, 1986 directed the Staff to include in the f ) d ,f ve-year plan a separate plan for resolving any anticipated 3 4 overages through retraining or lateral transfers. .The briefing 5 package that we have today states that this plan is being d' R h,p 6 included in the strategic planning process presently underway. f \\, 7 llI [,q We feel that more information on how the strategic 8 o l ? ,s l' 9 pyanning process is handling the retraining issue is needed i e 10 andnhope that you will request-furthe; clarification of this A l
- 11), iter.
j i i t' j., 12 g' In conclusion, I want to say that the labor s ' 13 [ management EEO committee actively supports the agency's ) + 14 overe.11 consolidated EEO plan. We have come a long way, we l 15 have made progress. Let's not lose ground. The agency must 16 take advantage of every opportunity that comes along, including l G7 the reorganization -- maybe especially the reorganization -- to 18 see that qualified women, minorities, older people and the l 19 handicapped are considered for jobs vacancies, for promotions, ? 20 for training and retraining, and for career development and 21 enhancement. 22 We feel that if we are persistent, if we are 23 committed, if we are united, and if we really, truly care that 24 we can get the job done. We owe it to ourselves and to all [ 25 present and future NRC employees. Thank you.
44 1 CHAIRMAN ZECH: Thank you very much, a very fine 2 presentation. I appreciate.that and certainly agree with your 3 comments. 4 MR. STELLO: Cherie? y 5 MS. SIEGEL: Thank you. Mr. Chairman, Commissioners, 6 Mr. Stallo, nice to see you. My written report into three 7 segments, and I'll pass that out when I'm finished. The 8 segments are accomplishments, initiatives and concerns. Due to 9 the time constraints and some very important concerns that we i 10 have, I would like to focus on our concerns, and uppermost ~11 among them, the reorganization. 12 FWPAC is very concerned about the personnel changes 13 occurring as a result of the reorganization. We note that to 14 date there are very few women at the levels'of office director 15 and deputy office director. The appointment of qualified 16 women to these high level positions would ensure that the 17 women of the agency maintain good visibility and adequate 18 representation at the management level, and NRC would be 19 perceived as an agency that positively promotes EEO at the 20 highest levels. 21 We hope that those women currently occupying 22 management positions retain their status. Furthermore, FWPAC 23 feels that more women are needed in the SES program and we 24 would be dismayed if the low number of women currently 25 occupying these positions decreases even further. We note,
.. - = 45 1 and it's in the handouts here, that in comparison with other i 2 technical government agencies, NRC has the lowest percentage 3 of women who have SES positions. 4 FWPAC is also concerned about wonen currently 5 occupying first line management positions, section leaders. 6 These positions are the jumping off places for women for 7 promotion to the SES level,.and we would not like to see any 8 qualified women displaced as a result of this reorganization. 9 A memorandum from FWPAC was submitted outlining our 1 i 10 concerns and our suggestion that the Commission and the EDO 11 use the pending reorganization to seriously consider providing 12 promotion opportunities to qualified women for management 13 positions. We continue to believe that this reorganization 14 presents a golden opportunity to do so. 15 Yesterday we raceived the reorganization plan down 16 to and including the branch chief level. We note that there 17 are many acting branch chiefs listed who are not in the SES 18 program. Apparently, they have the grade of GG-15.
- Surely, 19 some of these positions could be occupied by qualified women.
20 And by the way, I really appreciate the fact that you are 21 considering rotational assignments, possibly. 22 FWPAC is concerned about the status of administrative 23 positions now being held by women who have advanced from the 24 secretarial / clerical field into the administrative career 25 ladder through hard and dedicated service. Perhaps.the
46 1 reorganization could be used as a means of reevaluating all 2 possible job descriptions, as you've also brought up today, 3 including those of some so-called technical positions. 4 It may be possible at least some of these could be 5 occupied by people who are not currently listed as technical 6 personnel. Some positions may even be overvalued at 7 unnecessarily high grade levels. If so, these positions could 8 be offered at a lower level, thus providing opportunities for 9 advancement to qualified women now occupying administrative 10 and/or secretarial positions. 11 FWPAC continues to believe that recognition should 12 be given to the fact in the multi-year consolidated EEO 13 program plan that numbers of minorities and women in technical 14 positions are growing. This document continues to state that 15 their numbers are small, but statistics gleaned from the 16 Bureau of Labor Statistics, the latest statistics state that 17 in the last 10 years women engineers have increased from 5 18 percent to 36 percent of the total engineering population. We 19 urge acceptance of the fact that numbers of women in these 20 occupations are growing steadily. 21 Regarding the staff requirements memorandum of 22 August 21st, this addresses many EEO issues which are still 23 ongoing, and FWPAC is working with management to resolve the 24 following: the rotational program. There has been no 25 observable activity in this area during the last six months.
47 1 We have attended several meetings with personnel from Admin 2 who have assured us that a plan is being developed to to 3 pursue rotational assignments, and we look forward to its 4 establishment. 5 Furthermore, it is suggested that this program be 6 considered for grades lower than grade 13. This would broaden 7 the program to provide opportunities for those occupying lower 8 graded positions to widen their horizons, increase their 9 skills, and benefit the agency. 10 The upward mobility program. We also await increased 11 activity in this area. We note that there has been no new 12 upward mobility positions offered during the past few months. 13 Not only should this program be expanded, but it should be 14 publicized during our recruiting efforts for secretaries as a 15 positive means of career within NRC. 16 The consolidation. FWPAC has been working to 17 resolve our concerns regarding space allotments for secretaries 18 at the White Flint building. Although we have received a 19 response from the NRC consolidation office we still believe 20 that the amount of space allotted to secretaries is 21 insufficient. 22 FWPAC has among its members secretaries who have 23 inspected the proposed secretarial workspace. The report 24 brought to us was that this workspace is similar to that of a 25 reception area. At a time when NRC is looking into the
48 'l retention and recruitment of secretaries there are both morale 2 and practical issues involved, when we assign a branch 3 secretary who typically deals with paperwork and assorted 4 administrative tasks for at least 15 branch members, to such 5 limited workspace. 6 To summarize the concerns of FWPAC, they are all 7 involved with the direction in which the agency is going. The 8 reorganization by its very nature can be a traumatic experience 9 for many. However, FWPAC regards it as a golden opportunity 10 for EEO at NRC. We believe that all EEO initiatives should not 11 be placed on hold. 12 The fact that,the agency is changing its direction 13 to deal with the realities of the world of today can be dealt 14 with in a positive manner. We must develop our human resources 15 from within the agency. We should enlarge our upward mobility 16 program. We should enlarge the scope of the rotational l 17 assignment program. l 18 The agency has a choice to make. We can either use 19 the reorganization as an excuse to do nothing or we can 20 accomplish much. FWPAC believes that NRC, like the turtle who l 21 only makes progress when he sticks his neck out, can progress 22 into the future with a positive EEO program that will benefit 23 all employees within the agency. Thank you very much. 24 CHAIRMAN ZECH: Thank you very much for your 25 concerns, and also your. thoughtful comments.
