MINUTES OF THE IAG MEETING ON AFFIRMATIVE EMPLOYMENT PROGRAMS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00314R000200080021-1
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 12, 2016
• Document Release Date: July 17, 2002
• Sequence Number: 21
• Content Type: MIN

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UNITED STATES OF AMERICA
OFFICE OF PERSONNEL MANAGEMENT
WASHINGTON, D.C. 20415
Secretariat
Room 1304-1900 E St.. N. W.
Code 101, Ext. 26266 or
Area Code 202-632-6266
MINUTES OF THE IAG MEETING ON
AFFIRMATIVE EMPLOYMENT PROGRAMS
August 8, 1979
A. Diane Graham, Assistant Director, Office of Affirmative Employment
Programs, chaired the meeting. Ms. Graham stated that this meeting
of the IAG Committee would serve as an information sharing session and
the topics for discussion would be the Federal Equal Opportunity Re-
cruitment Program (FEORP) and the Federal Employees Compensation
Reform Act of 1979 (Pay Reform Act). She commented that the Pay Re-
form Act. has significant ramifications for employment of minorities
and women and is a counterpart to the Civil Service Reform Act.
PAY REFORM ACT
Ms. Graham introduced Barry Shapiro, Special Assistant to the Deputy
Associate Director of Compensation. Mr. Shapiro stated that the pur-
pose of the Pay Reform Act is to improve the operation of our present
compensation system. The major portions of the bill include several
legislative proposals, an administrative plan, state and local govern-
ment surveys, locality pay for white-collar employees, blue-collar
reforms, premium pay, staffing differentials and attendance and leave
amendments. (See attached background paper on the Federal Employees'
Compensation Reform.) The bill would also establish January 15, Martin
Luther King, Jr.'s Birthday as a holiday.
FEDERAL EQUAL OPPORTUNITY RECRUITMENT PROGRAM
Ms. Graham then introduced Curtestine M. Boardley, Acting Director,
Office of Minority Programs and Outreach and Upward Mobility Programs.
Ms. Boardley stated the guidance and data package issued as an advance
edition on July 17, 1979 (FPM Letter 720-1) was an effort to get some-
thing out to the. agencies. She noted that the Information Clearinghouse
is missing on Page 4 and will be corrected in the final revision and that
agency data will be available, under a separate cover to agencies, with-
in the next 15 days.
Ms. Boardley then discussed what agencies can begin to do now to get
their programs underway.
1. Agencies should send OAEP the name of the agency
designated official for FEORP.
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2. The designated agency official should determine who
has lead responsibility for the FEORPP.
:3. Agencies should begin to make comparisons to determine
underrepresentation using their latest available data.
4. Agencies can use the same techniques applied in the
wor `orce an: ."J_s for the FY78 EEO Plan. The only
new factor to add is the Civilian Labor Force. Data
Indexes.
i. Agencies should assess resources available and resources
needed, and
6. Agencies should not get hung up on the data. Success
of the FEORP depends largely on the actions taken to
eliminate underrepresentation at each grade level and
the attainment of parity with the civilian labor force.
Any changes made in FPM Letter 720-1 will be aimed to make the content
more clear. Ms. Graham inserted that no position has been taken on which
Director, Personnel or EEO, should have the lead responsibility for im-
plementing the FEORP. She said OAEP would not want to see the Personnel
office withdraw from recruiting; the Personnel office has the respon-
sibility to effectively design a recruiting program under the FEORP with
the EEO office monitoring the program.
The FEORP focus is on recruitment. Agencies should start with onboard
data and compare with civilian labor force data, then move to change
any underrepresentation identified through recruitment of minorities
and women.
Ms. Graham stated that. 0MB has given oral authorization to collect race,
sex and ethnic data on applicants and a letter from PRDC is forthcoming.
A brief discussion was held on a recently announced proposal, to Per-
sonnel Directors, for an alternative use of PACE. The alternative use
would encompass the issuance of a pass/fail notice, instead of the
current numerical rating, with agencies being responsible for further
rating and ranking of applicants as they announce positions normally
filled from the PACE register.
