FBI MULTI-YEAR AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FY 1988 - FY 1992

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000801890001-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 94
• Document Creation Date: December 23, 2016
• Document Release Date: October 4, 2012
• Sequence Number: 1
• Publication Date: September 2, 1988
• Content Type: REPORT

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FBI
MULTI-YEAR AFFIRMATIVE
?EMPLOYMENT PROGRAM
PLAN
FY 1983 - FY 1992
September 2, 1988
Frank:
I have been advised by our agency's
EEO Officer that while the attached plan
has been signed by the Director, the
Bureau has not received written approval
by the U.S. Department of Justice.
e-
n N. Meisten III
Assistant Personnel
Officer
FBI .
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
MULTI-YEAR AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
1988-1992
FEDERAL BUREAU OF INVESTIGATION
9th Street and Pennsylvania Avenue
Washington, D. C. 20515
ORGANIZATIONAL LEVEL: Bureau
NUMBER OF EMPLOYEES COVERED BY PLAN: TOTAL: 22,477*
Professional - 188 Administrative - 11,092 Technical - 3,388
Clerical - 6,961 Other - 848
Barbara B. Browning 324-4128
Telephone number
Contact person
%*6A17/191*
signatu d te
Melvin L. Jeter
Equal Employment Opportunity Officer
Certifies that this plan is in compliance with EEO-MD-714 as
mod.,fied by the Department of Justice
2
itiA/ igek
signature date
William S. Sessions
Director
Certifies that this plan is in compliance with EEO-MD-714 as
modified by the Department of Justice
*9/30/87, based on statistics in Fiscal Year 1987 update
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TABLE OF CONTENTS
INTRODUCTION 1
FBI POLICY STATEMENT 2
ORGANIZATIONAL CHARTS
?
CERTIFICATION OF QUALIFICATIONS
OF EEO OFFICIALS
PLAN FOR PREVENTION OF
SEXUAL HARASSMENT
STATEMENT OF ADEQUATE MONITORING/
EVALUATION SYSTEM
?
?
?
?
?
?
?
I/
ORGANIZATION AND RESOURCES
Program Analysis
Problem/Barrier Identification
Report of Objectives and Action Items
4
5
6
7
WORK FORCE 8
DISCRIMINATION COMPLAINTS 9
Program Analysis
Problem/Barrier Identification
Report of Objectives and Action Items
RECRUITMENT AND HIRING
Program Analysis
Problem/Barrier Identification
Report of Objectives and Action Items
EMPLOYEE DEVELOPMENT PROGRAMS
Program Analysis
Problem/Barrier Identification
Report of Objectives and Action Items
PROMOTIONS
Program Analysis
Problem/Barrier Identification
Report of Objectives and Action Items
SEPARATIONS
Program Analysis
Problem/Barrier Identification
Report of Objectives and Action Items
10
11
12
13
PROGRAM EVALUATION 14
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INTRODUCTION
The FBI operates a centralized personnel management system
from FBI Headquarters (HQ), Washington, D. C. Under this system,
? all basic personnel policy applicable throughout the service
is approved and implemented from FBIHQ, and the system is geared
to achieve uniformity throughout our organization. Special
Agents in Charge (SACs) of field offices have been delegated
authority to apply the Bureau's personnel management system,
and we do not have servicing personnel offices at each field
41 installation. Personnel actions of all sorts originate and
are recommended by SACs, but must be in accordance with Bureau
regulations, as well as reviewed and approved at FBIHQ. These
actions include appointments, promotions, demotions, disciplinary
and adverse actions, position classification and organization
structuring.
?
All positions in the FBI are in the excepted service and each
field office is structured almost identically, deviating only
in numbers of personnel in the various grade levels. There
are no autonomous organizational structures either geographically
or functionally in the FBI. Communication between FBIHQ and
our field divisions is on a constant and continuing basis.
In view of the FBI's highly centralized personnel management
system, which controls all major FBI personnel actions, the
assignment of each Special Agent (Criminal Investigator - Series
1811) to any of our 58 field offices is determined by FBIHQ
? according to the needs of the Bureau. Therefore, minority/gender
data for the individual field offices does not reflect an office's
efforts in the area of recruitment. Also, recruitment for
the Special Agent position as well as all FBIHQ support positions
is done on a national level by all field offices. Additional
information on recruitment is in the program analysis section.
