FWPAC MEETING MINUTES - 20 OCTOBER 1987

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89G00643R000600020005-4
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 10
• Document Creation Date: December 23, 2016
• Document Release Date: October 12, 2011
• Sequence Number: 5
• Publication Date: November 4, 1987
• Content Type: MISC

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ILL A tl r 1strv1
4 November 1987
FWPAC Meeting Minutes - 20 October 1987
1. A FVPAC meeting was held on 20 October 1987 at 10:30 a.m. in
Room 2C40 Headquarters. Members present were:
Observer present:
Recording Secretary:
2. ~ opened the meeting at 10:30 a.m. by welcoming and introducing
the new members to the Federal Women's Program Advisory Council.
- Mr. Robert Fitzgerald, D/EEO was unable to be with us for this
meeting, but plans to attend the 17 November 1987 FWAC meeting, at 10:30 in
Room 2D47.
- The FV& Symposium was by all account an overwhelming success. We are
grateful for the tremendous amount of time and effort given to this program
by the very thorough and unexhaustable energy and dedication of the Planning
Committee and those who were willing to help out when needed.
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CONFIDENTIAL
Over 250 evaluations have been returned to the office and without
exception they were positive, and appreciative and vote for this becoming an
annual affair. With that kind of response we will put a Symposium high on
our "goals" list for FY-1988.
3. Announcements/EEO News (see attached)
- FWPAC Symposium
- Progress of Day Care Center
- FWIB Meetings
- WELP - OPM 1988 Program
- Training Program for 1988
4. Directorate EEO Officer Reports
DCI/DDA: conveyed Mr. Donnelly's very positive response
regarding the symposium. EEO recruiting efforts have been focused on
special student programs due to Agency ceiling. He also advised that for
the 1987 Agency EOD's nwere female.
/ Recording Secretary
APPRWED: air
Federal Women's Program Advisory Council
Attachment:
As stated
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FEDERAL WOMEN'S PROGRAM MANAGER/EEO NEWS
WOMEN'S EMPLOYMENT TRENDS 1987
Purpose of the Council:
It is the mission and purpose of the Federal Women's Program Advisory
Council to enhance the employment of women within the Agency. Vehicles for
doing this are not always clear or within our span of control. Efforts are
often seen as adversary or too aggressive. The ways we can be most
effective are through our training courses, seminars, statistical reports,
special studies, and symposiums such as the one we have just sponsored. By
providing a forum for the discussion of women's issues and being a catalyst
for ideas which can be implemented, we can promote an awareness of problem
areas which can be communicated both upward and downward and hopefully make
a difference in the advancement of women in the Agency.
I have recently made a study of the current status of women employees in
the Agency and want to share a few of my findings with you. You will see
that we have made some progress but much is still to be done. The following
shows improvements made in FY-87 both within the Agency and throughout the
Federal Government:
In the CIA in FY 1987:
- The Agency population increased by employees of which
were female and n were male.
- Th er of Agency women professionals (GS-10/15) increased
by while the number of male professionals in the same
grade levels decreased by the same
- The number of female rofessionals increased b over the 'l
past decade (from in 1976 to E:1in 1986). ~
- The percentage of female employees selected for management
positions has risen steadily from in FY-1986.
- Despite increases in numbers of women. filling managerial positions
the number of women selected to SIS levels continues to be small
compared to that of males: ^ female vs. El male.
- Women GS-11/15 attending management training courses has increased
to approximately
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- The total number of GS-13 female employees in the Agency almost
doubles that of the GS-14 level. This indicates a barrier exists
for women aspiring for grades beyond the GS-13 level.
- The average grade for women in the Agency continues to remain at
more than 2 grades below that of men.
In the Federal Government in FY 87:
- Over the past 10 years the number of women in professional
positions in the federal government has increased by 8%
(from 19% - 27%).
- Professional and Technical combined increased by 13%
(from 20% - 33%).
- 36% of all professional employees under 35 are female.
- In this age group, females earn 78% of what male employees
earned in 1986 (up from 73% in 1976).
