EQUAL EMPLOYMENT OPPORTUNITY REPORT FISCAL YEAR 1987

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R001002350030-3
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 28
• Document Creation Date: December 27, 2016
• Document Release Date: June 5, 2013
• Sequence Number: 30
• Content Type: REPORT

Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Tkd
U.S. Department Justice
Federal Bureau of Investigation
Washington. D.C. 20535
EQUAL EMPLOYMENT OPPORTUNITY REPORT
FISCAL YEAR 1987
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
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 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
(5 U.S.C. 536), and accordingly, we hire independently of the Office
of Personnel Management (OPM) Register. 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.
Accordingly, one national Affirmative Action Plan was
developed by the FBI. This plan covers the major operating
components within the FBI, which are controlled on a national
level through the FBI's centralized personnel management system.
This national plan is believed to be the most efficient and
cost effective way to deal with the FBI's unique organizational
and personnel structures while still ensuring full management
accountability within the FBI. A copy of the FBI's FY 1987
Accomplishment Report of Affirmative Action for Minorities and Women
is attached. The Affirmative Employment Multi-Year Program Plans
FY 1988 through 1992 are being prepared.
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GRADE
TOTAL
TOTAL
FY 1987 HIRING
WHITE WHITE/F
BLACK
BLACK/F
. HISP.
HISP/F
ASIAN
ASIAN/F
AM/IND
GS 03
180
118
92
61
57
i
i
GS 04
862
467
352
368
308
21
13
6
6
GS 05
710
495
357
200
174
a
5
5
4
1
GS 06
24
18
12
4
4
2
1
GS 07
63
56
13
4
2
1
1
2
GS 08
GS 09
27
24
9
1
1
i
1 ?
GS 10
723
617
108
43
9
49
5
13
2
1
GS 11
6
6
2
GS 12
6
6
1
GS 13
3
3
1
GS 14
3
3
i
GS 15
GS 16
1
1
WAGE.
35
20
3
14
a
1
1
TOTAL
2643
1834
952
695
563
81
25
29
15
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AM/IND/F
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tw,
GRADE
GS 16
GS 15
PROFESSIONS EOD - FY 1987
TOTAL WHITE BLACK HISP. ASIAN AVIND
GS 14
3
3
GS 13
1
1
GS 12
1
1
GS 11
1
1
GS 10
GS 09
3
3
GS 08
GS 07
2
1
GS 06
GS 05
OTHER
TOTAL 11 10 1
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GRADE
ADMINISTRATIVE EOD-FY 1987
TOTAL WHITE BLACK HISP.
ASIAN
AM/IND
GS 16
1
1
GS 15
GS 14
GS 13
1
1
GS 12
3
3
GS 11
4
4
GS 10
719
613
43
49
13
1
GS 09
15
14
1
GS 08
?GS 07
23
21
1
1
GS 06
GS 05
11
8
GS 04
OTHER
TOTAL
777
665
47
50
14
1
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GRADE
TECHNICALS
TOTAL WHITE
EOD - FY 1987
BLACK HIS?.
ASIAN WIND
GS 16
GS 15
GS 14
GS 13
1
1
GS 12
2
2
GS 11
1
1
GS 10
4
4
GS 09
9
7
1
GS 08
GS 07
38
34
2
GS 06
18
15
1
2
GS 05
82
63
19
GS 04
46
30
13
OTHER
TOTAL
201
157
36
3
3
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110 a
CLERICAL + WAGE EOD-FY 1987
GRADE TOTAL WHITE BLACK HISP. ASIAN AM/IND
GS 14
GS 13
GS 12
GS 11
GS 10
GS 09
GS 08
GS 07
GS 06
6
3
3
GS 05
617
424
178
9
5
1
GS 04
178
116
61
1
GS 03
818
439
355
18
WAGE
35
20
- 14
TOTAL
1654
1002
611
28
12
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)
FY 8 ACCOMPLLS:-'MENT REPORT OF AFFirtMATIVE REPOR7' hq ?AA N
/ usirr
ACTION F:"...1R HINORME3 AND WOMEN
C=0APONEsrr
AGENC-f
.1Nerne of Reporting?-?,. Agency. Command
Comoonen: or FIR Unit Federal Bureau of Investigation
Responsible Agency
Official:
-
Melvin L. Jeter, Equal Employment Opportunity Officer
(Nie
Room 1427A, Ninth & Pennsylvania Avenue, Northwest
(.4.?=c.r.s1
Washington, D. C. 20535
324-4128
(7_;p-p,,,_. carr.7.1erp:s:
(Sig:L..=urs of :he rcocrth3I offi)
? /
k.P
(Lozz;
Number of Flanning/Pexming Units (report are X are nc: thacled,!: One
fNuntiv.- cf Cornmancs/Cornxneirs (aggregate rer)or:s ar:a...,-nec'. if aspic:rive):
SELECT= AGENCY FY 8 7STATIS7IC.S:
Number of employees at begirs7ing of reOort year
Ncr.-..ber of employees al end of recort year
Number of employees separated from Me agency
due to FilF;s: N/A
WhM:
Wh F:
BI U:
B/F:
HI F:
21,653
22,477
Number of vacancies that had been originally projec:ad:
AA/PI Al/AN AA:
AA/PI F: Al/ANF:
1650
A Tore
*The FBI does not project its vacancies by PATCO categories, but
makes its projections based on two major work groups, i.e. Special
Agent and Support. Vacancies projected for these categories were
as follows:
210 Special Agents
1440 Support and Service Personnel
NAME
OFPWILSOmWm:PREIDARE2mu'oRT
Barbara B. Browning
1-2: PMONE NUMBER
324-4128
EEDCPomo_ 504
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FY86-FY87 CHANGE IN WORK FORCE
TOTAL WHITE
EEO PROFILE BY PATCO
BLACK HISP.