Accordingly, one report, Affirmative Employment Multi-Year
Program Plans for Fiscal Years 1988 - 1992, has been developed
for the entire FBI. Work force data is based on statistics
at the end of Fiscal Year 1987 (September 30, 1987) reflecting
the categories of Professional, Administrative, Technical,
41 Clerical and Other (PATCO) and one tabulation by grade level.
This plan pertains to the two major operating components (FBIHQ
and field offices) within the FBI organizational structure,
which are both controlled on a national level through the FBI's
centralized personnel management system.
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In accordance with the previous multi-year plan and Department
of Justice guidance, numerical goals and timetables are not
established in the Plan. Statistical data continues to be
compiled on a monthly basis as a means of monitoring and our
field offices are continually kept aware of the recruitment
of women and minorities through the inspection process and
annual performance evaluation of the critical elements of Affirmative
Action and Applicant Recruitment for Special Agent in Charge.
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FBI POLICY STATEMENT
EQUAL EMPLOYMENT OPPORTUNITY AND FEDERAL
AFFIRMATIVE EMPLOYMENT PLANS
As Director of the FBI, it is my sincere intention
AF to carry out the laws and support the principles of Equal
Employment Opportunity and the Affirmative Recruitment Program
Plans. I am aware of the emphasis placed on hiring and strides
made by the FBI in the recruitment of women and minorities,
particularly among the Special Agent ranks. Working together
with the various levels of management, I strongly support the
? initiatives pertaining to affirmative recruitment and to increase
the number of minorities and women in managerial and supervisory
positions among Special Agents and support personnel.
In addition, I want tc express my unequivocal support
of equal opportunity in all personnel actions, and the entitlement
AP of all employees to work in a professional environment, free
from harassment. Discrimination on the basis of race, color,
religion, national origin, sex (including sexual harassment),
age, and handicap (mental or physical) is unlawful. I hereby
mandate every member of my management team to actively support
these principles. While management sets the tone, it is
? incumbent upon each employee of the FBI to adhere to the spirit
and intent of laws pertaining to Equal Opportunity while
fulfilling his/her responsibil ies.
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William S. Sessions
Director
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U.S. Department of Justice ?
Federal Bureau of Investigation
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Organization of the FBI
DIRECTOR
EXI:CLITIVE ASSISTANT DIRECTOR.
LAW ENFORCEMENT SERVICES
IDENTIFICATION
DIVISION
TRAINING
DIVISION
LABORATORY
DIVISION
EXECUTIVE ASSISTANT DIRECTOR.
ADMINISTRATION
1 OFFICE OF
CONGRESSIONAL AND
PUBLIC AFFAIRS
LEGAL COUNSEL
DIVISION
ADMINISTRATIVE
SERVICES
DIVISION
RECORDS
MANAGEMENT
DIVISION
FIELD OFFICES
TECHNICAL
SERVICES
DIVISION
EXECUTIVE ASSISTANT DIRECTOR.
INVESTIGATIONS
INSPECTION
DIVISION
INTELLIGENCE
DIVISION
OFFICE OF LIAISON
AND INTERNATIONAL
AFFAIRS
CRIMINAL
INVESTIGATIVE
DIVISION
ALBANY II CHARLOTTE 21 HOUSTON
2 ALIWOUENDUE 12 MOM 22 OWIANAPOLIS
43 ALE PUMA 13 CINCINNATI 23 JACKSON
4 ANCHONAGE 14 CLEVELAND 24 JACKS/MLLE
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DAMeiGNAM 1/ COMM 22 LAS OCAS
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10 WM 20 HONOLULU 30 LOWSVILE
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now Washington Metropolitan
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Field Office. Revised
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DEPARTMENT OF JUS'TICE
FEDERAL
BUREAU OF
INVESTIGATION
OFRCE OF
LEGAL
COUNSEL
ATTORNEY
GENERAL
DEPUTY
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GENERAL
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TAX
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U.S. MARSHALS
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U.S. NATIONAL
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?FORMERLY OFFICE OF JUSTICE ASSISTANCE, RESEARCH, AND STATISTICS
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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,
responsible for the administration of the EEO program, including
the EEO Officer, Deputy EEO Officer, Black Affairs Program,
Hispanic Employment Program, Selective Placement Program (handicapped
program) and Federal Women's Prcgram Managers have been reviewed
by competent authority and incumbents of these positions meet
standards outlined in Qualifications Standards Handbook X-118
under "Equal Employment Opportunity Specialist GS-260." Evidence
that the review has been made and its findings are on file
and available for review by EEOC officials.