49 1 MR. KERR: Prasad? 2 MR. KADAMBI: Thank you, Bill. Mr. Chairman and 3 Commissioners, Mr. Stello and staff. My name is Prasad 4 Kadambi, I'm the chairman of the affirmative action advisory 5 committee. On behalf of the AAAC, I'd like to thank you for 6 the opportunity to address you in person again. I believe 7 these periodic meetings serve to underscore your commitment to 8 the principles of equal employment opportunity and affirmative 9 action. 10 Many parts of the staff organization are in the 11 midst of major upheaval. As we strive to adjust to changing 12 times, organizational changes are to be expected, and even 13 welcomed. It is also to be expected that the energies of 14 management will be taxed in accommodating to the changes while 15 at the same time accomplishing the day-to-day tasks. 16 Although we have not seen any overt evidence of it, 17 we are concerned that the affirmative action objectives may be 18 put on the back burner during this period. We intend to keep 19 a watchful eye on development along these lines, and at the 20 same request that the Commission do the same. 21 Times of major change, such as now, also offer 22 significant opportunity for fresh initiatives. This has been 23 reflected in many of the comments heard around the table this 24 afternoon. And all I can do is reiterate some of them. 25 Since a new beginning is going to be made in offices
50 1 such as NRR, it is likely that an idea such as the rotational 2 assignments program may be easier to implement in full measure 3 if it is implemented from a clean slate. At the last 4 Commission briefing Pat Norry described in glowing terms 5 the hope she held out for the concept of rotational 6 assignments. A modest beginning was suggested. 7 We would urge that the number of positions and the 8 significance of the positions could be higher if it is 9 introduced into the planning stages of the new organization. 10 We suggest that every division should examine the functional 11 requirements of the organization to determine positions for 12 rotational assignments which would provide an individual the 13 opportunity for diversified experience and exposure to more 14 decisionmakers. We offer to participate in any formal program 15 to evaluate the success of the concept when it is implemented. 16 The consolidation of the NRC activities in the White 17 Flint complex also offers the opportunity to redress the 18 difficulties posed to handicapped people. We at the AAAC are 19 playing an active role in sensitizing the planners in this 20 area. We request that the consolidation office be asked to 21 look into the use of the most recent developments in computer I 22 technology and ergonomics to improve the productive 23 capabilities of our handicapped employees. 24 In addition, we understand that developments for the 25 opinion survey and the strategic planning initiatives are 4 c
~ i 51 1 taking place on a somewhat altered schedule. The AAAC has 2 recommended in the past that human resources specialists be 3 included in the strategic planning process. We are gratified 4 that this has happened. We would like the opportunity to 5 review the five-year strategic plan before it is approved by 6 the Commission. 7 Fears of a large-scale reduction in force have 8 abated, I believe, at this point, helped, I am sure, by 9 Chairman Zach's assertion that RIFs would be a recourse only 10 of last resort. While we hope that progress is being made to 11 lay the foundation for new initiatives, I must mention a 12 couple of concerns. 13 It is clear that the issue of providing adequate and 14 appropriate training opportunities is going to take on added 15 importance in the future. We need to ensure that the structure 16 of the training takes into account the special needs of people 17 who have long coped with disadvantages. Again, these sort of 18 initiatives are best incorporated into the formulation stage of 19 a program. 20 It is now clear that our future lies in taking 21 maximum advantage of our current workforce. To help people 22 contribute to their fullest, we must correct the problem areas 23 which have already been recognized. During the last Commission 24 briefing Mr. Stello pointed out an apparent discrepancy in the 25 performance appraisals of minorities and non-minorities. In
52 1 response, the various offices have articulated their 2 perceptions of the issue and have proposed corrective actions. 3 It is our feeling that the corrective actions should 4 be studied at the EDO level, and those which appear to be the 5 most effective should be required to be implemented by all 6 offices. The same approach should be taken for actions which 7 may be called for as a result of the analysis of the promotion 8 data. 9 In closing, I would like to point out again that 10 actions taken to correct problems identified with respect to 11 minorities, with regard to minorities and other groups, 12 generally help the whole organization. The problems may not 13 always point to blatant discrimination, but to subtle forms of 14 discrimination which may not be easily recognized.
- However, 15 it makes them no less pernicious.
16 As Elmo Allen pointed out in the-last Commission 17 briefing, it is ultimately the responsibility of our management 18 to correct these problems with the EEO committees playing an 19 advisory and watchdog role. Thank you. 20 CHAIRMAN ZECH: Thank you very much. I appreciate 21 that fact that you'll keep a watchful eye on all of our 22 activities, and I think that will be helpful. I'm sure that 23 your constructive comments will also be helpful and we 24 appreciate that very much. Thank you. 25 MR. KERR: Lee?
53 1 MR. DEWEY: Mr. Chairman, members of the Commission, 2 I'm Lee Dewey, chairman of the advisory committee on age 3 discrimination. A major effort by our committee during this 4 past year was a study we did concerning the NRR reduction in~ 5 force. The Commission requested that we perform this study 6 and the study is now completed and we've forwarded copies of 7 it to your offices. Our findings are set out in detail in 8 this study, but I'll take this opportunity to point out some 9 of our general conclusions. 10 First, we have concluded that RIFs in general are 11 undesirable and should be avoided if at all possible. There's 12 a considerable body of data that shows that RIFs are often not 13 cost effective, they're damaging to agency morale, and 14 contribute to reduced employee productivity, and they are 15 often devastating to RIFed employees and their families. This 16 has even resulted in psychological and physical to persons 17 RIFed and their families, heart attacks, increased incidence 18 of child abuse in the households. It's a very serious thing 19 for a person to be RIFed. 20 Now ways to avoid RIFs are by utilizing attrition to l 21 reduce the workforce, by furloughs and by offering early j 22 retirement. Some of these things have already been done by l l 23 this agency recently and we applaud and commend the efforts 24 that have been taken to go through route rather than reduction 25 in force.