ASIAN
A/INn
CATOREGORIES
ALL
FEM MALE
FEM
MALE
FEM
MALE
FEM
MALE
FEM
MALE
FEM
PROFESSIONAL
178
50 118
42
7
2
6
CURR FY
% OF CHG
188
+ 5.3
57 117
+12.2 - .8
48
+12.5
4
+50.0
7
.0
3
+33.3
1
+ 100
7
+14.2
.o
ADMINISTRATIVE
10442
1532 8064
1287
333
128
343
76
125
26
45
15
CURR FY
11092
1815 8352
1499
363
183
381
88
134
27
47
18
% OF CHG
+ 5.8
+15.5+ 3.4
+14.1
+ 8.2
+30.0
+9.9
+13.6
+ 6.7
+ 3.7
+ 4.2
+16.6
TECHNICAL
3251
1836 1135
1138
231
631
30
36
10
12
9
19
CURR FY
3388
1971 1164
1215
210
696
22
36
10
11
11
13
% OF CHG
+ 4.0
+ 6.8 + 2.4
+ 6.3
10.0
:1- 9.3
36.3
.0
.0
- 9.0
+18.1
-46.1
CLERICAL
6944
5885 698
3236
297
2389
31
156
18
30
15
74
CURR FY
6961
5894 693
3231
318
2421
32
147
13
37
11
58
% OF CHG
+ .2
+ .1 - .7
- .1
+ 6.6
+ 1.3-+ 3.1
6.1
-38.4
+18.9
-36.3
-27.5
OTHER
838
350 363
228
112
117
8
4
2
3
1
CURR FY
848
376 350
238
107
127
.10
9
3
2
. 2
% OF CHG
+ 1.1
+ 6.9 3.7
+ 4.2
- 4.6
+ 7.8
+20.0
+55.5
+33.3
+ 100
-50.0
- 100
TOTAL
21653
9653 10378
5931
975
3272
414
272
161
68
72
110
CURR FY
22477
10113 10676
6231
1002
3434
448
281
167
77
71
90
% OF CHG
+ 3.61+ 475 + 2.7
+ 4.8
+ 2.6
+ 4.7
+ 7.5
+ 3.2
+ 3.5
+11.6
- 1.4
-22.2
EEOC Form 505
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EAR Fa F. F.--.1.0,1A.77.2N
R Br:
/4 r6t ? N
C=.1:6digA16:::
FBI Cr:)61.7.:141 EN-7
? GENIC.'
Numaar e Bareice--"iec tar Ar.aiysis an: Ena-ricn.ir. FY 27: SiX
Nurn.ter at trieme Filinlir-sze-:. in FY 37: none
C. Nt.=..ter e tlese SEIirninat?-'irF"':' 7: six
F-r.r ea= t'ne rec.trz!n; year, ir:!=z.:e e vini=n- it
wrl= it tenzsc nay., tte er Nvez esiminzec. r.r eilm:na:ec*rs. irna: alterna:iwe.
wert recizaz. t.te 14-timre :ne ve.s.s wrva;
Er..-ner Ne-
There exists a negative image of the FBI and law enforce-
ment in general within the minority community.
This barrier affects the recruitment of minorities,
particularly Blacks and Hispanics, for the entry level of the
Special Agent (Series 1811) and support Positions.
Elimination of this barrier will be addressed on-a
continuing basis.
During FY 1987, the Personnel Resources Unil-
Media Services
?
.s ?
oublicit
6
? - ? ?
?641 ? 00 .11 - 006
Attendance at minority recruiting events included the
following: National Association of Black Accountants, Minority
Job Fair Expo, National Hispanic Bar Association,. National Tribal
Council Association (American Indian), League of Latin American
Citizens (LULAC), Urban League and National Association for the
Advancement of Colored People (NAACP).
Media Coordinators in each field office are delegated the
responsibility to foster open communications with minority oriented
print and electronic media to establish a more positive image
concerning FBI employment among minorities. Additionally, FBI
representatives attended the National Newspaper Publishers
Association Conference (Black) and the National Hispanic Media
??? 011
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R ??.7.. R-7 Et
?