- Females of all ages continue to earn 68% of what male
employees earn (up from 62% in 1976).
Greater number of women are in the pipeline for promotion
than men.
- Women at GS 13 and above receive higher performance
ratings and are promoted at a faster rate.
- In 1984 GS/13 women were promoted at a rate 33% higher
than male GS/13's and GS/14 women were promoted at a rate
of 22% higher than males.
The Women's Executive Leadership Program/ IM:
The WELP sponsored by Office of Personnel Management (CPM) is a
year-long program of training and development for high-potential women
designed to equip them for future responsibilities as supervisors and
managers. For the past two years, the F PWOEEO in coordination with OTE
has coordinated this program within CIA. Eight Agency women have
participated in this program and have felt it to be career enhancing and
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extremely beneficial to their growth and development as future leaders. The
FY-88 program is just getting underway and will be taken over by OTE as it
is believed to be focused on developing leadership skills as opposed to
equal opportunity awareness. I will continue to coordinate the FY-87
program and will give you an assessment when the year's activities are
completed. I am pleased that the Agency will continue to participate in
this very worthwhile program. It has proven to be extremely beneficial in
the development of those Agency women who have participated. I have
attached a brouchure explaining the FY-88 program for your information.
Training FY-88:
Plans for the FVP training courses are being finalized. Contract
negotiations are still pending, but names, descriptions, dates, and plans
have all been confirmed and are attached for your information. If any
changes are necessary I will let you know.
Day Care Center:
We have been assured that Agency Management is still 100% behind our
plans for the "Harry Fitzwater Children's Center." The mound of dirt in
back of "West lot" should be removed by early May 88 and we will
re-establish our Planning Committee at that time and proceed from there.
"Think Positively - it will be a go."
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SOURCE: OP News & Views; 3G October 1987
STANDING-ROOM ONLY:
THE FIRST SYMPOSIUM ON CAREER ISSUES AND STRATEGIES
It was obvious from the packed
Auditorium on 14 October that the
first Career Symposium on Career
Issues and Strategies was an idea
whose time had come in the minds of
Agency women. Interest was so
strong, in fact, that close to 150
employees who applied to attend had
to be turned away. Sponsored by the
Federal homen's Program, the
symposium was billed as a forum to
hear about the broad range of
professional and family issues which
a growing number of men and women
face daily. Specifically, the
reconciliation of the dual roles that
women in particular must assume was
emphasized.
Feedback on the Symposium has been
,ovpr~ positive, according to
Federal Women's Program
!anager. hell over 200 survey
responses have been received, and
many included suggestions for topics
to be included on next year's
symposium agenda. Planning for the
next symposium, which is to be held
in fall of 1988, has in fact already
begun.
The speakers at the conference were
lively, impressive, informative and
humorous. Intended keynote speaker
U.S. Senator Nancy Kassebaum was
unable to be present owing to her
father's death, but she was replaced
by Patricia Price Bailey, a
Commissioner with the Federal Trade
Commission, which is responsible for
enforcing the Equal Credit
Opportunity Act. Drawing heavily on
her personal work experience, Mrs.
Bailey spoke about her own early
experiences with applying for jobs,
about what has occurred in the last
fifteen years with women and credit,
and about balancing a home and career.
Dr. Geraldine Cox of the Chemical
Manufacturers' Association spoke
about the need to present yourself as
an attractive "package" early in
your career; and about the uses,
advantages and disadvantages of the
various types of power.
An afternoon highlight was a talk by
Ms. Judy Mann, syndicated columnist
from the Washington Post, who spoke
about the revolutionary changes that
have taken place over the last twenty
years with respect to women's role in
the work force; how the media has
portrayed working mothers; and about
her own personal experiences with
applying for jobs, advancement, with
family responsibilities, and day
care.
Finally, there were concurrent
sessions in different Headquarters
:location. The Auditorium session,
heavily-attended, was an SIS-women's
panel discussion about their personal
job experience and.advancement. A
:lively question-and-answer session
followed. Additional sessions were
held on child care and on legislative
issues affecting women.
