CREATING A MORE DIVERSE WORK FORCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000601400001-5
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 60
• Document Creation Date: December 27, 2016
• Document Release Date: October 18, 2012
• Sequence Number: 1
• Publication Date: June 1, 1988
• Content Type: MEMO

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DEPARTMENT OF THE ARMY
UNITED STATES ARMY INTELLIGENCE AND SECURITY COMMAND
ARLINGTON HALL STATION
ARLINGTON, VIRGINIA 22212
REPLY TO
ATTENTION OF
SUBJECT: Creating a More Diverse Work Force
We believe a review of the affirmative action plans for Department of the Army
and the gains made in the employment as well as advancement of minorities and
women in the DOD intelligence organizations will reflect the positive efforts
and accomplishments made in EEO.
Within DOD and the respective service components there is no centralized intel-
ligence organization or work force. The resources engaged in intelligence work
in DOD are in decentralized organizations located throughout the world. The
data presented herein from the Navy and Army reflect only one of the organiza-
tions in Army and Navy where some of the requested information could be captured.
It presents an example of trends that we believe are reflected throughout the
DOD intelligence organizations. These stats could be cited as an example of
specific organizations beneath the service HQ level.
ALTON C. RESSLER
Assistant DCSPER
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GRAI)I
RANGE
IWAL MLN
WCJMI;N WHITE
. ASIAN/ . AMERIC N
PACIFIC . INDIAN/ .
BLACK HISPANIC : ISLANDER : ALAS. NAT
1981 1 31 ; l L26 ~q 4 ; ;
Z
70.4
1-4
1987 10 U I rj
1981 fir' g(~ 328 7sT r,y
-
4 g ~- oar mss- 3
1987 ~C7 Z O~Co '79,~F Z. I
1981 51 3 I ~1r3o,1 5 74 1
US lob
9-12 74 : x'14?~
72,p ZO.v 22. BSS , a /
? 1987 /6U Z 7 .
1982 2 i 3 ; ?_.IS Z 3.'3 1 '~ 4 3,3 s
c~,s/cal 1oo 111(o
13-15 21 7 0,
1987 too 7 . G
,
1982 ; ~~ /
? - '
GS/QN
INCL.
S 1987 t o Iv o 1oa~
JTI 1982
IER
:
WHITE
WLLAH _ dd
1987 -~t~o~ Q I' 93 ~~0 Z 7 G T
? 1982 ,'.?7~ -~= O 3 G. 2 3
TUrAL 100 ?/? %7 41 S i s _ t 1 `~
WIiI'LE - qb2 74v ~~~ ,Z3 37
1987 f rev 78.2
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 lV I'nl . WI I I'l7:
F'F7~1AA d~ F ~MALI-'
NUMBER $ : NUMBER
'RYI'AI,
? Al A,
:YEAR: NUMBER
:1 IFES ION/U,
:1982: 6T, -
too
7/
:1987: /D'D
All IN 1 STRAY i VE
:1982: qZ1
: 4 . /00
:1987: ~gO
:Ttrx]W1CAL
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:1987: (00
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:1982: 7
:1987:
:OTHER [
:1982: 10
/i3
:1987: (00 13
'PUTAL WH I'1'E WLlJ\R
1982: It`ll I, l.. 7
. 16"11' ? x+3'3
. 11oL - ? 737
~{ t O .
:'DOTAL BLUE COLLAR 13 o C)
0 13 q I,2 4,Cd
:1982:
22.6 t s S 2 t o v c-
I9 1 2 3 I !i 2,3 I1.S~ Z
:1987: co l40,2 . ,9 2 1 l 1 3 ~ ? .I
'1982 : 1555 ro R b 1 12q $ f3 , J,z
3 .
12 C6
7,9
198 2 100% '7 2 f 12- = x b 168 100
,~1y87: IDO% _
17
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? L'/\l'll'll I:;IJWI)i?:It Al ,/1tKAN Nn'I'lVl;
BLJACK L.-, PAN I~: MAI,h L'1]~1Al.F;
FEMALE MAU, FFINAI,E MALE E'LMAI~f
F:R $ : NUMBF.'R
MALE $
NUMBER $ :NUMBER % NUMl;EI2 $ NUMB
$ :NUMBER % :NUMBER % :NUMBER %
/S
S
2
c',7
2.
3
7-
I
I
111 17
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.2
2
0
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FEDERAL AFFIRMATIVE
EMPLOYMENT PROGRAM
MULTI -YEAR
PLAN
FY 1988 - FY 1992
U.S.A. INTELLIGENCE AND SECURITY COMMAND
ARLiNG T ON HALL STATION
ARLINGTON, VA 22212 - 5000
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
MULTI-YEAR AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
----------
* POLICY STATEMENT- * STATEMENT-OF ADEQUATE
* DELEGATION OF AUTHORITY MONITORING/EVALUATION SYSTEM
* ORGANIZATIONAL CHART * PROGRAM ANALYSIS
*CERTIFICATION OF * PROBLEM/BARRIER IDENTIFICATION
QUALIFICATIONS * REPORT OF OBJECTIVES AND
* PLAN FOR THE PREVENTION ACTION ITEMS
OF SEXUAL HARASSMENT
US ARMY INTELLIGENCE AND SECURITY COMMAND
NAME OF ORGANIZATION
ARLINGTON HALL STATION, ARLINGTON, VIRGINIA 22212-5000
ADDRESS OF ORGANIZATION
ORGANIZATIONAL LEVEL: AGENCY MOC REGION
COMMAND XX INSTALLATION HEADQUARTERS
NUMBER OF EMPLOYEES COVERED BY PLAN: TOTAL 1802
PROFESSIONAL 69 ADMINISTRATIVE 1029 TECHNICAL 141
CLERICAL 453 OTHER 24 BLUE COLLAR 86
MAE M. WATSON [phone]
NAME OF CONTACT PERSON/PERSON PREPARING FORM' TELEPHONE NO.
BRADY C. JONES, EQUAL EMPLOYMENT OPPORTUNITY OFFICER
NAME AND TITLE OF PRINCIPAL EEO OFFICIAL
MAR 3 0 !238
SIGNATURgFOF/ tINCIPAL EEO OFFICIAL DATE
CERTIFIES T T THIS PLAN IS IN COMPLIANCE WITH EEO-MD-714.
HARRY E. SOYSTER, MAJOR GENERAL, USA, COMMANDING
NAME AND TIT OF HEADA,F' ORGANIZATION
0 6 APR iJiid
SIGNATUTtE' OF/1EAD OF OGANIZA'T ION OR DESIGNATED OFFICIAL
CERTIFIES T THIS PLAN IS IN COMPLIANCE WITH EEO-MD-714.
EEOC FORM 566 (8/87)
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Introduction
Policy Statement
Delegation of Authority
Organizational Chart
Certification of Qualifications
Policy Letter - Prevention of Sexual Harassment
Plan for Prevention of Sexual Harassment
Statement of Monitoring and Evaluation
Development of Plan
Program Analysis, Barrier Identification and Report
of Objectives and Action Items for each Program
Element
I.
Organization and Resources
14 - 18
II.
Work Force
19-25
III.
Discrimination Complaints
26
IV.
Recruitment and Hiring
27 - 30
V.
Employee Development
31 - 34
VI.
Promotions
35 - 38
VII.
Separations and Reassignments
39 - 42
VIII.
Program Evaluation
43 - 46
APPENDIX
List of Definitions
CLF vs INSCOM Work Force
Professional Work Force Profile
Administrative Work Force Profile
BCOE Placements Profile
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It is the policy of the United States Army Intelligence and Security
Command to take affirmative action to overcome the affects of past and
present discriminatory practices, policies, or other barriers to equal
employment opportunity. The affirmative actions contain in this plan are
designed to achieve a work force representative of the appropriate
civilian labor force. USAINSCOM is committed to achievement of
affirmative employment for all. Therefore, commanders, managers, and
supervisors at all levels assure the implementation of the policies,
goals and objectives contained herein.