BI
)01
? GCN
Ni.r.T.r..er Earr:err. tr.:. Analysis an.: Elirnir.raicn.in FY 2 :
Ne=er ;nese Earneri iliimina:ec in f=-1' 3 :
. Ncrrzer :nese Tzsr:!zily Eliminate!: in Fr:' :
? -? -
Frxea tr.:7leras:re:sec c....--r!t; ierer.sr:!n; year, i' Ti t'enr..e-
it :enc3c el:sit:L.-be. ens nnw tte tzrrier w2x ;4. wnr.:
"Yer-T rer.:z== rt.? :=7:er;? tne war. -maze wr.a: zrzyentes
Earner Nc.1:
(Continued)
Conference. Contacts with minority media field?wide have included
production of such programs as Platicando Con El FBI (Conversing.
with the FBI). Favorable publicity featuring FBI minority Agents
has been in the media throughout the year.
Public Relations initiatives which continued in FY 87
include the following: viewing of the film on missina children
narrated by Bill Cosby, which is available in all 59 fielri offirps
and FBIH ? the ?oint efforts of DEA
- I.
S ? .
1 at t? c
I-
S
? ?
?
to Explorer Scouts, a branch of the Boy Scouts of America which
reaches out to all races and colors during their formative years
of establishing values.
There are no short?term solutions to dispelling
.negative image and, therefore, it will be readdressed in the
FBI's plans for 1988 ? 1992.
EEDC `.F"*. c::n
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EFR EM4A77.-7N
P. 1St
CZ: hdlil A 1.1."
FBI C=MIPCN
A CN
Nizrzar ct
Be Ice--"ied Ar.aivsis an= FY 3:
7_ Num=er ttese r....-":.1:nina:e= in FY 3:
Ntrazer cif =lase E.ierz7-3n!aily B!mir.are nFY :
az = ez.-7ier ac?=re==e= rec=r:!n; year. inc,!=e tr.:m wnicr. itter..=.1-.: pean4e.
writ= it :aricec erci==a. an= ccw Cm7ier waz eilminzte= yens: zite-.7:z:i...!
were inzticztec := recia== =zr.-:er;. ',Thera tne Ntay: eii erz:zin wiz: creven:ec it::
Barrter Nc.. -2
There is low visiblility for role models.
This barrier affects the recruitment of all minorities
and women for the Special Agent (Series 1811) and support positions.
Affirmative procedures utilized to address this barrier
were primarily through the Personnel Resources Unit (PRU) and
concerted efforts of field office Media Coordinators to maintain/
establish liaison with minority-oriented media outlets. These
efforts included Participation of mincrities and worrin cppc4=1
Aaents in TV and radio talk shows and newnappr and maga74ng.
articles deoic a m
"Savvy" and "Ebony" magazines featuring FBI personnel. Publicity
and public relations activities noted in Barrier Elimination
No. 1 is also applicable in addressing low visibility of role models.
Under direction of the PRU, in-service programs for
_recruitment personnel were conducted and addressed the need for
minorities and women to fully participate in the recruitment process.
Participation by willing and interested Special Agent women?,
and minorities who make an example to emulate, act as representatives
and recruiters for the FBI throughout the country at numerous conferences
and conventions for minorities and women. Ail new Agents are advised
of the FBI's priority needs and are requested to act as recruiters.
In furtherance of efforts to publicize and recognize
DC
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FBI
rotp. ?Jsirr
C-zhipTkEN-7
A GZNI Cs.?
1- IN14.-=cer cf Earner:: Ice--"iec tcr Ar.aivsis an,t r=iisranzlicn.in F 3 :
Numcer ;nese EZ:nerr. E:imir.ate: in
Z. Nur-ter :nese rizt7ierz Pcr:!aily EEiminar?-C 3:
-?
ea- !=t7ier accre==ec tte re::::r:!n; yew, inc:!=:e r:=7: wnicn it ter.c.,...z pe=4e.
wrIcz.-. it :enc exci=de. ncw tne er we. stir:km-L.= :r zarnany ft..= alterna:i?,,e
were insti=tez rar.:zcz t_te :cr.:en. Where the eii z:ezza e=:Ztr.wrZ-Zrzver.:ec
.EarTier Nc.2:
(Continued)
leaders and successful individuals among minority groups, the
FBI's Office of Equal Employment Opportunity Affairs sponsors .
oroarams durina Black History Month and National Hispanic Heritace
Week. These celebrations not only convey aporeciat10n to these
croups: but also feature leaders as-auest .sceakers who serve as
exemplary role models. This Year's Ht.F,aar*c ie'-4--g Wk
fmmtur=e9 nn= nwn qn=riP1 Agmnt= whncp =rtinttc wprr=ntmr;
th prPmpntAtinn nf p plzrInp in rprngnitinn nf hi q caruirpo- c4Itrinn
p chnnt?nilt mwn f_p11,-./2
4mAInt'S Por-4-a1ly wot:niad -thars
were injured. In addition, for other personnel these programs
provide an opportunity to increase cultural awareness.
Initiatives which pertain to Barrier No. 4, nontradition
occupation for women, are also applicable in addressing low
_ visibility for role models. For example, increased quality publicity
and targeting organizations with viable applicants would.in effect
bring higher visibility to those FBI leaders and representatives
involved in such activities.
Through this barrier has been greatly reduced, continued
efforts must be made to provide visibility of the success that
can be realized through law enforcement careers thereby eliminating ,
low visibility for role models as a barrier.