I further certify that the provisions of FPM Letter 713-37,
"Documenting EEO Collateral Duties in Official Position
41 Descriptions" have been met, initially by memorandum dated
April 14, 1978, which was recently updated.
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David Rarity, Dat
Personnel Off' er
Administrati e Services
Division
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT
POLICY STATEMENT
The FBI is committed to providing a woxic environment free of
sexuaa harassment. An official statement of the Department's
policy was initially issued by the Assistant Attorney for
Administration, Department of Justice on February 4, 1980.
This communication'was disseminated to all employees and
subsequently used as a handout with lectures pertaining to
equal employment opportunity and sexual harassment. Sexual
harassment is defined as any deliberate or repeated unsolicited
oral or written comment, statement, anecdote, gesture, physical
contact, display of books, magazines or pictures of a sexual
nature that are offensive and unwelcomed. A supervisor who
uses implicit or explicit coercive behavior to control, influence,
or affect the career, salary or job of an employee by any one
of the above-mentioned modes is engaging in sexual harassment.
Any employee who engages in conduct of this nature is not only
interfering in the work productivity of the Department but
also undermines the integrity of the employment relationship.
All employees should be allowed to work in an environment free
from unsolicited and unwelcomed sexual overtures. Abuse of
this right impedes morale and the merit system itself. At
the same time, the Department of Justice does not intend to
regulate the social interaction or relationships freely entered
into by its employees.,
FBI Director William S. Sessions' policy statement to all employees,
"Equal Employment Opportunity and Federal Affirmative Employment
Plans" dated January 5, 1988, included sexual harassment as
an unlawful basis of discrimination. He expressed unequivocal
support of equal opportunity in all personnel actions, and
the entitlement of all employees to work in a professional
environment.
Complaints of sexual harassment in the work place may be filed
under 29 Code of Federal Regulations (CFR) Part 1613 and are
cognizable under Title VII of the Civil Rights Act of 1964,
as amended.
ISSUANCE OF APPROPRIATE SANCTIONS:
The FBI's Manual of Administrative Operations and Procedures
(MAOP) contains information that sexual harassment is a basis
? to file a complaint of discrimination. Procedures to file
?
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PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT - PAGE 2
a complaint, authority of the Equal Employment Opportunity
Commission and Justice Departmental Orders are also cited in
the MAOP.
? TRAINING MANAGERS/SUPERVISORS/EMPLOYEES:
The definition of sexual harassment and examples to generate
discussion are presented at lectures by the EEO Officer, Deputy
EEO Officer and Special Emphasis Program Managers. FBI managers
and supervisors who attend special training courses such as
? the Management Aptitude Program (Agents entering mid-level
management positions), the Executive Development Institute
(CS 15 and above) and support personnel who attend management
training in-services and seminars are provided with information
on sexual harassment and are provided handouts for future reference.
? OTHER ACTIONS:
a. An explanation of sexual harassment and how to seek redress
has been included as a part of the orientation of new support
employees and Special Agents.
? b. The EEO Complaint Report submitted monthly to the Department
of Justice includes bases for complaints. Monitoring
of this report provides various levels of management an
opportunity to observe the basis of each case and keep
abreast of the need to address sexual harassment through
increased training or consider other factors if a trend
is indicated.
Ib
c. Significant court cases (including sexual harassment issues)
are reviewed by the Legal Counsel Division to determine
impact, if any, on the FBI and its policies and procedures.
A synopsis is prepared for the Director and upper-level
? management with dissemination as appropriate to the area
of interest in the event policy review and subsequent change
is indicated.
?
d. Additional visual aids (video cassettes) will be utilized
to enhance the training pertaining to EEO issues. The
vignettes include a module on sexual harassment which further
explain the perceptions surrounding sexual harassment and
behaviors that may give rise to complaints.
e. The Inspection Staff conducts on-site inspections periodically
which include a review of the entity's EEO program for
compliance with instructions issued by FBIHQ and the Department
of Justice.
