EEO

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89G00643R000600020001-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 22
• Document Creation Date: December 23, 2016
• Document Release Date: October 12, 2011
• Sequence Number: 1
• Content Type: MISC

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Contents
Trends in Agency Work Force from Fiscal Years 1980 to 1987
Equal Employment Opportunity - Overview
Special EEO Oriented Programs
Minority Student Symposium
Summer Fellowship Program
The Student Scholar Program
Minority Undergraduate Program
Tuition Assistance Program
Upward Mobility
Training Opportunities
Contract with Minority-Owned Business
Statistical Information
Fiscal Year 1987 Minority Employment Entering on Duty
Agency Work Force from 1980 to 1987 by Category
Agency Work Force from 1980 to 1987 by Grade
Correspondence Regarding 1987 Intelligence Authorization Act
UNCLASSIFIED WHEN SEPARATED
FROM ATTACHMENT
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14 October 1987
Trends in Agency Full-Time Work Force From FY-1980 to FY-1987
1. From FY-80 through FY-87,
25X1 work force each year as full-time
25X1 FY-80 to in FY-87 during a
25X1 force grew y some employ
25X1 force dropped somewhat in FY-85
25X1 with an increase, The DOD rate for minority tull-time employees
25X1 joining the Agency in FY-87 was poeople, (doubling the FY-86
25X1 figure o and reflects a positive trend. However, a substantial number
25X1 of these gains are in the technical and clerical fields.
the total number of minorities _joining the
employees increased from some in
period in which the total Agency work
ir percent ge of the Agency work
and FY-86 but ended FY-87
25X1
25X1
25X1
LOA I
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2. Women continued to occupy a larger portion of the A ency work force
as reflected by their representation in FY-80 to in FY-87. The
number of women occupying professional positions continued to increase to
represent approximately of the professional work force in FY-87. The
EOD rate for new female employees in FY-87 increased to women) of
all total full-time entrants. This positive trend continues, with of
all professional employees that entered the Agency in FY-87 being females.
3. The total number of employees who identify themselves as having some
type of disability as defined by OPM increased during the seven year
period. The major jump in the total number of severely or multiply
disabled employees after FY-82 reflects the Agency's adoption of OPM's
standards defining these types of disabled employees. However, the
percentage of disabled employees in the Agency work force has remained
25X1 relatively static at about
25X1
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14 October 1987
Equal Employment Opportunity--Overview
The Office of Equal Employment Opportunity was created in July 1975
and was placed in the DCI area as an independent office. In August 1983,
when the Office of Personnel was incorporated into the DDA structure, the
EEO Office was placed under the Office of Personnel for general guidance,
25X1 tasking, and accountability.
The CIA's equal employment opportunity and affirmative action program
is a multifaceted effort. Since the program's inception some 13 years ago,
it has focused on recruitment and retention of women and minorities, and on
the development of their careers through skills training and
awareness-building efforts. In recent years the EEO office has taken maior
steps to broaden awareness and sensitivity training for managers and
employees, and covers a comprehensive spectrum of minority and women's
issues. We are continuing to make progress in these areas but we still have
25X1 a way to go.
During FY-87 the Director of EEO, three. specific Program Managers
(Hispanic Employment, Black Affairs, and Asian-Pacific-American), as well as
the four Directorate EEO representatives aggressively participated in the
minority recruitment effort while providing assistance to the Age
25X1 regionally based recruiter facilities. In FY-87, the Agency hired
25X1 minorities (doubling the FY-86 figure of and women for fu ume
25X1 permanent employment.
SPECIAL EEO ORIENTED PROGRAMS
Three EEO oriented programs--Minority Student Symposium, Summer
Fellowship, and Minority Undergraduate--are in direct support of the
minority recruitment effort. These programs are being expanded and, with
greater administrative support from the Office of Employment, should play an
important role in helping the Agency develop recruitment feeder groups and
recruitment networks at the Historically Black Colleges and Universities
25X1 (HBCUs) and other schools with significant minority enrollments.