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R Frr :
FBI
(14 UN t"7
CZ:um AN:
C=
?czNc-.?
1. t4,11.=sar Be Icermfies Isr Araivsi tic ir. F:
Z- Nurnser c:nese er itr.ates in
Z. Ntsasereze BaierP=r:!aily FE:iminatt-.4.ir F 3:
- -
Fsr ea arrier =r!n; e inS!=:e.7.e..-==-1-61"-Ls wnisr.t enr..1- pec.
tens2c = nsw tre zrrer was. elintin=s-.: wna: altemz:I?re
Veer?. = recta= 4.7;:e sarr:er;. Where the s-,-!er vrat? eii ?-a-e?z.eaQ er--lain *rat srzven:sr. :t:
Barrier
Mobility.
This barrier affects the recruitment of Special Agents,
Series 1811.
Transfers, per se, are a barrier only to the extent that
individual Agents are unwilling to relocate. As such, the
potential as a barrier affects all a plicants, includina
minorities and women.
FBI Special Aaents must be availablp fnr Asir'Inmant
anywhere in the United States upon araduation frnm Maw PL.g4,,Iti
Trainina at the FBI Academy
?
Agents transferred to one of the 12 large metropolitan areas,
this will be the only mandatory transfer in their career. For
those new Agents assigned to a smaller metropolitan area, they
will be rotated between two and four years later into one of the
.12 large metropolitan areas, again the only mandatory transfer
in their career. These assignments are based on identified
staffing needs in order to achieve the Bureau's mission.'
Frequently, the staffing needs of the Bureau are in
opposition to the personal matters of Agents/applicants.
However, all personal requests and individual circumstances are
reviewed for consideration before transfer. Selection of
assignments are not made arbitrarily. Agent personnel are not
EEC
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EARR7_=F; ELIMINA7,2N
REAT.M7BY:
I..fFt U107
C=mm AN:
FBI C=m1.4 EN-r
A GEN
Nurd.der of Barriers Identified tor Ar.aiysis and =iiminztich :
Z. Numoer of these Barriers E!iminated in FY 8 :
Z. Number of :hese Barriers 7-brziaily Eliminated in FY :
Flo: ea= barrier ad:re:set =ring tie reddr:in; year. ind!=:e !nun wnicht encest = exdidde pec,
venom it tendec exciLice. zno now :he harrier was eilminz:ed ..--arrially eliminated (that wna: alterha:i*e arz
were ins:ituted c reciacc the harrier;. Where tie barrier was nc: eiiminaed. piazze ez:bulin wna: oreverned it:
(Continued)
carter Nc. 3:
recruited directly proportionate to the assigned complements
of various offices. However, all personal requests are afforded
consideration, yet selection of assignments are based primarily
on the overall staffing needs.
Relocation is recognized as a disincentive. As such,
the problems concomitant with relocation have been addressed
the FBI b re uirin fewer
Additionall
em ts h
S ?
lem
- ?
Implementation of these transfer policies has resulted in less
frequent and fewer transfers for FBI Agents and their families.
The FBI's centralized Personnel Management System has
had a positive impact and led to a high degree of uniformity
in administering transfer policy. This approach enables the FBI
to advise applicants of transfer policy early in the appLicant/
employment process. To this end, applicant recruiters are regularly,'
apprised of any changes in personnel matters such as transfer
policies which may affect an applicant's employment decision.
A quarterly summary with such changes is disseminated to all
field offices and applicant recruiters.
While this barrier can never be fully eliminated as most '
EEOC !.?!"!..E Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
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!F EIN7:N
R17.??7.F1-7"
BY:
ri* :IN T7
C:=3?111.1 A INC.:
FBI cr.)412.7:04 St7
? GZMC7'
Nt=ser cf Barrier= Ice--"iec tcr Ar.aiysis an.= =ninrsriCr..in Fe 3
Z. Numcer eeEzr:-:err, EIirninzte,- in FY a :
2. hicencer e eeier Friy Eliminate::: in Fe : ?
? - -
tzrrier ere=crztn; year, ind!=:e tr.= wnir.:: it
writs= it tense,- ::: a^:= ncw tne Carrier was etimir=7.er. sr zarr:ally
were ins:te,- recta.= tte =zre;. Where tne cz.:7:er was = eii c:ezze wria: =r=ve.: :t=
Ba:7ter Nic. 3: ?
(Continued)
transfers are necessitated by external forces to fulfill FBI
obligations, current policy has resulted in less frequent and
fewer transfers. This barrier will be readdressed in future
updates.
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:
A
1:. N=.1r.7.: 7:2=2 Ez.,_-?:dr..: _?=-_-_-::=.:!... Ei::r.::z:z..-_. :-. ="! 2 :
I
1 -
,
I
5 Z-7:. =zn-:?.r =:::::-2==22,- =::-:7.7.: 7.2 -_-:=:-.::-::.-; ..:-?..7.:. !n::::.=:: -.2 -----=?=r- 7:7_7. 4r.:::.:-: r
-a. -(777::
: ???-.1.r2 :::::::::::B-C ::: 77.-1::::::= -.1-.2 :::r.-.z2r:. .-1:-:.:r7 ;7:". :---.-:.2r 4.-- -.:::: =!::::-.--.---. :....2.----2 -...?::::-. -;71::: :72.,,,..?r::::=
!