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UNITED STATES GOVERNMENT
Memorandum
TO : Department of Justice Employees
FROM : Kevin D. Rooney
Assistant Attorney General for Administration
StiaTECT: Sexual Harassment
FEB 04 1980
DATE: -
Although there has been, no evidence of widespread sexual harassment
within the Department of Justice, the recent Congressional and public
attention given to this problem necessitates clarification of the Depart-
ment's position.
Sexual harassment is unacceptable conduct in the workplace and is a
prohibited personnel practice as outlined in the Civil Service Reform
Act of 1978 (5 U.S.C. 2302). Any employee conduct which violates this
code will not be condoned.
Sexual harassment is defined as any deliberate or repeated unsolicited
oral or written comment, statement, anecdote, gesture, physical contact,
display of books, magazines or pictures of a sexual nature that are
offensive and unwelcomed.
41 Within this Department, a supervisor who uses implicit or explicit
coercive behavior to control, influence, or affect the career, salary
or job of an employee by any one of the above-mentioned modes is engaging
in sexual. harassment. Any employee who engages in conduct of this nature
Is not only interfering in the work productivity of the Department but
also undermines the integrity of the employment relationship.
All employees should be allowed to work in an environment free from
unsolicited and unwelcomed sexual overtures. Abuse of this right impedes
morale and the merit system itself.
At the same time, the Department of Justice does not intend to regulate
the social interaction or relationships freely entered into by its
employees.
In the very near future, the Merit Systems Protection Board (MSPB)
will be conducting a government-wide survey to ascertain the extent,
of this problem so as to devise corrective measures to halt it. .
Complaints of such harassment should be directed to EEO counselors,
Federal Women's Program Managers or other appropriate officials. These
complaints will be examined impartially and resolved promptly.
?
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Federal Bureau of Investigation
Washington, D.C. 20535
January 5, 1988
MEMORANDUM TO ALL EMPLOYEES
RE: EQUAL EMPLOYMENT OPPORTUNITY AND FEDERAL
AFFIRMATIVE EMPLOYMENT PLANS
As Director of the FBI, it is my sincere intention
to carry out the laws and support the principles of Equal
Employment Opportunity and the Affirmative Recruitment Program
Plans. I am aware of the emphasis placed on hiring and strides
made by the FBI in the recruitment of women and minorities,
particularly among the Special Agent ranks. Working together
with the various levels of management, I strongly support the
initiatives pertaining to affirmative recruitment and to increase
the number of minorities and women in managerial and supervisory
positions among Special Agents and support personnel.
In addition, I want to express my unequivocal support
of equal opportunity in all personnel actions, and the entitlement
of all employees to work in a professional environment, free
from harassment. Discrimination on the basis of race, color,
religion, national origin, sex (including sexual harassment),
age, and handicap (mental or physical) is unlawful. I hereby
mandate every member of my management team to actively support
these principles. While management sets the tone, it is
incumbent upon each employee of the FBI to adhere to the spirit
and intent of laws pertaining to Equal Opportunity while
fulfilling his/her responsibilities.
William S. Sessions
Director
1-5-8E
tabet. MEMORANDUM TO ALL EMPLOYEES 1-88
Nopk,
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FBI/DOJ
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41 AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
STATEMENT OF ADEQUATE MONITORING/EVALUATION SYSTEM
Monthly, a memorandum is prepared in the Office of EEO Affairs
? which shows the number of Black, Hispanic, American Indian,
Asian American, and male/female employees (Special Agent and
support personnel). Gain or Loss since the previous month
and since date of Director Sessions' oath of office are indicated.
This means of monitoring indicates the status of the FBI's
workforce profile and is disseminated to the Director, Executive
? Assistant Directors, Assistant Director, Administrative
Services Division, National Applicant Recruiter and Unit Chief
of the Special Agent and Support Applicant Unit. Upon request,
it is provided to approved Bureau speakers making presentations
to various educational institutions, social and civic organizations
and press releases. Semiannually and upon request, this information
? along with statistical data by grade level of Special Agents
in the Career Development Program from entry level (Relief
Supervisors) through super grade positions is updated for the
Director and upper level management. The Career Board frequently
requests this data to supplement information which they routinely
receive. Annual reports regarding statistical accomplishments
? and initiatives instituted are reported to the Department of
Justice (DOJ) for inclusion in the DOJ's report to the Equal
Employment Opportunity Commission (EEOC).