o 54 1 There are also additional methods which we have 2 enumerated in our RIF study. Now given the preference of not 3 having RIFs, if there must be RIFs in the future, they should 4 be conducted as fairly as possible. Our committee's 5 investigation of the NRR RIF has determined that there were 6 six unfair procedures which we believe were engaged in during 7 the RIF which should be rectified. 8 These include, first, the RIFed employees were not 9 given adequate advance notice of the RIF. In this case they 10 were given seven weeks advance notice. We would recommend 11 that for future RIFs, if possible, they should be given as 12 much as six months advance notice. 13 second, training was not offered to the RIFed i 14 employees to qualify them for other jobs in the agency. 15 Third, there were unfair limitations on the rights 16 of the RIFed employees to be hired for other jobs in the i 17 agency. After they were RIFed, they had an opportunity to be 18 employ by other jobs, they were given priority rights, but 9 19 there were some limitations which we feel were unfair and 20 we've made recommendations concerning those limitations. 21 Fourth, the RIFed employees were not allowed bumping 22 and retreat rights. Bumping and retreat rights have 23 traditionally been allowed under civil service to all 24 government employees and enjoyed in most other federal i 25 agencies. This agency does not allow those rights. For the
O 6 55 1 detailed reasons pointed out in our RIF report, we think those 2 rights should be offered to the people in this agency. 3 Fifth, the RIFed employees were not allowed to 4 compete for job ratantion with similarly qualified employees 5 in other program offices. Prior to October 1984, NRC employees 6 were allowed to compete with other employees located anywhere 7 in the Washington, D.C. metropolitan area. With a change in 8 the manual in October 1984, they were no longer able to do this 9 and they could only compete for jobs inside their own program 10 offices. We believe this is unfair for the reasons pointed out 11 in our study. 12 And sixth, there was a tendency by management not to 13 allow RIFed employees to compete for jobs for which they were 14 qualified by management viewing these job specifications too 15 restrictly. We believe that all of these practices and 16 procedures are unfair and that some of them are even 17 potentially illegally actionable under the Age Discrimination 18 Employment Act. 19 Our committee has recommended in our study how to 20 remedy all of the above unfair practices. We recommend above 21 all, however, that this agency explore all alternatives before 22 conducting any future RIFs, and that any RIFs be used -- that 23 RIFs only be used as a last resort after comprehensive studies 24 have established their cost effectiveness. We hope our study 25 and its recommendations will be of benefit to this agency's
o n 56 1 employees and help to the Commission in considering future 2 RIFs. 3 CHAIRMAN ZECH: Thank you very much. In.your 4 report, I noticed you forwarded to the Commissioners and 5 through Bill Kerr. I'd like to have the Staff make some 6 comments on that. I have had a chance to look at it myself. 7 I had some of the same questions that have been brought out 8 here. So I'd ask that you accept this tasking right now to 9 give us a response from Bill Kerr and from the EDO and Admin 10 that will speak to the subject that have been brought out in 11 this report. I think all the Commissioners would appreciate 12 that. 13 MR. STELLO: I would say now that the bottom line 14 conclusion that they have come to is the same one we've come 15 to. We would only use a RIF as an absolute last resort. It's 16 our hope, desire, intent -- 17 CHAIRMAN ZECH: Well, we've talked about this, 18 Mr. Stello and I and the other commissioners, too, and we all 19 agree and have agreed and have so stated that it is the last 20 resort. We certainly want to take our reductions by 21 attrition. And the only reason we wouldn't be able to do that 22 is if for some reason or other we lost a great number of 23 people with similar talents and found ourselves with a mix, 24 essentially, that wasn't feasible to carry out our mission. 25 We're going to do everything we can to prevent RIFs
4 57 1 and that's the position of the Commission and we intend to 2 carry that out to the best of our ability. But I appreciate 3 your thoughts and I've been well aware of the trauma by RIFs 4 and so forth, so I'm personally impressed with that. We'll 5 try vanq( hard to refrain from that. But I would like the 6 , comment from the Staff on other parts of the report, too, and 7 I appreciate your comments very much. 8 COMMISSIONER ASSELSTINE: I think that's an excellent 9 idea, Lando. I thought that this was a very well done and very 10 thoughtful report. Not only was it well' done and thoughtful 11 but it was well written; very understandable. It's a good 12 example, it seems to me, of the benefits that we get from these 13 advisory committees. A fine job. 14 CHAIRMAN ZECH: I do think though comments from 15 Staff, to follow up on it, would be helpful to all of us. 16 Thank you very much, appreciate it. 17 MR. PETTIJOHN: Mr. Chairman, Commissioners, 18 Mr. Stello. My name is Samuel Pettijohn and I'm the president 19 of the NRC chapter of Blacks in Government. Blacks in 20 Government is a non-profit corporation that's dedicated to the 21 professional and cultural development of black employees at 22 all levels of employee. 23 We appreciate the opportunity to address the 24 Commission and participate in these briefings. I think among 25 things that these briefings do clearly point out that NRC has
58 5 1 a serious commitment to equal opportunity for all employees, i 2 and I hope that these briefings continue. 3 What I would like to do -- and I kind of consider 4 this an obligation to do this -- is to try to present some 5 different type of information that I believe can be utilized in trying to further EEO programs at NRC. We go through a lot 6 7 of statistics and a lot of times it's very difficult to try to 8 pin down some of the things that are really important. i 9 What I've done is tried to look at what I consider 10 to be three performance indicators for the program which kind 11 of indicates that the EEO program is not performing quite like 12 it should, and try to look at some of the reasons relative to 13 black employees that, I think, we still are lacking in 14 performance. And then I've made some suggestions, we have 15 some recommendations as to how we think we can improve the 16 performance. 17 The few things that I've singled out -- and we've 18 discussed several of them already -- one is the -- in spite of 19 all the analysis that were done, there really were no. 20 conclusive causes determined for the disparity of performance 21 appraisals. I mean, there were a lot of things that were 22 stated but it was never really pinned down. So that means l 23 that in spite of all our programs we're not really able to l 24 identify exactly why this is happening. 25 In addition, we've also shown that there's a l i