;
i
-----a:':n wc7en.
-
:raa:af
_ ant.a an.-1 faa:h a
t..14= C.774T7 n= n"-=
women c-eoi=.1 Agent --70C"CC: Sucerviscrs. N=oicnwi= women Acents have
-b==n featured in newsoape-- articles.
The International Association of Women. ?olice and the
Interacencv Committee on Women in F=.7=-7 Law 7n,7or7.=ment
(=oonsored by the Justice and mr===urv D=oartments) are stroncly
supported by th= FBI as evidenced th-ough ca-olo oation i,n their
functions and providinc instructors from. the FBI Academy to succort
their respective training programs. czlch =upport provides an
opportunity for recruitment, but more importantly promotes a forum
for addressing concerns unique to women in law enforcement as
well as job training for skill enhancement. FBI recruitment efforts,
have also included contacts with several Black women's sororities
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
=---- ?--
?- 7-'7" :
?:7 7' :
?er: -4. :
?ro.r, --- ::z. :z: : :.e-::: ::
a cctankz anc: ths Natiznal Cznfsranca cf. ;;.meri=a7.
7h.a ica:5 azriC
-:;c7717. =Cs ::11-iciazi T?:77-e..7
a3 azi " C.c= c
-
_ _ _ Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3 ?
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
3sr :
I
?161A 1.4
C=161 PC.,,,1 zsr7
I
1 A cr.Nic-f
Numcer ?-a*--ter, Ice^"iec ?cr Anziycis Elinnnat3=_n FT' 3:
Numter triese E.-2.r7:erz EIiminz:ec in FY 3 :
Nt=zer :nese Si.sr7ierr. Par:!a."Iy E'.iininate..e. in FY 3:
?
tzrrier atcre.tzec ccrin; tne neccr:M; year, in:: m wn= it ter-set.3
? ?
wnc:c tenc3c ncw tne :zmer WaS eilmin=rtc cr rarnaily estec ,ena: attErnztiwe
veere.:r,r.:tc.:tett re:: I ac e carrier;.. Wer e Carier eiirrunzaet, clez=e wnE.: :^ven:a.: !tr. eilrninz--icr--4
Ezrter tic.5:
Low minority and femal:, a77'4-.nt- pools.
This bar-i,=.,- ?a'fr.,-.= the Soecial Agent position,
cZa..-4=c
f.,r,tm.n: =cuf-=z nc7
numbers of q''aT'=;=,-; m4ncr-iv an
to m==.r needs
of the FBI. A 1.rae-- cool of c-="=:=r; woulc.7 allow a more
selection and the h4-inc
of such ==bl'o=nt=.
Several bersonnel recruitment initiatives are underway taraeted
towards the recruitment of women and minorities. P-inc-;,Thal amcnc
these are the Southeastern U. S. Rec4onal Rec,-.1141-;7g P1nwhich has has exerted a significant portion cf its effort toward the
recruitment of qualified minorities. Three regional recruiters
have been designated to serve in specific geographical areas rather
than have the entire recruitment responsibility delegated to full-
time applicant coordinators ineach field office. The initiative
is fashioned after large private.sector recruitment technjiques. It
will be closely monitored by the Personnel Resources Unit (PRU) to
determine benefits realized in terms of-cost effectiveness and
increases of highly qualified candidates in the applicant pools.
Qualification requirements and procedures do not, of
themselves, act as a barrier to the attraction of such applicants,
rather a lack of knowledge about the availability of the job stands
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
EiA7-sarEF.
:
s. elz ..)Nr7
==letbiA141.:
7E2. ccutpckEN-r
? ZNC"."
1. lcc?-?"iec tcr Ar.aiysis an: FY :
Nt.uncer ct Eiirnir-tec in Ff :
Ncrnzer cf nese E7ierc Far:!:ailymir.atett in FY 2 :
?
Fcr ea= tz:-rer accrzczec ;:te yea:, int!=te e ?rtrcn-. wnicr. it :en.cet: exC:::::4 pc.c=i4e.
wncx:: it tancec emc:uc.e. wp_s eilminznec cr iv eilrnintr2c ziterna:iwe
were ir.stt=tec recta:2 :arr:er;. ?Mere Ire :ar-ier yaz 9 i i ^ :leaseex"--;:iln 2rzventez
Earner Nc. :
(Continued)
as a pctential problem. To this end a ma-ior physical redesign cf,
as well as a recccus4nc cc the messace cf cur recruitment literature
has cccurrad. mh:= new cr=sents mincrit7 and
female role mcdels as examcles cc tna ecua' =mc'c=en:
c' the F=1. Present 7"=-ature cces
acenc7's to reach all secman-= of the wc-Ic
:Jnder!...71=1=':fter7
Retru4t=,"= CfFion-F =
f.c?-?