Ms. Graham concluded Lhe meeting after notifying the attendees that the
next IAG Meeting would include a briefing on the Presidential Manage-
ment Exchange Program.
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Q. Has anyone looked at how the Pay Reform Act will affect mobility
of employees?
A. An indepth study on the effect of employees mobility has not been made.
Q. Has anything been done to show any impact on minorities and women
resulting from the Pay Reform Act?
A. A study on the impact of changing the whole comparability system
has been made, however, a breakdown by occupation or grade category is
not available.
Some rough figures indicate that 45% of all Federal employees would be
in areas with higher compensation; 51% of Federal employees would be in
areas with lower compensation; and 46% of the minorities in areas with
higher compensation. A breakdown among minorities (i.e. Blacks, His-
panics, etc.) has not been made.
Q. Has the idea of sharing the responsibility for implementing the
FEORP with the Personnel and EEO office been considered?
A. We are not dictating which office should take full responsibility
for implementing the FEORP, however we did consider and rejected the
idea of co-responsibility.
Q. What were the general reactions to the PACE proposal?
A. The general reaction to the PACE proposal was positive.
Q. If the proposal for PACE was accepted, when would veteran preference be
added?
A. Veteran Preference would be applied at the agency level only.
Q. Would the proposal for PACE, if adopted, be a way around adverse
impact?
A. Yes, it is a way around adverse impact.
Q.
Does the question of.availability enter into adverse impact on PACE?
A. No, PACE is broad-band, it is based on relative marketability.
When comparing minorities who pass/fail with non-minorities who pass/fail,
then adverse impact becomes relative.
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Q. What determines who passes under this new PACE proposal?
A. Additional factors, beyond those presently considered, would be
applied at the agency level. These additional factors would, presumably,
be based on skills, knowledges, and abilities identified through a task
analysis of the position being posted and data collected from the appli-
cant.
Q. Will agencies receive more recruiting authority if the PACE proposal
is adopted?
A. Yes, agencies would rate, rank, certify and apply veterans preferences.
Q. Aren't we marrying up name with designator codes in the minority
recruitment files?
A. No. We are simply ensuring that agencies do not lose the contacts
that have been made. We are not authorizing agencies to place designated
minority codes with names of applicants.
Q. What about the manager who needs to know who the minorities and women
are to fill vacancies?
A. The EEO office does not have responsibility for individually identifying
minorities on a certificate but can assure that minorities are represented
on the certificate. The manager has the option of conducting interviews
and using visual identification. A manager, if he/she feels the applicant
pool is not representative, can request a wider area of consideration.
DON'T FORGET Send those topics you would like to have discussed at
future TAG meetings to Ms. Catherine Penn, OPM-OAEP, 1900 E Street NW,
Suite 7530, Washington, DC 20415, by c.o.b. August 30, 1979.
The following agencies or departments were represented at the IAG Meeting
on Affirmative Employment Programs on August 8, 1979:
Office of Personnel Management
Department of the Army
Department of the Navy
U.S. Marine Corps.
Department
of
Treasury
Department
of
Defense
Department
of
Interior
Department
of
Labor
Department
of
Energy
Department
of
Transportation
Department
of
Agriculture
Department
of
Housing & Urban Development
Department
of
Commerce
Agency for International Development
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Federal Deposit Insurance Corporation
General Accounting Office
Interstate Commerce Commission
National ~cience Foundation
Civil Aeronautics Board
Environmental Protection Agency
Veterans Administration
Smithsonian institution
Small Business Administration
Selective Service System
Community Services Administration
Federal Trade Commission
International Communication Agency
Commission on Civil Rights
Equal Employment Opportunity Commission
Federal Emergency Management Agency-.-
International Trade Commission
U.. S. Soldiers and Airmen's Home
Attached you will find a copy of materials distributed at the meeting.
NOTE: Attadhment limited; distributed to principal membership of the
Affirmative Employment Programs Committee only. If you desire
a copy please contact Ms. Catherine Penn on 632-6256.
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