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DEPARTMENT OF THE ARMY
UNITED STATES ARMY INTELLIGENCE AND SECURITY COMMAND
ARLINGTON HALL STATION
ARLINGTON, VIRGINIA 22212
REPLY TO
ATTENTION OF
0 6 APR 1988
MEMORANDUM FOR: ALL MEMBERS '':F THE USA INTELLIGENCE AND SECURITY COMMAND
SUBJECT: INSCOM Letter 88-2, Commander's Policy Statement on Equal
Employment Opportunity
1. The USA Intelligence and Security Command (USAINSCOM) is fully committed
to equal employment opportunity and the implementation of a strong affirmative
employment program without regard to race, sex, religion, color, national
origin, age, handicap, and provides for an environment free of sexual
harassment. It is the policy of this command to provide equal opportunity in
employment for all employees and applicants and to prohibit discrimination in
all aspects of personnel policies, program practices and working conditions.
2. As evidence of my commitment to affirmative employment, I have made equal
employment opportunity a critical element in our managerial performance
appraisal system which requires each manager and supervisor to dedicate
themselves to the policy of meeting delegated responsibility in a manner that
yields results. If all levels of supervision undertake the responsibility of
affirmative employment with the same leadership and commitment as other
organizational responsibilities, the result will be a system of equal
opportunity as required by law.
evident, you will be advised of corrective actions.
3. I expect full cooperation from each manager and supervisor in meeting the
objectives of USAINSCOM EEO program. Periodic evaluations will be made to
measure program accomplishments, and where imbalances or lack of progress are
E. SOYSTER
Maj6Y General, USA
Commanding
iii
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
D E L E G A T I O N O F A U T H O R I T Y
(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)
1. The Commanding General has ultimate responsibility for all equal
employment opportunity programs within USA Intelligence and Security
Command. The Commanding General is responsible for the following:
a. Ensuring compliance with affirmative employment program
instructions issued by the Equal Employment Opportunity Commission and
Department of the Army.
b. Establishing command objectives; consolidating and submitting
multi-year affirmative employment program plans; providing current
guidance for the development of program plans to subordinate activities;
developing a system for evaluation of program effectiveness, and
preparing annual accomplishment reports and updates.
c. Ensuring that all managers and supervisors are held accountable for
the achievement of affirmative employment objectives and the fulfillment
of equal employment opportunity requirements
d. Providing for sufficient staff and resources to implement a
positive program that assures equal employment opportunity for all
employees and applicants.
2. The Command EEO Officer is the principal Staff Advisor on equal
employment opportunity (EEO) matters, and is responsible for:
a. Managing the Command EEO Program.
b. Directing development of the command's multi-year affirmative
employment plan, annual accomplishment reports, and affirmative
employment program guidance, policies, standards and procedures.
c. Ensuring adherence to equal employment opportunity and affirmative
employment program reporting instructions pursuant to current EEOC
directives and DA guidance.
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
D E L E G A T I O N O F A U T H O R I T Y
(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)
d. Ensuring continuous monitoring and evaluation of equal employment
opportunity and affirmative employment programs throughout the command to
assure implementation of program objectives.
e. Ensuring that all persons with equal employment opportunity and
affirmative employment program responsibilities are knowledgeable and
adequately trained.
f. Ensuring that equal employment opportunity objectives are designed
to remedy identified problem areas.
g. Ensuring that EEO achievements are reflected by a separate factor
in merit pay and performance evaluations of all managers and supervisors.
h. Directing the special emphasis programs (FWP/HEP/BEP) for women,
Hispanic, and Black employees.
i. Providing leadership, guidance, and program oversight for all
subordinate and serviced commands/activities.
j. Ensuring that host/tenant service agreements are current and
provide appropriate EEO assistance and consultation for INSCOM employees.
k. Compiling, and evaluating data and preparing reports for internal
and external requirements, including EEOC, DA, and other Federal agencies.
3. Subordinate Commanders are responsible for executing EEO policy and
monitoring the effectiveness of EEO Programs within their command or
activity.
4. Subordinate command/activity EEO Officers are responsible for the
following:
a. Administering the EEO Programs, including directing the Federal
Women's Program (FWP), Hispanic Employment Program (HEP) and Black
Employment Program (BEP).
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
D E L E G A T I O N O F A U T H O R I T Y
(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)
b. Providing staff leadership in developing and implementing an
Affirmative Employment Program (AEP) Plan that addresses their
command/activity EEO goals and contributes to equal employment
opportunity for minorities and women in the work force.
c. Preparing the command/activity annual AEP Plan accomplishment
report. This report will be submitted to the Command EEO Officer
annually for review, and will be suspensed (announced in advance) to this
Headquarters, ATTN: IAPER-EEO, in sufficient time to allow for
consolidation and submission to DA.
d. Reviewing applicant flow data, analyzing hiring. opportunities
relevant to meeting command/activity EEO goals, and providing a quarterly
report to this Headquarters, ATTN: IAPER-EEO, NLT 15 calendar days after
end of each quarter.
e. Providing assistance to managers and supervisors in developing
annual EEO and AEP goals and objectives for their organization.
f. Participating with CPO in developing a recruitment plan which
focuses on recruiting manifest imbalanced EEO groups, and assist in
recruitment.
g. Establishing a point of contact for community organizations,
exchanging information on conditions affecting equal employment
opportunity in the labor market, and analyzing the effect on
employability and opportunities.
h. Ensuring that EEO achievements are reflected by a separate factor
in merit pay and performance evaluations of all managers and supervisors.
i. Ensuring that. all persons with equal employment opportunity and
affirmative employment program responsibilities are knowledgeable and
adequately trained.
j. Accepting, processing, and analyzing complaints of discrimination,
taking positive action to facilitate informal resolution throughout the
process.
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
D E L E G A T I O N O F A U T H O R I T Y
(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)
5,. The Command Civilian Personnel Division is responsible for:
a. Developing and implementing personnel management policies,
procedures, and selection requirements and criteria consistent with total
equal employment opportunity policy and action objectives.
b. Providing management and the Command EEO officer relevant
information on personnel management policy which potentially impacts on
EEO programs.
c. Implementing practices and procedures to support equal employment
opportunity objectives (e.g., in career programs or comprehensive EEO
training programs).
d. Coordinating personnel management policies, programs, and
procedures with the Command Equal Employment Opportunity Office to
facilitate mutual staff cooperation and coordinated action.
e. Assuring that the principles of affirmative employment and equal
opportunity, i.e., prohibited practices and uniform guidelines, are
routinely integrated into command personnel management activities so as
to avoid adverse EEO impact.
6. The subordinate command/activity Civilian Personnel Officers are
responsible for:
a. Providing guidance and support on EEO related program areas, i.e.,
training, employee counseling, employee utilization, participating in EEO
programs, and providing personnel program data and statistics.
b. Providing leadership in the development of the Federal Equal
Opportunity Recruitment Program (FEORP) Plan.
c. Implementing and managing Special Employment Programs so as to
further the EEO goals and objectives of the command, i.e., Handicapped
and Veteran Programs.
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
D E L E G A T I O N O F A U T H O R I T Y
(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)
d., Collecting applicant flow data and providing this information
quarterly to the subordinate command/activity EEO Officer for review and
analysis of hiring opportunities and impact on goal achievement.
e. Participating with managers, supervisors, and EEO officer in the
development and implementation of position actions, job restructuring,
and affirmative staffing of positions.
f. Conducting recruitment activities that ensure minorities and women
are recruited for manifest imbalanced EEO groups.
6. Managers and supervisors are responsible for:
a. Participating with CPO and EEO Officers in identifying women and
minority manifest imbalances within their organization, and assisting in
developing strategies for overcoming barriers to their employment.-
b. Being aware of the manifest imbalance categories of minority and
women within their respective organizations, and making affirmative
employment a consideration in making selections.
c. Conducting periodic self-audits of applicant flow, hiring,
promotion, training, adverse actions and practices for possible patterns
of discrimination.
d. Maintaining a productive work environment through periodic
assessment of behaviors and actions within their area of supervision to
avoid negative impact, i.e., discrimination, sexual harassment, sex role
static, etc. on the workplace. Ensuring that all employees are aware of
appropriate standards of conduct and identifying limits of acceptable
behavior when necessary. Supervisors should take immediate steps to stop
actions or behaviors that have a negative EEO impact upon the work
enviornment, whether the effect is upon a group or an individual.
e. Briefing all employees (new employees should be provided an EEO
orientation) concerning the organizational EEO program and Affirmative
Employment Program Plan goals and objectives regularly (at least
quarterly).