VII .1,
coordinate4niimi-7,-L,c in f.L1. ,=
the message relayed to the public about the needs of the FBI, as well
as an explanation of the mission of this Bureau contains uniformity.
In Fiscal Year (FY) 1987, the FBI attended and visibly participated
in over 40 significant recruiting events designed to reach out to
a wide range of minority and female job seekers. This marks a vast
improvement in the scope and quality of such efforts. Additionally,
PRU maintains a list of willing and qualified minority and female
Special Agents (SAs) who are willing and qualified to act as
recruiters at such events. Part of the degree of success that has
been achieved by such efforts rests on the active participation of
qualified and involved EEO officials and program managers. Technical.
assistance in the selection of key events, as well as active
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05 : CIA-RDP90-00530R001002350030-3
EAT:RI:L=7i
REFD=R7 73-1'
PrR LINr.-
CZAIMAA1.7.1
eti
C=1.4pb?z),,,EN7
A GEN C"?
Nurnder of Earners icentified tor Ar.aiysis and Elimination ?in Fe :
Ni.ancer of these E-arriers Elimir.ated in FY 8
Ntoincer of these=?..--rierz Partially Eliminated in FY 3:
Fr eabarrier ase O =ring the resorting yew. inOi=tethe--.4-.-=^aztoms th.-,m wnicr. it tended to exthdoe pecotie.
wnocr. it tanceo exoz, an: now the Carrier was enated or oarriaNy eilr'^ated (t.:at alternatige
were instituted recta:2 the Oarrieri. Where the Carrier was not eiiminaed. oiezze exotain 'oenzt preventec it: eilmir.a.ior-
?
r.amier No. 5: (Continued)
participation has done much to insure that the message of the. Bureau's
diverse recruitment needs is heard.
One of the most innovative methods in the Bureau's
recruitment programs is about to unfold in upcominc months.
.7.-?????`
the first time in its history the FBI will have, on a contractural
basis, the assistance of a full-time, full-service advertisinc
acency.- The value of such assistance lies in the fact 1-1174_47 sl'_1---=nt
placements of our very specific recruitment advertif=ing will
based on state of the art democrphic rv1 melr=iia =nAlvci=, tWr'Gtmr:.1
to less valued methods such as prior experience or recommendations.
-?.
The Bureau has always made an effort to direct a portion of its
advertising budget towards placements in minority, media, and the
assistance of an advertising agency should greatly assist in this
endeavor. In addition to using minority media, the Bureau attempts
to use minority institutions. Advertisements are placed in periodicals,
career day presentations are made and continuous contact's are made
with placement directors and/or other campus personnel who may spot
viable applicants.
Additionally, the FBI has increased the emphasis placed ?
on management, specifically field office management, to create a higher
profile of interest and active partkcapation in such recruitment
EDC -Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
R.A7:111.7ER EL_M4A722N
'
rgi ''74117
CZ:MPT.NEN-,-
ACZNc^,-
Nt.rrnser ct Ear7lerz tcr A.r.aiysis ant =-IirnInzticl-..in FY 3 :
Z. Numcer =ese B...crherT. Elirnir.ateci in FY 2
Nt.rrnzer :t rnese F-art!aily Eninatet in Fy 2 :
Fcr9a zrrier accreccet cr....r!n; reccr:!n; year, inci...-r-te e wnircn it tenc.e..i
. -
wriczn it ter.cac tn.t. tc-rrier ye= eiirntnzrec ;.:arnaily eilrn:natec (at wria: 2,!1.?.r.":Z:1we
were reciacc tne car-:e;. Mere tne tarr".er yeas nct aiirr ^-te.s. :lease er--:ain wr.-a: crz.ver.:ec it:
Barrier Ne..::
(Continued)
7=s undertaken to reach the minority audience. Both atolioant
recruitment and affirmative action are critical elements within the
Performance Plan for Soecial Acents in Charge (SACs) 4n
On a more g=n=,-.1 level,
is important to onasite that
PRU is committed to the notion of manacinc a nationwide r=oru'tm=n:
effort desicned to make the FBI resocnsive
4.. ?-?
and rf -ive of the
nation it serves. This can best be done 7-,coordinc to the broad overview
of a oroaram that hichlichts the Recional Recruitinc system now in
=
1 1 c 1- hren
educating the target audience to jobs available in the FBI through
our advertising agency. Information pertaining to barriers number
1, 2 and 3 are also pertinent in addressing the low minority and female
applicant pools and should promote the number of applicants seeking
FBI employment.
The future success of the Bureau in adequately recruiting
the types of individuals necessary to replace those leaving the BureaU
depends on a committment to aggressive-efforts to ensure a workforce
representative of all the groups found in our society, particularly
minorities and women. Efforts now underway and those under consideration
now will hopefully circumvent any perceived or existing problems in ,
this area of recruitment. Affirmative efforts to recruit from all
FLECC =10
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3 ?
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Ri":??ZR-7 3'7%
Pao ::1?4(7
1.7.ZMNAN'`
C=biP?zikiEsr7
C'Esc.I.
Nurnz.er Earner: A.r.aiysis an =iir.nnEtizn in FY 3 :
N=er cl tnese Ena:ec: in
Nuntzer v.' :nese Barrier: F.77.iminat..r., in Fry 2 :.