-Minority Student Symposium
This promising effort was introduced in FY-86 and was continued in
FY-87. On 27-28 April 1987, the Office of EEO sponsored a second "minority
symposium" that attracted 35 minority students and 10 placement
representatives from 10 different colleges/universities. The group received
a series of indepth briefings concerning our mission and objectives. The
students were enrolled in science, engineering, political science, and
economics study p rams at HBCUs and two universities with high Hispanic
25X1 representation.
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-Summer Fellowship Program
This program, which began in 1980, has proven to be an excellent
developer of supportive contacts at the HBCUs and at the same time offers
opportunities for staff personnel at these schools to strengthen their own
skills. By placing a small number of faculty and administrators of HBCUs,
regardless of their ethnic background, into regular Agency assignments
during the summer months, the participants gain valuable experience in their
fields and the Agency improves its relations with the schools. Since the
program's inception, we have averaged about six per year. However, in
FY-87, we EOD'd 11 academicians from 10 colleges/universities for summer
25X1 employment. This represents a near 50% increase over our FY-86 effort.
-The Student Scholar Program
In response to a Congressional directive in section 506 of the
Intelligence Authorization Act, the Agency developed an undergraduate
training program that will lead to baccalaureate degrees and intelligence
careers for high school students interested in and capable of developing
skills critical to the Agency's mission. This program, designed
particularly for minorities and the disabled, will provide tuition
assistance and CIA work experience to students pursuing intelligence-related
studies with the understanding that they will become full-time CIA employees
upon graduation. We began implementing this program in April 1987 with a
goal of bringing 5 students on board. Our efforts attracted some 107
applications with 26 students being placed in process. Of these, 19 were
fully cleared to EOD and 11 entered on duty on 28 September 1987. These
students, with an average SAT score of 1000 and a GPA of 3.5 on a 4.0 scale,
25X1 represented 7 schools from 5 states.
-Minority Undergraduate Program (MUPS)
This novel program was first introduced in the Directorate of
Intelligence in 1984 and has since been expanded to two other Directorates.
Under this program, promising minority undergraduates receive an early
introduction to the CIA through a summer work experience linked to their
formal academic studies. Also, the program affords the Agency an
opportunity to evaluate potential future employees and guide them into
course work that will prepare them for careers within our various
25X1 components.
In FY-86 six students, out of some 25 applicants from HBCUs,
participated in the summer program, and were hired for full-time staff
employment. The program for FY-87 was expanded in two ways. Two of our
major components--the Directorate of Administration and the Directorate of
Science and Technology--joined the Directorate of Intelligence in
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participating, and thereby significantly increased the number of summer
placement opportunities. Also, minority students--Hispanics, Asian-Pacific
Americans, Native Americans, and Blacks--from all colleges and universities
(not just HBCUs) are being invited to participate. In FY-87 we entered on
duty some 16 students, thereby more than doubling our FY-86 effort. We plan
to continue to broaden and expand the Minority Undergraduate Program in
25X1 future years.
Tuition Assistance Program
This program, managed exclusively by the Office of Personnel, was
established to assist students currently enrolled in one of the Agency's
student programs, to help defray the high cost of receiving a college
education. Eligible students can receive tuition payments up to $2,000
provided they return to the Agency as a staff employee upon graduation. An
additional sum of up to $500 will be provided each student with 3.5 or
higher G.P.A. Financial assistance has already been _provided to over 103
25X1 students from 42 different academic institutions.
Upward Mobility
The Agency's Upward Mobility Program offers career opportunities to
male and female technical and clerical employees at grades GS-09 and below.
25X1 From its inception in 1980 through 1986, some. 100 employees
female) were moved into technical and officer positions through this
25X1 program.
In FY-87 we dipped below expectations, placing 12 employees; of this
number, 9 were female and 5 were minorities. In FY-86, no minorities
25X1 participated in the program.
