713.2 REV.

Appendix 2

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APPENDIX 2. EQUAL EMPLOYMENT OBJECTIVES

1\. INTRODUCTION. Criteria have been established to assure that In-House

EE Plans will have goals meaningful and quantifiable in the

achievement of equal employment opportunity. These same criteria

provide a basis for a continuing review and measurement of the

performance and effectiveness of each organizational entity and

establish the means for setting forth specifically the Department\'s

equal employment objectives.

2\. PROBLEM AREAS. There are four commonly apparent symptoms of

inequality of employment opportunity to be addressed immediately where

they exist by all organizational entities.

a\. An Overall Minority Employment Problem is indicated by the

absence of a representative number of minority employees in

the work force.

b\. A Minority Distribution Problem is indicated by the concentration

of minority employees in a few grade levels and/or job

types.

c\. A Distribution of Women Problem is indicated by the relative

absence of women in professional or other higher grade positions.

d\. A Specific Distribution Problem may exist when any of the

following characteristics is in evidence.

\(1\) Absence of minorities or women from three grade levels

most common to the operation.

\(2\) Absence or under-representation of any significant minority

group in the whole work force or any separate identifiable

part of it.

\(3\) Concentration of minority or female employees in a grade

level, job type or specific operation.

3\. SELECTION OF LONG RANGE DESIRED PROFILE AND ESTABLISHMENT OF

ANNUAL PLANS.

a\. Review of the statistical profile of an organizational work

force will indicate patterns or practices which may be impeding

employment opportunity in that organization.

b\. Problem areas will reflect, statistically, the difference

between a current profile and an attainable, future Long Range

Desired Profile, which by taking corrective actions, will

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713.2 REV.

Appendix 2

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eliminate the specific problem and, by definition, reflect

increased equal employment opportunity. The corrective action

possible within the next twelve months, to show maximum

measurable progress within that period, become the Plan

potentially achievable within one year, or the annual In-House

EE Plan for that filing period.

c\. Distinction Between Plans and Quotas. The principles outlined

in the handbook must be achieved within the framework of merit

principles. It in essential that the statistical Plans be

accomplished with due regard to the statutory and regulatory

provisions governing appointments and promotions in the

Government service. These Plans must not be construed as quotas

to be accomplished without regard to such provisions.

4\. PROBLEM OF OVERALL MINORITY EMPLOYMENT - SELECTION OF LONG RANGE

DESIRED PROFILE. In order that it can plan and administer its

problems to meet real needs, and relate to the community it serves,

the Department must be represented as an equal opportunity employer.

Each Plan Officer must determine for his office, given current and

anticipated turnover rates and new positions, what the eventual

equal employment opportunity representation of minorities and women

in his work force should be. This is his Long Range Desired Profile.

5\. PROBLEM OF MINORITY DISTRIBUTION. The grade level range selected

as a basis for determining the Problem Areas for Overall Minority

Employment, will also provide the basis for addressing problems

of Minority Distribution. Three broad categories, GS-1-6, GS-7-11,

GS-12-15, should each have similar minimums of minority representation

in their personnel.

6\. PROBLEM OF THE DISTRIBUTION OF WOMEN. To facilitate the
consideration

and inclusion of women in the professional/technical work

force and assure their equal opportunity to progress to higher

levels of authority and grade, the Department, in order to bear

equally on all of its organizational entities, has established a

basis for determining future departmental profiles. The grade

level range identified as the basis for determining the Problem

Areas in paragraph 5 above in applicable.

7\. PROBLEMS OF SPECIFIC DISTRIBUTION. Problem of Specific Distribution

will be identified by the absence of minorities or women

from any given grade in the work force, or the concentration of

minority or female employees in a grade level or job type. Good

judgment will be required in the setting of annual Plans to address

Specific Distribution problem within each reporting period.

Studying the computer printouts for the office will reveal to

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713.2 REV.

Appendix 2

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the Plan Officer less obvious degree of exclusion, limitation, or

oversite which conscious personnel efforts easily can correct.

Determining the presence of various minority groups in the SMSA\'s

minority population will help determine the problem areas and,

based on these and the Long Range Desired Profile, the annual

projections.

8\. FORMULATING IN-HOUSE EE PLANS. A Plan Officer will formulate and

submit the EE Plan for his operation. Each Plan Officer must

establish Long Range Desired Profiles for each of four separate

problem areas. Each profile must include annual projections as

well as the planned actions and the rationale for their use as

means of attaining the objectives.

The types of problems which exist, their magnitude and the pace at

which they will be resolved will all be reflected. The successive

filing of Plans provides the measurement of progress by a comparison

of any two Plans of an office in sequence. The statistical

identification of current problems in the annual In-House EE Plan

is itself the major basis for judging compliance or good faith

efforts. Any documentation or background data indicating unforeseen

circumstances which may have made full compliance with the

last Plan impossible are invited as part of the filing of the

annual In-House EE Plan.

9\. PROGRESS REPORT ON IN-HOUSE EE PLAN.

a\. In order to carry out the review responsibilities of evaluating

the effectiveness of EE Plans, a progress report will be

forwarded quarterly to the Assistant Secretary for Equal

Opportunity. A format EE 06-0010R) is attached as Appendix 3.

The progress report for each Region will cover the Regional

Office in Column (1) as well as the separate progress reports of

each Area and Insuring Office in the Region Columns (2-13).

Each of these offices should be listed separately where indicated

on the form.

b\. Offices in the Central Office which are responsible for filing

more than one Plan, per paragraph 7b(1) of [Handbook
713.2](http://www.hud.gov/offices/adm/hudclips/handbooks/fheh/7132/index.cfm)
REV.,

similarly should report progress of each subordinate filing

office separately.

c\. Preparation of the progress report should be as follows:

\(1\) Annual projections for minorities and women for the various

grade ranges should be listed as shown in each EE Plan.

Show the number of minorities and women actually employed

at the end of the reporting period including total clerical

and para-professional employees in the GS-7/11 level in the

parenthesis. The change from the last reporting period

should be shown on the line, \"Chg. Since Last Report.\"

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713.2 REV.

Appendix 2

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\(2\) Under \"PROMOTION\" the total number of promotions for each

office for the reporting period should be listed

irrespective of grade level. Separate entities should be

made to indicate the number of minorities, including

minority women, receiving promotions and the number of women

receiving promotions.

\(3\) Under \"UPWARD MOBILITY TRAINING\" (as described in

Appendix 4 of [Handbook
713.2](http://www.hud.gov/offices/adm/hudclips/handbooks/fheh/7132/index.cfm)
) also show the total

minority and women employees currently involved in

such training.

\(4\) The report should be signed by the Regional Administrator

or, in Central Office, by the appropriate Assistant

Secretary or Office Head.

\(5\) Employment Distribution - Show the total number of female/

male employees in each grade level by the established

Civil Service Commission codes 1-7.

d\. Reports are to be submitted quarterly and are due 15 days

following the end of each quarter.

10\. RESERVED.

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