59 1 disparity in promotion of minorities, and that' still under 2 review. 3 The second item we look at was that, although we 4 have a special program which.is aimed at increasing 5 opportunities for employees, including women and minorities -- 6 that's the rotation program -- which has been in effect since 7 June '86. But then I looked at the latest organizational 8 chart that came out and it showed about 30 positions -- we've 9 discussed these several times before -- about 30 positions in 10 which people were acting in SES -- 30 SES positions in which 11 people were acting. And about five of these slots, people 12 were actually in the SES, either completed or were in the 13 process of completing the service. That left about 25 14 positions which could have been used in a variety of means to 15 provide growth assignments for women and minorities, and that 16 was not done. 17 The third item looked at was, again looking at the 18 reorganizational chart and saw that there's a continual low 19 representation of black employees in upper levels of 20 management. This has been repeated several times. The review 21 of the latest chart showed -- looked at four offices, NMSS, 22 NRR, Research and AEOD. And there were about 130 SES 23 positions. Of those, there are two branch chief positions 24 which are held by black employees. 25 And that really is pretty representative -- I mean, i t l l L _-
60 1 in other words, the situation gets worse from there. If you 2 look at any other technical offices you'll find about the same 3 situation. But we've looked at all this before and I've kind 4 of made these statements before. What I'd like to do is -- 5 some of the things that I really that should be taken seriously 6 that we should look at is what causes these problems. 7 One is that there is a lack of employee development 8 through work and staff assignments. And this has been -- 9 CHAIRMAN ZECH: Please get the microphone a little 1 10 closer. Our reporter is straining, I think, a little bit. 11 Thank you very much. 12 MR. PETTIJOHN: This has been mentioned before that 13 there's a lack of employee development through work and staff 14 assignments. 15 Another item which I think is very important, and 16 it's not one that we really like particularly to talk about 17 but that is, there is a perception on the part of some NRC l 18 managers that black employees are not capable of performing on l 19 a high level in technical assignments. Now this has come from l 20 discussion with a number of technical employees at NRC, and a 21 couple reasons are given for this. 22 One is that, there is this perception that a lot of ( 23 times a lot of the black employees have graduated from inferior 24 technical schools. And schools tend to be a very important i l 25 thing, and oftentimes we look at the school and feel that the
61 L 1 school is not quite as good as another school. 2 Another reason is that there is a belief, to some 3 extent, that many black employees were hired because of 4 affirmative action programs and, therefore, in general.are 5 less qualified. Now this statement was made by the office of 6 Inspection and Enforcement in their response as to why there 7 was a difference and disparity in ratings. So these are the 8 kind of things that are kind of held to be believed by a 9 number of managers. 10 A third item -- and this is one that just sort of 11 falls out -- and that is, there's a natural tendency for 12 people to react more favorably toward people with whom they 13 identify more closely. And I put that in there because the 14 next thing I go to are the suggestions, and we suggest that we 15 should try to increase the number of managers in higher level 16 and upper level -- the representation of minorities in upper 17 level management for that reason. 18 But the suggestions and recommendations that we have 19 are, number one, we believe that the Chairman of the Commission l 20 should issue a memorandum to all NRC employees very similar to 21 the memorandum that was issued on the prevention of sexual 22 harassment that clearly expresses NRC's serious commitment to 23 equal opportunity and to utilizing all o'f NRC's human 24 resources. That came out because that memorandum on sexual 25 harassment got a lot of attention and I thought it made
62 1 a very strong impression on a lot of people. 2 Number two, the -- 3 CHAIRMAN ZECH: I'll do that. Put it down, get it 4 to me, I'd be happy to do that. Those who know me know I 5 would. So if that will help, put my position forward, I'd be 6 pleased to do that. Get it to me next week, please. I'll let 7 you get a crack at it first, Staff, before I change it around. 8 (Laughter.] 9 CHAIRMAN ZECH: Go ahead. 10 MR. PETTIJOHN: The NRC should consider developing 11 and implementing a program aimed at dispelling the notion 12 among some NRC managers that minority employees are not as 13 qualified as non-minority employees. 14 Number three, NRC should consider conducting a study 15 to evaluate the utilization of minority employees and attempt 16 to assess whether opportunities for advancement are being lost 17 by the way the employee is being utilized. 18 And the fourth and last item is, I believe the NRC 19 should consider developing and implementing a program 20 specifically aimed at increasing minority representation in 21 upper level management. In regard to this suggestion, I 22 believe it can be clearly demonstrated that without such a 23 program there is like to be little change in this area. 24 For example, if we look at the statistics of black 25 employees, if we look in terms of GS-15 -- we looked at GS-13
63 1 through 18 -- but if we look at GS-15 you'll find there's a 2 very, very small pool there. That question was brought up 3 before. There's a very, very small pool, and this in technical 4 areas is where the first level managers or supervisors come 5 from, is that GS-14, 15 level. So we really have a very small 6 pool to choose from in that area. 7 I hope that these recommendations are perceived as l 8 things that can be done. We Lalieve that they all have merit, 9 and we believe that they represent the type of actions that 10 should be taken in conjunction with the ongoing EEO programs 11 to continue to make progress. Thank you very much. 12 CHAIRMAN ZECH: Thank you very much. Let me just 13 say, I would be pleased to sign out such a notification, a 14 message to all of our employees. I mean that very sincerely. 15 On the other hand, I think that Bill Kerr, the EDO, 16 Pat Norry, people that are here in various roles performing, 17 in a sense, extracurricular duties for our agency as advisors 18 are all contributing to what I think we ought to be doing. 19 And I know EDO and I have talked on numerous occasions on this 20 very subject. And he feels committed to the program, as I 21 do. And I know my fellow Commissioners agree with me and 22 would, too. 23 So I would certainly be pleased to put out something 24 like that. I hope it's not going to be a surprise to anybody. 25 I don't think it will be a surprise to Mr. Stello either I
64 1 because I know his commitment to all these programs that are 2 awfully important to our agency. So I'd be pleased to do 3 that. But I must say that in my experience, the Staff, 4 all of you are doing a very good job. 5 It's a very difficult problem to do as well as we 6 would all like to do; certainly better than we're doing now in 7 this area when we are in a technical community. And I don't 8 want to use that as an excuse, any more than anybody else 9 does, but it's a fact of life. But I do think we can do 10 better, and I want to do better. I know Vic Stello is 11 committed to do better on behalf of his staff and others, too. 12 So I think it's good to have these sessions and I 13 appreciate personally hearing your comments, all of you. It's 14 helpful. We're really trying and want to do what's right. l~ 15 But there are some actions we can take, specific actions that 16 you've discussed and brought out here that I think are j 17 important for us to factor into our programs. And I know l 18 Mr. Stallo well enough to know that he will do that, and help 19 me to do what we all want to do. 20 So I thank you for your presentation and recognize 21 that we all have a challenge. We're all trying to do better 22 by our people. Our people are our greatest resource. I 23 firmly believe that and I think most of you have heard me say 24 that before. The greatest strength of our agency is our 25 people; professional, dedicated, people with integrity, 4- --,.,-,-,.,_---y_.* --,-,,.y,-,~.,w- --.,-a- ,,.,p.. -.._----,_.-.w,-