EEOC FORM 566 (8/87)
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AGENCIES SHALL SUBMIT AN ORGANIZATIONAL CHART OF THEIR AGENCY
AND INCLUDE A LIST OF COMMANDS, MAJOR OPERATING COMPONENTS,
REGIONAL OFFICES, AND INSTALLATIONS.
The attached organization chart shows how the command is organized and
gives the number of civilian employees in each staff element and subordinate
commands.
EEOC FORM 566 (8/87)
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ntAUUUAnItna
UNITED STATES' ARMY
INTELLIGENCE AND SECURITY COMMAND
ARLINGTON HALL STATION, ARLINGTON, VIRGINIA 2 2 2 1 2-5000
INSPECTOR
GENERAL
COMMANDING
GENERAL
STAFF JUDGE
ADVOCATE
COMMAND SECURITY
OFFICE
USA FIELD STA
SINOP
CONTRACT SUPPORT
ACTIVITY
DEPUTY
CHIEF OF STAFF
RESOURCE MANAGEMENT
80
USA
CENTRAL SECURITY FAC
DEPUTY
CHIEF OF STAFF
PERSONNEL
USA
FOREIGN CI ACTIVITY
OFFICE OF
PUBLIC AFFAIRS
DEPUTY
CHIEF OF STAFF
FORCE INTERGRATION
36
LISA SPECIAL SECURITY
GROUP
USA OPERATIONAL
GROUP
USA
FIELD SUPPORT CENTER
USA
RUSSIAN INSTITUTE
COMMAND
CHAPLAIN
USAG,
ARLINGTON HALL
STATION
DEPUTY
CHIEF OF STAFF
OPERATIONS
DEPUTY
CHIEF OF STAFF
LOGISTICS
USA FIELD STA
BERLIN
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
CERTIFICATION OF QUALIFICATIONS OF EEO OFFICIALS
I CERTIFY THAT THE QUALIFICATIONS OF ALL STAFF OFFICIALS,
FULL-TIME OR PART-TIME, RESPONSIBLE FOR THE ADMINISTRATION
OF THE EQUAL EMPLOYMENT OPPORTUNITY PROGRAM AND AFFIRMATIVE
EMPLOYMENT PROGRAM HAVE BEEN REVIEWED BY COMPETENT AUTHORITY
AND MEET THE QUALIFICATION STANDARDS IN THE HANDBOOK X-118.
EJ
EEOC FORM 566 (8/87)
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DEPARTMENT OF THE ARMY
UNITED STATES ARMY INTELLIGENCE AND SECURITY COMMAND
ARLINGTON HALL STATION
ARLINGTON. VIRGINIA 22212
QEPLY TO
ATTENTION OF
IAPER-EE
13 N O V qpg
SUBJECT: INSCOM Letter #86-17: Prevention of Sexual Harassment in the
. Work Place
1. I reaffirm the Intelligence and Security Command policy regarding sexual
harassment and endorse Department of the Army training in the prevention of
sexual harassment. Sexual harassment is unacceptable conduct in the work
place and will not be condoned. Allegations of such conduct will be treated
as serious and dealt with swiftly and fairly.
2. Specifically, sexual harassment is defined as (1) influencing, offering
to influence or threatening the career, pay, or job of another person, woman
or man, in exchange for sexual favors; (2) deliberate or repeated offensive
comments, gestures, or physical contact of a sexual nature in a work or duty
related environment. Sexual harassment is a form of misconduct which
debilitates morale. Therefore, we must ensure that our work environment is
free from unsolicited and unwelcomed sexual overtures. The Intelligence and
Security Command is totally committed to a policy that requires respect for
human dignity of all personnel.
3. Every member of INSCOM, military and civilian, is expected to refrain from
sexual harassment. We cannot afford to have the mission or productivity of our
workforce adversely affected by charges of sexual harassment.
4. I am confident that you will cooperate by observing the spirit and intent
of this policy.
E. -SOYSTER
Majb} General, USA
Commanding
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USAINSCOM PREVENTION OF SEXUAL HARASSMENT PLAN
1. Specific steps will be taken by
USAINSCOM to assure that supervisors,
managers, and employees recognize and
prevent sexual harassment in the work
force and assure that the existing
complaint system deals sensitively
with sexual harassment.
la. The Commander's policy statement
will be reiterated and a clear defini-
tion of sexual harassment and its legal
implications and provide avenues of
redress for civilian and military
personnel.
lb. Examine sexual harassment issues as
they relate to working relationships
within the organization and assure
that management takes steps to
alleviate existing or potential
problems.
lc. Develop immediate and long range
preventive solutions to deal with the
issue and disseminate throughout the
the Command for action.
ld. Publish news articles that create
awareness of sexual harassment
at all levels. Conduct seminars
and workshops to assure the problems
are recognized and dealt with in the
most expeditious manner.
le. The subject will be addressed at the
Command level staff meeting, other top
management forums, and at the new
Commanders briefing.
Each change of
command
On-going
Annually
Quarterly
On-going
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2. Assure that all managers and supervisors 2a. Provide Course Managers training, On-going
are informed of their responsibilities assure that each installation has
for prevention in the work place and that adequate trainers to update and
field activities receive the required continue POSH training for new managers
DA POSH training. and supervisors.
2b. Field activities will provide a training Annually
plan to Headquarters USAINSCOM, ATTN:
IAPER-EEO annually. In those instances
where a Servicing Agency provides the
training, the EE/EEO/FWPM will inform
this office of the status of POSH training.
3. Provide employee POSH training to 3a. Field activities will submit a plan
assure that employees understand annually to the USAINSCOM EEO office.
the definition of sexual harassment Those activites which are serviced
as well as their rights and by another MACOM will report the
responsibilities. number of employees trained quarterly.
3b. Information to inform and update
employees on the complaint system
and the laws and regulations to include
the UMCJ and AR 600-50, Standards of
Conduct will be routinely
distributed to all personnel, military
and civilian.
4. Assure that Subordinate Command
POSH policy statements are
made current, circulated and displayed
on bulletin boards along with the
DOD, DA, and OPM policies in each
USAINSCOM installation.
Annually
On-going
4a. Policy statements will be updated and Each change of
submitted to USAINSCOM EEO each
change of command.
4b. This Headquarters office will assure On-going
that all USAINSCOM employees and
and subordinate commands receive
a current copy of the Commander's, DA and
EEOC policy statements and regulations.
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S. Special studies will be conducted
annually and the results as well as
recomendations will be presented
to the Commander, EEOO, and key
staff (to include each of the
subordinate commands).
6. New initiatives and informational
materials will be developed to
inform, curtail and prevent,
harassment in the work place.
5a. Subordinate commands will report
to USAINSCOM FWPM any incidents
or situation which might lead to
a complaint.
Sb. Annually, each installation will
submit a report which addresses
problems as well as short and long,
range solutions to prevent harassment
in the work place.
Subordinate commands will submit
all materials and intiatives developed
for prevention to the Command FWPM
for the purpose of sharing.
On-going
Annually
(Jan of each year)
On-going
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
STATEMENT OF ADEQUATE MONITORING/EVALUATION SYSTEM
Within the first quarter of each fiscal year, an internal evaluation will
be conducted by the Command EEO Office assessing accomplishments made
during the previous fiscal year in equal employment opportunity and
affirmative employment. The Chief of Staff will have overall
responsibility for conducting the review, utilizing Civilian Personnel
and EEO staff as members of the review team. In addition to covering the
topics and data required for reporting annually to the Equal Employment
Opportunity Commission and Headquarters, Department of Army, as set forth
in the Management Directive, the review system will consist of the
following.
a. An automated information system will provide data annually showing
the representation of minorities and women in each PATCO category as of
the end of the fiscal year.
b. An evaluation report which summarizes in narrative form the trends
reflected in the data, any apparent reasons for gains or losses, and
recommendations for addressing problems of manifest imbalance.
c. An assessment will be made of the extent to which identified
barriers to representative employment are relevant and within control of
the command. The effectiveness of innovative staffing techniques and
revisions to command selection procedures, as they relate to such
barriers; will also be addressed.
d. An assessment will be made of the effectiveness of joint planning
for affirmative employment on the part of the civilian personnel staff,
budget staff, and other management staff.
e. The subordinate (servicing) EEO Officers review of proposed
selections for positions where there is a manifest imbalance, and
discussion with the selecting officials, Civilian Personnel staff and
other management officials when there is apparent failure to give full
consideration to affirmative employment objectives. The evaluation
report will address the effectiveness and value of this procedure.
f. The results of the review will be reported along with a plan of
action to the Commanding General, Equal Employment Opportunity Commission
and Headquarters, Department of Army.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
I. ORGANIZATION AND RESOURCES
1. US Army Intelligence and Security Command's Equal Opportunity Program
is a division function within the Office of the Deputy Chief of Staff for
Personnel management structure. The Office-of Equal Employment
Opportunity is located at the headquarters, 'and provides centralized
leadership, coordination, monitoring and evaluation of command-wide-EEO
program activities. The Office of Equal Employment Opportunity
establishes technical and administrative policies in.EEO, sets
requirements and standards for implementation-by managers, supervisors
and EEO officers at the subordinate activity level.