Training Opportunities
The ()EEO office participates actively in formal Agency training
courses. A new and comprehensive management training program has been
developed by the Office of Training that will now help all new managers to
become familiar with EEO issues. It is an effort to further sensitize and
25X1 educate our next generation of supervisors and managers.
In FY-87 the Urban Awareness Seminar conducted by Dr. Charles King,
President of the Urban Crisis Center in Atlanta, Georgia, was offered nine
times, reaching approximately 250 employees. Since 1980 the EEO Office has
contracted with Dr. King to provide these seminars in an effort to help
participants develop a better understanding of how differences of race,
culture, ethnicity, and socio-economics impact on the day-to-vrlations
25X1 between whites, blacks, other minorities, and men and women.
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The OEEO's Federal Women's Program sponsored three training courses
offering 26 different runnings in FY 1987. The Professional Women's Course
in 10 sessions trained 250 women, the Professional Men's Course trained 200
male managers in 10 training sessions and the new Women's Executive
Leadership Development Course was offered in 6 sessions and trained 150
women. These courses provide substantive training, information, and role
experiences from different perspectives to teach leaders of both sexes to
understand and accommodate gender differences and leadership styles in the
work place. The desired result is a more effective utilization of the
talents and human resources available to the Agency in its female work
force. These courses also prpidareness training for an increasing
25X1 number of Agency employees.
In FY 1987, the Office of EEO offered a pilot running of a new EEO for
Managers course. This one-day program emphasized the active role and
responsibility a manager must play in order to avoid and correct problems
that lead to discrimination complaints. The course was attended by 40
employees who are managers or in some way affect employees' careers, and
their reaction to it supported our plan to offer the course three times in
in FY 1988. This is part of a continuing effort to prevent situations that
give rise to complaints of discrimination and to help managers and others to
25X1 understand their role in EEO matters.
25X1
The Office of Logistics--one of our principal employers of wage grade
workers and minorities--has devised a Blue Collar Mid-Career course,
paralleling a similar Agency-wide course for professional employees. The
"Blue Collar" course is intended to provide a broadening experience and new
insights on career opportunities for workers with demonstrated potential for
advancement. In the first two runnings of the course, some thirty percent
of the participants were represented by women and minorities. This high
level of minority and female participation is expected to continue.
Contract with Minority-Owned Business
The General Services Administration (GSA) has been closely involved in
every aspect of the construction of the New Headquarters Building. Working
through GSA and the Small Business Administration, the Agency awarded a
contract for $5.7 - $7.0 million to Robert Clay Corporation of Baltimore.
According to GSA, this was the largest single contract which had been
25X1 awarded to date to a minority-owned small business.
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MEMORANDUM FOR: Executive Director
VIA: Deputy Director for Administration
FROM: Hugh E. Price
Director of Personnel
SUBJECT: College Sponsorship Program
REFERENCE: 1987 Intelligence Authorization Act
OP 87-0129
2 MAR 198Z
1. The attached proposal for an undergraduate training program responds
to Congressional direction in the referenced Intelligence Authorization Act.
The program -- designed particularly for minorities and, where possible, for
the disabled, -- could lead to baccalaureate degrees and intelligence careers
for high school students interested in and capable of developing skills
critical to CIA's mission.
2. We are ready to implement this program upon your approval.
Attachment
CONCUR:
Hugh E. Price
3. 8 MAR 1987
Deputy Director for Administration Date
APPROJrn-
_ERecutive Director
, --v
'.."????????
2 ti MP 1987
Date
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SUBJECT: College Scholarship Program
Distribution:
Orig - Addressee
1 - CCC
2 - DDA
1 - D/OP
1 - DD/E
1 - C/ROD
1 - 0/00MPT
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COLLEGE SCHOLARSHIP PROGRAM
PURPOSE AND PROPOSAL
The Agency proposes to establish a college scholarship program for
high-aptitude high school students as mandated by Sections 505 and 506 of
HPSCI's Intelligence Authorization Bill. This program will target
students whose field of study matches areas of critical Agency recruiting
needs. In addition, the program will concentrate on significant minority
participation, and where possible, the disabled.