65 1 honesty, trying to do the job right. We have a lot of 2 different professional opinions, as you know. And that's 3 good. It's healthy for all of us to -- 4 But also we have different cultures and we can bring 5 the strengths of each of us together and perhaps compensate 6 for our weaknesses so that we can perform better for our 7 country. We have a grave responsibility to the American 8 people. We have a great trust and confidence that we're 9 given. We simply can't do our jobs too well, in my judgment. 10 And the best way we can do it is to use the people, the human 11 resources we've got. It's our greatest asset. i 12 And our country has got a great background of trying 13 to do the right thing. God knows, there are imperfections 14 over the years and still imperfections in our country. But we 15 have a Constitution and a Bill of Rights and Congressional i 16 direction as well as the court decisions put together our 17 country of equality and equal opportunity and justice for all 18 and so forth. And we're still striving for that. i 19 But I think there is no greater country on earth as l 20 far as I'm concerned, and the reason for it is because we have 21 people of every race, color, and creed who are trying to work 22 together. And because we get set back once in a while or 23 don't do as well as we all would like to do, that doesn't mean 24 we shouldn't try to go forward. I think that's what we're i 25 trying to do. Certainly, that's what I want to do, and I
66 1 personally sense that everyone here wants to do the same 2 thing. But human resources and people are our greatest 3 strength and I agree with that. 4 Does that finish the presentations? 5 MR. STELLO: Yes, sir. 6 CHAIRMAN ZECH: Maybe my fellow commissioners have 7 comments. Commissioner Roberts? 8 COMMISSIONER ROBERTS: No, I agree with everything 9 you said. 10 CHAIRMAN ZECH: Commissioner Asselstina? 11 COMMISSIONER ASSELSTINE: A couple of quick questions 12 if I could, Lando. The employee opinion survey, how are we 13 doing on that and when could we get that out? 14 MS. NORRY: The survey has been validated and 15 pretested. We are now discussing it with the union. They've l 16 told us it will take a couple weeks for them to come back, and 17 then we need to get together with the EDO and get his 18 recommendations and get his approval on when we should issue 19 it. But it's basically done in terms of the questions. 20 COMMISSIONER ASSELSTINE: Great. Have the advisory 21 committees been plugged into that? 22 MS. NORRY: Yes. l 23 COMMISSIONER ASSELSTINE: Have you all had a chance 24 to see it? 25 (Chorus of yeses.] l v- ,--w.,, .,vn ,,,.,.,-y,w,--, ---w ,_e-c_y-%., -.
67 1 MS. SIEGEL: The final one? No. 2 MS. NORRY: I don't think it's been changed since 3 the last time the advisory committees saw it, but I'll 4 certainly make sure of that. 5 COMMISSIONER ASSELSTINE: Great. Upward mobility. 6 I was, interested in how we're doing on that. How many upward 7 mobility positions do we now have identified and what do you 8 have planned, say for the remainder of this year? 9 MS. NORRY: I don't have those with me. 10 MR. STELLO: We'll have to get them for you. 11 MS. NORRY: I can give you a report on that. 12 COMMISSIONER ASSELSTINE: That will be fine. Let me 13 also follow up on one of the points that Cherie mentioned. On 14 the reorganization, are we going to be losing administrative 15 positions? Positions that in the past have been like upward 16 mobility or bridge type positions for employees or not? 17 MR. STELLO: Probably. 18 COMMISSIONER ASSELSTINE: I guess my thought would 19 be, I would like you to take a hard look at that because I 20 think Cherie's point is a good one. A lot of times those are 21 positions that have provided opportunities for people to move 22 up into more senior positions in the agency. And I think that 23 may be an example where we want to make sure we don't slide 24 back as a result of the reorganization. l 25 MR. STELLO: That's an area that we'll be looking at
f 68 1 in the future months. But in all honesty, as we consolidate 2 and get into one building and we have our offices of personnel 3 and administration strengthened, and they can't provide more 4 services and, hence, the need for less overhead. I don't 5 think we'll be fair to ourselves if we don't do that. And 6 that's why I said probably because it looks like, and now 7 appears that there are some positions in there that we probably 8 can eliminate and ought to. 9 COMMISSIONER ASSELSTINE: Okay. Maybe the thing to 10 do is to identify how many of those positions it looks like 11 you're going to be eliminating, the kinds of people that are 12 in those positions, and what could be done to find other i 13 places where those people could be effectively used in a way l 14 that help us at least maintain the gains that we've achieved 15 in the past and hopefully, again, look for opportunities to do 16 better as the Chairman suggested. 17 MR. STELLO: Our goal is clearly to do better and 18 we'll do all of what you said, and hopefully it will be 19 better. But I can't tell you anything but what I honestly. 20 believe to be the most likely outcome, and that will be that l l 21 there will be reductions. 22 CHAIRMAN ZECH: It's going to be a real challenge, 23 there's no question about it with the consolidation, especially i 24 in this area, as we know. But on the other hand, I kind of 25 think it's a challenge for our personnel people, your advisors i .~ - - - - - - - - - - - - - -
69 1 and your administrative people to help-you. We can see that 2 it's going to be a challenge. Now let's see if we can make the 3 best of it, and maybe we can even -- who knows, if you have 4 some real good, innovative ideas, we might even improve. 5 But it's a real challenge to hold our own when we're t 6 consolidating in this area. And that's the emphasis, I think, l 7 that is important to have, and it's a challenge for the EDO 8 to get good advice from personnel people. And the rest of you 9 here that have ideas in this regard that can be constructive, l 10 I'm sure would be very much appreciated by the EDO and by me 11 and by the Commissioners. 12 COMMISSIONER ASSELSTINE: On the rotational program, 13 have you identified positions now? Or is that something that 14 you're in the process of doing? And how many have we got, or 1 15 how many are you looking towards for this year? l l 16 MS. NORRY: I think it's fair to say that we're 17 making progress slowly. And I think it's also fair to say 18 that while we have done some rotations, that the reorganization 19 has slowed that process. And I think that's understandable 20 when you're talking about rotations between offices, and that's 21 in a state of flux. 22 So we have not -- I'm doing some in my office, but 23 then that's basically with units that are not going to change 24 as a result of the reorganization. And in those offices which i 25 are, I think waiting for the dust to settle is understandable.