2. The Staff Equal Employment Opportunity Office reports directly to the
Deputy Chief of Staff for Personnel. The Office of Equal Employment
Opportunity with'a staff of four full'time employees, advises and assists
senior management officials, and EEO officials at subordinate commands in
establishing, maintaining and conducting programs to promote equal
opportunity for employees and applicants for employment within the
command.
3. The Command EEO Officer, as well as subordinate EEO officers,
participate in staff meetings and planning sessions where significant
management issues, staffing plans and other management problems are
discussed. They also assist managers and supervisors in resolving
problems which impact upon equal opportunity progress.
4. The Command's total work force in permanent positions includes 1802
employees as of 30 September 1987. Each subordinate activity has either
.a full-time or part-time EEO Officer and support staff based on the needs
and size of their serviced area.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
I. ORGANIZATION AND RESOURCES - PAGE 2
5. The Command Equal Employment Opportunity Office has three major staff
functions, Special Emphasis Programs, Affirmative Employment Program and
Discrimination Complaints. The subordinate EEO Officers coordinate and
supervise all operating program-functions i.e.,.the Federal Women's
Program, Hispanic Employment Program, Affirmative Employment Program,
Black Employment Program and processing complaints of discrimination, to
include EEO counseling activities.
6. Staff employees have received- sufficient training in their areas of
responsibility. Surveys of the training needs of EEO staff are conducted
annually by the*USA Garrison, Civilian Personnel Office. During the past
fiscal year, employees attended national conferences and meetings
pertaining to women and minorities issues.
7. The command's incentive awards system includes an element which rates
manager's support of the command's affirmative employment efforts and
support in equal employment opportunity. Incentive awards are given to
those managers whose overall performance is above average.
8. The Command EEO Office maintains control of its own operating
budget. Funds are provided for EEO staff training, special emphasis
program travel expenses, and program development. An analysis of the
operating budget reveals past budgets have been sufficient to meet the
needs of the office. However, current budget constraints, and those
expected in the near future, may well impact on program implementation.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROBLEM/BARRIER IDENTIFICATION
PROVIDE A NARRATIVE DESCRIBING THE PROBLEMS/BARRIERS
IDENTIFIED:
I. ORGANIZATION AND RESOURCES
Our analysis revealed the following problems:
? The collateral duty Federal Women's Program Manager and Hispanic
Program Manager's positions in,US Army Garrison, Arlington Hall
Station have been vacant for the past year, resulting in no
operating program activities for the Headquarters in.these areas.
? There has been a problem in recruiting and maintaining a sufficient
number of EEO counselors to provide counseling service to the
Headquarters and serviced activities.
EEOC FORM 566 (8/87)
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 ? Declassified and Approved For Release 2012/10/18: CIA-RDP90-00530R000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT:
I. ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT:
There are insufficient EEO counselors to provide counseling service.
to Headquarters employees and subordinate activities.
OBJECTIVE:
To recruit, train and retain EEO counselors.
RESPONSIBLE OFFICIAL: EEO Officers for USAG AHS and USA FSC.
TARGET DATE : 30 June 1988
Foward a letter to staff heads
and serviced activities,
requesting names of nominees
to be submitted to serve as
EEO counselors.
Review list of eligibles for
qualifications.
Interview and make selection.
Encourage employees to participate
in the EEO program .
Assure each EEO Counselor receive
required OPM Training
Provide in-service training for
EEO Counselors.
Provide information regarding
procedures, laws, regulations,
etc., on a regular basis.
EEOC FORM 566 (8/87)
RESPONSIBLE
OFFICIAL
EEOO, USAG AHS
EEOO, USA FSC
EEOO, USAG AHS
EEOO, USA FSC
EEOO, USAG AHS
EE00, USA FSC
Supervisors
and Managers
EEOO, USAG AHS
EEOO, USA FSC
EEOO, USAG AHS
EEOO, USA FSC
EEOO, USA AHS
EEOO, USA FSC
TARGET DATE
On-going
On-going
15 Jun 88
(On-going)
On-going
On-going
On-going
Declassified and Approved For Release 2012/10/18: CIA-RDP90-00530R000601400001-5
 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: I. ORGANIZATION AND RESOURCES
PROBLEM/BARRIER STATEMENT:
Special Emphasis Program Manager's positions have been vacant for the
past year resulting in no program activities in these areas for the
Headquarters.
OBJECTIVE:
To assure positions are filled and programs implemented.
RESPONSIBLE OFFICIAL: EEOO, USAG AHS, CMD EEO
TARGET DATE : 30 Jun 1988
RESPONSIBLE
OFFICIAL
Forward a letter to staff heads
requesting names of nominees to
be submitted to serve as FWPM
and HEPM (collateral duty).
Review list of eligibles
for qualification.
Interview and make selections.
Require EEO Officers to submit
a plan of action for staffing
and implementing those programs.
EEOC FORM 566 (8/87)
EEOO, USAG AHS
EEOO, USAG AHS,
EEOO, USAG AH$
On-going
On-going
4th Qtr 88
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 ? Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
An analysis of USAINSCOM's work force was conducted by PATCO and grade
groupings for fiscal year 1987, using national CLF data for comparisons.
Wage Grade (Blue Collar) positions were not included, their profile are
not large enough within INSCOM.for goal planning purposes. An analysis
was also conducted for major occupational series with forty or more
employees.
PATCO ANALYSIS
The analysis revealed that there are manifest imbalances in the following
PATCO categories:
*PROFESSIONAL - Hispanic males
White females
Black females
*ADMINISTRATIVE - Hispanic males. and females
White females
TECHNICAL - Hispanic males and females
CLERICAL - Hispanic males and females
*NOTE: See charts on pages A-3 - A-4.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANA ISIS
The analysis revealed manifest imbalances in the following grade
groupings and series with forty of more employees:
PROFESSIONAL - GS 9 - 12
Hispanic males
ADMINISTRATIVE - GS 5-7
Hispanic females
GS 9 - 12
Black males
White, Black, Hispanic females
GM/GS 13 - 15
Black males
All females
Series
Intelligence, Series 132
Computer Specialist, Series 334
Budg~c Analysis, Series 560
TECHNICAL - GS 5 - 8
Hispanic males and females
CLERICAL - GS 1 - 8
Hispanic males and females
Series
Intelligence Aid and Clerk, Series 134
Secretary, Series 318
Clerk-Typist, Series 322
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROBLEM/BARRIER IDENTIFICATION
PROVIDE A NARRATIVE DESCRIBING THE PROBLEMS/BARRIERS
IDENTIFIED:
II. WORK FORCE
Based on our analysis of work force data, we found a conspicuous absence
of Hispanics (males and females) in all PATCO categories and at all grade
levels. There is a conspicuous absence of women and minorities in
mid-level positions (GS-9-12 and Senior Level positions (GS/GM 13-15).
Numerical objectives have been established for EEO groups for which there
are manifest imbalances.
EEOC FORM 566 (8/87)
21
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT : I I. WORK FORCE
PROBLEM/BARRIER STATEMENT:
There is a conspicuous absence of some EEO group members in major
occupations as indicated below.
OBJECTIVE:
To increase the representation in the identified EEO groups.
RESPONSIBLE OFFICIAL: Career Program Managers, Managers and Supervisors
TARGET DATE : 30 Sep 1988, 1989, 1990, 1991, 1992
RESPONSIBLE
OFFICIAL
TARGET DATE
INTELLIGENCE (132)
Increase the representation
in the following groups by a
total of 23 % over the next
five years.
White Females (17%)
Black Males (2%)
Black Females (3%)
Hispanic Females (1%)
COMPUTER SPECIALIST (334)
Increase the representation
in the following groups by
a total of 5% over the next
five years.