?
With respect to statistical data and program accomplishments
the following means of review for compliance are in effect:
a. Inspections of field offices and headquarters divisions
are conducted which include an audit checklist for
compliance with EEO regulations.
b. Reports prepared by the Office of EEO Affairs for the
? Inspection Staff prior to the on-site inspection include
the following:
?
?
1. Recruitment statistics of Special Agents over the
past twelve months indicating race, national origin
and gender compared against the relevant administrative
Civilian Labor Force for the locale are provided.
2. The composition (race, national origin and gender)
of the support staff compared against the clerical
Civilian Labor Force for the locale are provided.
3. Number and nature of EEO complaints pending in the
office being inspected is provided.
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STATEMENT OF ADEQUATE MONITORING/EVALUATION SYSTEM - PAGE 2
4. The identity of EEO Counselors and Upward Mobility
Counselor based on FBIHQ records is provided.
C. In addition to the Office of EEO Affairs providing information
for the inspection of all entities, the Office of EEO Affairs
is inspected every two years.
d. The Annual Accomplishments Report to the Attorney General
includes Affirmative Action accomplishments.
? e. Participation by the EEO Officer and/or EEO Program Managers
in meetings such as the Career Board's annual planning
session where problem areas are discussed and plans are
? made for policy and/or procedural changes. (Statistical
reports are presented by the Office of EEO Affairs and
women and minorities are in attendance to ensure any specific
41 concerns are made known.)
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41
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f. Independent of the Office of EEO Affairs, each Assistant
Director reports quarterly to the Executive Assistant Director,
Administration, the statistics for the respective division
in a memorandum captioned Minority and Female Special Agents,
Promotional Opportunities at FBI Headquarters. The table
indicates the number and percentage of change over a given
period among minority and women Supervisory Special Agents.
g?
On-site reviews are conducted by the EEOC.
h.. Micro computers will become operational in the Office of
EEO Affairs office space over the -next few months. Although
the EEO Program is currently supported by automated statistical
data on the workforce profile, the Personal Computer Advanced
Technology (PCAT) will provide access to the main frame
for personnel information, the capability to update training
information, to develop a program to record complaint information
in an automated format, to generate special reports, to
promptly retrieve data and to enhance the word processing
system.
i. Accountability for Affirmative Action/Equal Employment
41 Opportunity through annual performance evaluation of a
separate critical element for managers covered by the
Executive Performance Appraisal System (GS 16 and above).
?
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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN
PROGRAM ANALYSIS
ORGANIZATION AND RESOURCES
The Office of Equal Employment Opportunity Affairs (OEEOA)
is an integral part of the FBI's management structure. It
is located at FBI Headquarters, Washington, D. C., in the
Administrative Services Division. The office is under the
direction of a Unit Chief, who also serves as the FBI's EEO
Officer and reports directly to the Assistant Director,
Administrative Services Division. It was intentionally
organized independent of the Personnel Officer and personnel
entities to avoid any perception of a conflict of interest.
As a component of the Administrative Services Division, the
OEEOA is included in the division's budget decision unit within
the FBI funding structure. Funds are provided on an as requested
basis for EEO staff training, special emphasis program expenses,
travel, program development and implementation. The EEO function
and activities have not been financially constrained. Program
needs have been adequately funded to meet program requirements
and enhancements.
The OEEOA is staffed by a complement of nine full-time employees.
They receive assistance in program implementation through Special
Emphasis Program Coordinators in 14 major field offices. The
Special Emphasis Programs consist of Black Affairs, Hispanic
Employment, Federal Women's Program and Selective Placement
? Program (handicapped).
?
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As of September 30, 1987, the FBI workforce totaled 22,477.
Each organizational entity (field office or headquarters division)
is required to have a minimum of two trained (through the Office
of Personnel Management, Basic EEO Counseling Course) EEO Counselors
who are not serving in a supervisory or managerial role. The
distribution of EEO Counselors within the FBI exceeds the initial
rule of thumb which suggested that agencies designate at least
one EEO Counselor in every major installation of 50 or more
employees.
Over 400 Special Agent and support personnel have received
training to serve as EEO Counselors. Of these, because higher
level managers and supervisors (SACs, Assistant SACs, Deputy
Assistant Directors and Unit Chiefs) are ineligible to be utilized