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CHAPTER 4. SPECIAL EMPHASIS PROGRAMS

Special Emphasis Programs are employment related

programs which focus special attention on certain specific

groups as a result of a particular law, regulation, or

Executive Order.

4-1. Objective.

The objective of Special Emphasis Programs is to

identify and neutralize any possible myths or

stereotypes associated with women employees, to inform

managers and supervisors of current EEO laws and their

requirements, to encourage pursuit of aggressive

affirmative action, to educate managers and

supervisors on FWP goals and objectives, and to assist

women in acquiring the self-confidence, knowledge,

skills and abilities necessary to become more

productive career employees.

Managers and supervisors are responsible for

encouraging all employees toward self-development and

for ensuring that EEO principles are adhered to

throughout their units. If it should appear that

women employees have received disparate treatment in

the exercise of these management responsibilities, FWP

Managers and Coordinators should work with the

Director of the Affirmative Employment Division in

Headquarters or the Regional Affirmative Action

Manager, personnel officials and program managers at

all levels in developing and presenting appropriate

awareness programs. A means of accomplishing these

objectives is through Special Emphasis Programs.

4-2. Planning.

Headquarter\'s Coordinators and Regional FWP Managers

and Coordinators have primary responsibility, along

with the National FWP Manager, for planning special

Emphasis Programs designed to enhance the knowledge,

skills and abilities of women in the Department.

These individuals, in addition to any committees

established, are also responsible for planning

activities in observance of National Women\'s History

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Month for their respective jurisdictions. It is

recommended that any activities planned be coordinated

with other employee organizations, recognized labor

unions, personnel offices, and the Employee Assistance

Program Staff to include their interests and to avoid

duplication of effort or scheduling conflicts.

4-3. Funding.

Funding for these programs may be provided from each

Regional Office component\'s budget. In Headquarters,

funding is provided under the budget allocation for

the Office of Fair Housing and Equal Opportunity. The

need for funds for special emphasis activities,

training and training-related travel should be

identified during the budget planning process and

submitted for approval to the appropriate official.

4-4. Programs.

Following are examples of Special Emphasis

Programs which may be used by the Manager and/or

Coordinators. These examples are meant only to

be illustrative and should in no way limit the

range of programs for this type of concern:

A. Management Awareness Programs may be included as

a part of Basic Supervisory and Management

Training courses. The following areas may be

covered:

\(1\) the purpose, structure, and objectives of

the Federal Women\'s Program;

\(2\) the possible stereotyping of women

employees;

\(3\) the effects of discriminatory attitudes, and

sexist language and actions;

\(4\) the current EEO laws and their requirements;

\(5\) the aggressive implementation of Affirmative

Employment Program Plans; and

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\(6\) Sexual harassment prevention.

B. Employee Awareness Programs are general awareness

programs for all employees and may consist of

films, speakers, panels, skits, seminars, or

workshops. The FWP Manager and/or Coordinators

should maintain a file of knowledgeable persons

both in and out of the Department to be speakers,

serve on panels and to conduct seminars. To aid

in organizing interesting programs, FWP Managers

and Coordinators may poll women on their

preferences and suggestions for activities.

After evaluating the results, they may plan

activities based on the major concerns of the

women. The frequency of these programs is

determined by the availability of materials,

time, funds and personnel.

C. Career Related Programs are specific programs

which may be designed and instituted to help

stimulate women\'s initiatives and build their

self-confidence, knowledge, skills and abilities

in seeking career advancement. A series of

programs designed to answer women\'s questions

about the Department and its functions will

provide women with a clear view of available

career possibilities. Other programs concerning

personal assessment, goal setting, and the

benefits of upward mobility programs also aid

women in becoming career motivated. FWP Managers

and Coordinators may also work with their training

officers and, if appropriate, with outside

sources to develop training programs in skills

upgrading which are particularly valuable in

upward mobility efforts; e.g., communications

skills and self-development.

4-5. Materials.

In order to conduct or assist in conducting

supervisory or management training which addresses

the FWP and the problems of working women or any other

related training or programs, FWP Managers and

Coordinators should assemble a standard selection of

materials for their or any other person\'s use in

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conducting such training. Information and resource

materials may be gathered from the Office of Personnel

Management (OPM); the Women\'s Bureau of the Labor

Department; publications by Federal agencies or

private women\'s organizations; Federal employees\'

unions; universities; speeches; newspapers; magazines;

and films. Accurate information on the laws and

regulations governing the FWP and EEO are particularly

important.

4-6. Other Government-wide Special Emphasis Programs

include:

A. The Hispanic Employment Program - established

initially by Presidential directive as a

sixteen-point program for Spanish-Speaking Americans

(1970), this program was designed to assure

consideration of the needs and problems of

persons of Hispanic origin in all aspects of

Federal personnel management. (See HUD Handbook

8051.1, Rev. 1, Hispanic Employment Program, for

further information.)

B. The Veterans Employment Program - is directed at

assuring that all veterans, particularly Vietnam-era

and disabled veterans, have the full measure

of employment in the Federal service. The

Department\'s Disabled Veterans Affirmative Action

Plan (DVAAP) is developed by the Affirmative

Employment Division.

C. Federal Equal Opportunity Recruitment Program

(FEORP) - a program requiring agencies to

implement targeted recruitment programs designed

to eliminate manifest imbalances or conspicuous

absences of minorities and women in the various

occupational areas and grade levels of

employment. When manifest imbalances or

conspicuous absences are identified, a FEORP

Plan is developed to target internal and external

recruitment to eliminate manifest imbalances

and/or conspicuous absences in the work force.

(The FEORP is developed by the Affirmative

Employment Division.)

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Federal Women\'s Program Managers can assist in

carrying out the objectives of the FEORP by:

1\. Assisting in the development, monitoring

and evaluation of the FEORP and

recommending modifications.

2\. Stressing to managers and supervisors the use

of special appointing authorities, such as

those for disabled veterans and other

disabled individuals.

3\. Assisting in the recruitment of women by:

a\. establishing and maintaining applicant

files (these files are informal files

containing applications of individuals

interested in employment with the

Department, they are in no way to be

considered official files);

b\. maintaining information on all announced

position vacancies within the

organization in order to make referrals

to women who may qualify;

c\. periodically reviewing organizational

recruitment mailing lists to ensure

that they contain accurate and up-to-date

information on women\'s organizations,

institutions, and schools.

d\. maintaining contact with national and

local organizations, institutions,

community groups and programs that will

serve as sources of applicants.

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