. .
Ft..? tra=. tzrrieracr.raz=e.-: =ring =le ytar, wnicn it ter-ce-...: t exti:Lice peccie.
:enc = zr.r. ncw tne :70-.-ier wz eItrz eiltn:n:atec wr.a: zdterriz:iwe
were ins:.:rect = recia=e tte carner;. Where tne tarrier waz 7,resien:st
Ecrner Nc.
(Continued)
segment.= cf cur society are in place, and initiatives now being acted
on will insure a steady flow of applicants that should incr==== in
numbers
an
improve in quality during utccming Years.
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
P
T 7..Z?d 1"4:7). g'N'T
? aZN
=:` Ezmer:: !ctr:fiec Azalys:z F.!
Num=er =ese
Z. Nt==er :nese Barrter.: ELliminztett ir: :='!' 2 :
? -
tr_rner yea-. ir:=!=:e =9-=="^:tz. tr=7. it
wrzcor:: :encec := zr:r. ncw 1r:a :zrrr:er wre.z. etirr.:r=ac: .T7 ;;zily eflr.7:r:z:ec Le. .= Z. er7::.: f '7!
Arr:ere :e :=7:er was erz:air. :rever.:B=
tic. 6 :
Unable to meet basic cualificaticns.
This ba affects the recruitment fr wcrd pr=cessihc
positicns (Series 0312, 0318, 0322) which affects women and mincri'4.=
This bar--;=r i= being addressed by offerinc structured class-
rocm training in zinc and shorthand as well as business English.
administrative crocedures and crocfreadinc. Thera .was a marked in^r==.=.=
in these training procrams durinc FY 1a87 from the orevios
year. The oav enhancement acorov=d by ,7ffir!=c
for salary rei-.= in the Distric nf r-1,mniz
Area for stncr;r=ph,=r=. typict-=
cr.3 4-
through GS-7 likely stimulated interest of employees to qualify for
these positions. During FY 1987, 173 employees successfully completed
typing courses as compared to 93 the previous fiscal year and 88
individuals completed shorthand classes as compared to 76 in FY 1986.
Additionally, personnel completed training in word-processing related
courses as follows: 81 - Business English; 78 - Administrative Procedure
The two latter courses are open 'to incumbents in other job classificat:ion
series; however, the majority completin.g the course continue to be
from the word processing series with the intent to enhance skills
for more efficient performance in current position and/or advancement
to higher positions as vacancies occur.
In September, 1986, within the FBI Headquarters a Career .
EEC
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
E-.ARF1.7-1F,DTN
I R?z?4:-..Ft-7
FSer.
r"A
CZ:MbilA141.=
A a EN C'?.??
Nuntser of Barriers ice--"ied tar Analysis an: Eliminaticn.in Ft' 2 :
Numser GI these E-arr:ers Eliminated in 2 :
Z. Ntrnaer cf these Ear-ien: Par:ially Eliminated .in FY 2 :
? - -
!Carrier addres.sec rrzring the reccr:in; year, inCi=ether...=-=f-rte trzin yin:cm ittense,...i a ex...jIse peez.ke,
wricali encec tr:e 'carrier was eis.s zarnaily (z 3.:Prr.z: alterna:iwe
were ins:id.:rec tr. reciadd the r.arrier.;. Winere the :a:7:er wa.s nc: siirninmec. ;lease wna: creyen:ec its
Earner e.6:
Nit. 6 :
(Continued)
Guidance Program was established for Support and Service Employ==.=.
The implementation of this program affords all non-Agent employees
the coportunity to receive professional career cuidance from
knowledcable couns1,-r- The service is to provide cuidance and
assistance to employees who desire to develop parser coals, rove
interviewinc technicues and better their Apol4r..=-4-n and
ni1=141=j,:z1n =,nnly
(""ncp114ng -4 r' =mrinvcia=ce+-n ca=k
,IT144.4ezc
c1c411- -nr7 zcc=ss 7^^-n"-1
_conjunction with this program, Resume Workshops are provided on
an as needed basis.
The foregoing Career Guidance Program was instituted following
a job task analysis study which encompasses all support positions
Bureau wide. Other outgrowths of this project will be enhanced testing
and selection procedures. These initiatives will impact on all support
positions within the FBI.
On June 26, 1987, a new merit promotion plan was instituted.
The training programs coupled with career counselling and
proper selection procedures should enhance opportunities for women'
and minorities and the entire support staff in not only word
processing series, but all positions.
OAEEC. M Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
? t
^ 5.4 ? N
F=,T
? G ZN
z.t Earner: Ice--"iec tcr Araiiyr.is an: F! :
Z.. Numeer l'..ete Earner: -=r.z:r.: in FY 2 :
Nurtzer :hese rrParhaily Elimir.atett in 7-?.' 3:
=.-er aa..-.r. z.r.?:::-.e.?==ec.z.-...rn; :he recerth; year. inti=e vrnicr. it pecrzue,
?Ivrtor.: the WEZ :r ver..7.: ziternz:fwe
wtere. r.ar.-:er:. Where :he :=:er wa:: eiir?-z.-eir.. ;:ezze .