White females by 2%
Hispanic males by 2%
Hispanic females by 1%
EEOC FORM 566 (8/87)
22
CPM, Manager
Supervisors
9/30
Annually
CPM, Manager$ 9/30
Supervisors) Annually
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 ? Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION ITEMS
________________==============================_====_========_======
PROGRAM ELEMENT: II. WORK FORCE - PAGE 2
PROBLEM/BARRIER STATEMENT:
RESPONSIBLE OFFICIAL:
TARGET DATE:
RESPONSIBLE
OFFICIAL
BUDGET ANALYSIS
Increase the representation
in the following groups by a
total of 7% over the next
five years.
Black males by 3%
Hispanic males by 3%
Hispanic females by 1%
INTELLIGENCE CLERK (134)
Increase the representation
of Hispanics (males and
females) by 2% over the
next five years.
SECRETARY (318) and CLERK
TYPIST (322)
Increase the representation
of Hispanics by 4% over the
next five years.
Males by 1%
Females by 3%
EEOC FORM 566 (8/87)
CPM, Managers
Supervisors
Managers and
Supervisors
Managers and
Supervisors
9/30
Annually
9/30
Annually
9/30
Annually
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
DISTRIBUTION OF, EEO GROHJPS AND COMPARISON BY' PAT CO
= As of 30 Sep 87
OCCUPATIONAL
CATEGORY
AND SES
I I
TOTALI WHITE I
I I
ALL I MALE IFEMALEI MALE
%
INSCOM
PROFESSIONAL
100
CIVILIAN
LABOR FORCE
100
INSCOM
-
ADMINISTRATIVE
100
CIVILIAN
LABOR. FORCE
100
INSC.OM
TECHNICAL
100
CIVILIAN
LABOR FORCE
100
- 1,
INSCOM
CLERICAL
100
CIVILIAN
LABOR FORCE
100
INSCOM
OTHER
1
100
CIVILIAN
LABOR FORCE
100
100
CIVILIAN
LABOR FORCE
100
I % I %
I I
I I
165.6 I 21.7 4. 3
I I I
I I
160.6 26.8 .2.3
I
I I I
163.3 1 20.7 1
i
I I
1 60.4 I 26.6' 1. 3.6
I I I
I I .1
1 18.4 1 49.6
BLACK
MALE (FEMALE
IFEMALEI
I 8
.1-1
8
1.4 0 1 1.4
1-1--1
I
2.2 11.1
-1-1
I
1 2.0 .6
2.8
(ASIAN AMERICAN/ (AMERICAN INDIAN
IPACIFIC ISLANDERIALASKAN NATIVE
MALE
8
FEMALE
S
MALE (FEMALE
e 8
7 1 n I i s 1 9 1 . n
1 2.7 1 2.4 1.2 1 .9
.2 .3
5.7 1 61.3. 1 6.0 121.6 1 .4, 1 2.0 I 1.1 I 1.5 I 0 I 4
I I I I I I
1 21 .7 1 57.3 I 2.8 9.3 1 1.8 1 4.2 1 .7 1 1.5 1 .1 .4
- I I - I I
150.0 1 0 1 38.0 8.0 1 4.0 0 1 0 1 0 0 0
I I I I I
I I I 1.
175.3 I 7.7 I 8.3 1.6 1 4.8 1-.7 I .7
I I I I I 1 I
1 44 , 0 1 34.0 1 6.0 1 9.0 . I'. 1.0 1 1.0 I 3.0
I I I I 1 I I
?I I
.1 .8 .1 ~.
I I I
1.0 .1 .2
1 47, 5 1 34.1 1 4.9 1 4.8 1 3.9 1 2.9 ,9 1 .8
I
.3 2
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
SERIES
NAME
CATEGORY
DISTRIBUTION OF EEO GROUPS-AND .COMPARISON BY GRADE GROUPS
As of 30 Sep 87
I I (ASIAN AMERICAN/ (AMERICAN INDIAN/
ITOTALI WHITE BLACK HISPANIC (PACIFIC ISLANDERIALASKAN NATIVE
ALL I MALE (FEMALE) MALE (FEMALE( MALE (FEMALE( MALE I FEMALE MALE I FEMALE
% I % I% % 8 I 8 % I %
I I I I I I I I I
i I I I I I I ~
IGS- 9-12 1 INSCOM CIVILIAN
IPRO.FESSIONA4 LABOR
FORCE
GS-13-15 INSCOM
I ' CIVILIAN
PROFESSIONAL, LABOR
r FORCE
I'I
GS- 9-12. INSCOM
IADMINISTRATIV?
IGS- -15
100 1 58.5 131.7 1 4.9 1 2.4 1 0 2.4 0 I 0 I 0 I 0
I .. I I I I
100 1 60.6 1' 26 , 8 j 2.3 2.7 2.2 1.1 2.5 1.1 .2
I I I I I . 1 I I
I I I __i _T_I I I
I I I I I I I
100 1 77.8 J 7.4 1 3.7 I 0 0 I 0 11.1 I 0 I 0
I I I I I I I I
I I I I
126.8 1 2.3 1 2.8 2.2 1 1.1 2.5 1 1.1 1 ,,2
I I
CIVILIAN I
LABOR I 100 60.4
FORCE I
I
CIVILIAN I
LABOR I 100 160.4
FORCE I
ADMINISTRATIVE'
EEOC FOM 570 (8/87)
3.8 1 4.3 1 2.0 ;1 .9 5.4 1 1.1 1 .1 I 0
I I I I
3.6 1 3.1 I 2.8 1.3 1.1 .5 I ,3
I I I
2.5
1 i
I I
0 I 3.3 0 1 .4
-1-1 1
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
III. DISCRIMINATION COMPLAINTS
1. There were 27 complaints of discrimination filed during the past two
years, seventeen were informal and ten were formal. In Fiscal Year 1986 there
were seven complaints (two formal and five informal). During Fiscal Year 1987
the total complaints increased to twenty (eight formal and twelve informal),
thirteen more complaints than the previous year.
2. Sources of the complaints filed indicates. that nine complaints were from
employees assigned to subordinate commands, fourteen were from employees
assigned to the Headquarters, and four were from serviced activities. EEO
counseling efforts resulted in a 72 percent resolution' rate for FY 86, and a
60 percent resolution rate in FY 87. Although the resolution rate declined in
FY 87, informal resolutions over the two year span averaged 63 percent. ..
3. A review of the informal complaints reveals the basis as: Sex (8); Race
(5); Age (3); and Handicapped (1). The issues alleged were: Reprisal (3);
Disparate Treatment (12); Nonselection (2); Performance (4); Promotion (1);..
Training (3); Working Conditions (2) and; Sexual Harassment (1).
4. An analysis of all complaints filed over this two year period indicates:
A preponderance of complaints were based upon Sex (Female), and Race (Black),
with the most frequent issues being reprisal, training, performance
evaluations, and harassing working conditions. These complaints were raised
most frequently by employees assigned to the Headquarters as opposed to
subordinate commands/activities. The formal complaints resulted in nine
Agency Final Decisions, with a 100 percent "No finding of Discrimination"
after investigation, additionally three were withdrawn. Complainants ranged
from grade 13 and below, though employees from the lower grades (Grade 7 and
below) filed most frequently. There appears to be no particular pattern or
trend resulting from this analysis, and no specific barriers were identified.
EEOC FORM 566 (8/87)
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 ? Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
1. During FY 87, a total of 1,939 applicants were referred for selection
by the three INSCOM CPOs. From those referrals, 619 selections were made
of which 200 or 34% were women and minorities. Recruitment sources being
utilized at the present time are numerous and varied and tap candidates
from both within and outside the Federal sector. Vacancies are routinely
advertised in the Federal Career Opportunities publication which is the
most comprehensive and widely distributed federal vacancy listing. In
addition, Vacancy Announcements are sent to government departments and
agencies in the metropolitan D.C. area as well as minority and other
special interest groups. Maximum use is made of career programs,
including the use of courtesy referrals from other commands for
hard-to-fill and many other jobs. OPM certificates are used frequently
to fill mid-level positions requiring extensive technical skills which
are possessed by non-status, retired or former military members. The
fact that 27 percent of INSCOM's jobs are in the excepted service
provides additional flexibility to recruit and select non-status
applicants from a wide range of sources.
