Equal Employment Opportunity: Women and Minority Representation at Interior, Agriculture, Navy and State
DIANE Publishing, 1996 - 114 pages
Following concerns of continued misrepresentation of EEO groups in the federal workplace more than 10 years after legislation was passed to eliminate it, a review of the representation of women & minorities at the Departments of Interior, Agriculture, Navy, & State is examined. Discusses the extent of their compliance with the EEO affirmative action programs. 33 charts, tables & graphs.
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1.0 indicate 13-15 Grade level affirmative action affirmative employment planning affirmative employment program Agencies Number Percent agency's applicant flow data Asian women barriers Black women change in percentage clf data Department different eeo groups evaluate Fiscal Years 1984 Foreign Service workforce Four Agencies Table grades 13 Groups at Four Hispanic women indicates no change Interior Agriculture Navy Key job workforce key white-collar jobs Levels and Progress Minority women multiyear affirmative employment multiyear plans Native American women Number Percent Relative numbers less Numbers of Specific numbers of white numbers of women occupations on-site reviews OPM and EEOC OPM's CPDF Percent Relative number percentages and relative percentages or relative program analysis Progress in Reducing promotions ratio of 1.0 Recruitment and Employment Reducing the Underrepresentation representation of women separations Showing Representation Levels Specific EEO Groups State's Foreign Service Tables Showing Representation U.S. Census Bureau Underrepresentation of Women underrepresented White-collar workforce women and minorities
Page 28 - Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972...
Page 1 - Thompson Chairman The Honorable John Glenn Ranking Minority Member Committee on Governmental Affairs United States Senate...
Page 61 - ... PROVIDE WORKPLACE DUE PROCESS FOR EMPLOYEES Eliminate jurisdictional overlaps. All agencies should establish alternative dispute resolution methods and options for the informal disposition of employment disputes. HRM09 IMPROVE ACCOUNTABILITY FOR EQUAL OPPORTUNITY GOALS AND ACCOMPLISHMENTS Charge all federal agency heads with the responsibility for ensuring equal opportunity and increasing representation of qualified women, minorities, and persons with disabilities into all levels and job categories,...
Page 23 - Federal Affirmative Employment: Status of Women and Minority Representation in the Federal Workforce (GAO/T-GGD-92-2, Oct. 23, 1991).
Page 85 - Separations We included both voluntary and involuntary separations from federal employment Involuntary separations comprised the following categories: mandatory retirement, retirement due to disability, retirement in lieu of involuntary action, resignation in lieu of involuntary action, removal, termination due to disability, expiration of appointment, involuntary termination, termination, discharge during probation/trial period, and discharge. Voluntary separations comprised voluntary retirement,...
Page 1 - US regulation of derivatives, (4) whether existing accounting rules resulted in financial reports that provided market participants and investors adequate information about firms' use of derivatives, and (5) what the implications of the international use of derivatives were for US regulations. We are sending copies of this report to other appropriate congressional committees and executive branch agencies, including the Secretary of the Treasury, the Chairman of the Securities and Exchange Commission,...
Page 17 - ... category of civil service employment constitutes a lower percentage of the total number of employees within the employment category than the percentage that the minority constituted within the labor force of the United States, as determined under the most recent decennial or mid-decade census, or current population survey...
Page 16 - Act of 1964, which requires that all personnel actions affecting Federal employees or applicants for employment be free from discrimination.
Page 16 - ... Opportunity Commission (EEOC) is responsible for providing agencies with guidance on their affirmative employment programs and approving agency plans for those programs. The Civil Service Reform Act of 1978 clearly provided for the first time in law that federal personnel management be implemented to provide a competent, honest, and productive federal workforce that is reflective of the Nation's diverse population. In addition, the 1978 act created the Federal Equal Opportunity Recruitment Program...