?
Nc- 6 : (Continued)
The FBI willcontinue monitoring and promotinc these training
and guidance programs to eliminate the inability of embloYees to.meet
basic cualifications.
?
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
GRD LEVELS
TOTAL
ALL EMPLOYEES
EMPLOYEE
WHITE
DISTRIBUTION
FISCAL YEAR
BLACK
LEVEL GROUPINGS
1987
HISPANIC
ASIAN
A/INO
MALE
%
FEW
%
FEW %
MALE
%
FEW
%
MALE
%
FEW
%
MALE
% FEM
%
MALE
%
FEW
%
GS-01-03
616
143
23.2
473
76.7
223
36.2
38
6.1
228
37.0
7
1.1
8
1.2
.0
2
.3
3
.4
12
1.9
GS-04
1385
262
18.9
1123
81.0
547
39.4
89
6.4
535
38.6
7
.5
25
1.8
4
.2
5
.3
2
.1
11
.7
GS-05
2940
471
16.0
2469
83.9
1303
44.3
141
4.7
1068
36.3
11
.3
61
2.0
8
.2
13.
.4
5
.1
24
.8
GS-06
2004
239
11.9
1765
88.0
1065
53.1
63
3.1
620
30.9
11
.5
46
2.2
2
.0
19
.9
1
.0
15
.7
GS-07
2126
623
29.3
1503
70.6
891
41.9
152
7.1
560
26.3
15
.7
34
1.5
9
.4
8
.3
5
.2
10
.4
GS-08
579
113
19.5
466
80.4
349
60.2
20
3.4
95
16.4
2
.3
16
2.7
.0
3
.5
.0
3
.5
GS-09
1185
404
34.0
781
65.9
603
50.8
35
2.9
143
12.0
7
.5
28
2.3
16
1.3
2
.1
2
.1
5
.4
GS-10
1521
1133
74.4
388
25.5
315
20.7
67
4.4
42
2.7
73
4.7
24
1.5
19
1.2
3
.1
4
.2
4
.2
_
GS-11
1474
1016
68.9
457
31.0
376
25.5
52
3.5
43
2.9
55
3.7
19
1.2
32
2.1
15
1.0
9
.6
4
.2
GS-12
1467
1168
79.6
299
20.3
268
18.2
66
4.4
20
1.3
54
3.6
7
.4
24
1.6
4
.2
9
.6
.0
GS-13
5116
4860
94.9
256
5.0
233
4.5
135
2.6
8
.1
160
3.1
II
.2
40
.7
2
.0
22
.4
2
.0
GS-I4
1120
1083
96.6
37
3.3
35
3.1
38
3.3
2
.1
33
2.9
.0
8
.7
.0
5
.4
.0
GS-I5
322
321
99.6
1
.3
1
.3
4
1.2
.0
4
1.2
.0
5
1.5
.0
2
.6
.0
OTHER
152
150
98.6
2
1.3
1
.6
3
1.9
1
.6
2
1.3
.0
I
.6
.0
.0
.o
WAGEBOARD
471
378
80.2
93
19.7
21
4.4
99
21.0
69
14.6
7
1.4
2
.4
1
.2
1
.2
2
.4
.0
TOTAL
22477
12364
55.0
10113
44.92
6231
27.7
1002
4.41
3434
15.21
448
1.92
281
1.21
167
.7
77
.3
71
.3
90
.4
*GS 16 thru GS 18
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3
Declassified and Approved_For.Release.2013/06/05 : CIA-RDP90-00530R001002350030-3
FY-87 E00 PERSONNEL
GRD LEVELS
TOTAL
ALL EMPLOYEES
PROFILE BY GRADE LEVELS ?
WHITE BLACK
HISPANIC
ASIAN
A/IND
MALE
%
FEM
FEM %
MALE
%
FEM
%
MALE
%
FEM
%
MALE
% FEM
.
MALE
%
FEM %
GS01-04
1042
213
20.4
829
79.5
444
42.6
64
6.1
365
35.0
8
.7
14
1.3
.0
6
.5
.0
.0
GS05-08
797
224
28.1
573
71.8
382
47.9
28
3.5
180
22.5
4
.5
5
..6
2
.2 '
6
.7
3
.3
.0
GS09-12.
762
624
81.8
138
18.1
120
15.7
34
4.4
10
1.3
44
5.7
6
.7
12
1.5
2
?.2
1
.1
.0
GM/GS13-15
6
4
66.8
2
33.3
2
33.3
.0
.0
.0
.0
.o
.0
.o
.0
WAGEBOARO
35
23
65.7
12
34.2
3
8.5
6
17.1
8
22.8
.0
.0
.0
1
2.8
.0
.0
GS16-18
1
.0
1
.0
1
.0
.0
.0
.0
.o
-0
.o
.0
.0
TOTAL
2643
1088
41.1
1555
58.8
852
36.0
132
4.9
563
21.3
56
2.1.
25
.9
14
.5
15
.5
4
.1
.0
4
Declassified and Approved For Release 2013/06/05: CIA-RDP90-00530R001002350030-3