PROCEDURES
The Agency will enter into a contractual arrangement with Scholarship
Selection Services of Educational Testing Services (ETS), Princeton, NJ,
to identify high-aptitude high school students, especially those from
minority groups, from which we will select candidates for this program.
We plan to hire five students the first year and expand by five students
a year to a maximum of 20 students per year. Those students hired in
this program must meet Agency medical and security requirements and begin
their first work period the summer following high school graduation.
They will be hired as a GS-02 and be promoted yearly, based on
satisfactory course work and job performance. After college graduation,
they will be eligible for promotion to a general professional entry grade
level not lower than a GS-07.
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CONDITIONS AND OBLIGATIONS (Student)
Students hired into this program will be required to agree to the
following conditions:
a. Complete a mutually agreed upon educational course of study at a
fully accredited four-year college or university selected by the
student and approved by the Agency.
b. Maintain a GPA of 2.5 or higher (out of a 4.0 grade system).
c. Work at an Agency facility during summer breaks between academic
school years and other times acceptable to the employee and the
Agency.
d. Reimburse the Agency for the educational costs under the program
(excluding pay and allowances) if the student fails to complete
the course of study or fails to serve as an Agency
employee.
e. Immediately following college graduation, serve as an Agency
employee for a period of one-and-a half years for each year of
Agency academic sponsorship. For the normal undergraduate
curriculum of four 8-month school years, this would be 48 months
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CONDITIONS AND OBLIGATIONS (Agency)
The Agency will pay expenses to include tuition, room and board,
fees, materials, and supplies. In addition, the Agency will also pay the
cost of transportation between the academic institution and Washington
for work periods. The legislative history requires that the students
will earn a year-round salary based on their determined grade level.
COST DATA
Exclusive of the program administrator's salary, the salaries of
students and support personnel, and the fee due ETS (yet to be
negotiated) for identifying scholarship-eligible applicants, program
costs are estimated to be as follows:
FISCAL YEAR
$10,000
$10,000
$10,000
= $ 50,000
= $100,000
= $150,000
1987
1988
1989
5 students @
10 students @
15 students @
1990
20 students @
$10,000
- $200,000
$500,000
$50,000
for tuition assistance has been added to OP's operating
budget for FY-87, but additional funding may be required for supporting
and services costs. Full funding will be necessary for FY-88. The full
program for FY-89 and 90 is included in our new initiatives package.
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Lentral intemigentc irgeno
Washington D C 2050S
CIA Undergraduate Minority Scholar Program
Can you meet the challenge? Are you a minority student planning to
enroll in a four/five year college program and thinking of becoming a
Computer Scientist, CartograPher, Engineer (EE, ME), Mathematician,
Physicist, Linguist, Accountant, Economist or Imagery Scientist? If so, the
Central Intelligence Agency just might have that special program and career
position for you.
As a Student Scholar with the Agency, you will have an opportunity to
work at the edge of our nation's intelligence support effort by providing
U.S. policymakers with facts and analysis on a broad array of international
issues, or helping to develop and maintain highly technical and "state of
the art" programs focused on issues of vital importance to our national
interests. You will be directly involved in substantive, challenging, and
meaningful work assignments commensurate with your academic training.
To qualify for this program, Minority Student Scholars must be U.S.
citizens, have a 3.0 high school GPA and meet the same employment standards
as permanent employees. All Student Scholars are required to maintain full
time college status and a 2.5 GPA, work each summer at an Agency facility
and agree to continue employment with the Agency for a period of 1 1/2 times
the length of college training after graduation.
Selected Student Scholars will be provided a yearly salary and up to
$10,000/year for tuition, fees, materials, supplies, room and board. The
Agency will pay the cost of transportation between school and the Agency and
assist you in finding housing during your work period.