70 { .1 ~1 So we have not pushed hard on thai from the point of view of 2 the central office pushing because of'tha't. But)I think that 3 that's one a'cpech of rotation. 4 Now the other thing though is, the ro,tational 5 assignments that will be used at the upper levels to give the s. 6 people to provide a better trained cadre of me.nagers to 7 operate in this agency. And that was discussed'at a recent \\ 8 senior management meeting, and that's going to'tHe actively 1 9 pursued. And the future director of personnel has been s 10 directed to come back with a program to dei that. \\ 11 CRAIRMAN ZECH: Great. y 12 MS. NORRY: So it's being pursued on two fronts i 13 there, and,we need to -- 4 14 MR. STELLO:. Commissioner, let ma'give you an 15 example. I 1ntend to -- all the staff that I bring on in the 16 new reorganization will be rotational aisignments not to 17 exceed two years, for purpose of getting people -- to give 18 them the opportunity to get that visibility and make them more ~ 19, available and more desirable for promotions. So I intend to 20 use all those positions for.t'$at purpose, every one of them. 21 COMMISSIONER ASSELS. TINE: Good. It seemed to me t 22 that Prasad's idea about looking even on a division by division , 23 basis ~as part of the reorganization and identifying those slots 24 where you can do something really was a good one. And I gues.s 25 I would urge you to take a hard look at that. - m w _.--,.,--------.-.-w,w--- ---.D.
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,z 71 1 MR. STELLO: I wanted to give you -- I'm setting the 2. example in my own office, starting right there. 3 COMMISSIONER ASSELSTINE: Good. Next question is 4 for the advisory committees. Do you all feel that you're 5 getting the information you need and having the opportunity to 6 comment on the Staff's efforts in these areas and being 7 involved in the process pretty well. We've talked about that 8 a little bit in the past. I hope that We're seeing continued 9 progress in that area as well. And also are there some i 10 opportunities for further improvement? 11 MS, SIEGEL: I feel definitely. 12 MR. DEWEY: Yes, very much. l 13 MR. KADAMBI: Yes, I think we're getting the 14 infarmation we need. We'd like a little more time, as I'm [ 15 .sure everybody would. That's not always possible, but we l 16 appreciate that. 17 COMMISSIONER ASSELSTINE: Good. That's all I had. 18 MR. STELLO: That's a problem fixed from last year. 19 COMMISSIONER ASSELSTINE: Great, glad to hear it. 20 COMMISSIONER BERNTHAL: I think most of the questions 21 that I had have been covered. I wanted to follow up on one 22 item, and that was the question of the leaves for female l 23 employees, women employees, maternity leave. 24 Is that policy being applied uniformly at all 25 levels? In other words, to people in the clerical positions
72 t c 1 as well as to professional? 2 MS. NORRY: Yes. 3 COMMISSIONER BERNTHAL: Are we making sure that that 4 is an agency-wide, uniformly applied criteria? 5 MR. STELLO: Yes. 6 COMMISSIONER BERNTHAL: Good. I'm pleased to hear 1 7 that. 8 On other item that I'm just going to mention, 9 because I'm not sure this is the right forum. But one of our 10 advisory group representatives here mentioned -- I'm not sure 11 which one it was -- and that was the question of drug testing 12 and how that may affect, very broadly speaking, equal 13 employment opportunity. My only commentary is that, as many 14 of you probably know by now, we're embarked on trying to adopt 15 some sort of sensible program. 16 I was shocked and disturbed by a study that a local 17 television channel did -- channel 9, I believe it was. 18 COMMISSIONER ROBERTS: That was pretty shocking. 19 COMMISSIONER BERNTHAL: Ran two or three segments in 20 the evening on the unreliability of these testing programs. 21 COMMISSIONER ROBERTS: And who was the womanewho 22 served in Eisenhower's Cabinet that failed? 23 MS. NORRY: Esther Peterson. She flunked the test. 24 COMMISSIONER BERNTHAL: And the long and short of 25 this story is that while, thank God, there were very few 't ,e w
73 1 negatives -- sorry, false positives -- that showed up in this .~ 2 program, the reliability of the program in finding drug 3 abusers ranged from 50 percent, at best I think, up to 100 e, 4 percent unreliability in identifying these spiked samples 5 which this particular group sent around'to the various testing j / 6 laboratories. If I'va said that all right, they did not finger unjustly in many cases, but they sure were totally 8 unreliable in finding the potential abuse of drugs. 9 And that has to give us some real pause, I think, on 10 how we attempt to implement it. If we can't get laboratories 11 that can run reliable programs, we've got a program. / ' 12 CHAIRMAN ZECH: I'd just say that there's another 13 side to that story, too. There's another story that will show 14 you how reliable that the tests are. It's been my experience 15 that we've improved in that area over the years. They have 16 been unreliable in the past, but I think there's a different 17 story that would say they're really quite reliable now. l 18 COMMISSIONER BERNTHAL: But there were -- Lando, l 19 these were spiked samples that were sent around to all of the 20 laboratories in the area, and what I'm telling you is that 21 they were thoroughly unreliable. It was really shocking. l 22 CHAIRMAN ZECH: All I can say is there's another 23 side to the story, because the testing program has proven to 24 be very, very reliable and gone to court and passed all kinds 25 of tests and so forth. So there's another side to the story.