For those who were unable to attend,
videotapes of the conference will be
availabl by calling F] on secure
In commenting on the success of the
first symposium, asked that we
specifically cite and express our
appreciation for the tremendous help
from Office of Logistics and Office
of Security.
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"CULTURE, POWER & GENDER DYNAMICS"
(CPGD)
Description
STAT
STAT
"Culture, Power & Gender Dynamics", sponsored by the Office of Equal
Employment Opportunity, is a mixed gender forum for discussion of how the
awareness of culture--shared values and basic beliefs-and the use of power
impact on the individual and group successes of men and women in the
Agency. Emphasis is placed on exploring the variance and contrast in
problem solving and decision making based on gender differences.
Participation in the course will help individuals plan strategies for
removing systemic barriers to the full employment of women professionals.
The desired result is a more effective utilization of the talents and human
resources available to the Agency in its female workforce through a better
understanding of gender differences and leadership styles. CPGD is designed
to replace both the Women's Executive Leadership Development (WELD) course
and the Professional Men's Course (PVC) and will integrate men and women
into the same course. For further information call
COURSE DATA:
Conducted by: Office of Equal Employment Opportunity
Length: Five days, full time
Frequency: Six times per year
Class Size: 24 Minimum; 26 Maximum
Grade Range: GS/12 and above (men and women)
Location:
Prerequisite: Nominations must be sent through Directorate Senior Training
Officers or Equal Employment. Opportunity Officers to Central
Registration, C-rE, 822 C of C
Registration
Deadline: Four weeks before course begins
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"BEYOND AWARENESS COURSE"
(BAC)
Description
This course is designed to address the two major obstacles to women
achieving greater levels of responsibility in the Agency: 1) the attitudes
of peers, subordinates, and supervisors towards women in leadership roles;
and 2) barriers which women impose upon themselves vis-a-vis their
organizational relationships. These two breakdowns can be significantly
altered when women have a clearly conceptualized and articulated career
identity and when they have a variety of influence styles from which they
can choose in managing organization situations. Women who are perceived as
strong individual contributors either technically or managerially have
achieved personal mastery of - their career identity - (strong sense of self
and career purpose); and - their personal influence - (ability to command
respect, inspire action and get results working through other people.) This
course contends that when women have developed mastery of these two areas
they will be able to move into areas of greater organizational
responsibility in a predominantly male dominated professional organization.
COURSE DATA:
Conducted by: Office of Equal Employment Opportunity
Length:
Four days, full time
Frequency: Three times per year
Location:
Class Size: 25 Minimum
Grade Range: GS/7 and above
Prerequisite: Nominations must be sent through Directorate Senior Training
Officers or Equal Employment Opportunity Officers to Central
Registration, OTE, 822 C of C.
Registration
Deadline: Four weeks before course begins
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"WOMEN ON THE TEAM"
(WOTT)
Description
The Office of Equal Employment Opportunity is sponsoring a newly
developed version of the former "Professional Women's Course" (PVC). This
course will address the conflicts created when divergent employees bring
into the organization assumptions that do not mesh with management reality.
Women hold the somewhat unrealistic view that "superior performance" is the
only key to moving up the ladder. This course explains that gender
different behavior may be a more significant factor in explaining
disparities between men and women at work. Women need more than technical
competence to reach high level positions. They will learn how their
different backgrounds relate to their approach to problems and reaching
solutions. The purpose of the course is to address the perceptions created
through gender different socialization and to create a perspective which
identifies the role and responsibilities of effective managers. They will
learn to understand female and male behavior, organizational needs,
managerial theory, cross-gender communication, and the process of
internalization. They will try new behaviors, analyze situations from
organizational point of view, and take risks.
COURSE DATA:
Conducted by: Office of Equal Employment Opportunity
Length:
Four days, full time
Frequency: Three times per year
Location:
Class Size: 24 Minimum; 34 Maximum
Grade Range : GS/7 and above
Prerequisite: Nominations must be sent through Directorate Senior Training
Officer or Equal Employment Opportunity Officers to Central
Registration, OTE 822 C of C.
Registration
Deadline: Four weeks before class begins
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