2. The Command is very active in the recruitment of minorities and women
for its entry level jobs and uses several programs to accomplish targeted
recruitment. *The college cooperative education program employed five
students of which four were minorities and women during FY 87. Three
students graduating from this program were converted to entry level
permanent jobs. Two of these three students were female minorities. The
schools from which coop students are recruited are historically black
colleges or ones with high minority enrollment. The Command also
utilizes high school coop students and employed 12 individuals in that
program last year, of which 10 were women and/or minorities. In FY 88,
we plan to activate a stay-in-school program by initially hiring against
three stay-in-school slots allocated by Department of Army headquarters.
*NOTE: See chart on page A-5.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
IV. RECRUITMENT AND HIRING - PAGE 2
3. Merit promotion procedures are regularly reviewed to ensure
compliance with equal employment opportunity principles and affirmative
action goals. All vacancy announcements advertised under merit promotion
procedures list the knowledges, skills and abilities (KSAs) necessary for
the performance of the particular position. These KSAs are reviewed by
servicing staffing specialists to ensure that they are job-related and
based on a thorough job analysis. Staffing Specialists further monitor
the selection process to ensure the equal treatment of applicants and
that selections are based on merit factors. Managers and supervisors are
trained in these and other personnel procedures on a quarterly basis so
that they are aware of their EEO responsibilities.
4. Positions are frequently downgraded or restructured to permit filling
at lower levels and development of on-the-job training programs. This
and the Upward Mobility Program have been successful vehicles for
affirmative action placement of women and minorities.
EEOC FORM 566 (8/87)
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 ? Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROBLEM/BARRIER IDENTIFICATION
..xox...xxoxx=~=M --x=xaoo- x=~xaxaxxx=xxx=_= ______.;xxoxx
PROVIDE A NARRATIVE DESCRIBING THE PROBLEMS/BARRIERS
IDENTIFIED:
IV. RECRUITMENT AND HIRING
Work force statistics show a conspicious absence of *Hispanics in the
workplace. In addition, Hispanics comprise only one percent of all
candidates being referred for consideration and selection for vacancies.
Suggested remedies include action items to increase the numbers of-.
Hispanics recruited and referred.
*NOTE: See chart on page A2.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN.
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: IV. RECRUITMENT AND HIRING
PROBLEM/BARRIER STATEMENT:
There is a conspicuous absence of Hispanics in the work force.
OBJECTIVE:
work force.
To increase the representation of Hispanics in the
RESPONSIBLE OFFICIAL: CPO AHS, CPD, CMD EEO
TARGET DATE : See below
Target recruitment for Stay-in-School
Program positions towards Hispanics.
Increase Hispanic enrollment in the
Baccalaureate Cooperative Education
Program.
Develop a list of Hispanic recruitment
sources and provide to CPOs.
Add Hispanic recruitment sources to
Vacancy Announcement Distribution
List.
EEOC FORM 566 (8/87)
RESPONSIBLE
OFFICIAL
CPO, AHS
TARGET DATE
4th Qtr, FY 88
2nd Qtr, FY 89
1st Qtr, FY 89
2nd Qtr, FY 89
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
V. EMPLOYEE DEVELOPMENT PROGRAMS
1. Each civilian personnel office maintains a daily log of all approved
training requests. Each training requirement is monitored until
completion of the course, at which time training course evaluation forms
are completed and returned to the personnel office by both the employee
and supervisor.
2. Each servicing CPO conducts an annual training needs survey to
determine civilian training requirements for the upcoming year. Each
course is subsequently evaluated to determine the validity and priority
of the training requirement. This administrative procedure is
accomplished on the local level as opposed to a command-wide initiative.
3. Career counseling is available to all employees in the local civilian
personnel offices and at the command level. In addition, employees in
career programs can obtain career guidance from their command career
program managers.
4. The command has a successful Upward Mobility (UPMO) Program which, as
of the end of FY 87, was comprised of eight participants. Seven of these
eight participants were women and one was a minority. Upward mobility
employees are enrolled in formal training programs comprised of both
on-the-job and classroom training. Two individuals, both women,
st essfully completed the UPMO program in FY 87 and were placed in
target"positions at the GS-7 and GS-9 levels.
5. In addition to the Upward Mobility Program, the Department of Army
Intern program, another formal training program, is heavily comprised of
women and minorities. Of the 26 Interns on board, 18 were women and nine
were minorities..
6. The command does emphasize participation by employees in outside
educational opportunities. We have a partial tuition/book assistance
program for courses which are more developmental in nature than
requirements to do today and tomorrow's projected jobs.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROBLEM/BARRIER IDENTIFICATION
PROVIDE A NARRATIVE DESCRIBING THE PROBLEMS/BARRIERS
IDENTIFIED.
V. EMPLOYEE DEVELOPMENT PROGRAMS
All training requests received by the Training and Career Development
Branch of the CPO are handled on an equal basis, i.e., without regard to
sex and minority status. The only criteria used by CPO to grant a
training request is job relatedness and availability of funds. There is
no system, however, for determining whether the same equity is applied at
the supervisory or the organizational level where training requests are
reviewed and approved/disapproved before being forwarded to the CPO.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: V. EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT:
There is no system for ensuring that training requests are handled fairly
at the organizational level.
OBJECTIVE:
Monitor the organizational process to ensure equitable handling of training
RE IBLE OFFICIAL: rnn Arse
SPONS
lA-u"V L1 unt r.: lst Qtr, FY 89
Develop and disseminate employee
questionnaire to collect informa-
tion on how training requests are
handled.
Establish a procedure to assure that
training requests are handled fairly
at the organization levels.
Monitor the procedures to assure
women and minorities are treated
equitably.
Report findings to the commander,
and management officials.
EEOC FORM 566 (8/87)
RESPONSIBLE
OFFICIAL
CPO, AHS
CPD
CPD, CMD EEO
CPD, CMD EEO
TARGET DATE
1st Qtr FY 89
1st Qtr FY 89
On-going
Annually
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT : V. EMPLOYEE DEVELOPMENT PROGRAMS
PROBLEM/BARRIER STATEMENT:
Lack of minorities and women participating in long term training and
developmental assignments which lead to qualifying experience for
ette j.
OBJECTIVE:
Increase participation of minorities and women in developmental
assignments and executive development.
RESPONSIBLE OFFICIAL: Supervisors, Managers, CPD and CMD EEO
TARGET DATE : 2nd Qtr 89
RESPONSIBLE
OFFICIAL
Develop in-house long range executive
developmental training programs or
assignments using supervisors and
managers to conduct the training.
Conduct seminars/workshops explaining
the qualification requirements for
certain career fields within INSCOM,
i.e. Intelligence, Computer, Budget,
etc.
Conduct a study to assess U.- reasons
for any differentials which may cause
low women and minority participation
in developmental programs.
Counsel employees to apply for
career development programs and
accept developmental assignments,
which lead to employment opportunities.
Increase the percentage of women and
minorities participating in develop-
mental assignments/training.
EEOC FORM 566 (8/87)
Supervisors,
Managers,
CPD and
CMD EEO
Supervisors,
Managers,
CPD, and
CMD EEO
Supervisors,
Managers
Supervisors,
Managers
2nd Qtr. 89
On-going
2nd QTR 89
On-going
On-going
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
VI PROMOTIONS
1. .Each subordinate installation/activity has Merit Promotion Plans
which outline their responsibilities for promotional practices that provide
equal opportunity for women and minorities. These plans also provide for
redress when discrimantory practices occur.
2. The work force data is continually reviewed (quarterly) to insure that
we identify current and projected staffing needs and are not creating
situations which do not provide for advancement opportunities. Each
employee is provided with career counseling and a training program to
enhance their promotability. The managers, supervisors and personnel staff
.have given full cooperation to the EEO efforts to overcome under-utilization
of employees and to provide career opportunities through various special
employment programs.
3. In FY 87 there was a total of 393 promotions: Professional 19;
Administrative 202; Technical 52; Clerical 114 and Other 6. Of the 129
competitive promotions, 51 (40%) were women and 36 (28%) were minorities.
There was a total of 269 noncompetitive promotions 157 (58%) were women and
59 (22%) were minorities.
4. Of the 19 Professional promotions, fogr were competitive and of those
four, one (25%) was a female. There were 15 noncompetitive promotions, of
which six (40%) were women (two Hispanics) and three minorities (20%).