4 74 1 I didn't see that program, so I'm at a loss to say 2 too much about it. 3 MR. STELLO: I did, and the first question in my 4 mind was, would any of them meet the standards? 5 COMMISSIONER BERNTHAL: Meet what standards? 6 COMMISSIONER ROBERTS: Meet what standards? 7 MR. STELLO: The standards for testing. 8 COMMISSIONER BERNTHAL: There are no standards. 9 That's the point. 10 MR. STELLO: I think there are. 11 COMMISSIONER BERNTHAL: There is no regulation and 12 there are no standards for hanging out your shingle to do drug 13 tests. 14 MR. STELLO: When NIH comes out with the procedures 15 16 COMMISSIONER ASSELSTINE: HHS. j 17 MR. STELLO: Or HHS comes out with them, I think l 18 we'll be able to be confident that we'll get the quality. I 19 noticed -- at least I observed that most of those tests seemed 20 to be the screening test. But two things about them I was 21 impressed by. The unreliability that you talked about in 22 terms of not finding it. But I was also impressed, because i l 23 the thing I think I worry most about are people who would be l 24 labeled -- 25 COMMISSIONER BERNTHAL: False positives. i l
t 75 1 MR. STELLO: A false positive. And as I recall, 2 there were none. 3 COMMISSIONER BERNTHAL: That's true. But it's 4 understandable because that's where the legal liability lies, 5 and so it's much easier to miss 100 percent, as in the case of 6 one lab. 7 MR. STELLO: There was one lab that was up to 100, I 8 agree. But I don't think this is the place or the time to try 9 to go through that -- 10 COMMISSIONER BERNTHAL: No, it isn't. 11 MR. STELLO: -- without a lot more work. 12 COMMISSIONER BERNTHAL: There is a problem there. 13 Enough said. 14 COMMISSIONER ASSELSTINE: I agree. 15 CHAIRMAN ZECH: Let's not belabor that. 16 COMMISSIONER ASSELSTINE: That's another issue, l 17 that's right. i 18 CHAIRMAN ZECH: So let me just thank EDO and all of l 19 our presenters today. Not only for their presentation today, 20 but for their follow-up work and for their sincere interest on 21 the part of our people, all year long and every day of the 22 year. And we thank you very much and we hope that you will 23 continue to help us all do what we think is the right thing 24 for our people and for our country. Thank you very much. 25 (Whereupon, at 4:20 p.m., the Commission meeting was
e 76 1 concluded.] 2 3 4 5 6 7 8 9 10 11 12 ~ 13 14 l 1 15 16 I 17 18 19 20 21 22 23 24 25 l
r 1 2 REPORTER'S CERTIFICATE 3 4 This is to certify that the attached events of a 5 meeting of the U.S. Nuclear Regulatory Commission entitled! 6 7 TITLE OF MEETING: Briefing on Status of EEO Program (Public Meeting) 8 PLACE OF MEETING: Washington, D.C. 9 DATE OF MEETING: Wednesday, February 18, 1987 10 11 were held as herein appears, and that this is the original 12 transcript thereof for the file of the Commission taken { 13 stenographically by me, thereafter reduced to typewriting by 14 me or under the direction of the court reporting company, and 15 that the transcript is a true and accurate record of the 16 foregoing events, b Pamela r gle 19 20 21 22 Ann Riley & Associates, Ltd. 23 24 25
2/18/87 J SCHEDULING NOTES TITLE: BRIEFING ON STATUS OF EE0 PROGRAM SCHEDULED: 2:30 P.M., WEDNESDAY, FEBRUARY 18, 1987 (OPEN) DURATION: APPR0X l-1/2 HRS PARTICrPANTS: W. KERR, SDBU/CR 15 MINS
- P. NORRY, ADM 15 MINS
- N. PRASAD KADAMI 5 MINS
- AFFIRMATIVE ACTION ADVISORY COMMITTEE L. DEWEY 5 MINS
- AGE DISCRIMINATION ADVISORY COMMITTEE C. SIEGEL 5 MINS
- FEDERAL WOMEN'S PROGRAM ADVISORY COMMITTEE S. PETTIJOHN 5 MINS
- BLACKS IN GOVERNMENT J. SOUDER 5 MINS
- LABOR MANAGEMENT /EE0 ADVISORY COMMITTEE
- SPEAKING TIMES SHOWN AB0VE ARE APPROXIMATE.
O
e' t Semi-Annual Comission Meeting On Equal Employment Opportunity Program (Required by Section 209(c) of the Energy Reorganization Act of 1974) OSDBU/CR 2/18/87 1 ww -y-- w eaw-- ~q ---,w-mpn-,-w wm e
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r Agenda For Semi-Annual Connission Briefing On Equal Employment Opportunity Program Februa' y 18, 1987 2:30 P.M. A. Briefing Participants EDO (Victor Stello, Jr.) OSDBU/CR (WilliamB.Kerr) ADM (Patricia G. Norry) Comittees AAAC (N. Prasad Kadambi) CAD (LeeDewey) FWPAC (CherieSiegel) LM/EE0 (JonaSouder) BIG (Samuel Pettijohn) 8. Agenda I. EE0 Status Graphs of Agency Profile (Kerr)
- SES Status (Kerr)
' FY-86 Hiring Accomplishments (Kerr)
- FY-87 Hiring Goals (Kerr)
- FY-87 College Recruitment (Kerr)
- Discrimination Complaints (Kerr)
II. SRM Responses
- Examine EE0 ratings for NRC Managers (Kerr)
- Examine rating disparity, minority /non-minority (Norry)
- Turnover of SES positions (Norry) i
- Agency leave policy, pregnancy, childbirth, adoption, infantcare(Norry)
- Affirmative Action Programs at other Agencies (Kerr)
- Rate of Promotion, Women / Minorities (Norry)
- Criteria for judging EE0 performance (Norry)
- Title VII efforts (Kerr) l
- Executive Leadership Program (Norry)
III. Comittee Reports
- AAAC (Kadami)
- CAD (Dewey)
FWPAC (Siegel) LM/EE0 (Souder)
- BIG (Pettijohn) 1 I
4 1 l l IT IS THE POLICY OF THE GOVERNMENT OF THE UNITED STATES TO PROVIDE EQUAL OPPORTUNITY IN FEDERAL EMPLOYMENT FOR ALL PERSONS, TO PR0llIBIT DISCRIMINATION IN EMPLOYMENT BECAUSE OF RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, AGE, OR HANDICAP, AND TO PROMOTE THE FULL REALIZATION OF EQUAL EMPLOYMENT OPPORTUNITY THROUGH A CONTINUING AFFIRMATIVE PROGRAM IN EACH EXECUTIVE DEPARTMENT AND AGENCY. i ~ i