If you are eligible for this program and wish to apply, submit a
Standard 171 Government Application for Employment along with high school
transcript, recommendation and a brief essay to:
Central Intelligence Agency
Office of Equal Employment Opportunity
Undergraduate Minority Scholar Program
Washington, D. C. 20505
Phone collect -
In order to allow sufficient time for Agency processing, students are
asked to apply as early as possible prior to the beginning of their first
semester in college.
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Central Intelligence Agency
Washington, D. C.20505
CIA Undergraduate Scholar Program
1. Objective. The CIA Undergraduate Scholar Program has been
established to attract and retain individuals, particularly minority and
where possible, disabled high school students, and have their undergraduate
education funded by the Agency. These students must plan to enroll, or
already have enrolled in a fully accredited four/five year college or
university, and have demonstrated an ability to successfully develop skills
critical to the mission of the Agency. These occupational skills include
Engineering (EE, ME), Economics, Computer Science, Mathematics, Physics,
Cartography, non-romance languages, and Imagery Science.
2. Authorities. Intelligence Authorization Act for Fiscal Year 1987
(Sections 505 and 506 of H.R. 4759).
3. Selection Process. Applicants for the CIA Undergraduate Scholar
Program must successfully complete medical and security screening including
a polygraph examinations.
4. Selection Criteria. To be considered and retained in this program,
an applicant must:
a. Have strong academic potential as indicated by high school
faculty and staff recommendations; high school transcripts; tests, such as
SAT or ACT results and specific placement tests; interviews; and appropriate
Agency review.
b. Have interest in and aptitude for critical skills as
Engineering (EE, ME), Economics, Computer Science, Mathematics, Physics,
Cartography, non-romance languages, and Imagery Science.
c. Have high school academic performance at or above 2.75 GPA level
based on a 4.0 grade system.
5. Student Obligations. An individual who is selected for this program
must agree in writing:
a. To continue in the service of the Agency for the period of the
assignment and to complete the educational course of training for which
he/She is assigned and enrolled;
b. Upon graduation (within 60 calendar days) join the Agency as a
full-time staff employee for a period of one-and-a-half years for each year
of Agency academic sponsorship. For the normal undergraduate curriculum of
four 8-month school years, this would amount to 48 months;
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c. To reimburse the United States government for the total cost of
education (excluding the employee's pay and allowances) if, prior to the
employee's completing the educational course of training, the employee's
employment with the Agency is terminated either by the Agency due to
misconduct by the employee or by the employee voluntarily; and
d. To reimburse the United States government if, after completing
the educational course of training for which the employee is assigned, the
individual's employment with the Agency is terminated either by the Agency
due to misconduct by the employee or by the employee voluntarily, prior to
the employee's completion of the service Obligation period described in the
subparagraph (b) above. The reimbursement will be in an amount equal to the
total cost of the educational expenses (excluding the employee's pay and
allowances) provided to the employee.
6. Responsibilities. Work at an Agency facility during summer breaks
between academic school years and during other periods acceptable to the
employee and the Agency.
a. The Director of Personnel:
(1) Is responsible for the appointment, retention or dismissal
of the participants, and for other actions related to the CIA Undergraduate
Scholar Program; and
(2) Will establish the compensation scale and criteria for this
program.
(3) Will designate the Director, Office of Equal Employment to
act as Undergraduate Scholar Program Administrator.
The Undergraduate Scholar Program Administrator:
(a) Will be responsible for monitoring student progress
and determining and certifying their eligibility for promotion;
(1:) Will, along with representatives from the students'
office of assignment, provide counseling and coordinate summer employment
assignments for program participants; and
(c) Will contact participating educational institutions at
least twice annually to verify student enrollment, attendance, and academic
standing.
b. The office to which a student is assigned will provide a
performance appraisal at the completion of each assignment.
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7. Appointments. Participants in the Agency's Undergraduate Scholar
Program will be given staff reserve appointment. They will be full-time CIA
employees.
8. Conditions of Employment. Conditions and regulations applicable to
Agency employees generally apply to the Undergraduate Scholar Program
employee.
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