Promotion data in this category indicates that most of the promotions are
career ladder and there is a conspicuous absence of Hispanics and females at
the GS/GM'13-15 level. In the GS 9-12 grades, Hispanic males have the
greatest manifest imbalance. However, no minorities were promoted
competitively.
5. In the Administrative category, there was a total of 202 promotions and
of these 55 (27%) were competitive and 147 (72%) noncompetitive. Of the 55
competitive promotions 11 (20%) were minorities and 35 (64%) were women.
The noncompetitive promotions included 31 (21%) minorities and 59 (40%)
women. Overall in this category 90 (45%) of the promotions were women and
42 (21%) were minorities. However, there is manifest imbalance of Hispanic
females in GS 5-13, and Black males and females in GS/GM 9-15.
EEOC FORM 566 (8/87)
35
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSTS
VIo PROMOTIONS - PAGE 2
6. There was a total of 52 promotions in the Technical category; of these
14 (27%) were competitive and 38 (73%) were noncompetitive. Of the 14
competitive promotions, 11 (78%) were women and 5 (36%) were minorities.
Women dominated the 38 noncompetitive promotions, with a total of 32 (84%)
of the selections; and 11 (29%) of the selections were minorities. In this
category the promotion rate for women and minorities overall.was excellent.
However, the conspicuous absence of Hispanics at all levels is apparent.
7. The analysis indicated manifest imbalance of women and minorities in th~
following categories with forty or more employees:
o ADMINISTRATIVE CATEGORY
Intelligence, Series 132
Computer Specialist, Series 334
Budget Analyst, Series 560
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROBLEM/BARRIER IDENTIFICATION
PROVIDE A NARRATIVE DESCRIBING THE PROBLEMS/BARRIERS
IDENTIFIED:
VI. PROMOTIONS
Based on our analysis of work force data, there is an adequate number of
minorities and women who qualify for promotions to GS-13 - 15 in the
Intelligence, Computer Specialist, and Budget Analysis career fields.
However, the selection rate for affected EEO groups are inadequate to over
come the manifest imbalance.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRAM ELEMENT: IV. PROMOTION
PROBLEM/BARRIER STATEMENT:
The selection of minorities and women for high level positions (GS 13 - 15)
is low.
OBJECTIVE:
To insure supervisors and managers are objective in their selections, thereby
increasing the number of romotions for affected EEO groups.
RESPONSIBLE OFFICIAL: Career Program Managers and Supervisors
TARGET DATE . 30 Sep 1988, 1989, 1990, 1991, 1992
RESPONSIBLE
OFFICIAL
Increase promotions of affected EEO
groups by a total of 10% in high level
positions (GS 13 - 15) over the next
five years.
White females by 5%
Blacks (male and female) by 3%
Hispanic females by 2%
Monitor promotions to insure that
selecting officials are objectively
considering women and minorities.
EEOC FORM 566 (8/87)
38
IC.areer Program
Managers,
and Supervisors
and EEO
30- Sep
Annually
Quarterly
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
VII. SEPARATIONS AND REASSIGNMENTS
1. A review of the separations for FY 87 indicated that there were 224
separations and of those 133 (59%) were women and 54 (24%) were
minorities. The review included the following: Voluntary; Involuntary;
Discharges and Suspensions.
2.- There were 191 Voluntary separations, 85% of the total separations;
113 (59%) of those were women and 44 (23%) were minorities. Minorities
and women dominated the separations within this category with 82% of the
separations.
3. There were 29 Involuntary separations, 69% of the total separations;
and 20 (69%) of that group were women. However, women who separated in
this category were only 9% of the total separations. There were 9 (31%)
minorities who separated involuntarily which represents 4% of the total
separations.
4. Involuntary separations were as follows: In the Professional
category, there were no separations; in Administration category, there
were a total of 7 (24%), of these 3 (10%) were women and only one (3%)
was minority; there were 2 (7%) separations in the Technical category, no
minorities and only 1 (3%) was a woman; the Clerical category had the
largest number of Involuntary separations 17 (58%) and of these 16 (94%)
were women and 6 (24%) of these were minorities; in the Other category,
there were 3 (10%) separations and2 (20%) were minorities.
5. There were four Discharges, and of those one woman in the Clerical
category was discharged and one minority was discharged. These
separations represent 2% of the total separations and 50% of those
discharged.
6. There were only three Suspensions which represented 1% of the total
separations and all (100%) were minorities in the Clerical category.
7. Thus, 83% of all the separations were either women or minorities with
most of the separations occuring voluntarily. However, women are
separating 45% more than minorities.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
VII. SEPARATIONS AND REASSIGNMENTS PAGE 2
8. There were a total of 499 reassignments, of these, 245 (49%) were
women and 100 (20%) were minorities. The. reassignments were as follows:
In the Professional category there were 19-reassignments of which 11
(58%) were women and 3 (16%) were minorities. The greatest number of
reasignments was in the Administrative group where there were 330 (66%)
reassignments and of that total, 103 (31%) were women and 55 (17%) were
minorities. Thus, almost one half (48%) of those reassigned were
minorities and women in the Administrative category. The total
reassignments in the Technical category were 36 (7%); 23 (63%) were women
and 15 (42%) were minorities. Of the total reassignments, there were 112
(23%) Clericals; 106 (95%) were Women, and 25 (19%) were minorities.
in the Other category, there were only two reassignments which were .4%
of the total reassignments and both were minorities.
9. Thus, it may be concluded that women and minorities make up more than
one half (69%) of the reassignments with women exceeding minorities by
29%. There were more reassignments in the Administrative and Clerical
categories, but the rate of reassignments for women exceeded minorities
in the Professional series by 41%, in the Technical series by 22% and in
the Other category, the two reassigned were women.
EEOC FORM 566 (8/87)
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 ? Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROBLEM/BARRIER IDENTIFICATION
PROVIDE A NARRATIVE DESCRIBING THE PROBLEMS/BARRIERS
IDENTIFIED:
Our analysis revealed that the rates of separations of EEO groups was
consistent with their representation in the work force. However, because
of a scheduled relocation of HQ INSCOM staff elements from Arlington Hall
Station, Arlington, VA to Fort Belvoir, VA for FY 89, approximately 128
USA Garrison employees are schedule to be separated under RIF procedures.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
REPORT OF OBJECTIVES AND ACTION ITEMS
PROGRA1; ELEMENT : VI L o SEPARATIONS AND REASSIGNMENTS
PROBLEM/BARRIER STATEMENT:
The impact of the pending RIF on EEO Groups.
OBJECTIVE:
To reduce adverse impact on affected EEO Groups.
RESPONSIBLE OFFICIAL:
TARGET DATE : Managers and Supervisors, CPD, C MD EEO
30 m 1988
RESPONSIBLE
OFFICIAL
Assist USAG CPO in identifying positions
to which RIF employee may be assigned
within HQ INSCOM staff elements.
Provide out-placement counseling
to employees who may be affected
by the RIF.
Assure that the impact on EEO Groups is
minimized.
Monitor the RIF procedures to insure
EEO Groups are not adversely affected.
Give affected employees priority
consideration for vacant jobs.
EEOC FORM 566 (8/87)
Manager and
Supervisors
CPD, C MD EEO
Managers,
Supervisors,
USAG CPO
30 Jun 88
(On-going)
On-going
On-going
On-going
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
VIII. PROGRAM-EVALUATION
1. The Command's Equal Employment Opportunity Officer has the responsibility
for implementing the USAINSCOM Affirmative Employment Program (AEP). The
Command EEO Office has four full time employees, and all have program
evaluation responsibilities. The office is provided a separate budget to
assure the administration of a results oriented program involved in every
aspect of the command's personnel management policies and practices.. All
assigned personnel are fully trained in EEO and merit system regulations
contained in'EEOC and OPM regulations. The Affirmative Employment Program
Plan (AEPP) is the primary instrument for implementing the AEP. The goals and
objectives contained therein are supported by the Command Federal Women's
Program (FWP), and Hispanic Employment Program (HEP) planning documents.
Subordinate commands are required to develop AEP, FWP, and HEP plans with
goals and objectives that are fully responsive to local needs and that also
supports the command goals and objectives. The command network of EEO, AEP,
FWP, and HEP planning documents provides the infrastructure for managing
(implementing, monitoring, and evaluating) the Command Affirmative Employment
Program.