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Page 1 of'2 PERMANENT FULL-TIME EMPLOYEES GG-13 TO GG-18 (EXCLUDING SES) (AS OF SEPTEMBER.30, 1986) ASIAN AMERICAN AMERICAN INDIAN OFFICE TOTAL WHITE BLACK HISPANIC PACIFIC IStAND ALASKAN NATIVE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE COM 15 6 14 4 1 0 0 1 0 1 0 0 ACRS 14 0 12 0 0 0 0 0 2 0 0 0 SECY 8 2 7 2 1 0 0 0 0 0 0 0 OIA 15 2 14 1 1 1 0 0 0 0 0 0 ASLBP 20 1 20 1 0 0 0 0 0 0 0 0 ASLAP 6 1 5 1 0 0 0 0 1 0 0 0 OGC 47 14 43 12 3 2 0 0 1 0 0 0 PA 9 2 9 2 0 0 0 0 0 0 0 0 CA 4 1 3 1 1 0 0 0 0 0 0 0 EM) 12 4 9 4 2 0 0 0 0 0 1 0 AEOD 23 4 17 3 3 0 0 0 3 0 0 1 ADM 69 49 61 37 7 10 1 0 0 2 0 0 !P 7 4 6 3 1 1 0 0 0 0 0 0 SP 10 2 9 2 1 0 0 0 0 0 0 0 NRR 405 27 338 22 6 2 4 0 56 3 1 0
+. Pag 2 ef 2 )1 o i PERMANENT FULL-TIME EMPLOYEES f GG-13 TO GG-18 (EXCLUDING SES) (AS OF SEPTEMBER 30,1986) ASIAN AMERICAN AMERICAN INDIAN OFFICE TOTAL WHITE BLACK HISPANIC PACIFIC ISLAND ALASKAN NATIVE l MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE 4 i NMSS 133 22 123 19 3 2 0 1 7 0 0 0 RES 118 11 101 8 3 2 3 0 11 1 0 0 SDBU/CR 5 1 1 0 3 1 1 0 0 0 0 0 01 27 1 26 1 1 0 0 0 0 0 0 0 i j RM 39 18 35 16 4 2 0 0 0 0 0 0 i j IE 148 17 134 17 7 0 0 0 7 0 0 0 Region I 168 6 158 5 3 1 1 0 6 0 0 0 Region II 166 6 160 5 5 1 0 0 0 0 1 0 Region III 144 12 135 9 4 2 3 0 2 1 0 0 Region IV 87 3 81 3 2 0 4 0 0 0 0 0 l Region V 67 4 60 3 2 0 2 0 3 1 0 0 l TOTAL 1766 220 1581 181 64 27 19 2 -99 9 3 1 1 j PERCENT (88.9) (11.1) (80) (9.1) (3.2) (1.4) (1) (0.1) (5.0) (0.5) (0.2) (0.05) l 1 l i
v-_ 4 SES BY GENDER AND MINORITY STATUS FISCAL YEAR TOTAL WOMEN MINORITIES FY-1982 195 3 3 FY-1983 197 4 6 FY-1984 208 5 9 FY-1985 202 6 9 FY-1986 193 6 10 2/87 NRC 189 7 (3.7%) 10(5.3%) DOE 401 22 (5.5%) 18 (4.5%) NSF 91 7(7.7%) 5(5.5%) NASA 438 17(3.9%) 15(3.4%) EPA 209 21(10%) 7 (3.3%) 7
4 FY-1986 EE0 HIRING GOALS AND ACCOMPLISHMENTS NRC HEADQUARTERS / ASSIGNED GOAL REGIONAL OFFICES G0AL ACCOMPLISHMENT ADM (080) 1 Black Male 0 Black Male NMSS (080) 1 Black Female 0 Black Female (080) 1 Hispanic Male 0 Hispanic Male (1301) 1 Asian Male 1 Asian Male (1306) 1 Hispanic Male 0 Hispanic Male (1306) 1 Asian Male 1 Asian Male NRR (801) 1 Hispanic Male 1 Hispanic Male (1301) 1 Asian Male 0 Asian Male OGC (905) I Black Female 1 Black Female ELD (905) 1 Hispanic Male 0 Hispanic Male REGION IV (840) 1 Hispanic Male 0 Hispanic Male REGION V (840) 1 Asian Male 0 Asian Male LEGEND: (080) Security Administration (801 General Engineers (840 Nuclear Engineers (905 Attorney j (1301) General Physics (1306) Health Physics i l 4 6 h i 8 l
-4 EE0 HIRING GOALS - FY-1987 NRC HEADQUARTERS / ASSIGNED REGIONAL OFFICES GOAL NMSS (080) 2 Hispanic Males (1301) 1 White Female IE (801) 1 Hispanic Male REGION I (801) 1 Hispanic Male (Hired 2/87) (840) 1 White Female (Hired 2/87) (1301) 1 Asian Male REGION II (840) 1 Black Female (Hired 2/87) (1306) 1 White Female (Hired 2/87) (1306) 1 Hispanic Male REGION III (840) 1 White Female (840) 1 Hispanic Male (1306) 1 White Female (1306) 1 Hispanic Male REGION IV (840) 1 Hispanic Male REGION V (840) 1 Asian Female LEGEND: (080) Security Administration (801) General Engineers (840) Nuclear Engineers (1301) General Physics (1306) Health Physics 9
4 FY-1987 COLLEGE RECRUITMENT SCHEDULE DATE SCHOOL 9/29-30 University of Virginia 10/1 Howard University 10/6-7 Georgia Tech 10/15-16 Viriginia Polytechnic Institute 10/15-16 University of Michigan 10/17 George Washington University 11/4 University of Virignia 11/4 University of Texas (El Paso) 11/5 University of Houston 11/12 Manhattan College 11/18-19 University of Cincinnati 2/17 Mississippi State University 2/18 North Carolina State 2/18 Tennessee State 2/19 North Carolina A&T 2/19 University of Tennessee 2/19 University of Pittsburgh 2/21 Drexel University 2/23 Northwestern University 2/23 Rutgers State University j 2/2d Lowell University i 2/26 Penn State 3/4 Georgia Tech 3/30 University of Maryland 10
j DISCRIMINATION COMPLAINT COMPARISON i FEDERAL AGENCIES WITH TWO TO FIVE THOUSAND EMPLOYEES o,_ 1 FISCAL YEAR 1984 3 i Total Number Total Number Total Number Percent of Complaints No. of Agency or Full-Time Complaints Complaints Increase or Closed Complaints Department Pemanent Filed Filed [ Decrease] FY-1984 Filed per Positions FY-1983 FY-1984 FY-83/FY-84 100 Government Printing Office 5762 17 20 17.6 17 3.5 i OfMaggc g grsonnel 5141 22 28 27.2 32 5.4 o 3 U.S. Infomation Agency 4301 4 6 50.0 7 1.4 j U.S. Small Business l Administratinn 3917 26 35 34.6 25 8.9 Agency for International Develonment 3768 8 19 137.5 21 5.0 J i Smithsonian Institute 3450 10 16 60_0 10 4.6 . Q gga '9" n 3299 4 8 100.0 4 2.4 U.S Equal Employment annortunity enmiss i on 3015 105 114 8.6 92 37.8 National Labor Relations Board 2700 20 12 f 66. 7'l 16 4.4 'N!E#ko E9$03Xcv 2500 6 8 33.3 3 3.2 I Federal Communications .14R6 0 3 300.0 3 1. 85 ~ Comission a l i i i O i Source: Equal Employment Opportunity Commission
4 W k a ,: c. CURRENT DISCRIMINATION COMPLAINTS
- EI.
HEADQUARTERS AND REGIONAL OFFICES Region II SECY NRR OGC RES COMM TOTAL A. Outside Applicant: ) (1) Based on age 1 1 B. Regional Office: (1) Consolidated based on race 7 7 C. Headquarters: (1) Class based on race & sex 2 2 (P.) Based on retaliation 1 1 (3) Based on age and handicap 1 1 (4) Cased on race (5) Based on age, sex, religion, and retaliation 1 1 4 TOTAL: 7 1 2 1 1 1 13 l
- As of September 30, 1986 i
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