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CHAPTER 1. FWP GOALS AND OBJECTIVES

1-1. Goal.

The overall goal of the FWP is to ensure that women

are employed at all levels, in all occupations, and

are considered for all assignments that afford career

development and advancement opportunities. This

Handbook presents the activities and procedures by

which the program will achieve this goal through the

following objectives:

A. Providing management with information and

strategies for enhancing the advancement

of women in order to bring about a more

effective work force and to accomplish the

mission of the Department.

B. Assisting the Department, through objective

analysis of the existing employment situation,

to achieve equal opportunity for women in

every personnel management policy and

practice, including recruitment programs,

training, selection, placement, counseling,

career development and promotion.

C. Assuring that managers and supervisors

evaluate all employees by fair and equitable

standards; eliminating barriers; providing

career opportunities commensurate with

ability, potential, and self-commitment;

assisting women in establishing career goals;

and informing supervisors of their

responsibility for the career development of all

employees.

D. Promoting the equitable distribution of women

throughout professional, administrative,

technical, clerical and other occupations as well

as advancement into managerial and supervisory

positions, including encouraging the participation

of women in training programs which lead to career

advancement.

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E. Assuring employment practices are in accordance

with merit principles through the elimination of

any attitudes, customs, and habits which may deny

women entry into certain occupations, and

participation in decision-making positions affecting

Departmental policy.

F. Assisting management in the development and

implementation of affirmative employment program

plans.

1-2. Legal Authority.

This Handbook is issued under Executive Order 11478,

\"Equal Employment Opportunity in the Federal

Government,\" and in accordance with the revised

regulations of the Office of Personnel Management

(5 CFR 713) implementing Title VII of the Civil

Rights Act of 1964, as amended by P.L. 92-261, HUD

regulations (24 CFR 7), and EEOC regulations 29 CFR

1614\.

The Equal Employment Opportunity Commission (EEOC)

regulations (29 CFR 1614) provides, in part, that each

agency head shall \"Designate a Director of Equal

Employment Opportunity and as many Equal Employment

Officers (EEO), Equal Employment Opportunity

Counselors, Federal Women\'s Program Coordinators, and

other persons as may be necessary to assist the head

of the agency to carry out the functions described\...\"

and \"ensure that equal opportunity for women is an

integral part of the agency\'s overall program by

assigning to the Federal Women\'s Program Coordinator

the function of advising the Director of Equal

Employment Opportunity on matters affecting the

employment and advancement of women; \... \"

These policies are based on the following regulations:

A. Executive Order 11375, October 13, 1967 - amended

Executive Order 11246 to add \"sex\" as a forbidden

discrimination factor. (Superseded by Executive

Order 11478). As a result, the Federal Women\'s

Program was established.

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B. Executive Order 11478, August 8, 1969

\- incorporated the Federal Women\'s Program into the

overall Equal Employment Opportunity Program.

(Amended by Executive Order 11590, which made

this order applicable to the United States Postal

Service and to the Postal Rate Commission.)

C. The Equal Employment Opportunity Act, Public Law

92-261, March 24, 1972 - amended the Civil Rights

Act of 1964, which banned discrimination in the

private sector, to extend this protection to

Federal employees. It provides civil service

employees with a course of action in cases of

discrimination and states formally the responsibility

of the Federal government with respect to

equal employment opportunity.

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