2. Management leadership is kept apprised of their responsibilities for
implementing the Command AEPP through several avenues. The Commanding General
has expressed specific expectations of all managers and supervisors in his EEO
policy statement. EEO/AEP have been designated as a critical element in the
performance standards of key managers and supervisors, and they are evaluated
annually on their performance. New commanders of Brigade and eq::valent
commands, top management officials, and Deputy Chiefs of Staff receive EEO/AEP
briefings upon. assumption of their duties and adhoc briefings during the
year. All new supervisors receive training in their EEO/AEP responsibilities
during required supervisory training. Updates on EEO/AEP is provided at staff
meetings, desk side, and special briefings as required. Command policy
requires supervisors to provide EEO/AEP briefings to new employees and all
employees quarterly. The Command EEO Office provides periodic EEO/AEP
information to all managers, supervisors, and employees in the form of the
Command EEO Newsletter, brochures, and memoranda.
EEOC FORM 566 (8/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOKEN
PROGRAM ANALYSIS
III. PROGRAM EVALUATION - PAGE 2
3. To effectively monitor the Command AEPP, the Department of the Army's
internal reporting system (RCS-279-EEO) is utilized to continually audit,
monitor, and evaluate progress of the eight program elements. This
information is provided quarterly to the command on microfiche, and is
maintained on a current basis in the EEO Offices of command Headquarters,
US Army Garrison, Arlington Hall Station, and US Army Field Support
Center. This information system is automated at the point of origin, and
provides the-command with complete AEP information that is accurate,
timely, and accessible. The command internal information system is
primarily manual, with limited automated AEP information. The activity
civilian personnel offices manually collects applicant flow data. This
data is then analyzed by the activity EEO Offices and is forwarded along
with the analysis to the Command EEO Office and Civilian Personnel
Division at the Headquarters. The following are specific quarterly
reports required for monitoring and evaluating the Command AEPP:
a. Survey of current employment by PATCO of job classification, salary,
wage level;
b. Analysis of internal work force profile compared to appropriate labor
market by PATCO;
c. Identified areas of imbalances and concentration and establishment of
hiring and promotion objectives;
d. Applicant flow data and information (narrative description) on each
step of the selection process, i.e., hires, promotions placements,
requests for transfer, and training program participation by PATCO, for
each job classification.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
III. PROGRAM EVALUATION - PAGE 3
4. In addition to the review of employment information, the Command EEO
Office conducts annual on-site program evaluations of subordinate
activities. All aspects of EEO/AEP management are assessed including
the surveying of EEO counselors, EEO officials, personnel officials,
managers, supervisors, and employees. Questionnaires are used to assess
attitudes and perceptions, supplemented by individual and group
interviews. A written narrative of,the program evaluation is prepared
for the activity and command Headquarters for input into the command
program evaluation. On May 19, 1987, the Equal Employment Opportunity
Commission performed an on site AEP program review of US Army Garrison,
Vint Hill Farms Station, a subordinate activity of this command at that
time. The results of the review indicated that systems in place at that
time for monitoring and evaluation were satisfactory. However, it was
recommended that the. EEO Officer request an automatic generation of
personnel data on activities for monitoring purposes. This
recommendation has been taken into full consideration in the development
of this plan and the offices involved have corrected observed
deficiencies.
5. EEO committees provide another forum for monitoring and evaluating
the Command AEP progress. Under the supervision of the special emphasis
program managers, EEO committees provide an important link in
formulating, implementing, and evaluating AEP policies. The Command
Federal Women's Program Committee is a particularly outstanding example.
The membership consist of top management officials, and a cross section
of employees and soldiers including the Chief of Staff as committee
chair. Divided into subcommittees, members are encouraged to focus on
specific AEP areas and issues. This committee provides a unique
management/employee perspective on AEP, and consults with the Command
FWP, EEO Officer, Personnel Officers (military and civilian), and other
management officials directly in developing and adopting strategies for
overcoming employment barriers impacting on women and minorities
including women soldiers.
EEOC FORM 566 (8/87)
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 Declassified and Approved For Release 2012/10/18: CIA-RDP90-0053OR000601400001-5
AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
III.- PROGRAM EVALUATION - PAGE 4
6. The assessment of complaints of discrimination is another step in
evaluating the Command AEPP. Complaints are analyzed quarterly and
reviewed by the EEO Staff and Command Group as part of the Command Review
and Analysis Program. The results of this analysis provides input into
the evaluation of the Command AEPP. The work force is kept apprised of
the discrimination complaint procedures and updated on changes as
necessary. The EEO Staff utilizes?EEOC complaints Procedural Manual and
Army Regulations incorporating these procedures, all of which is made
available to employees who wish to file a complaint..
7. The above components constitute the command monitoring and evaluation
system, utilized by the Comand EEO Office to conduct internal evaluations
of EEO/AEP progress and accomplishments. The Chief of Staff has overall
responsibility for conducting program evaluations, utilizing EEO Staff,
and Civilian Personnel Staff as members of the review team. The annual
review includes assessments of all components addressed above to
include: (1) the effectiveness of the joint planning for affirmative
employment on the part of Civilian Personnel, Budget, and Other
management Staff; (2) the extent to which identified barriers to
representative employment are relevant and within control of the
command; (3) the effectiveness of innovative staffing techniques and
revisions to command selection procedures, as they relate to such
barriers and; (4) the effectiveness and value of EEO Officers reviewing
proposed selections for positions where there is an manifest imbalance.
A report will summarize in narrative form the trends reflected in the
employment data, any apparent reasons for gains or losses, and
recommendations for addressing problems of manifest imbalance.
EEOC FORM 566 (8/87)
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1. Action Item. Clearly identified step to the attainment of an objective.
2. Barrier. Personnel principle, policy, or practice which restricts or
tends to limitthe representation employment of applicants and employees,
especially minorities, women and idividuals with handicaps.
3. Problem. A situation that exists in which one or more EEO groups do not
have full equal employment opportunity.
4. Civilian Labor Force. Persons, 16 years of age or over, excluding those
in the Armed Forces, who are employed or seeking employment.
5. EEO Groups. Black, Hispanic, Asian American/Pacific Islander, American
Indian/Alaskan Native and White males and females.
6. Manifest Imbalance. Representation of EEO groups in a specific
occupational grouping or grade level in the command's work force that is
substantially below its representation in the appropriate CLF.
7. Conspicuous Absence. Particular EEO group that is nearly or totally
nonexistent from a particular occupation or grade level in the work force.
8. PATCOB. Acronmy for Professional, Administrative, Technical, Clerical,
and Other White-Collar occupational categories.
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EEO OFFICE
AA/PI
CIVILIAN LABOR FORCE VS INSCOM WORK FORCE
FY 87
40
BLACK
HISPANIC
35
30
25
20
15
10
5
0
WHITE WOMEN
12 FEB 88
AIOAN
NOTE: HISPANIC EMPLOYMENT IS 4% BELOW CLP GOAL
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EEO OFFICE
PROFESSIONAL CATEGORY
0 69 EMPLOYEES
AMERICAN INDIAN
9~C 0%
[USAINSCOM
WHITE MEN
65.6%
WHITE WOMEN
26.8%
12 FEB 88
CIV LABOR FORCE
~k INDICATES UNDERREPRESENTED GROUPS IN THE WORK FORCE
COMPARED TO CIVILIAN LABOR FORCE STATISTICAL AREA.
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EEO OFFICE
ADMINISTRATIVE CATEGORY
? 1,029 EMPLOYEES
IUSAINSCOM1
WHITE WOMEN
26.5%
BLACK
6.7%
[civ LABOR FORCE
~k INDICATES UNDERREPRESENTED GROUPS IN THE WORK FORCE
COMPARED TO CIVILIAN LABOR FORCE STATISTICAL AREA.
11 FEB 88
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EEO OFFICE
11 FEB 88
BACCALAUREATE COOPERATIVE
EDUCATION PROGRAM
? 25, EMPLOYEES
PLACEMENTS
One of the primary vehicles used within USAINSCO1 during FY 82 - FY 87 to achieve affirmative
employment goals was the Baccalaureate Cooperative Education (PCOE) Program. During this period,
USAINSCOM recruited from eleven college/universities to include four Historically Black Colleges
and one predominantly Hispanic College. A total of twenty-five students have completed the
program and were placed in either intern positions or technical positions within the command or
Department of Army.
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